1. Involved Fathering and Men’s Attitudes Toward Work/Family Issues
Rob Palkovitz
University of Delaware
Newark, Delaware, USA

2. As involved fathers, some men work harder
Wanting to keep job
Needing more money/raise/advancement/benefits
Setting an example/work ethic
Work can sometimes be a place of escape or significance

3. As involved fathers, some men work less
Work is not viewed to be as important as it once was
Time with children or helping at home becomes a higher priority
May request less shift work or travel
May request greater flexibility in timing of work or location of work

4. Primary differences between groups
Achievement of career and economic goals relative to timing of fathering events influence priorities and shifts
More achievement gives more options
Less achievement affords fewer options

5. Role of policy from fathers’ perspectives
Macro level policies help, but not definitive
Micropolicies are what matter
At Workplace (immediate supervisor and unit colleagues)
At home (spouse/partner and family system)
Peer group expectations & norms
Interfaces between levels and policies matter

6. Culture/conduct distinctions
Ralph LaRossa (1988)
Culture= prescribed pattern
Conduct= behavior manifested
Gaps between
These constructs apply to fathering and to working as well

7. Provisional balances Role overload and balancing act complexities
Balances achieved are PROVISIONAL
Timing and circumstance dependent
Focus on transitions WITHIN fathering for greatest understanding
Transitions WITHIN work trajectory

8. Transitions within fathering
Timing
Developmental and relational issues
Circumstantial issues
Cumulative effects issues
Dose
Duration

9. Summary: Different men have different patterns
Micropolicies matter significantly
Interfaces matter significantly
Transitions within fathering and work matter significantly
In considering these factors together we can better serve families and business

10. Questions & Comments…