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CLEVELAND, VESCIO, BARNES-FARRELL
hours reported greater levels of job involvement and job satisfaction. Yet
we know little from this article about whether this relationship holds for
both men and women who work on average 40 hours, 60 hours, or 80 hours.
There is evidence from the family and marriage literature (e.g., Crouter, et
al, 2001) that employees who work over a certain number of hours show
detrimental effects on family functioning. It would be interesting to know
whether or not spouses and the children of these managers who worked
long hours would have had similar positive responses to their parents'
work hours (Crouter, Bumpus, Maguire, & McHale, 1999).
In conclusion, in order to fully understand, predict, and address gender
discrimination in organizations, it is necessary to appreciate the recipro­
cal relationships between work and nonwork and to recognize the larger
developmental and cultural context in which work behaviors unfold. Fur­
thermore, to provide a level playing field for all employees within orga­
nizations, it is critical to recognize that there may be a tilted playing field
outside the workplace.

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