There are several existing typologies of dual-earner couples focused on how they dually manage work and family; however, these all assume that couples can outsource childcare during normal work hours and that work is largely conducted outside of the home. Early attempts to control COVID-19 altered these assumptions with daycares/schools closing and the heavy shift to remote work. This calls into question whether couples tended to fall back on familiar gendered patterns to manage work and family, or if they adopted new strategies for the unique pandemic situation. We addressed this question using a sample of 274 dual-earner couples with young children. We content coded couples' qualitative responses about their plans for managing childcare and work commitments and used these codes in a latent class analysis to identify subgroups. Seven classes were identified, with 36.6% of the sample using strategies where women did most or all childcare, 18.9% of the sample using strategies that were not clearly gendered or egalitarian, and 44.5% of the sample using unique egalitarian strategies. We also obtained data from 133 of these couples approximately 7 weeks later regarding their well-being and job performance. Results suggested that women in the Remote Wife Does It All class had the lowest well-being and performance. There were nuanced differences between the egalitarian strategies in their relationships with outcomes, with the Alternating Days egalitarian category emerging as the overall strategy that best preserved wives' and husbands' well-being while allowing both to maintain adequate job performance. (PsycInfo Database Record (c) 2020 APA, all rights reserved).

中文翻译：

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COVID-19 期间的工作-家庭策略：检查有年幼孩子的双职工夫妇的性别动态。

有几种现有的双职工夫妇类型，侧重于他们如何双重管理工作和家庭；然而，所有这些都假设夫妻可以在正常工作时间外包儿童保育，并且工作主要在家庭以外进行。早期控制 COVID-19 的尝试随着日托/学校的关闭以及向远程工作的大量转移而改变了这些假设。这让人质疑夫妻是否倾向于退回到熟悉的性别模式来管理工作和家庭，或者他们是否针对独特的大流行情况采取了新策略。我们使用 274 对有年幼孩子的双职工夫妇作为样本来回答这个问题。我们对夫妇对他们管理儿童保育和工作承诺的计划的定性反应进行编码，并在潜在类别分析中使用这些代码来识别子组。确定了七个类别，其中 36.6% 的样本使用女性承担大部分或全部儿童保育的策略，18.9% 的样本使用性别不明确或不平等的策略，44.5% 的样本使用独特的平等主义策略。大约 7 周后，我们还从其中 133 对夫妇那里获得了关于他们的幸福感和工作表现的数据。结果表明，远程妻子一劳永逸班级中的女性幸福感和表现最低。平等主义策略与结果之间的关系存在细微差别，交替日平等主义类别成为最能保护妻子和丈夫福祉同时允许双方保持足够工作绩效的总体策略。（PsycInfo 数据库记录 (c) 2020 APA，保留所有权利）。