Despite regulatory efforts and public policies aimed at promoting gender equality and rebalancing work-life balance with measures directed to both women and men, the reality shows that gender differences in the use of such measures still persist, with women continuing to bear greater caregiving responsibilities. This study empirically analyses whether and how organizational biases towards men´s domestic needs affect several responses at work. In particular, it is proved that biases about men´s limited domestic needs occur both at cultural and supervisory levels and such biases influence work-family conflict and subsequent job attitudes for both female and male employees. The results of this research reveal the need to redefine work-family balance policies and approaches from a critical gender perspective that better understands antecedents and effects of men´s domestic experiences and assess their complex effects at work and beyond.
