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The purpose of this paper is to examine two important family roles, financial and caregiver, and their impact on four relevant outcome variables: absenteeism, partial absences, employee performance, and life satisfaction; they also explore the intervening impact of core self-evaluations (CSE) among these relationships.

Data are collected using a questionnaire and actual employee performance data. Hypotheses were assessed in a structural model using LISREL.

The results demonstrate the impact of family roles on important outcomes, such as absenteeism and life satisfaction, as well as limited support of the moderating impact of CSE. Further, life satisfaction was significantly impacted by family roles and influenced job performance.

Although the measures were self-reported, actual job performance data were collected from company records; such a design should limit the risk of common method variance (Podsakoff et al., 2003).

Two family roles were shown to impact life satisfaction and these were positively moderated by CSE. Therefore, organization can develop family-friendly programs and policies to support employee’s multiple family roles in an effort to increase employee’s levels of life satisfaction and job performance. Incorporating CSE in the hiring process or providing employees with the skills and abilities to enhance their level of CSE should impact job performance.

The study contributes by assessing family roles using gender-neutral measures that assess level of role engagement. It also incorporates a dispositional variable, CSE, and its relation to family roles and job performance.

The purpose of this paper is to develop turnover reasons and assess their importance for various family role configurations. Specifically, the authors were interested in whether high levels of family financial obligation related to family‐related turnover reasons and whether low levels of family financial obligation related to job‐related turnover reasons.

The authors used both qualitative and quantitative methods to develop and test the turnover reasons; this involved conducting interviews and pilot testing the turnover items, which were evaluated with factor analysis. The main study was analyzed using MANOVA.

The authors developed six turnover reasons that help explain why individuals were leaving their jobs. It was also found that employees with relatively low financial obligation were more likely to leave the organization because of lack of managerial support, job content and high levels of work‐related stress.

The measures in this study were cross‐sectional, participants were employees in the information technology/business process outsourcing (IT/BPO) sector, and the study included a single‐country. Future studies can focus on multiple industries and countries and use objective variables in determining key relationships.

The study's results show the major reasons for turnover, both at an individual and organizational level, which include managerial support, job content and work‐related stress; each was particularly significant for those married without children in a dual‐earner situation.

The paper contributes by examining, for the first time, the relationships between family demographic profiles and turnover reasons for Indian IT/BPO workers.

The interaction of the chief financial officer (CFO) with family and non‐family managers is important for the financial management of a family business to maximise wealth creation within the business. This paper explores the role and the possible conflict with managers from the family.

A mixed method is used combining interviews of CFOs, CEOs and a telephone survey of CFOs in Australia. Three propositions are tested.

Surprisingly, the authors find no evidence that there is substantial role conflict as has been found in previous research. Relationships with the family CEO and other family and non‐family managers are usually positive. Commitment to the business from the family and strong support from the CEO are identified as making the CFO's job easier. Conflict with external accountants appears to be minimised as external accountants usually focus on the management of personal financial affairs and taxation issues while the CFO focuses on business financial management.

The sample is Australian and relatively small.

The contribution of the CFO will be optimised by giving them the opportunity to move out of the “bean counter” role to a more strategic financial management position.

There is limited empirical evidence relating to the role of the CFO in the family business.

Looks at the 2000 Employment Research Unit Annual Conference held at the University of Cardiff in Wales on 6/7 September 2000. Spotlights the 76 or so presentations within and shows that these are in many, differing, areas across management research from: retail finance; precarious jobs and decisions; methodological lessons from feminism; call centre experience and disability discrimination. These and all points east and west are covered and laid out in a simple, abstract style, including, where applicable, references, endnotes and bibliography in an easy‐to‐follow manner. Summarizes each paper and also gives conclusions where needed, in a comfortable modern format.

Studies on women’s entrepreneurship in Morocco are scarce, despite the potential of women for the country’s economy. This research takes place in a socio-cultural environment searching for a compromise between tradition and modernity. Families occupy a prominent place in Morocco, directly influencing women’s activities. The purpose of this paper is to investigate the role of family in Moroccan women’s entrepreneurial success.

The qualitative research is based on 60 interviews with women entrepreneurs in Morocco, including women business owners, women professionals and also women co-operators who have not been documented until now, due to data accessibility. It is diversified in terms of personal, family and professional characteristics. The analysis uses an intersectionality framework taking gender and social class into consideration.

The results highlight three categories of women entrepreneur: the “elite”, the “self-made women” and the “co-operators”. Each category is characterised by specific familial and professional realities, underpinned by differentiated dynamics in terms of gender and social class.

The study, from a practical point of view, contributes to a better understanding of the differentiated realities encountered in terms of women’s entrepreneurship, in the Moroccan context.

Studies in developing countries tend to consider women entrepreneurs as a homogeneous group. This research highlights the fact that family support, women entrepreneurs’ practices and their role in entrepreneurial success depend on the background situations in terms of gender and social class. It also contributes to the entrepreneurial success field, revealing different definitions and perceptions of success among women entrepreneurs.

Women on average still have more responsibility for home, family life, and child care than men. Extensive research has focused on the needs of, and support required by, these working women, most often exploring related organizational programs and benefits. This paper attempts to remedy this deficiency by examining the roles women perceive their spouses or partners play in these families in sharing home and family responsibilities and supporting the careers of these women. It explores the differences in the roles that women in early, middle, and late life perceive their spouses or partners play. Differences exist in women's perceptions of how spouses or partners manage family finances, support the women's careers, contribute to household management, and provide interpersonal support. Specific roles and the resulting support are related to the life satisfaction, job satisfaction, and work‐life balance of some but not all cohorts of the women surveyed.

The paper aims to examine how Indian non-financial service sector companies’ financial performance is influenced by their corporate social responsibility (CSR) expenditures. The paper also analyses whether family ownership has a moderating role in the CSR expenditure–financial performance association.

The study includes 288 non-financial service sector companies listed in India with 3,456 firm-year observations. Panel data regression analysis using data for 12 years, starting from 2010 to 2021, is carried out.

The study reveals a positive influence of CSR spending on financial performance measures (Tobin’s Q and return on assets). Mandatory CSR policies also influence the company’s performance. Additionally, family ownership has a positive moderating effect on CSR expenditure–financial performance (Tobin’s Q).

The study gives insights to the managers on how CSR expenditures can be used to maximise their benefits by supporting social causes, particularly in the case of firms with ownership structures where family involvement is there.

The prior studies analysing family ownership effect on the CSR–financial performance relationship are fewer, and in a country like India, where corporate philanthropy is a part of the family business culture, there is a need to understand how CSR spending influences firm performance.

Advanced medical technology has reduced the mortality rate among traumatic brain injury (TBI) patients. This, however, has led to an increasing number of surviving patients with a major disability. As a consequence, these patients need attentive care which becomes an important issue for the society, particularly family members. Thus, this paper aims to review some of the salient roles, challenges and needs of the family caregivers in caring or nursing for their family members diagnosed with TBI.

An inclusive search of the literature was undertaken to identify the family roles, challenges and needs in supporting and nursing TBI patients.

Previous studies have shown that the family needs to address two important aspects of taking care of TBI patients, which involve emotional and physical affairs. Hence, it is essential for the family members to have adequate information on healing treatment, nursing and care methods, financial support, support groups, managing self-care and, more importantly, emotional and social support.

This paper is not currently under consideration, in press or published elsewhere. In Malaysian culture, nursing disabled patients have always been a family responsibility. The role of nursing the patients has been done domestically and is considered a private affair. In order to execute the role, some put the patient needs as their priority and leave aside their needs and matters.

This book is a policy proposal aimed at the democratic left. It is concerned with gradual but radical reform of the socio‐economic system. An integrated policy of industrial and economic democracy, which centres around the establishment of a new sector of employee‐controlled enterprises, is presented. The proposal would retain the mix‐ed economy, but transform it into a much better “mixture”, with increased employee‐power in all sectors. While there is much of enduring value in our liberal western way of life, gross inequalities of wealth and power persist in our society.

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.