Iterative analysis of masculinity and work-life balance: emergent themes and dimensions
| First-order concepts (codes) | Example quotes | Second-order themes | Aggregate dimensions | Emergent narrative |
|---|---|---|---|---|
| Breadwinner identity | I have to provide for my family | Traditional breadwinner model | Masculinity Continuum (Traditional vs Evolving) | This reflects the historical role of men as breadwinners, particularly in traditional industries |
| Fear of appearing uncommitted | Taking parental leave would make me look uncommitted | Perception of career as central to masculinity | A common fear among participants, especially in competitive organizational cultures | |
| Redefinition of success | Being successful means being present for my family | Egalitarian view of masculinity | Reflects a generational shift, particularly among Millennials and Generation Z | |
| Importance of work-life balance | Work-life balance is important for my role as a dad | Rejection of traditional norms | An evolving attitude where work-life balance is seen as part of a successful life | |
| Supervisor’s high availability expectations | My boss expects me to be available all the time | Supervisor’s traditional views | Supervisory and Cultural Norms | Traditional supervisory expectations create tension between career and family priorities |
| Fear of career penalties | I’ve seen men get passed over for promotions | Career-related repercussions | Career-related fears emerged across all generations, but were stronger in older cohorts | |
| Support for work-life balance | My manager encouraged me to take parental leave | Supervisor’s support for work-life balance | Supportive supervisors encourage policy use, though this varies by organizational culture | |
| Flexibility as an organizational value | Our company values flexibility for everyone | Progressive organizational culture | Reflects how progressive organizations enable work-life balance as part of their values | |
| Regret over missed family time | I’ve missed a lot of time with my kids | Career comes at the expense of family | Internal Conflict (Career Prioritization vs Family Engagement) | Regret is tied to the sacrifices made for career success, especially among Baby Boomers |
| Declining promotions for family | I turned down promotions for more family time | Family prioritized over career | This reflects deliberate choices to prioritize family over career opportunities | |
| Desire for work-family balance | I want a balance between career and personal life | Seeking balance for personal satisfaction | A universal desire, though the means to achieve it vary across contexts and generations |
| First-order concepts (codes) | Example quotes | Second-order themes | Aggregate dimensions | Emergent narrative |
|---|---|---|---|---|
| Breadwinner identity | Traditional breadwinner model | Masculinity Continuum (Traditional vs Evolving) | This reflects the historical role of men as breadwinners, particularly in traditional industries | |
| Fear of appearing uncommitted | Perception of career as central to masculinity | A common fear among participants, especially in competitive organizational cultures | ||
| Redefinition of success | Egalitarian view of masculinity | Reflects a generational shift, particularly among Millennials and Generation Z | ||
| Importance of work-life balance | Rejection of traditional norms | An evolving attitude where work-life balance is seen as part of a successful life | ||
| Supervisor’s high availability expectations | Supervisor’s traditional views | Supervisory and Cultural Norms | Traditional supervisory expectations create tension between career and family priorities | |
| Fear of career penalties | Career-related repercussions | Career-related fears emerged across all generations, but were stronger in older cohorts | ||
| Support for work-life balance | Supervisor’s support for work-life balance | Supportive supervisors encourage policy use, though this varies by organizational culture | ||
| Flexibility as an organizational value | Progressive organizational culture | Reflects how progressive organizations enable work-life balance as part of their values | ||
| Regret over missed family time | Career comes at the expense of family | Internal Conflict (Career Prioritization vs Family Engagement) | Regret is tied to the sacrifices made for career success, especially among Baby Boomers | |
| Declining promotions for family | Family prioritized over career | This reflects deliberate choices to prioritize family over career opportunities | ||
| Desire for work-family balance | Seeking balance for personal satisfaction | A universal desire, though the means to achieve it vary across contexts and generations |
Source(s): Authors’ own work
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