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1 – 10 of over 10000
Article
Publication date: 1 March 2003

David F. Elloy and Catherine R. Smith

The dual‐career phenomenon has become increasingly prevalent worldwide. This lifestyle often generates stresses and strains, at home and at work, for couples juggling multiple…

6520

Abstract

The dual‐career phenomenon has become increasingly prevalent worldwide. This lifestyle often generates stresses and strains, at home and at work, for couples juggling multiple demands, which can have negative consequences for organisations. While most empirical research into this lifestyle has been conducted in the United States and Britain, very little has been carried out in Australia. This particular study, based on data from an Australian sample of 121 lawyers and accountants, was therefore aimed at analysing the levels of stress, work‐family conflict and overload among dual‐career and singlecareer couples. The results confirm that dual‐career couples experience higher levels of stress, work‐family conflict and overload than singlecareer couples. To enhance labour productivity and organisational effectiveness, human resource managers therefore need to take account of the potential for dual‐career stress, overload and conflict, and respond flexibly to dual‐career employee status.

Details

Cross Cultural Management: An International Journal, vol. 10 no. 1
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 11 September 2017

Liisa Mäkelä, Anna-Maija Lämsä, Suvi Heikkinen and Jussi Tanskanen

The purpose of this paper is to explore if an expatriate’s career situation at the level of the couple (single career couple (SCC)/dual career couple (DCC)) is related to the…

Abstract

Purpose

The purpose of this paper is to explore if an expatriate’s career situation at the level of the couple (single career couple (SCC)/dual career couple (DCC)) is related to the expatriate’s work-to-personal-life conflict (WLC) and if the expatriate’s gender is related to WLC. The authors also investigate if the level of WLC is different for men and women in a DCC or SCC (interaction).

Design/methodology/approach

The study was conducted among 393 Finnish expatriates who were in a relationship and were working. A moderated hierarchical regression was utilized in the data analysis.

Findings

Gender or DCC/SCC status was not separately related to WLC but an interaction effect between gender and a couple’s career status on WLC was significant. In DCC couples, women experienced more WLC than men. In SCC couples, women experienced less WLC than men.

Practical implications

The findings indicate that organizations should develop practices to support both DCCs and SCCs, for instance, by providing mentors for expatriates and their family members, or through organizing family events for company employees. Couples should also negotiate their roles and responsibilities in both the personal life and work-life spheres before moving abroad and also during the time they live abroad, especially women involved in a DCC and men involved in an SCC.

Originality/value

This is the first study focusing on expatriates’ WLC that simultaneously takes account of how the gender and career situation of the couple are related to it.

Details

Journal of Global Mobility, vol. 5 no. 3
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 7 November 2016

Subhash C. Kundu, Rina S. Phogat, Saroj Kumar Datta and Neha Gahlawat

The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India.

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Abstract

Purpose

The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India.

Design/methodology/approach

Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples.

Findings

The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples.

Research limitations/implications

As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts.

Practical implications

It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances.

Originality/value

This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

Details

International Journal of Organizational Analysis, vol. 24 no. 5
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 27 February 2024

Md Sajjad Hosain

The purpose of this qualitative study is to identify and highlight the challenges faced by the dual-career couples with one or multiple child/children in maintaining their…

Abstract

Purpose

The purpose of this qualitative study is to identify and highlight the challenges faced by the dual-career couples with one or multiple child/children in maintaining their work–family balance based on family systems theory.

Design/methodology/approach

The author purposely selected 26 families (52 participants) in Bangladesh where both husbands and wives work on a full-time basis having one or multiple child/children. The author used focus group discussion (FGD) technique to identify the challenges encountered by them.

Findings

After summarising the FGD results, the study identified several challenges faced by those dual-career couples, such as inability to differentiate between professional and family lives, lack of quality time for partners/children, challenges to raise children, lack of childcare centres and lack of professionalism of care workers; and tension and anxiety for their child/children while at offices.

Originality/value

The author expects the results of this qualitative study to be conductive as groundwork for upcoming research studies concerning dual-career couples with child/children. The author also hopes that such results will assist the human resource managers in efficiently crafting and executing some policies regarding dual-career couples with one or multiple child/children.

Details

International Journal of Organizational Analysis, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1934-8835

Keywords

Article
Publication date: 14 March 2008

Marie‐Hélène Budworth, Janelle R. Enns and Kate Rowbotham

The purpose of this paper is to introduce the concept of a couple‐level shared identity as forming the basis for the development of dual‐career couples' strategies regarding…

1654

Abstract

Purpose

The purpose of this paper is to introduce the concept of a couple‐level shared identity as forming the basis for the development of dual‐career couples' strategies regarding involvement in work and family roles. A model is developed that is intended to help researchers in this area conceptualize the relationship between career choices and career progression between members of a dual career couple. Examining career development at the couple‐level extends one's understanding of how the decisions made by one member of the dyad influence the career of the other.

Design/methodology/approach

In order to develop this model, the theories of cognitive interdependence and gender role ideology are examined and applied to the formation of a shared identity.

Findings

Development of the model, as well as a review of the extant literature, revealed that career decisions in dual career couples are made at the level of the dyad.

Practical implications

The findings demonstrate that organizations cannot view their employees in isolation, but that important transitions such as relocation, and taking on more responsibility are decisions that increasingly are made at the couple level. Employers may need to consider the dyad when offering career advancement opportunities and when implementing work‐life balance programs.

Originality/value

The career progression of one member has implications for the other. Therefore, it is insufficient for an individual to have a career in isolation when the individual is part of a dual career couple. Examination of career at the dyad level will advance one's knowledge of how careers unfold.

Details

Gender in Management: An International Journal, vol. 23 no. 2
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 29 November 2019

Dhara Shah, Narendra M. Agrawal and Miriam Moeller

Despite more than 50 years of research into gender and work, the impact of female expatriates persists to be underrepresented in mainstream international human resource management…

Abstract

Purpose

Despite more than 50 years of research into gender and work, the impact of female expatriates persists to be underrepresented in mainstream international human resource management (IHRM) literature. The purpose of this paper is to identify and explore the perceptions of married Indian information technology (IT) women regarding career and expatriating discussions they have with their husbands and its impact on their decision making to undertake international assignments.

Design/methodology/approach

Semi-structured interviews were conducted with 24 married Indian IT women who had undertaken international assignments after marriage. The study includes two data sets, 1: women on less than one-year assignment; 2: women on greater than one-year assignments.

Findings

The study found that women who went on short-term assignments of less than one year travelled alone and found it fortunate and convenient to leave their children in the care of their husbands, in-laws, parents and maids. While in the cases of women travelling for longer-term assignments, most husbands accompanied them. The study suggests that while spousal support was the key, having a shared purpose with husbands along with extended family support was equally significant to facilitate women undertaking an international assignment. As an impetus, the authors note a change within the Indian society where both partners come together to make decisions about expatriating.

Research limitations/implications

The authors discuss the implications for IHRM as they relate to gender diversity within organisations.

Originality/value

The research, underpinned by the early workings of a theory of career hierarchy, explores the complexities in expatriation decision-making processes of married women from the emerging economy of India with traditional family values, who are working within a modern and liberal IT industry.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 7 no. 4
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 1 December 2004

David F. Elloy and Catherine Smith

The dual‐career phenomenon has become increasingly prevalent worldwide. For couples juggling multiple demands, this lifestyle often generates stresses and strains at home and at…

1575

Abstract

The dual‐career phenomenon has become increasingly prevalent worldwide. For couples juggling multiple demands, this lifestyle often generates stresses and strains at home and at work, which can have negative consequences for organizations. Most empirical research into this lifestyle often generates stresses and strains at home and at work, which can have negative consequences for organizations. Most empirical research into this lifestyle has been conducted in the United States and Britain, and very little has been carried out in Australia. This particular study, based on data from an Australian sample of 62 lawyers and accountants, analysed the antecedents of work‐family conflict among dual‐career couples. The results confirm that overload, role conflict and role conflict significantly effect work‐family conflict. To enhance labour productivity and organisational effectiveness, therefore, human resource managers need to take account of the potential for dual‐career overload and conflict, and respond flexibly to dual‐career employee status.

Details

Cross Cultural Management: An International Journal, vol. 11 no. 4
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 3 May 2011

Liisa Mäkelä, Marja Känsälä and Vesa Suutari

The purpose of this paper is to identify how dual career expatriates view their spouses' roles during international assignments.

5057

Abstract

Purpose

The purpose of this paper is to identify how dual career expatriates view their spouses' roles during international assignments.

Design/methodology/approach

In total, 39 interviews were carried out with expatriates who had a working spouse. The interview data were content analysed using replication logic.

Findings

The authors' findings indicate that the importance of spousal support increases among dual career couples during international assignments. Expatriates report their spouses as having supporting, flexible, determining, instrumental, restricting and equal partner spousal roles.

Originality/value

This study provides in‐depth understanding about multiple spousal roles during international assignments among dual career couples and contributes to the previous literature by showing how spousal roles appear in the international context, and by identifying two new spousal roles.

Details

Cross Cultural Management: An International Journal, vol. 18 no. 2
Type: Research Article
ISSN: 1352-7606

Keywords

Article
Publication date: 1 March 2002

Meredith J. Moore

This article describes findings from a Catalyst study that explored why there are so few women with global assignments. The study reveals several prevailing assumptions in…

1742

Abstract

This article describes findings from a Catalyst study that explored why there are so few women with global assignments. The study reveals several prevailing assumptions in corporate and professional America about women’s willingness and ability to relocate. One of the most pervasive is that dual‐career issues hinder women’s ability to relocate internationally. This assumption is applied universally to women regardless of personal situation and discounts how men are also in dual‐career relationships. Furthermore, the study provides recommendations for employers to support dual‐career couples relocating globally, thereby increasing the likelihood that assignment offers will be accepted and the assignment completed successfully.

Details

Women in Management Review, vol. 17 no. 2
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 13 February 2009

Michael Harvey, Milorad Novicevic and Jacob W. Breland

The purpose of this paper is to use hope theory as a foundation from which to understand the global dual‐career exploration phenomenon. Additionally, the concept of curiosity is…

2352

Abstract

Purpose

The purpose of this paper is to use hope theory as a foundation from which to understand the global dual‐career exploration phenomenon. Additionally, the concept of curiosity is explored as a triggering mechanism for dual‐career couples to explore and learn about career options in a global context.

Design/methodology/approach

Hope theory is used to provide theoretical support for the proposed conceptual model.

Findings

It is concluded that hope and curiosity are important elements for dual‐career couples to leverage in order to reduce stress, maintain marital status, and allow the trailing spouse to resolve the potential dramatic and negative impact on their career path.

Practical implications

Both hope and curiosity have been argued to have developmental aspects, meaning that individuals can nurture and strengthen their level of hopefulness and curiosity. Organizations which aid individuals in developing these abilities will likely increase the probability that their global employees will successfully complete their foreign assignment.

Originality/value

The paper explicitly examines dual‐career exploration as it occurs in a global context. More specifically, it takes the perspective that global dual‐career exploration is a continuous and adaptive process in which individuals who are hopeful and curious will be more successful in exploring and adapting to career options.

Details

Journal of Managerial Psychology, vol. 24 no. 2
Type: Research Article
ISSN: 0268-3946

Keywords

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