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Occupational and Industry Sex Segregation and the Work–Family Interface

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Abstract

This study examines how gender interacts with the extent of occupational and industry sex segregation to affect family-to-work conflict, work-to-family conflict, coworker support, and supportive work-family culture. Using a theoretical framework that highlights the negative ramifications of working in a sex-atypical occupation or industry, we hypothesized that men and women would be impacted differently by the percentage of women in an occupation or industry. The data (N = 2,810) are from the 2002 National Study of the Changing Workforce (a US sample). Findings suggest that gender interacts with the percentage of women in an industry in significantly predicting coworker support and supportive work–family culture. Gender also interacts with the percentage of women in an occupation in significantly predicting family-to-work conflict.

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Authors and Affiliations

  1. Department of Management and Human Resources, Jon M. Huntsman School of Business, Utah State University, 3555 Old Main Hill, Logan, UT, 84322-3555, USA

    Alison Cook

  2. Department of Sociology, University of North Dakota, Grand Forks, ND, 58202-7136, USA

    Krista Lynn Minnotte

Authors
  1. Alison Cook
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  2. Krista Lynn Minnotte
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Correspondence to Alison Cook.

Appendix

Appendix

Items Comprising each Measure

Measure

Items

Supportive work–family culture

Unwritten rule that you can’t care for family needs on company time

Putting family needs ahead of job not viewed favorably

Work–family problems are the workers’ problem not the company’s

Must choose between advancement and attention to family life

Supervisor is fair when responding to employee personal needs

Supervisor is understanding when I talk about personal issues

Feel comfortable bringing up personal issues with my supervisor

Supervisor cares about effects of work on family life

Supervisor accommodates me when I have personal business

Coworker support perceptions

Treated with respect at work

Feel part of the group of people I work with

Have the coworker support I need to do a good job

Have the coworker support I need to manage my work/family life

Work-to-family conflict

Frequency of not having time for family because of job

Frequency of not having energy to do things with family because of job

Frequency that work keeps me from doing a good job at home

Frequency of not being in a good mood at home because of job

Frequency that job keeps me from concentrating on family/personal life

Family-to-work conflict

Frequency of bad mood at work because of family/personal life

Frequency that family/personal life keeps me from doing a good job at work

Frequency that family/personal life drains energy needed on job

Frequency family/personal life keeps me from concentrating on job

Frequency of not enough time for your job because of your family

Control variables

Gender

Age

Job tenure

Hours worked per week

Children at home

Single parent

Autonomy at work

Demand of job

Gender of the supervisor

Education level

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Cook, A., Minnotte, K.L. Occupational and Industry Sex Segregation and the Work–Family Interface. Sex Roles 59, 800–813 (2008). https://doi.org/10.1007/s11199-008-9484-5

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