Extension request avoidance predicts greater time stress among women. Ashley V. Whillans et al. Proceedings of the National Academy of Sciences, November 9, 2021 118 (45) e2105622118; https://doi.org/10.1073/pnas.2105622118
Significance: Time stress—the feeling of having too many things to do and not enough time to do them—is a societal epidemic that compromises productivity, physical health, and emotional well-being. Past research shows that women experience disproportionately greater time stress than men and has illuminated a variety of contributing factors. Across nine studies, we identify a previously unexplored predictor of this gender difference. Women avoid asking for more time to complete work tasks, even when deadlines are explicitly adjustable, undermining their well-being and task performance. We shed light on a possible solution: the implementation of formal policies to facilitate deadline extension requests. These findings advance our understanding of the gendered experience of time stress and provide a scalable organizational intervention.
Abstract: In nine studies using archival data, surveys, and experiments, we identify a factor that predicts gender differences in time stress and burnout. Across academic and professional settings, women are less likely to ask for more time when working under adjustable deadlines (studies 1 to 4a). Women’s discomfort in asking for more time on adjustable deadlines uniquely predicts time stress and burnout, controlling for marital status, industry, tenure, and delegation preferences (study 1). Women are less likely to ask for more time to complete their tasks because they hold stronger beliefs that they will be penalized for these requests and worry more about burdening others (studies 1 to 2d). We find no evidence that women are judged more harshly than men (study 3). We also document a simple organizational intervention: formal processes for requesting deadline extensions reduce gender differences in asking for more time (studies 4a to 5).
Keywords: genderburnoutwell-beingworkplace practicestime stress
Discussion
Across nine studies with over 5,000 participants using diverse populations, including online panels of working adults and undergraduate students, women were less likely to request workplace extensions, even for deadlines that were explicitly feasible and helpful to adjust. Working women expressed less comfort with requesting extensions on adjustable deadlines compared to male peers, which significantly predicted greater feelings of time pressure and burnout (studies 1 to 2d). Female students were also less likely to request an extension on an important assignment, forgoing the opportunity to improve their performance (study 4a). Our studies offered an intervention to reduce this gender difference: having formal policies to request extensions led women to feel as comfortable as men about making extension requests (studies 4b to 5).
Women were more prone to avoid extension requests than men due to their greater relational orientation, which led women to perceive extension requests as being more harmful (study 2a). In particular, women were more worried about burdening other people, such as their team members and managers (study 2d). It was the concern about burdening others—and not the concern about burdening themselves, the concern about appearing competent to their managers or themselves, or lower feelings of entitlement—that most strongly predicted women’s discomfort with asking for more time on adjustable deadlines at work. These findings build on recent research showing that women feel more uncomfortable with making time-saving purchases because they worry about burdening the service provider with disliked tasks (29).
While prior research suggests that some gender differences, such as the willingness to negotiate, reverts when women are in high-status positions (28), our data suggest that women are more likely to avoid asking for more time than men regardless of their workplace status or their manager’s gender (study 2b and 2c). The negotiations literature consistently shows that women are more reluctant to ask for more money than men because they are concerned about backlash effects for acting in gender atypical ways (46) and because they feel more energized to negotiate for the needs of others rather than for themselves (30). In an additional study (n = 906) (SI Appendix, Supplemental Study B), we found evidence for a psychological mechanism that distinguishes the current work from the salary negotiations literature. While women were more hesitant than men to ask for both time and money, women were especially concerned with impression management (i.e., appearing incompetent) when asking for more time, which explained their greater discomfort with making an extension request.
In a follow-up study (n = 799) (SI Appendix, Supplemental Study C), we replicated and extended these findings by showing that women experienced greater discomfort with asking for more time than with asking for more advice, help, or information because they were again concerned with appearing incompetent. Consistent with the results of study 2d, these beliefs were driven by negative self-conscious emotions and the fear of burdening others.
By pointing to the psychological mechanisms that underpin women’s hesitation to ask for more time, these studies offer preliminary insight into specific psychological interventions that may uniquely help women overcome their hesitation with asking for more time: helping women overcome their concerns over appearing incompetent and their concerns with burdening others. Future research should further replicate and extend these results.
One question that requires further investigation is whether women are accurate in their beliefs. If women experience greater backlash for extension requests on adjustable deadlines, as they do when being assertive in other domains (27), women’s avoidance of extension requests may be a necessary precaution. As indicated in study 3 and SI Appendix, Supplemental Study A, our data suggest that supervisors do not evaluate women more harshly, despite women predicting harsher judgement, nor are they more likely to attribute women’s requests to family or personal responsibilities. As this evidence is based on laboratory studies, future work would benefit from further examining the predicted and actual interpersonal outcomes of requesting deadline extensions in workplace settings.
We deliberately conducted our studies in contexts where the deadlines were explicitly adjustable, where there was little or no interdependence between the work of the manager and employee, and where there were no obvious negative repercussions associated with the extension request. This methodological decision provided a conservative test of our research question—if women were less likely than men to ask for more time in situations that incurred objectively fewer costs—it is also unlikely that they would make costlier requests. Of course, managers can incur costs from granting deadline extensions, such as when the requests meaningfully alter their work schedule. Employees can also incur reputational costs for requesting deadline extensions, such as when an employee makes repeated extension requests and consequently is judged negatively by their manager.
Although managers did not perceive men and women differently in response to one-off, costless extension requests, it is unclear from our studies whether managers would perceive female employees more negatively in costlier contexts. To provide an initial test of this question, we conducted two additional studies. In one study of managers (n = 1,731) (SI Appendix, Supplemental Study D), participants imagined that one of their female or male employees requested an extension that either delayed their schedule (or did not) and was the first or third request from this employee in the last 6 mo. Unsurprisingly, managers judged employees most harshly when they asked for an extension on a task that would delay their own timelines, especially when this was the third vs. first extension request. Importantly, even when extension requests delayed timelines or were the third request, managers did not judge females (vs. males) more harshly. We also replicated these findings in a consequential behavioral study where participants supervised either a female or male employee who made repeated, financially costly deadline extension requests (n = 849) (SI Appendix, Supplemental Study E). Although women worry more about seeming incompetent when asking for more time than men, our data suggest that these fears are unfounded, even in costlier contexts. More research should replicate and extend these results by varying the length and frequency of extension requests.
In study 1, we observed no moderating role of personal characteristics on the link between comfort with asking for more time, time stress, and burnout. Research would also benefit from further examining the links between demographic, job characteristics, comfort with asking for more time at work, and subjective well-being in diverse organizational settings.
Scholars have identified how women end up with more tasks at work, which contributes to their experience of greater time pressure. Women receive more requests to complete tasks outside of their formal responsibilities (14) and have a harder time delegating tasks to others at work (16). Our findings shed light on a previously unexplored contributor to women’s experience of time pressure: their reluctance to ask for more time. Compared to men, women feel less comfortable asking for more time, as they believe it will be more interpersonally costly. Therefore, women could end up with less time, affecting their performance and wellbeing.