Gendered depression: Vulnerability or exposure to work and family stressors?

Research has shown that employed women are more prone to depression than men, but the pathways linking gender to depression remain poorly understood. The aim of this study was to examine how work and family conditions operated as potentially gendered antecedents of depression. It evaluated more specifically how differences in depressive symptoms in women and men could be explained by their differential vulnerability and exposure to work and family conditions, as well as by the mediating role of work-to-family conflict (WFC) and family-to-work conflict (FWC).

Data were collected in 2009-2012 from a sample of 1935 employees (48.9% women) nested in 63 workplaces in the province of Quebec (Canada). Data were analyzed with multilevel path analysis models to test for the differential exposure hypothesis, and stratified by gender to test for the differential vulnerability hypothesis.

Results supported both hypothesizes, but only WFC played a mediating role between work-family stressors and depression. Regarding the vulnerability hypothesis, WFC was more strongly associated with women depressive symptoms, and the magnitude of the association between family income and WFC was stronger for women. Overall, the differential exposure hypothesis seemed to reach a greater empirical support. After accounting for work and family stressors as well as WFC, differences in depressive symptoms in women and men were no longer significantly, as WFC, working hours, irregular work schedule and skill utilization acted as mediators. WFC associated with higher depressive symptoms and skill utilization with lower depressive symptoms. WFC related to higher working hours and irregular work schedule. Compared to men, women reported higher WFC, but lower working hours, less irregular work schedule and lower skill utilization at work.

Women's higher rate of depression is intrinsically linked to their different social experiences as shaped by a gendered social structure and gendered organizations.