Life Satisfaction and Negative Affect Among Trans Men, Trans Women, and Nonbinary Individuals in a U.S. National Sample.

Purpose: Transgender and nonbinary individuals often have limited educational and economic resources, lack social capital such as family and community support, and face discrimination. These factors are likely to have negative consequences for subjective well-being of transgender individuals. Yet, there is limited research using a national sample and comparing trans women, trans men, and nonbinary individuals. This study examined the impact of social support, social belonging, transgender connectedness, and discrimination on trans and nonbinary individuals' life satisfaction and negative affect. Methods: We used data from TransPop 2016-2018, the first survey conducted on a national probability sample of the transgender population in the United States. We focused on measures of life satisfaction and negative affect and their predictors, including social belonging, transgender connectedness, and everyday discrimination. Results: We found that trans men, trans women, and nonbinary individuals had lower life satisfaction and higher negative affect than cisgender heterosexual individuals. Social belonging had a positive effect on trans men and trans women's life satisfaction, whereas it had a negative effect on trans men and nonbinary individuals' negative emotion. While family support had a positive effect on trans men's life satisfaction, social support had mixed effects on nonbinary individuals' life satisfaction and negative affect. Finally, everyday discrimination had a negative influence on life satisfaction although there was variation by gender identity and dependent measure. Conclusion: Different factors predicted life satisfaction and negative affect of trans men, trans women, and nonbinary people. Thus, a one-size-fits-all model of trans and nonbinary subjective well-being does not work.

Familydemic Cross Country and Gender Dataset on work and family outcomes during COVID-19 pandemic.

Here we present the Familydemic Cross Country and Gender Dataset (FCCGD), which offers cross country and gender comparative data on work and family outcomes among parents of dependent children, before and during the COVID-19 pandemic. It covers six countries from two continents representing diverse welfare regimes as well as distinct policy reactions to the pandemic outbreak. The FCCGD was created using the first wave of a web-based international survey (Familydemic) carried out between June and September 2021, on large samples of parents (aged 20-59) living with at least one child under 12 in Canada, Germany, Italy, Poland, Sweden, and the US. While individual datasets are not available due to country-level restriction policies, the presented database allows for cross-country comparison of a wide range of employment outcomes and work arrangements, the division of diverse tasks of unpaid labour (housework and childcare) in couples, experiences with childcare and school closures due to the pandemic and subjective assessments of changes to work-life balance, career prospects and the financial situation of families (234 variables).

Organizational policies, workplace culture, and perceived job commitment of mothers and fathers who take parental leave.

Americans do not always fully utilize available parental leave policies due (in part) to fear of a commitment penalty - where taking leave (or taking longer periods of leave) lowers perceptions of job commitment. Using a survey experiment (N = 1713) to identify whether organizational leave policies affect perceived job commitment, we find that leave-taking (and taking longer periods of leave) is negatively associated with perceived commitment. However, perceived commitment is higher when workers take leave under more favorable policies, and the effect of favorable policies on perceived commitment is greater for fathers than mothers. Overall, these results can help organizations design parental leave policies that increase the likelihood that workers can take needed leave without damaging their careers.