Though many fathers want to be warmer, more nurturing, and more actively involved than prior generations (i.e., the new fatherhood ideal), they also embrace a father's traditional role as financial earner. Thus, we hypothesized that fathers' attitudes about their roles would likely interact with workplace characteristics to produce variations in father warmth and engagement. Using a national sample of 1,020 employed U.S. fathers with children ages 2-8 years old, results suggest that adherence to the new fatherhood ideal was associated with more frequent father engagement and warmth, while endorsing traditional gender norms was associated with less father warmth. Also consistent with prior research showing that family friendly work cultures may enable fathers to be more engaged parents, we find that a family supportive workplace and greater flexibility in when and where fathers work, were associated with more frequent father engagement and warmth. Moreover, interaction results suggest that the associations between job flexibility and engagement are stronger for fathers who do not fully endorse the new fatherhood ideal; associations between workplace support and warmth are also stronger for fathers who do not fully endorse the new fatherhood ideal. Thus, flexibility and a family supportive workplace may particularly enable father involvement for fathers whose attitudes might otherwise be a barrier to their involvement. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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工作场所的特征是否减轻了态度对父亲的温暖和敬业度的影响？

尽管许多父亲希望比前几代人更温暖，更养育和更积极地参与（即，新的父亲理想），但他们也继承了父亲作为金融工作者的传统角色。因此，我们假设父亲对自己角色的态度可能会与工作场所特征相互作用，从而导致父亲的温暖和敬业度发生变化。使用美国1,020名2至8岁儿童的美国父亲的全国样本，结果表明，坚持新的父亲理想与更频繁的父亲订婚和温暖有关，而认可传统的性别规范与父亲的温暖较少有关。同样与先前的研究表明，家庭友好的工作文化可以使父亲成为更加敬业的父母，我们发现，家庭支持工作场所以及父亲在何时何地工作的更大灵活性，与父亲更频繁地参与和温暖有关。此外，互动结果表明，对于未完全认可新父亲身份的父亲来说，工作灵活性和敬业度之间的联系更紧密。对于未完全认同新父亲身份的父亲来说，工作场所支持与温暖之间的联系也更紧密。因此，灵活性和家庭支持性工作场所可能尤其使父亲能够参与其态度可能会阻碍他们参与的父亲。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。互动结果表明，对于没有完全认可新父亲身份的父亲来说，工作灵活性和敬业度之间的联系更紧密。对于未完全认同新父亲身份的父亲来说，工作场所支持与温暖之间的联系也更紧密。因此，灵活性和家庭支持性工作场所可能尤其使父亲能够参与其态度可能会阻碍他们参与的父亲。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。互动结果表明，对于没有完全认可新父亲身份的父亲来说，工作灵活性和敬业度之间的联系更紧密。对于未完全认同新父亲身份的父亲来说，工作场所支持与温暖之间的联系也更紧密。因此，灵活性和家庭支持性工作场所可能尤其使父亲能够参与其态度可能会阻碍他们参与的父亲。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。灵活性和家庭支持的工作场所可能特别有助于父亲参与，否则他们的态度可能会阻碍他们的参与。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。灵活性和家庭支持性工作场所可能特别有助于父亲参与，否则他们的态度可能会阻碍他们的参与。（PsycInfo数据库记录（c）2020 APA，保留所有权利）。