Hence, the problem may not only be what highly educated women do as regards (overtime) work and care, but also what they do not as regards leisure. This draws attention to recovery opportunities, defined as situational characteristics that allow recuperation from work and are considered to be a sub-dimension of job control (Van Veldhoven and Sluiter 2009). Off-the-job recovery time can be leisure time or vacation, and our finding that working fewer hours protects

women from even higher NFR indicates the influence of such factors. Finally, gender differences may also exist in on-the-job recovery time such as rest breaks, beginning or ending time, or being able to disrupt the work at will. In a recent https://www.selleckchem.com/products/CX-6258.html study, among three different samples, including health care workers, on-the-job recovery opportunities explained NFR, whereas job control did not (Van Veldhoven and Sluiter 2009). Besides, gender differences may also exist in on-the-job recovery

opportunities as regards unpaid work. Education differences among female employees Our model almost completely explained differences in fatigue between women of different education 4SC-202 levels. Particularly, highly educated women work more often under time pressure and face higher emotional demands. The role of time P505-15 chemical structure pressure in fatigue is in line with the JD-C model (Karasek and Theorell 1990). Highly educated women’s better health status compared with lower educated women partly protects them from fatigue. Age differences among highly

educated female employees Health also plays a role in the comparison between age groups. Compared with their younger counterparts, highly educated older women’s high NFR is mainly explained by their lower health ratings, and additionally by working more as teachers and working more often under time pressure. Age differences between highly educated women are well explained by our model. The adverse working conditions that older women 4-Aminobutyrate aminotransferase face may be related to the fact that they work more often in the education sector (16.3 vs. 36.2%). Possibly, younger women have more options as regards occupational choices than their older counterparts who may have been tracked into education. Limitations and strengths to the study Our study is representative for Dutch employees, but may not generalize to other countries because of the high part-time work rates in the Netherlands (Visser 2002). A double burden of work and care may exist in other countries, where traditional roles are largely intact at home, while women participate full-time in the labor market, such as in the United States. Furthermore, we did not include how the respondents experience their work–life balance, and whether gender equality exists as regards domestic work.