Search results

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.

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.

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.

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.

This study aims to understand how the recent COVID-19 pandemic impacted burnout levels among working mothers in leadership positions and how income and work schemes play an important role in their burnout.

Data were collected from 961 working mothers and fathers in leadership positions in Mexico under different work schemes during the COVID-19 lockdown. Snowball sampling was used in this study. The Maslach Burnout Inventory General Survey was distributed online, using the burnout scale, with income and work schemes as categorical variables.

Burnout levels among working mothers in leadership positions were higher than those among working fathers. The hybrid work scheme (i.e. working from home combined with working from office) lessens burnout in working mothers, contributing both theoretically and empirically to better understanding burnout levels of mothers in leadership positions.

The findings can encourage human resource areas to reflect on the overexertion and work stress of mothers in leadership positions, and potential support resources can be provided to motivate them and retain their talent.

The introduction of the notion of lockdown in a conceptual model to observe its interaction with burnout and hybrid work schemes (i.e. working from the office and home) has rarely been discussed in existing literature. The impact, especially for working mothers in leadership positions, must be thus carefully considered while dealing with future crises, thereby helping to develop policies and processes accordingly.

Skilled migrant (SM) women play a key role in developed countries especially in healthcare and education in easing staffing shortages and migrate expecting to gain qualification-matched employment (QME). The aim of this review is to assess whether SM women gain the anticipated QME, equitably compared to their skilled counterparts and to examine why and how they do so.

I conducted a systematic literature review to derive empirical studies to assess if, why and how SM women achieve QME (1) using SM women-only samples and comparative samples including SM women, and (2) examining whether they gain QME directly on or soon after migration or indirectly over time through undertaking alternative, contingent paths.

Only a minority of SM women achieve the anticipated QME directly soon after migration and less often than their skilled counterparts. Explaining the mechanism for achieving QME, other women, especially due to having young families, indirectly undertake alternative, lower-level contingent paths enabling them to ascend later to QME.

The SM literature gains new knowledge from revealing how SM women can gain positions post-migration comparable to their pre-migration qualifications through undertaking the alternative, contingent paths of steppingstone jobs and academic study, especially as part of agreed familial strategies. This review results in a theoretical mechanism (mediation by a developmental contingency path) to provide an alternative mechanism by which SM women achieve QME.

The purpose of this paper is to investigate how professional men in dual-career relationships craft and enact their fatherhood role ideologies during the transition to fatherhood. In particular, the authors focus on the impact that the development of a more involved approach to fatherhood has on the mother's ability to combine career and family.

This study utilizes a longitudinal, qualitative methodology. Pre- and post-natal interviews were conducted with 18 professional men in dual-career heterosexual relationships.

Although the traditional mode of fatherhood that is rooted in breadwinning continues to be the dominant approach among working fathers in the US, new modes of more involved fathering are emerging. The results of the study indicate that a general shift away from a strict, gendered division of household labor is taking place in today's dual career couples, and this is leading to an increase in men's involvement in childcare. Further, although much of the extant research conceptualizes fatherhood as a role typology, the results reveal that all fathers are involved in caring for their babies, though to varying degrees. Thus the authors propose a continuum of involvement. Finally, the authors discovered how men are finding creative ways to use official and unofficial workplace flexibility to be more involved at home.

The findings offer novel insights into the factors that encourage involved fathering. The authors encourage organizations to create more supportive environments that foster involved fathering by extending paid parental leave benefits to men and providing more access to flexibility.

Innovative behavior is a microfoundation of an organization’s innovation. Knowledge workers are the main creators of innovations. With the boundaries between work and family becoming increasingly ambiguous, the purpose of this study is to explore how the work–family conflict affects knowledge workers’ innovative behavior and when such a conflict arises.

To test the theoretical model, this study collected data from a time-lagged matched sample of 214 dual-career couples. The data were analyzed with the bias-corrected bootstrapping method.

The results of this study showed that work-to-family conflict had not only a direct negative effect on knowledge workers’ innovative behavior but also an indirect effect through spouses’ within-family emotional exhaustion and knowledge workers’ family-to-work conflict. If wives’ gender role perceptions are traditional, then the indirect serial mediating effect is weakened, but if such perceptions are egalitarian, then the mentioned effect is aggravated.

In terms of organizational implications, managers could alter their approach by reducing detrimental factors such as work–family conflict to improve knowledge workers’ innovative behavior. Emotional assistance programs for both knowledge workers and their spouses can be used to prevent the detrimental effect of work–family conflict on innovative behavior. As to social implications, placing dual-career couples into a community of likeminded individuals and promoting their agreement on gender role identity will greatly reduce the negative effects of work–family conflict.

Starting from the perspective of the behavior outcome of knowledge management, this study advances the existing knowledge management literature by enriching the antecedents of knowledge workers’ innovative behavior, illuminating a spillover–crossover–spillover effect of work–family conflict on knowledge workers’ innovative behavior and identifying the boundary condition of this transmission process.

The career is a space where family and work lives amalgamate. The role of work for the individual, and the meaning of work within the culture, will determine the relevance of family. This study investigates CEOs' perception about conjugal family influence on career decisions, and it examines family factors.

Through a qualitative study, 22 Latin American CEOs who work for multinational firms were interviewed in a semi-structured way.

Not all career decisions were influenced by conjugal family. CEOs varied in the extent to which they considered their families when reflecting on their career decisions. Expatriation, joining or quitting an organization and change of area of work were found as those decisions perceived to be influenced by conjugal family. Family support, family structure and family demands and responsibilities were identified as the family factors involved. In spite of the role salience, family factors influenced some of CEOs' career decisions, in part, due to the cultural characteristics of the Latin American environment. The instrumental support of the extended family, as part of collectivist societies, was also evidenced.

A better understanding of the family influenced decisions and family factors involved may enhance individual career decision-making as well as organizational career management processes and public initiatives.

This study contributes to family and career literature, being the first one to explore the conjugal family influence upon CEOs' career decisions.

Generation Z (Gen Z) is entering the hotel workforce and will soon become the dominant group. This has called for a better understanding of this workforce’s attitudes and perceptions towards working in the hotel industry. This study aims to examine the effect of organizational socialization on the retention of Chinese Gen Z employees, the mediating role of person–environment fit (P-E fit) and the moderating effect of career commitment.

Time-lagged data were collected from 426 Gen Z new employees from 20 upscale hotels at two different times (2 weeks and 12 weeks after the employees entered the hotel). Confirmatory factor analysis, structural equation modeling, bootstrapping analysis and moderated hierarchical regression analyses were used for data analysis.

Organizational socialization positively affects employee retention via person–environment fit. Moreover, career commitment positively moderates the relationship between person–environment fit and employee retention.

Hotels must view organizational socialization as a long-term investment in Gen Z talent management by offering effective training through diverse methods, creating a collaborative environment and helping them develop career plans to enhance their career commitment.

This study unpacks the four dimensions of organizational socialization and investigates their differential effects on Gen Z employees’ retention through P-E fit. The moderating role of career commitment is also examined. This study contributes to the growing body of hospitality human resources management research on this new generation of workforce in China.

Externalities influence the career trajectories of self-initiated expatriates (SIEs) and their respective career crafting. This study aims to explore the international career crafting of SIEs (encompassing their proactive career reflection and construction), taking the combined external influences of complexity, chance and change into consideration.

The authors employ a qualitative (interpretative) approach, combining career crafting and the chaos theory of careers (CTC) to further understand, from an individual standpoint, the impact of externalities on the career crafting strategies of 24 SIEs who have relocated within the European Union.

The authors show that SIEs' proactively craft their careers to varying degrees and with varying frequency. The CTC – incorporating complexity, chance and change – allows for a more nuanced understanding of SIEs' career crafting.

This paper applies the concept of career crafting to an international context, exploring the impact of externalities on SIEs' careers. In this way, the authors combine two previously separate theories, extend the application of career crafting to an international career context and emphasise the role of temporality and the whole-life view of career in SIEs’ career crafting approach.

A paradigm shift toward a corporate model of higher educational settings has led to complex and excess work demands, yet the potential long-run ramifications of work overload are still under-examined. Building the arguments on the “spiral of resource loss” corollary of the conservation of resources (COR) theory, the authors have bridged this gap by testing how work overload spills over into career resilience via reduced harmonious passion. In addition, the authors compare how the employees having standardized workloads differ in their harmonious passion and career resilience from those having excessive (non-standardized) workloads.

Through a longitudinal natural field experiment of 402 faculty members [N = 198 in the standardized group (optimal load) and N = 204 in the non-standardized group (overload)] working in higher educational institutions of Pakistan, data were collected in three waves (each six months apart). The group comparison, trend analysis and longitudinal mediation analysis done through SPSS and MPlus affirmed the hypothesized associations.

The results have shown that work overload impacts career resilience through the mediating role of harmonious passion. The faculty members in the standardized workload had more passion and career resilience as compared to the non-standardized workload group. In addition, these impacts intensified overtime for the overloaded faculty members while faculty members with optimal workload sustained their passion and resilience for the teaching profession.

Taking the COR perspective, this study sheds light on how faculty members' work overloads reduce their capability to retain their passion and resilience for teaching from a longitudinal and experimental perspective.