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The purpose of this paper is to understand how global managers from the generation born 1965 to 1980 (“Generation X”) manage demands of international business travel with desires for family involvement. A portrait evolves of how travel within a global career might be optimized for both business and family life.

A qualitative methodology was used as little research has focussed on alternative forms of global work or work-family issues in a global context. The author conducted in-depth interviews with 25 Gen X global managers in dual-career families (“Global Gen Xers”) pursuing global careers from the USA and Canada.

The author uncovered how Global Gen Xers experienced “work-life balance” through executing personal discretion over travel and substituting in technology. The construct of travel discretion reveals these approaches. Mutual flexibility on the part of global managers and organizations tamed the demanding nature of work spanning divergent locations and time zones.

The findings represent experiences from a self-select group of global Gen X managers interviewed at one point in their careers. The author did not obtain reflections from their families on work-family functioning.

The findings encourage companies to foster flexibility among their global managers around travel decisions. The author can consider how and when international travel can be replaced through technology in order to control costs and sustain global workforces.

This study provides one of the first examinations of work-life balance among younger global managers. It also highlights experiences of those not on expatriate assignments, but performing global work through international travel and technology.

The purpose of this paper is to examine career‐life issues of successful women in the Americas.

A total of 30 interviews were conducted with successful women in Canada, Argentina and Mexico. Themes were pulled from the interview transcripts for each country, analyzed and then compared across countries, looking at universalities and differences of experiences.

The women in all three countries conveyed more subjective measures of career success, such as contributing to society and learning in their work, with Canada and Mexico particularly emphasizing receiving recognition as a hallmark of career success.

This research provides insight into the experiences of successful women in the Americas, which can inform the career development of women in business.

This research contributes to the literature on women's careers, highlighting successful women's experiences across cultures and in an under‐researched area: Latin America.

This paper aims to introduce a collection of papers about careers in cross‐cultural perspective, which contributes to the growing body of literature that addresses careers from different locations around the world.

Introduces the topic, providing some background and discussion of the main concepts.

Briefly introduces the papers and their main findings – differences and similarities among careers and career attributes in different cultural and national contexts.

Contextualizes the issue and extends the overall knowledge in the topic.

The goal of this chapter is to present new ways of conceptualizing family-supportive supervisor behaviors (FSSB), and to present a multilevel model reviewing variables that are linked to this construct. We begin the chapter with an overview of the U.S. labor market's rising work–family demands, followed by our multilevel conceptual model of the pathways between FSSB and health, safety, work, and family outcomes for employees. A detailed discussion of the critical role of FSSB is then provided, followed by a discussion of the outcome relationships for employees. We then present our work on the conceptual development of FSSB, drawing from the literature and from focus group data. We end the chapter with a discussion of the practical implications related to our model and conceptual development of FSSB, as well as a discussion of implications for future research.