Gender roles and role conflict in feminist lesbian and heterosexual women

Thirty-nine lesbian and 39 heterosexual feminist women were compared on (1) gender role orientation; (2) intra- and interrole conflict in daughter, intimate partner, and work roles; and (3) satisfaction with interpersonal relationships with parents, intimate partners, and co-workers/employers. The majority were Caucasian and either graduate students or professionals. Contrary to theoretical assumptions, lesbians and heterosexual women did not differ in gender role orientation. Heterosexual women reported more interrole conflict between daughter and work roles; whereas lesbians reported more interrole conflict between daughter and intimate partner roles, primarily as a result of perceived disapproval of their intimate relationships by others. Lesbians additionally reported less satisfaction with their relationships with co-workers and employers. Role conflict/satisfaction was not a function of disclosure vs. nondisclosure of sexual orientation for the lesbian women.This article is based on the first author's master's thesis. Portions of this article were presented at the meeting of Southeastern Psychological Association, Atlanta, Georgia, April 1990.The authors gratefully acknowledge the support of the regional women's organization, the Students for Choice organization of the participating university, and the Tennessee chapter of the American Civil Liberties Union for their assistance in data collection. We would also like to thank Ramsey McGowen, Judith Hammond, and Lillian Range for their editorial comments on an earlier draft of this article.     

Interrole Conflict, Coping Strategies, and Role Satisfaction Among Single and Married Employed Mothers

This study examined the relationship between interrole conflict, coping strategies, satisfaction, and marital status among a select sample of employed black mothers. Single and married black mothers were compared on type of coping strategy used to handle mother and worker role conflicts, and level of satisfaction with mother and worker roles. There was a significant interaction between marital status and coping strategy in their effect on satisfaction with the mother role. Finally, single mothers were significantly more satisfied with their worker roles than married mothers.     

Through a different lens: Examining professional women's interrole coping by focus and mode

An alternative method for classifying women's interrole coping efforts is proposed based upon current stress and coping theory. This coping classification method is then used to examine the coping responses and reported satisfaction of a sample of 135 professional women employed full-time as college faculty. Distinctive patterns of coping response use emerged for this group of women when the coping response strategy was expanded to include whether the response was problem focused or emotion focused and active or passive. The women report greater use of problem-focused than emotion-focused coping responses across several different types of work role conflict situations. Differences in rated satisfaction were reported, with the highest satisfaction reported when active coping responses that involved others were used.     

Reducing work/home conflicts in employed couples: A proposed program to balance job and family demands

Work/home conflict is a dominant stress for workers in industrialized countries, particularly in dual-employment families. Interindividual (husband/wife) and interrole (work/home) conflicts in such families are a unique source of stress and adversely affect family and marital relationships as well as performance at work. Neither family therapy nor the stress literature have reported any interventions directed specifically at reducing work/home conflicts in employed couples or parents, although many workplaces today offer stress prevention programs aimed at individual workers. This paper discusses the underlying theoretical rationale for a marital enhancement intervention currently being developed for prevention of distress associated with work/home conflicts. The program combines marital enrichment and training principles with stress management techniques and aims at reinforcing shared coping resources. It focuses on four main variables associated with interpersonal processes: unrealistic expectations based on irrational beliefs, social undermining, shared decision control, and social support.     

Interrole Conflict as a Function of Life Stage,Gender, and Gender-Related Personality Attributes

The purpose of the present study was to examine the amount and type of interrole conflict experienced by women and men at different life stages. A battery of questionnaires, including a demographic questionnaire, a role conflict scale, and the Bern Sex Role Inventory was administered to 244 married adults. The sample was primarily Caucasian. Overall, the impact of life stage, gender, and gender-related personality factors on interrole conflict was differentially influenced by the type of conflict assessed. Both women and men experienced the highest amount of conflict involving parent roles during the peak child-rearing years. In addition, employed men experienced a higher degree of interrole conflict between professional versus self roles than employed women. Married men experienced more spouse versus self role conflict than married women. Finally, instrumentality and interpersonal sensitivity proved to be two important predictors of interrole conflict above and beyond life stage and gender effects. Results are discussed in the context of societal changes towards traditional women and men's roles.     

Preference for local or general anesthesia,coping dispositions,learned resourcefulness and coping with surgery

Abstract

People were found to differ in their coping dispositions (as measured with the MBSS, Miller, 1987): those who habitually attend to threatening cues (“monitors”) and those who distract themselves from these cues (“blunters”). However, some people are equally high on both coping dispositions and they were considered to be in a “dispositional conflict”. Furthermore, under certain circumstances people may prefer to act in a way that is inconsistent with their coping disposition; monitors who prefer blunting strategies and blunters who prefer monitoring strategies (labeled here as “disposition-behavior conflict”). Both conflicts were hypothesized to be associated with higher levels of trait anxiety and poorer coping. 59 men scheduled for surgery were assessed as to their coping disposition (monitors or blunters) and their preference for local or general anesthesia, and their learned resourcefulness (selfantrol skills). Monitors who chose general anesthesia (and thus were unable to monitor their own surgery) and blunters who chose local anesthesia (and thus were unable to blunt) were defined as being in a disposition-behavior conflict. Re- and post-surgery measures of anxiety and dysphoria and post-surgery nurses' ratings were used for assessing coping with surgery. Patients who were either high on dispositional conflict or showed a disposition-behavior conflict were higher on trait anxiety and showed poorer post-surgery coping in comparison to patients without such conflicts. Learned resourcefulness was not related to better coping nor to the two conflicts with the exception that patients with a disposition-behavior conflict reported less confidence in their self-control abilities. Overall, preference for local anesthesia predicted better post-surgery coping.     

Capturing a More Complete View of Employees’ Lives Outside of Work: The Introduction and Development of New Interrole Conflict Constructs

This research introduces 4 new constructs that reflect interrole conflict (i.e., work‐to‐personal, personal‐to‐work, family‐to‐personal, and personal‐to‐family conflict) and provide a more complete view of the roles and responsibilities employees experience outside of work. An integration of interrole conflict literature and research on work and nonwork roles or domains highlights the importance of considering an individual's personal domain, which includes activities one pursues because of his or her own interests (e.g., friends, hobbies, community). Unfortunately, without conflict measures pertaining to this new role, researchers cannot clearly understand how roles other than family interfere with individuals’ work role including how interrole conflict impacts employees who do not have significant responsibilities in the family domain. Five phases of research across 4 separate samples were conducted in order to develop measures for the 4 new conflict constructs and to examine relationships with important work, family, life, and health outcomes. Findings from multisource data, including self‐rated, coworker‐rated, as well as single and nonsingle participants, show that the 4 new forms of interrole conflict have significant implications for employees and organizations.     

Coping with work and family: How do dual‐earners interact?

Juggling the demands of both work and family has become increasingly difficult, especially for dual‐earner households; nevertheless, families have developed strategies to deal with work‐family challenges. This paper uses couple level analyses (APIM models) with 100 dual‐earner couples to provide insight about partners' mutual influence on the use of work‐family coping strategies. The results show that women's use of coping strategies is more associated with work‐family conflict and work‐family enrichment than men's coping. In addition, using partner coping, having a positive attitude towards multiple roles, using planning and management skills and avoiding having to cut back on professional responsibilities is associated with better outcomes (more enrichment and less conflict). Surprisingly, the use of childcare facilities is associated with women's conflict and partner effects were only found concerning the use of management and planning skills. These skills, however, have distinct effects for men and women's outcomes: their use by men reduces their own conflict but increases their wives', while their use by women decreases their own conflict and increases their own and their partner's enrichment. These results point to the fact that gender roles continue to be a hallmark of work‐family issues. Our design and results point out the need for new interventions that take couple interdependences into account.     

The Married Professional Woman: An Examination of Her Role Conflicts and Coping Strategies

A group of 232 married women doctors, lawyers and professors were surveyed about their attitudes toward their roles and how they cope with role conflicts. Close to half of the women reported that it was impossible to rank the relative importance of their family and career roles, and a majority of women stated that they often experienced strains between these roles. Coping strategies such as having family members help with chores, having family members help resolve role conflicts, reducing standards within certain roles, considering personal interests important, and scheduling and organizing activities carefully were found to be significantly related to satisfaction. It is suggested that married professional women who develop effective coping strategies will find the challenge of combining a profession and a family a rewarding one.     

Some antecedents of work-nonwork conflict

This study examined the relationships of three aspects of work schedules—shiftwork, length of workday, and work during weekends and holidays—with the perceived interrole conflict between work and nonwork. Personal background variables and characteristics of the work role itself were hypothesized to be directly related to the level of conflict and, in addition, to moderate the work schedules-conflict relationships. Subjects were 286 hotel employees. As expected all three aspects of work schedules were related to the level of felt work-nonwork conflict. Personal background variables were not related in any way to the level of conflict. Job satisfaction and organizational role conflict were found to be directly related to the level of interrole conflict and, in addition, to moderate the work schedules-conflict relationships. Together, job-related variables and the interactions among them accounted for over 50% of the variance in work-nonwork conflict.     

Interrelations among gender-role conflict, typicality of occupations, and self-esteem

The present study was conducted with 549 women and men who were employed in gender-typical occupations or who were in vocational training, further qualification, or retraining for one of these job. We examined whether a gender-typical occupation is related to gender-role conflicts of women and men in work settings and whether self-esteem moderates the experiences of conflict. Generally, we cannot confirm influence of gender-typical jobs on experience of conflict. The results, however, supply evidence for the fact that women experience higher gender-role conflicts than men in all occupations. Women and men of low self-esteem engaged in typically female occupations experience especially high gender-role conflict.     

Coping responses in the midst of terror: The July 22 terror attack at Utøya Island in Norway

This study examined the peri‐trauma coping responses of 325 survivors, mostly youth, after the July 22, 2011 terror attack on Utøya Island in Norway. The aim was to understand peri‐trauma coping responses and their relation to subsequent post‐traumatic stress (PTS) reactions. Respondents were interviewed face‐to‐face 4–5 months after the shooting, and most were interviewed at their homes. Peri‐trauma coping was assessed using ten selected items from the “How I Cope Under Pressure Scale” (HICUPS), covering the dimensions of problem solving, positive cognitive restructuring, avoidance, support seeking, seeking understanding, and religious coping. PTS reactions were assessed with the UCLA PTSD Reaction Index. The participants reported using a wide variety of coping strategies. Problem solving, positive cognitive restructuring, and seeking understanding strategies were reported most often. Men reported using more problem‐solving strategies, whereas women reported more emotion‐focused strategies. There were no significant associations between age and the use of coping strategies. Problem solving and positive cognitive restructuring were significantly associated with fewer PTS reactions. The results are discussed in light of previous research and may help to inform early intervention efforts for survivors of traumatic events.     

Work–family conflict and coping strategies: Qualitative study of Muslim female academicians in Malaysia

This study seeks to explore the relationship between work demands related to causes of work–family conflict (WFC) and coping strategies among Muslim female academicians. Five interviews were conducted with five respondents. Two issues were discussed: primary sources of WFC and coping mechanisms for WFC. The participants included five Muslim female lecturers, aged 43–45 years. Most interviewees experienced conflict between work demand and family life. They believe that these conflicts were reasons for decline in productivity, higher rates of absenteeism, higher turnover, lower morale, lower job satisfaction, and lower family satisfaction. To manage WFC, three coping strategies were used by respondents.     

婚姻冲突、应对策略及其与婚姻满意度的关系

探讨婚姻冲突、应对策略、婚姻满意度的特点及其关系。采用方便取样,选取辽阳市已婚完整家庭1～10年的夫妻620对进行问卷调查。结果表明：1）夫妻报告的前三项冲突是：家务琐事、不良习惯和交流解决问题方面。在家务琐事、交流解决问题和孩子方面,妻子报告的冲突显著多于丈夫;妻子报告的双方回避应对显著多于丈夫;2）人际关系冲突和工作方面的冲突分别对妻子和丈夫的婚姻满意度有显著预测作用;双方都报告人际关系方面的冲突对对方婚姻满意度有显著预测作用,但妻子报告的人际关系冲突对丈夫婚姻满意的预测作用更大;3）自己和对方的应对策略在妻子报告的冲突与婚姻满意中起完全中介作用,在丈夫报告的冲突与婚姻满意中起部分中介作用。     

DO COPING STYLES MODERATE OR MEDIATE THE RELATIONSHIP BETWEEN INTERNALIZED HETEROSEXISM AND SEXUAL MINORITY WOMEN'S PSYCHOLOGICAL DISTRESS?

The purpose of this study was to test tenets of both minority stress and lesbian feminist/sexual identity development theories by examining the potential moderating and mediating roles of individual coping styles (i.e., problem-solving and avoidant coping) in the relationship between internalized heterosexism and lesbian and bisexual (sexual minority) women's psychological distress. Participants included 323 sexual minority women who completed an Internet survey. Results revealed that avoidant coping partially mediated the relationship between internalized heterosexism and psychological distress. No support was found for the mediating role of problem-solving coping or for the moderating roles of problem-solving and avoidant coping in the link between internalized heterosexism and psychological distress. Feminist strategies that may be useful for clinicians working with clients to reduce internalized heterosexism are provided.     

Interpersonal Negotiation Strategies in a Sample of Older Women

Suppressed anger resulting from poorly resolved interpersonal conflicts can increase morbidity. The current generation of older women may be particularly susceptible to morbidity caused by anger inhibition due to socialization to be submissive in interpersonal conflicts. For purposes of disease prevention, we asked 35 older women to describe an interpersonal conflict experienced recently, and how they responded to it. Data coding was based on Selman's model of interpersonal negotiation strategies, which has been used to assess the conflicts of children, adolescents, and young adults, but not older adults. We found that many participants used strategies in which they expressed their point of view in order to persuade the other person. Of those who were expressive, however, many ended up submitting to the other person's demands nonetheless. Thus, overall, most participants used submissive strategies. Conflicts with strangers and acquaintances were frequently reported, and reports included comments about feeling vulnerable. Stereotypic beliefs about age and health also emerged in reports, and seemed related to submissive responses. Our findings suggest that older women would benefit from training in constructive strategies for resolving interpersonal conflicts. Training efforts should reflect the ways in which stereotypic beliefs about age, health, and vulnerability may interfere with constructive strategy choice, and should emphasize the health benefits of constructively dealing with conflict.     

PMS as a Gendered Illness Linked to the Construction and Relational Experience of Hetero-Femininity

The majority of research conducted to date on premenstrual distress has focused on heterosexual women. Drawing on research with lesbian and heterosexual self-defined PMS (premenstrual syndrome) sufferers and their partners, we argue that this negates the role played by hetero-patriarchal constructions of both femininity and premenstrual change in the lived experience of premenstrual distress. Negative constructions of PMS and over-responsibility within the home, commonly found in heterosexual relationships, exacerbate distress and result in women being pathologised premenstrually. Conversely, support and understanding offered by partners, more common in lesbian relationships, reduces guilt and self-pathologisation, allowing women to engage in coping strategies premenstrually, such as taking time out to be alone, or engage self-care. These patterns of relational negotiation of women’s premenstrual change can be contextualised within broader cultural representations of hetero-normativity, which provide the context for gendered roles and coping.     

Interrole conflict among married women: The influence of husband and wife characteristics on conflict and coping behavior

The present research investigated the conflict that women experience between their home and nonhome roles. All of the women in the sample (N = 115) were married and living with their husbands, had at least one child living at home, and were college students. It was found that women who placed a similar level of importance on work as their husbands experienced less intense conflict than women who differed from their husbands in career orientation. In addition, the number of children at home was positively related to a woman's conflict when her husband was highly work oriented. A woman's use of reactive coping strategies was negatively related to her life satisfaction when her husband was dissatisfied with his own life.     

IS SEXUAL ORIENTATION A MATTER OF CHOICE?

Ninety women in lesbian and heterosexual couples were compared on relationship values, views of same-gender and cross-gender intimate relationships, and perceived choice of sexual orientation. Both groups reported similar values, levels of self-esteem, and capacity for intimacy. The majority in both groups described their relationships with women as more emotionally and intellectually intimate than those with men. A majority of women in lesbian couples (58%) and a third of women in heterosexual couples reported choosing the orientation of their current sexual relationship. Women with male partners did not perceive major differences between homosexual and heterosexual relationships, citing sexual attraction as the primary reason they chose a male partner. In contrast, many women with female partners characterized lesbian relationships as more intimate and equal, and less gender-role stereotyped, frequently citing these characteristics, along with sexual attraction, as reasons for their relationship preference.     

Gender differences in conflict resolution styles of managers: At work and at home

Because women and men managers occupy different roles at work and at home, role theory suggests that they would use different conflict resolution behaviors in each role. This study tested this theory empirically using the Thomas-Kilmann Conflict Mode instrument to measure the five conflict resolution styles of 201 managers (99 males and 102 females) in both situational roles. Sex differences were examined along with hierarchical rank. Both genders tended to handle conflict more competitively at work than at home, and used the accommodating style more frequently at home than at work. At home, low-level women managers were more willing to collaborate and less willing to avoid conflict than at work; men managers overall were less likely to compromise at home than at work.