We examined penalties against individuals who temporarily de‐prioritize their employee or parenting role. Experiment 1 (N = 488) utilized vignettes depicting a mother/father who briefly left their child with a babysitter to engage in work/self‐care/did not leave (control). Both mothers and fathers were viewed as less parentally competent, likeable, dedicated to their family (and putting their child at greater risk) when they very briefly de‐prioritized their caregiving role by leaving their child for either reason, relative to controls. Experiment 2 (N = 494) utilized vignettes depicting a female/male employee who briefly left work to engage in childcare/self‐care/did not leave (control). Both male and female employees were rated as less professionally competent, likeable, dedicated to their work and deserving of organizational rewards (and more deserving of organizational penalties, and putting their organization at greater risk) when they very briefly de‐prioritized their employee role by leaving work for either reason, compared to controls. However, employees who left for self‐care were viewed more negatively than those who left to engage in childcare. Unexpectedly, results did not reveal target gender differences; they were also largely unaffected by participant gender. This suggests that parents and employees face penalties when they must de‐prioritize either of these important roles for even very short periods. Implications for well‐being, work‐life balance, and productivity are discussed.

中文翻译：

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我应该留下还是应该去？：短暂降低工作或育儿的优先级的惩罚

我们检查了对暂时取消其员工或育儿角色的优先级的个人的处罚。实验1（N  = 488）利用短片描绘了一位母亲/父亲，他们短暂地让孩子找保姆从事工作/自我照顾/没有离开（对照）。当父母相对于控制者而言，由于种种原因而离开子女时，他们短暂地降低了他们的看护角色的优先级时，父母都被视为父母对父母的能力较差，喜欢他们，对家庭献身（使子女面临更大的风险）。实验2（Ñ = 494）所用的短片描绘了一位女性/男性雇员，他们短暂离开工作从事育儿/自我照顾/没有离开（控制）。男性和女性员工在短暂地将员工角色排在首位之后，被评为职业能力差，喜欢度高，献身于工作，应受组织奖励（更应受组织惩罚，使组织面临更大风险）。与控制相比，由于某种原因而离开工作。但是，与那些从事儿童保育的雇员相比，那些从事自我护理的雇员受到了更多的负面评价。出乎意料的是，结果并未揭示目标性别的差异。他们在很大程度上也不受参与者性别的影响。这表明，如果父母和雇员必须在很短的时间内取消对这些重要角色中的任何一个的优先级，则将面临处罚。讨论了对幸福感，工作与生活的平衡以及生产率的影响。