Work-Life Faultlines: Perceptions of Unfairness and Social Exclusion As Micro-Mediating Processes, and The Moderating Roles of Gender and Status Perceptions

Authors:

Abstract: We introduce work-life faultlines, involving subgroups at work based on attributes such as parental status. We present a qualitative study of narratives concerning faultline experiences (Study 1, n = 488). Focusing on a subset of narratives revealing work-life faultlines (n = 76, 15.6%), this faultline is associated with two major themes: unfairness and social exclusion, which map onto feeling that one’s time is not valued and a lack of connection with others at work, respectively. Also, a higher percentage of women (versus men) reported work-life faultlines. Some respondents also reported that having a family served as a status symbol. We subsequently developed a model about effects of perceived work-life faultline strength on team and job outcomes, with unfairness and social exclusion as mediators, and gender as a moderator (Study 2). This model was supported, with stronger effects for mediation by perceived unfairness. We discuss contributions to faultlines and work-life research.

Track: TEAM

Keywords: Group faultlines; work-life; conflict; gender