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This profile was last updated on 9/3/14  and contains information from public web pages and contributions from the ZoomInfo community.

Christin L. Munsch

Wrong Christin L. Munsch?

Assistant Professor of Sociology

Phone: (864) ***-****  HQ Phone
Furman University
3300 Poinsett Hwy.
Greenville , South Carolina 29613
United States

Company Description: Furman's NCAA Division I athletics program is composed of 17 intercollegiate sports (nine for women, eight for men) and includes approximately 310 student-athletes,...   more

Employment History

Board Memberships and Affiliations

  • Postdoctoral Research Fellow
    Stanford University
  • Postdoctoral Research Fellow
    Kjerstin Gruys
  • Postdoctoral Research Fellow
    Stanford's Michelle R. Clayman Institute for Gender Research
45 Total References
Web References
Furman University sociology ..., 3 Sept 2014 [cached]
Furman University sociology professor Christin Munsch's study reflects our cultural biases more than our actual workplace policies. She asked 646 participants, ranging in age from 18 to 65, to read a transcript of a conversation between an employee and a human resource manager in which the employee asks to work from home two days a week or come in early and leave early three days a week.
"These results demonstrate how cultural notions of parenting influence perceptions of people who request flexible work," Munsch writes in the study, which she presented at the recent American Sociological Association's annual meeting in San Francisco.
Study author Christin ..., 18 Aug 2014 [cached]
Study author Christin Munsch, an assistant professor of sociology at Furman University, analyzed the reactions both men and women received when making flexible work requests - meaning that they either asked to work from home or to work non-traditional hours.
Among those who made flexible work requests, men who asked to work from home two days a week in order to care for a child were significantly advantaged compared to women who made the same request. Munsch, who will present her research at the 109th Annual Meeting of the American Sociological Association, also found that both men and women who made flexible work requests for childcare related reasons were advantaged compared to those who made the same requests for other reasons.
For her study, Munsch used a sample of 646 people who ranged in age from 18 to 65 and resided in the United States. Participants were shown a transcript and told it was an actual conversation between a human resources representative and an employee. The employee either requested a flexible work arrangement or did not. Among those who requested a flexible work arrangement, the employee either asked to come in early and leave early three days a week, or asked to work from home two days a week. Munsch also varied the gender of the employee and the reason for the request (involving childcare or not). After reading their transcript, participants were asked how likely they would be to grant the request and also to evaluate the employee on several measures, including how likeable, committed, dependable, and dedicated they found him or her.
Among those who read the scenario in which a man requested to work from home for childcare related reasons, 69.7 percent said they would be "likely" or "very likely" to approve the request, compared to 56.7 percent of those who read the scenario in which a woman made the request. Almost a quarter - 24.3 percent - found the man to be "extremely likeable," compared to only 3 percent who found the woman to be "extremely likeable. And, only 2.7 percent found the man "not at all" or "not very" committed, yet 15.5 percent found the woman "not at all" or "not very" committed.
"These results demonstrate how cultural notions of parenting influence perceptions of people who request flexible work," Munsch said.
Regarding the findings on those who made flexible work requests for childcare versus non-childcare related reasons, Munsch said that "both men and women who requested to work from home or to work atypical hours to take care of a child were viewed as more respectable, likable, committed, and worthy of a promotion, and their requests were more supported than those who requested flexible work for reasons unrelated to childcare."
For example, among those who read a scenario in which an employee asked to work from home two days a week for childcare related reasons, 63.5 percent of the respondents said they would be "likely" or "very likely" to grant the request. However, only 40.7 percent of those who read a scenario in which an employee asked to work from home two days a week to reduce his or her commute time and carbon footprint said they would be "likely" or "very likely" to grant the request.
According to Munsch, these findings surprised her. "I was surprised because so much of the research talks about how parents - and mothers in particular - are discriminated against compared to their childless counterparts," she said. "When it comes to flexible work, it seems that engaging in childcare is seen as a more legitimate reason than other, non-childcare related reasons, like training for an endurance event or wanting to reduce your carbon footprint."
While feminists and work-family scholars have championed flexible work options as a way to promote gender equality and as a remedy for work-family conflict, Munsch said that her research "shows that we should be hesitant in assuming this is effective."
Still, Munsch does not believe employers should eliminate flexible work arrangements, but rather they should be cognizant of their biases and the ways in which they "differentially assess people who use these policies, so as not to perpetuate inequality."
For women, there are major drawbacks ..., 22 Aug 2014 [cached]
For women, there are major drawbacks to requesting to work remotely, according to a new study by Christin Munsch, a sociologist at Furman University.
Munsch had 646 people read a transcript of a fake phone conversation between an employee and a human-resources representative.
childcare points to a substantial fatherhood bonus rather than a motherhood penalty," Munsch writes in the paper.
The results suggest that simply ..., 27 Aug 2014 [cached]
The results suggest that simply championing flexible work situations to improve work-life balance won't reduce the gender pay gap, said study researcher Christin Munsch, a social psychologist at Furman University in Greenville, South Carolina. [Top 12 Warrior Moms in History]
Persistent pay gap
In 2012, women earned 81 cents for every dollar men earned, according to the Bureau of Labor Statistics. Researchers have documented a "motherhood penalty," where working moms are systematically discriminated against in their jobs. Men get a "fatherhood bonus," typically being seen as more responsible and committed to work after having a baby, Munsch wrote in the paper. And men who voluntarily take care of their children while still working full-time may earn a "progressive merit badge," Munsch wrote in her paper.
Dozens of studies have shown that women typically bear the brunt of domestic and child care responsibilities. Men are more often free to go on that last-minute business trip or to stay long hours in the office, Munsch told Live Science.
In this landscape, some researchers have pushed flexible work arrangements, in which women can work nontraditional hours or from home, as potential solutions to help women balance these competing responsibilities and level the gender wage gap by allowing them to stay in the workplace, Munsch said.
Flextime arrangements
To see how such flextime arrangements are perceived, Munsch surveyed 646 people, ages 18 to 65, on the crowdsourcing work marketplace Mechanical Turk.
That may be because people imagine very different scenarios for men versus women, Munsch pointed out.
People think women should be fully engaged with their kids if they're at home - taking them to science museums or playing with them or helping them with schoolwork, Munsch told Live Science. "Whereas, men, the idea that gets conjured up in people's minds' eyes is that they'll be monitoring sleeping children," or will "plop them in front of the TV while still getting their work done," Munsch said.
No panacea
The findings suggest women are viewed more negatively when they ask for flexible work arrangements, and that on its own, flextime could potentially enhance gender inequality in the workplace, she said
Still, flextime is good for workers and families, and there are ways that companies can minimize the effect of these gender biases, Munsch said.
Companies can move toward consistent policies that are applied automatically in certain situations or circumstances, rather than using the gut instincts of a boss to vet flex-work arrangements, she said.
When being evaluated for performance or promotion, companies should also rely on more objective criteria, such as hours worked or papers written, she said.
"The more objective the criteria, the less likely these biases are to sneak in," she said.
Stay at home Dads | Love, Sex, Lifestyle Ruth Ostrow | @ostrowruth, 6 June 2013 [cached]
Larson quotes Christin Munsch, a postdoctoral research fellow at Stanford's Michelle R. Clayman Institute for Gender Research. She (Munsch) claims the more economically dependent a man is on his wife, the more likely he is to cheat.
Munsch claims when men are forced into dependence on women's incomes, like being involuntary SAHDs due to economic factors, they feel emasculated. ''Because breadwinner status is an important component of masculinity for married men, economic dependency may threaten masculinity. Given the symbolic importance of virility and sexual conquest to cultural definitions of masculinity, having multiple sexual partners may be an attempt to restore gender identity in response to these threats,'' she says.
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