The impact of father’s pregnancy discrimination on the work–family interface: An action-regulation approach
研究发现父亲在妻子怀孕期间会遭遇职场歧视，这种歧视阻碍资源获取，影响工作家庭平衡，并导致父亲或母亲离职。研究分析了四种应对策略，其中改变策略有效提升平衡感，而脱离策略则通过离职实现目标。
Do fathers experience discrimination during pregnancy? YES! In this study, we explore the experience of fathers’ pregnancy discrimination (FPD), or the perceived unfavorable treatment of fathers in the workplace due to their wives expecting a baby. Applying the action regulation model of work–family balance, we examine FPD as a resource barrier that impacts both the father’s perceived work–family balance and the father’s and mother’s turnover. In a sample of 247 expectant fathers across four time periods using a newly developed and validated measure of FPD, we examine the four different action strategies that fathers might use in reaction to the resource barrier of FPD to attain work and family goals. Policy use (engagement strategy) was ineffective, but going the extra mile (changing strategy) was effective in achieving greater perceived work–family balance. For those who used disengagement strategies, the father’s desire for the mother to turnover (sequencing strategy) contributed to the mother’s turnover while the father’s turnover intention (revising strategy) contributed to the father’s turnover as avenues for goal attainment. This research provides an empirical examination of the four action strategies simultaneously invoked in response to a resource barrier (FPD) with implications for perceived balance and actual turnover.