Download pdf
The Role of Future Parenthood in Hiring: Can Motherhood Penalties and Fatherhood Bonuses be Generalized to Future Mom and Dad?
- 1 School of Education Science, Nanjing Normal University, Nanjing, 210046, China
* Author to whom correspondence should be addressed.
Abstract
Research has shown motherhood penalties and fatherhood bonuses in working places. Employers, it appears, view parenthood as an important factor in hiring. However, motherhood penalties and fatherhood bonuses could be generalized to future parents, since during Chinese hiring process, child-free job applicants are often asked about their future parenthood plans. In this research proposal, an experimental study in a lab setting is utilized to test whether the role of future parenthood could be sufficient to cause hiring bias. The main set of independent variables in the study is applicants’ different expectation of future parenthood. Applicants’ gender and applicants’ applying organization type are also included to see whether there are some interaction effects with future parenthood. The results are measured through participants’ explicit and implicit attitudes towards fictitious resumes using 3 measurements: passing rate, a 7-point scale, and decision making time. The predicted results are that there will be a significant main effect of future parenthood, a significant interaction effect of parenthood and gender, and a significant interaction effect of parenthood and organization type in the hiring process.
Keywords
future parenthood, fictitious resume, hiring bias
[1]. Ridgeway, C., & Correll, S. J. (2004). Motherhood as a status characteristic. The Journal of Social Issues, 60, 683–700. https:// doi.org/10.1111/j.00224537.2004.00380.x
[2]. Correll, S. J., Benard, S., & Paik, I. (2007). Getting a job: Is there a motherhood penalty? American Journal of Sociology, 112, 12971339. https://doi.org/10.1086/511799.
[3]. Heilman, M. E., & Okimoto, T. G. (2008). Motherhood: A potential source of bias in employment decisions. Journal of Applied Psychology, 93, 189–198. https://doi.org/10.1037/0021-9010.93.1. 189
[4]. Gangl, M., & Ziefle, A. (2009). Motherhood, Labor Force Behavior, and Women’s Careers: An Empirical Assessment of the Wage Penalty for Motherhood in Britain, Germany, and the United States. Demography, 46(2), 341–369.
[5]. Cuddy, A. J. C., Fiske, S. T., & Glick, P. (2004). When professionals become mothers, warmth doesn’t cut the ice. Journal of Social Issues, 60, 701–718. https://doi.org/10.1111/j.0022-4537.2004. 00381.x.
[6]. Cheung, H. K., Anderson, A. J., King, E. B., Mahabir, B., Warner, K., & Jones, K. P. (n.d.). Beyond the Baby Bump: Subtle Discrimination Against Working Mothers In the Hiring Process. Journal of Business and Psychology. https://doi.org/10.1007/s10869-022-09790-7
[7]. Eriksson, S., Johansson, P., & Langenskiold, S. (2017). What is the right profile for getting a job? A stated choice experiment of the recruitment process. Empirical Economics, 53(2), 803–826. https://doi.org/10.1007/s00181-016-1133-1
[8]. Jones, K. P. (2017). To tell or not to tell? Examining the role of discrimination in the pregnancy disclosure process at work. Journal of Occupational Health Psychology, 22(2), 239–250.
[9]. Hodges, M. J. and Budig, M. J. (2010). Who gets the daddy bonus? Organizational hegemonic masculinity and the impact of fatherhood on earnings. Gender & Society, 24, 717–745.
[10]. Wagner, D. G. and Berger, J. (2002). Expectation states theory: an evolving research program. In Berger, J. and Zelditch, M., Jr. (Eds.), New Directions in Contemporary Sociological Theory. Lanham, MD: Rowman & Littlefield, pp. 41–76.
[11]. Kmec, J. A. (2011). Are motherhood penalties and fatherhood bonuses warranted? Comparing pro-work behaviors and conditions of mothers, fathers, and non-parents. Social Science Research, 40(2), 444–459. https://doi.org/10.1016/j.ssresearch.2010.11.006
[12]. Charles, M. (2011). A world of difference: international trends in women’s economic status. Annual Review of Sociology, 37, 355–371.
[13]. Angelov, N., Johansson, P., & Lindahl, E. (2016). Parenthood and the gender gap in pay. JournalofLabor Economics,34, 545–579.
[14]. Yu, W.-H., & Hara, Y. (2021). Motherhood Penalties and Fatherhood Premiums: Effects of Parenthood on Earnings Growth Within and Across Firms. Demography, 58(1), 247–272. https://doi.org/10.1215/00703370-8917608.
[15]. Becker, S. O., Fernandes, A., & Weichselbaumer, D. (2019). Discrimination in hiring based on potential and realized fertility: Evidence from a large-scale field experiment. Labour Economics, 59, 139–152. https:// doi.org/10.1016/j.labeco.2019.04.009
[16]. Peterson Gloor, J. L., Okimoto, T. G., & King, E. B. (n.d.). “Maybe baby?” The employment risk of potential parenthood. Journal of Applied Social Psychology. https://doi.org/10.1111/jasp.12799
[17]. Guengoer, G., & Biernat, M. (2009). Gender Bias or Motherhood Disadvantage? Judgments of Blue Collar Mothers and Fathers in the Workplace. Sex Roles, 60(3–4), 232–246.
[18]. Zhang, Y., Hannum, E., & Wang, M. (2008). Gender-based employment and income differences in urban China: Considering the contributions of marriage and parenthood. Social Forces, 86(4), 1529–1560
[19]. Mari, G., & Luijkx, R. (2020). Gender, parenthood, and hiring intentions in sex-typical jobs: Insights from a survey experiment. Research in Social Stratification and Mobility, 65, 100464. https://doi.org/10.1016/j.rssm.2019.100464
[20]. González, M. J., Cortina, C. and Rodríguez, J. (2019). The role of gender stereotypes in hiring: a field experiment. European Sociological Review, 35, 187–204.
[21]. Baron, J. N., & Bielby, W. T. (1980). Bringing the firms back in: Stratification, segmentation, and the organization of work. Ameri canSociologicalReview,45, 737–765.
[22]. Nadler, J. T., & Kufahl, K. M. (2014). Marital status, gender, and sexual orientation: Implications for employment hiring decisions. Psychology of Sexual Orientation and Gender Diversity, 1(3), 270–278. https://doi.org/10.1037/sgd0000050.
[23]. Hipp, L. (2020). Do Hiring Practices Penalize Women and Benefit Men for Having Children? Experimental Evidence from Germany. European Sociological Review, 36(2), 250–264. https://doi.org/10.1093/esr/jcz056.
Cite this article
Yin,S. (2023). The Role of Future Parenthood in Hiring: Can Motherhood Penalties and Fatherhood Bonuses be Generalized to Future Mom and Dad?. Lecture Notes in Education Psychology and Public Media,3,1122-1128.
Data availability
The datasets used and/or analyzed during the current study will be available from the authors upon reasonable request.
Disclaimer/Publisher's Note
The statements, opinions and data contained in all publications are solely those of the individual author(s) and contributor(s) and not of EWA Publishing and/or the editor(s). EWA Publishing and/or the editor(s) disclaim responsibility for any injury to people or property resulting from any ideas, methods, instructions or products referred to in the content.
About volume
Volume title: Proceedings of the 3rd International Conference on Educational Innovation and Philosophical Inquiries (ICEIPI 2022), Part II
© 2024 by the author(s). Licensee EWA Publishing, Oxford, UK. This article is an open access article distributed under the terms and
conditions of the Creative Commons Attribution (CC BY) license. Authors who
publish this series agree to the following terms:
1. Authors retain copyright and grant the series right of first publication with the work simultaneously licensed under a Creative Commons
Attribution License that allows others to share the work with an acknowledgment of the work's authorship and initial publication in this
series.
2. Authors are able to enter into separate, additional contractual arrangements for the non-exclusive distribution of the series's published
version of the work (e.g., post it to an institutional repository or publish it in a book), with an acknowledgment of its initial
publication in this series.
3. Authors are permitted and encouraged to post their work online (e.g., in institutional repositories or on their website) prior to and
during the submission process, as it can lead to productive exchanges, as well as earlier and greater citation of published work (See
Open access policy for details).