Many studies have found an increase in the percentage of workers working 50 or more weekly hours in the second half of the 20thcentury; however, few studies extend this analysis into the 21stcentury, and few have analyzed these patterns for women in depth. This paper provides an analysis of long work hours for men and women from 1979 to 2017. I investigate how workers who differ in education level, presence and age of children, salary type, and occupation gender-mix classification (for managerial/professional occupations), differ in their likelihood to work long hours. Using a linear probability model, I determine that those most likely to overwork include highly educated men and women, men with children, women without children, salaried workers, and workers in historically male-dominated managerial/professional occupations. Finally, using a Oaxaca decomposition, I find that changes in observable characteristics can account for between 52.28% and 72.62% of the 2 percentage point decrease in long work hours seen for men between the 2000-2002 time period and the 2015-2017 time period.

No / This article presents a vivid account of the day to day reality of a female manager in a busy UK city centre food retail store. Insights into some of the transformations in retail work are illuminated, namely restricted store budgets, lean staffing and a long-hours culture. The combination of these factors has resulted in increasing workplace demands and time pressures, with health and well-being consequences. This unique account enhances understandings of the twin challenges for managers in attempting to accommodate work-life balance for their staff and themselves personally. Despite these workplace pressures, the narrative is peppered with instances of practical and emotional concern and support.

Trots att flera åtgärder genom jämställdhetsplaner på global nivå och lagstiftning harupprättats, samt regler och föreskrifter för organisationer att förhålla sig till finns, kvarstårdet faktum att det är ojämnt fördelat bland män och kvinnor på chefspositioner i dagensorganisationer. Samtidigt visar forskning och statistik, en ojämn fördelning vad gäller ansvaret för hem och barn, där det kan ses att kvinnan tar det största ansvaret. Eftersom det på senare tid redovisats om en övertidsnorm på dagens chefspositioner valdes syftet att belysa och skapa förståelse för problematiken kring den rådande övertidsnormen utifrån ett kvinnligt perspektiv, samt övertidsnormens inverkan på organisationers jämställdhetsarbete inom den privata sektorn i Sverige. För att uppfylla studiens syfte valdes kvalitativa djupintervjuer där respondenternas egna erfarenheter och syn på ämnet efterfrågades. Åtta respondenter deltog i studien och tolkning av empiri i förhållande till vetenskapliga studier visade att övertidsnormen är försvårande för kvinnor som vill inneha chefspositioner. Resultatet visar att respondenterna inte hade haft någon möjlighet att besitta en chefsposition om de inte hade haft en partner som kunde ta ett större ansvar för barnen och hemmet. Resultatet är dock inte generaliserbart eftersom endast åtta respondenter deltagit. Däremot finns en indikation på att övertidsnormen är ett problem som många kvinnor får tampas med. Det fanns även indikationer på att kvinnor drar sig från att söka chefspositioner på grund av oförenligheten med barn som övertidsnormen skapat. Baserat på resultatet drogs slutsatsen att dagens organisationer måste tänka om vad gäller kraven och förväntningarna kring övertid, samt se över arbetsbelastningen på chefspositionerna för att kunna genomföra ett mer hållbart jämställdhetsarbete i framtiden. / Despite that several measures like global gender equal plans and leglisation have been established, and the organizations have rules and regulations to follow, the fact that the managerial positions in organizations is unevenly distributed by men and women remains. At the same time, research and statistics show an uneven distrubution of responsibility for home and children, where women take more responsibility. Lately a norm of overtime has been reported at the managerial positions. Due to that the purpose was chosen to illuminate and create understanding for the problem of the norm of overtime from a womens perspective, and how the norm of overtime effect organizations gender equality work within the private sector in Sweden. Qualitative in-depth interviews with the intention to get the respondents to share their own experiences and thoughts about the subject was chosen to fulfill the purpose of this study. Eight respondents participated in this study and the results showed that women with children have difficulties to have a managerial position because of the norm of overtime. The results also show that women with children need to have a partner that take a greater responsibility for home and children if they should be able to have a managerial position. As this study only contained eight participans the result may not be generalized. Even so the results indicate that the norm om overtime is a problem for many women. The results also indicate that women may avoid a managerial position because of the difficulties to combine the job with children that the norm of overtime has created. Based on the results the conclusion became that if organizations want to have a sustainable gender equality work, they have to rethink. They must change the demands and expectations about overtime and create a reasonable workload for the managers within the organization.