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This paper aims to further the understanding about the relationship between work–life conflict and possible barriers to career progression due to the perception of anticipated work–life conflict, considering the unbounded nature of academic work through features such as its intensity, flexibility and perception of organizational support.

The model was tested using survey data from academics in a public university in the south of Spain. Hierarchical regression analyses were used to test the hypotheses.

The results reveal that current work–life conflict, job intensity and perception of support have a direct effect on the anticipation of work–life conflict in the event of progression in academic careers. The flexibility that academics enjoy is not sufficient to prevent the expected conflict. Academics' age is relevant, but gender or having childcare responsibilities have no significant effect of the anticipation of conflict.

This study addresses the gap in the literature on anticipated work–life conflict, expanding the focus to nonfamily commitments in unbounded jobs such as academic posts. The authors are not aware of any other study that focuses on the anticipation of work–life conflict in the case of career advancement among current employees with professional experience or accurate knowledge of what job they will be doing instead of students. Work–life balance should not be restricted to women with caring responsibilities, as conflict is no longer only related to gender roles.

This paper not only explores existing work–life conflict but also empirically analyzes anticipated work–life conflict in unbounded careers such as academia. It represents a significant contribution in an underresearched field and may lead to future research in other settings.

The primary purpose of this research was to investigate the role of anticipated regret in time-based work-family conflict decisions.

A total of 90 working parents responded to a decision making problem describing a time-based conflict between a work event and a family event. Participants' preference for which event to attend constituted the dependent variable. Independent variables were participants' work and family centralities. Anticipated regret for choosing the work option and anticipated regret for choosing the family option were measured as hypothesized mediators.

Structural equation modeling revealed that anticipated regret for choosing the family option mediated the relationship between work centrality and preference for the family option. Similarly, it was found that anticipated regret for choosing the work option mediated the relationship between family centrality and preference for the family option.

This article contributes to work-family and decision making literatures by studying the intersection of the two fields. Although most work-family research studies ongoing conflict, this study focuses on one decision event. The findings suggest that anticipated regret plays a significant role in how individuals resolve time-based work-family conflict.

Here Marx's philosophy is dissected from the angle of bourgeois capitalism which he, Marx, sought to overcome. His social, political and economic ideas are criticised. Although it is noted that Marx wanted to ameliorate human suffering, the result turned out to be Utopian, contrary to his own intentions. Contrary to Marx, it is individualism that makes the best sense and capitalism that holds out the best hope for coping with most of the problems he sought to solve. Marx's philosophy is alluring but flawed at a very basic level, namely, where it denies the individuality of each person and treats humanity as “an organic body”. Capitalism, while by no means out to guarantee a perfect society, is the best setting for the realisation of the diverse but often equally noble human goals of its membership.

Research on police officer recruiting has not focused on anticipated work/family conflict, the amount of conflict an applicant thinks will be in a police job. The influence of anticipated work/family conflict on applicant and family member opinions and applicant behavior wasexamined. Also, gender and family role differences were examined. We found congruence in applicant and family member views, and a lack of relation of anticipated work/family conflict to applicant behavior. Future research needs on how work/family issues are viewed by applicants are discussed.

Addresses the standardization of the measurements and the labels for concepts commonly used in the study of work organizations. As a reference handbook and research tool, seeks to improve measurement in the study of work organizations and to facilitate the teaching of introductory courses in this subject. Focuses solely on work organizations, that is, social systems in which members work for money. Defines measurement and distinguishes four levels: nominal, ordinal, interval and ratio. Selects specific measures on the basis of quality, diversity, simplicity and availability and evaluates each measure for its validity and reliability. Employs a set of 38 concepts ‐ ranging from “absenteeism” to “turnover” as the handbook’s frame of reference. Concludes by reviewing organizational measurement over the past 30 years and recommending future measurement reseach.

Introduction Consider a hi‐fi loudspeaker manufacturing company acquired on the brink of insolvency by an American multinational. The new owners discover with growing concern that the product range is obsolete, that manufacturing facilities are totally inadequate and that there is a complete absence of any real management substance or structure. They decide on the need to relocate urgently so as to provide continuity of supply at the very high — a market about to shrink at a rate unprecedented in its history.

Although the effort‐reward imbalance (ERI) model of job stress has gained support in predicting employee health, it has rarely been examined in the context of the work‐home interface. This study aims to test an expanded ERI model in predicting work‐life conflict (WLC) in university employees. Three hypotheses relating to the ERI are tested. It is also predicted that lower organisational support for work‐life balance, less schedule flexibility and lower levels of separation between work and home life will lead to increased work‐life conflict.

In this cross‐sectional study, 1,108 employees working in UK universities completed questionnaires assessing ERI, WLC, schedule flexibility, employer support and work‐life separation/integration.

Strong main effects of job‐related efforts, rewards and over‐commitment on WLC are found. A significant two‐way interaction (effort×reward) and some evidence for a three‐way interaction effort×reward×over‐commitment) are observed. Perceived schedule flexibility and work‐life integration also make significant contributions to the variance in WLC. The final model explains 66 per cent of criterion variance.

As the study is cross‐sectional, causal relationships cannot be established.

This study extends knowledge of the ERI model as a predictor of WLC. More research is required into ways in which effort‐reward inequity and over‐commitment might threaten work‐life balance, together with the working practices and organisational factors which might modify this threat.

The ERI model has rarely been examined in the context of the work‐home interface. The importance of effort‐reward imbalance and over‐commitment to WLC has been highlighted.

Develops an original 12‐step management of technology protocol and applies it to 51 applications which range from Du Pont’s failure in Nylon to the Single Online Trade Exchange for Auto Parts procurement by GM, Ford, Daimler‐Chrysler and Renault‐Nissan. Provides many case studies with regards to the adoption of technology and describes seven chief technology officer characteristics. Discusses common errors when companies invest in technology and considers the probabilities of success. Provides 175 questions and answers to reinforce the concepts introduced. States that this substantial journal is aimed primarily at the present and potential chief technology officer to assist their survival and success in national and international markets.