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Träfflista för sökning "hsv:(SAMHÄLLSVETENSKAP) ;pers:(Hwang Philip 1950)"

Sökning: hsv:(SAMHÄLLSVETENSKAP) > Hwang Philip 1950

  • Resultat 21-30 av 335
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21.
  • Hwang, Philip, 1950 (författare)
  • Day Care in Sweden
  • 1991
  • Ingår i: In P. Moss & E. Mellhuish (Eds.), Day Care for Young Children: Research and Policy Implications. - London : Thomas Coram Institute. ; , s. 61-81
  • Bokkapitel (övrigt vetenskapligt/konstnärligt)
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22.
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23.
  • Haas, Linda, et al. (författare)
  • Gender and organizational culture - Correlates of companies' responsiveness to fathers in Sweden
  • 2007
  • Ingår i: GENDER &; SOCIETY. - : SAGE Publications. - 0891-2432 .- 1552-3977. ; 21:1, s. 52-79
  • Tidskriftsartikel (refereegranskat)abstract
    • This article investigates the influence of two ideologies about gender, the doctrine of separate spheres and masculine hegemony, on the responsiveness to fathers shown by Sweden’s 200 largest corporations in 1993. ‘Father friendliness’ was measured with 16 items, many concerning fathers’ access to Parental leave. Father-friendly companies had adopted values associated with the private sphere and prioritized women’s entrance into the public sphere.
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24.
  • Haas, Linda, et al. (författare)
  • "It's About Time!": Company Support for Fathers' Entitlement to Reduced Work Hours in Sweden
  • 2016
  • Ingår i: Social Politics. - : Oxford University Press (OUP). - 1072-4745 .- 1468-2893. ; 23:1, s. 142-167
  • Tidskriftsartikel (refereegranskat)abstract
    • Fifteen nations offer fathers the right to reduce work hours to care for children. Incorporating a gender perspective, this study uses a mixed-methods approach to examine the implementation of this policy in the first nation to offer it, Sweden. It investigates whether the institutional and cultural environment exerts pressure on companies to facilitate fathers' hours reduction, companies' levels of support for fathers' use of this entitlement and correlates of company support. The persistence of the "male model of work" appears to be an important barrier to implementation of a policy that offers promise in offering fathers time to care.
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25.
  • Haas, Linda, et al. (författare)
  • Policy is not enough : the influence of the gendered workplace on fathers' use of parental leave in Sweden
  • 2019
  • Ingår i: Community, Work and Family. - : Taylor & Francis Group. - 1366-8803 .- 1469-3615. ; 22:1, s. 58-76
  • Tidskriftsartikel (refereegranskat)abstract
    • Paid parental leave for fathers is a promising social policy tool for degendering the division of labor for childcare. Swedish fathers have had the right to paid parental leave since 1974, but they take only one-fourth of leave days parents take. There are strong cultural norms supporting involved fatherhood, so couples typically want to share leave more than they do. This article explores how workplaces can constrain Swedish fathers' use of state leave policy, in ways that fathers can take for granted, a topic that has received less attention than individual or family-related obstacles. Based on interviews with 56 employees in five large private companies, we found that masculine workplace norms can make it difficult for fathers to choose to take much leave, while aspects of traditional workplace structure building on these norms can negatively affect fathers' capabilities of taking much leave. Workplace culture and structure seemed to be based on assumptions that the ideal worker should prioritize work and has limited caregiving responsibilities, setting limits to fathers' ability to share leave with mothers. Gender theorists suggest such assumptions persist because of male dominance at the workplace and the endurance of gendered assumptions about the roles of men and women.
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26.
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27.
  • Allard, Karin, 1972, et al. (författare)
  • Family-Supportive Organizational Culture and Fathers' Experiences of Work-family Conflict in Sweden
  • 2011
  • Ingår i: GENDER WORK AND ORGANIZATION. - 0968-6673. ; 18:2, s. 141-157
  • Tidskriftsartikel (refereegranskat)abstract
    • This study explores fathers' experiences with work–family conflict and their perceptions of how supportive the organizational culture at work is regarding fathers' work–family needs, and whether a family-supportive organizational culture is associated with less work–family conflict. A total of 377 fathers working in private Swedish companies were surveyed. While a modest proportion of fathers experienced high levels of work-to-family conflict, less family-to-work conflict was reported. Further, fathers perceived little work–family support from top managers, supervisors, and co-workers. Our results indicate that the cultures in the examined companies have norms that separate work and family from each other. Fathers seem likely to experience work–family conflict as long as the family-supportive organizational culture, especially at the work group level, is not well-developed. When fathers experience their work organizations as family-supportive, they are likely to be better able to combine work and family and thus to help Swedes achieve a more gender-equal society.
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