Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional
La doble presencia se originó como concepto para describir el empleo femenino y su legitimación social, junto con la dependencia de las mujeres hacia el trabajo doméstico y familiar. Desde entonces, los estudios de género han empleado este término y otros como segundo turno, doble jornada y doble ca...
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- Tipo de recurso:
- Fecha de publicación:
- 2025
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- Universidad de Caldas
- Repositorio:
- Repositorio Institucional U. Caldas
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- https://doi.org/10.17151/rlef.2025.17.1.6
- Palabra clave:
- Doble presencia
segundo turno
doble carga
doble jornada
Double presence
second shift
double work
double burden
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- Latinoamericana de Estudios de Familia - 2025
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Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional Revisiting the concept of double presence: a systematic review of its conceptual and operational definition |
| title |
Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional |
| spellingShingle |
Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional Doble presencia segundo turno doble carga doble jornada Double presence second shift double work double burden |
| title_short |
Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional |
| title_full |
Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional |
| title_fullStr |
Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional |
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Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional |
| title_sort |
Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacional |
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Doble presencia segundo turno doble carga doble jornada Double presence second shift double work double burden |
| topic |
Doble presencia segundo turno doble carga doble jornada Double presence second shift double work double burden |
| description |
La doble presencia se originó como concepto para describir el empleo femenino y su legitimación social, junto con la dependencia de las mujeres hacia el trabajo doméstico y familiar. Desde entonces, los estudios de género han empleado este término y otros como segundo turno, doble jornada y doble carga para abordar las demandas del trabajo remunerado y del hogar. Sin embargo, la complejidad de gestionar ambos ámbitos al mismo tiempo, descrito inicialmente por la doble presencia, parece haberse diluido en las diversas formas de operacionalizar estos conceptos. Objetivo: Revisar sistemáticamente las definiciones conceptuales y operacionales de doble presencia y de los conceptos asociados (segundo turno, doble jornada y doble carga). Método: Se condujo una revisión sistemática narrativa, siguiendo las directrices de la declaración PRISMA, cuyo protocolo fue registrado en PROSPERO. Resultados: Se realizó una búsqueda en tres bases de datos (Web of Science, Scopus y SciELO), y se identificaron un total de 569 artículos. De estos, 41 cumperon los criterios de inclusión (estudios empíricos con una definición conceptual u operacional de doble presencia o de conceptos asociados, con datos primarios y publicados en inglés o español). Emergieron seis temas principales asociados a la definición de doble presencia: (1) fenómeno psicosocial observable en como en el doméstico-familiar; (2) experimentado mayoritariamente por mujeres; (3) caracterizado por la sincronía de tareas (4) implica una dificultad para equilibrar las demandas laborales y familiares; (5) representa un riesgo psicosocial; y (6) genera tensiones emocionales y/o consecuencias en la salud física y mental de quien lo experimenta. En cuanto a la operacionalización, se evidenció una brecha entre la definición conceptual y los instrumentos utilizados para la medición. Discusión: La revisión evidencia que los dos componentes distintivos del fenómeno de doble presencia son la sincronía entre lo laboral y doméstico familiar, y las dificultades para equilibrar las demandas de esos ámbitos. Sin embargo, el primer componente ha sido escasamente operacionalizado. Se discute la brecha identificada entre las definiciones conceptuales y su operacionalización. |
| publishDate |
2025 |
| dc.date.none.fl_str_mv |
2025-01-01T00:00:00Z 2025-01-01T00:00:00Z 2025-01-01 |
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Artículo de revista http://purl.org/coar/resource_type/c_6501 http://purl.org/coar/resource_type/c_2df8fbb1 Text info:eu-repo/semantics/article Journal article http://purl.org/redcol/resource_type/ART info:eu-repo/semantics/publishedVersion http://purl.org/coar/version/c_970fb48d4fbd8a85 |
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2145-6445 10.17151/rlef.2025.17.1.6 2215-8758 https://doi.org/10.17151/rlef.2025.17.1.6 |
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2145-6445 10.17151/rlef.2025.17.1.6 2215-8758 |
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https://doi.org/10.17151/rlef.2025.17.1.6 |
| dc.language.none.fl_str_mv |
eng |
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eng |
| dc.relation.none.fl_str_mv |
126 1 105 17 Latinoamericana de Estudios de Familia Arik Tasyikan, H., & Demiral, Y. (2022). Work-family imbalance, social support and health: a populationbased study. Occup Med (Lond), 72(9), 614-621. https://doi.org/10.1093/occmed/kqac088 Arraigada, M. C., & Pujol-Cols, L. (2018). Psychometric properties of the Copsoq- Istas 21 Psychosocial Risk Questionnaire and application in Argentine university teachers. Administration Notebooks, 30(55), 97-125. https://doi.org/10.11144/Javeriana.cao30-55.ppcr. Balbo, L. (1978). La doppia presenza. Inchiesta, 3-11. Ballakrishnen, S., Fielding-Singh, P., & Magliozzi, D. (2018). Intentional Invisibility: Professional Women and the Navigation of Workplace Constraints. Sociological Perspectives, 62(1), 1-19. https://doi.org/10.1177/0731121418782185. World Bank (2024). Women, business and the law 2024. World Bank Group. https://wbl.worldbank.org Blanch, A. & Solé, S. (2023). Work-family conflict, wellbeing and strain: Sex differences and children at home. International Journal of Psychology, 58(2), 116-123. https://doi.ufro.elogim.com/10.1002/ijop.12890 Beermann, B., & Nachreiner, F. (1995). Working shifts-different effects for women and men? Work and Stress, 9(2-3), 289-297. https://doi.org/10.1080/02678379508256565. Burke, R. & Mckeen, C. (1993). Career Priority Patterns among Managerial and Professional Women. Applied Psychology: An International Review, 42(4), 341-352. https://doi.org/https://doi.org/10.1111/j.1464-0597.1993.tb00749.x Capellin, P. (1978). Capitalist productive structure and female labor: The conditions of existence of the female labor force in Brazil in Demography and Economics. Demography and Economics, 12(1),37-5. Carbajal, J. (2018). Patriarchal culture’s influence on women’s leadership ascendancy. The Journal of Faith, Education, and Community, 2(1), 1-23. Castelao-Huerta, I. (2020). The discreet habits of subtle violence: an approach to the experiences of women full professors in neoliberal times. Gender and Education, 34(2), 216-230. https://doi.org/10.1080/09540253.2020.1815660 Ceballos-Vásquez, P., Cancino-Grillo, M., González-Palacios, Y., & Paravic, T. (2020). Psychosocial risk profile in healthcare workers: An elementary tool for its intervention. Journal of Spanish Association of Occupational Medicine Specialist, 29(4), 323-329. Charmes, J. (2019). The unpaid care work and the labour market : an analysis of time use data based on the latest world compilation of time-use surveys. International Labour Organization (ILO). Ciabattari, T. (2021). Sociology of families: change, continuity, and diversity (SAGE Pub- lications Inc., Ed.). Cortés-Rodas, L., Ruiz-Turizo, M. J., & Flórez-Marín, G. (2021). Women and work: family transformations after their incorporation into the labor scenario. 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R., & Garthus-Niegel, S. (2023). The COVID-19 pandemic: Implications for work-privacy-conflict and parent-child-bonding in mothers andfathers. Children and Youth Services Review, 155. https://doi.org/10.1016/j.childyouth.2023.107264 Ericsson, U., Pettersson, P., Rydstedt, L., & Ekelund, E. (2021). Work, family life and recovery: An exploratory study of “the third shift.” Work, 70(4), 1131-1140. https://doi.org/10.3233/WOR-213624. Esparza, M. (2020). Time use, domestic work and the double workday of women in Hermosillo, Sonora Mexico, an analysis from a gender perspective. Work and Society, 21(35), 351-374. Fardella, C., & Corvalán, A. (2020). Time in work-life conflict: The case of academic women in managerial universities. Psychoperspectives, 19(3), 1-12. https://doi.org/10.5027/psicoperspectivas-Vol19-Issue3-fulltext-2051 Fellegi, Z., Kočí, K., & Benešová, K. (2023). Work and Family Balance in Top Diplomacy: The Case of the Czech Republic. 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Gender & Society, 8(2), 189-205. https://doi.org/10.1177/089124394008002004 Ziegler, Y., Graml, R., Uli, V., & Khachatryan, K. (2023). Motherhood Gap and Employer Discrimination. A Qualitative Investigation in the German Context. Organizacija, 56(4), 281-296. https://doi.org/10.2478/orga-2023-0019. Zolondek, C. (2022). Disruptions, Decisions and Discourses: Mothering in the Context of the COVID-19 Pandemic. Canadian Journal of Family and Youth, 14(2), 346-429. http://ejournals,library,ualberta.ca/index/php/cjfy Núm. 1 , Año 2025 : Enero-Junio https://revistasojs.ucaldas.edu.co/index.php/revlatinofamilia/article/download/11216/8062 |
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Revisitando el concepto de doble presencia: una revisión sistemática de su definición conceptual y operacionalRevisiting the concept of double presence: a systematic review of its conceptual and operational definitionDoble presenciasegundo turnodoble cargadoble jornadaDouble presencesecond shiftdouble workdouble burdenLa doble presencia se originó como concepto para describir el empleo femenino y su legitimación social, junto con la dependencia de las mujeres hacia el trabajo doméstico y familiar. Desde entonces, los estudios de género han empleado este término y otros como segundo turno, doble jornada y doble carga para abordar las demandas del trabajo remunerado y del hogar. Sin embargo, la complejidad de gestionar ambos ámbitos al mismo tiempo, descrito inicialmente por la doble presencia, parece haberse diluido en las diversas formas de operacionalizar estos conceptos. Objetivo: Revisar sistemáticamente las definiciones conceptuales y operacionales de doble presencia y de los conceptos asociados (segundo turno, doble jornada y doble carga). Método: Se condujo una revisión sistemática narrativa, siguiendo las directrices de la declaración PRISMA, cuyo protocolo fue registrado en PROSPERO. Resultados: Se realizó una búsqueda en tres bases de datos (Web of Science, Scopus y SciELO), y se identificaron un total de 569 artículos. De estos, 41 cumperon los criterios de inclusión (estudios empíricos con una definición conceptual u operacional de doble presencia o de conceptos asociados, con datos primarios y publicados en inglés o español). Emergieron seis temas principales asociados a la definición de doble presencia: (1) fenómeno psicosocial observable en como en el doméstico-familiar; (2) experimentado mayoritariamente por mujeres; (3) caracterizado por la sincronía de tareas (4) implica una dificultad para equilibrar las demandas laborales y familiares; (5) representa un riesgo psicosocial; y (6) genera tensiones emocionales y/o consecuencias en la salud física y mental de quien lo experimenta. En cuanto a la operacionalización, se evidenció una brecha entre la definición conceptual y los instrumentos utilizados para la medición. Discusión: La revisión evidencia que los dos componentes distintivos del fenómeno de doble presencia son la sincronía entre lo laboral y doméstico familiar, y las dificultades para equilibrar las demandas de esos ámbitos. Sin embargo, el primer componente ha sido escasamente operacionalizado. Se discute la brecha identificada entre las definiciones conceptuales y su operacionalización.Double presence originated as a concept to describe female employment and its social legitimization, along with the dependence ofwomen on domestic and family work. Since then, gender studies have used this term and others such as second shift, double shift and double burden to address the demands of paid work and household chores. However, the complexity of managing both spheres at the same time, initially described by double presence, seems to have been diluted in the various ways of operationalizing these concepts. Objective: To systematically review the conceptual and operational definitions of double presence and associated concepts (second shift, double workday and double workload). Methods: A systematic narrative review was conducted, following the PRISMA declaration guidelines, and its protocol was registered in PROSPERO. Results: A search was conducted in three databases (Web of Science, Scopus and SciELO), and a total of 569 articles were identified. Of these, 41 met the inclusion criteria (empirical studies with a conceptual or operational definition of double presence or associated concepts, with primary data and published in English or Spanish). Six main themes emerged associated with the definition of double presence: (1) a psychosocial phenomenon observable in people working both in the paid work environment and in the home-family environment; (2) experienced predominantly by women; (3) characterized by tasks synchrony; (4) implies difficulty in balancing work and family demands; (5) represents a psychosocial risk; and (6) generates emotional tensions and/or consequences in the physical and mental health of those who experience it. In terms of operationalization, a gap was found between the conceptual definition and the instruments used to measure it. Discussion: The review shows that the two distinctive components of the double presence phenomenon are the synchronicity between work and family life, and the difficulties in balancing the demands of these spheres. However, the first component has been poorly operationalized. The gap identified between conceptual definitions and their operationalization is analyzed.Universidad de Caldas2025-01-01T00:00:00Z2025-01-01T00:00:00Z2025-01-01Artículo de revistahttp://purl.org/coar/resource_type/c_6501http://purl.org/coar/resource_type/c_2df8fbb1Textinfo:eu-repo/semantics/articleJournal articlehttp://purl.org/redcol/resource_type/ARTinfo:eu-repo/semantics/publishedVersionhttp://purl.org/coar/version/c_970fb48d4fbd8a85application/pdf2145-644510.17151/rlef.2025.17.1.62215-8758https://doi.org/10.17151/rlef.2025.17.1.6https://revistasojs.ucaldas.edu.co/index.php/revlatinofamilia/article/view/11216eng126110517Latinoamericana de Estudios de FamiliaArik Tasyikan, H., & Demiral, Y. (2022). Work-family imbalance, social support and health: a populationbased study. Occup Med (Lond), 72(9), 614-621. https://doi.org/10.1093/occmed/kqac088Arraigada, M. C., & Pujol-Cols, L. (2018). Psychometric properties of the Copsoq- Istas 21 Psychosocial Risk Questionnaire and application in Argentine university teachers. Administration Notebooks, 30(55), 97-125. https://doi.org/10.11144/Javeriana.cao30-55.ppcr.Balbo, L. (1978). La doppia presenza. Inchiesta, 3-11.Ballakrishnen, S., Fielding-Singh, P., & Magliozzi, D. (2018). Intentional Invisibility: Professional Women and the Navigation of Workplace Constraints. Sociological Perspectives, 62(1), 1-19. https://doi.org/10.1177/0731121418782185.World Bank (2024). Women, business and the law 2024. World Bank Group. https://wbl.worldbank.org Blanch, A. & Solé, S. (2023). Work-family conflict, wellbeing and strain: Sex differences and children at home. International Journal of Psychology, 58(2), 116-123. https://doi.ufro.elogim.com/10.1002/ijop.12890Beermann, B., & Nachreiner, F. (1995). Working shifts-different effects for women and men? Work and Stress, 9(2-3), 289-297. https://doi.org/10.1080/02678379508256565.Burke, R. & Mckeen, C. (1993). Career Priority Patterns among Managerial and Professional Women. Applied Psychology: An International Review, 42(4), 341-352. https://doi.org/https://doi.org/10.1111/j.1464-0597.1993.tb00749.xCapellin, P. (1978). Capitalist productive structure and female labor: The conditions of existence of the female labor force in Brazil in Demography and Economics. Demography and Economics, 12(1),37-5.Carbajal, J. (2018). Patriarchal culture’s influence on women’s leadership ascendancy. The Journal of Faith, Education, and Community, 2(1), 1-23.Castelao-Huerta, I. (2020). The discreet habits of subtle violence: an approach to the experiences of women full professors in neoliberal times. 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