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Article
Publication date: 27 June 2023

Junwei Zhang, Ye Li, Yajun Zhang, Haitao Zhang and Jiao Tang

Based on the work–home resources model regarding the work domain and the home domain as a whole resource exchange system with directional resource flows, this study proposed that…

Abstract

Purpose

Based on the work–home resources model regarding the work domain and the home domain as a whole resource exchange system with directional resource flows, this study proposed that perceived overqualification could lead to personal resources drain, especially for employees with high work–family centrality (i.e. valuing work more than family). Furthermore, the drained personal resources of the focal employees brought in more spouse undermining and less spouse support at home.

Design/methodology/approach

A quantitative approach in which Study 1 involving 259 pairs and Study 2 involving 260 pairs of employees and their spouses from China provided support to the first-stage moderated mediation model.

Findings

Results revealed that when employees' work–family centrality is high, perceived overqualification could elicit personal resources drain and induce more spouse undermining and less spouse support. On the contrary, when employees' work–family centrality is low, perceived overqualification could reduce personal resources drain and render less spouse undermining and more spouse support. The two studies consistently provided support for most of the hypotheses.

Practical implications

The research results suggest that organizations could take some feasible measures to help overqualified employees articulate the value of work–family centrality to manage overqualified employees' work–family resources further, bringing appropriate sequential behaviors at home.

Originality/value

Research on perceived overqualification has primarily focused on its consequences in the work domain, paying scant attention to whether it can influence the home domain outside work. This research contributes to this line of literature by investigating how and when perceived overqualification leads to family outcomes.

Details

Journal of Managerial Psychology, vol. 38 no. 5
Type: Research Article
ISSN: 0268-3946

Keywords

Article
Publication date: 17 February 2023

Jiayi Song, Hao Jiao and Canhao Wang

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…

Abstract

Purpose

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.

Design/methodology/approach

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.

Findings

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.

Practical implications

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.

Originality/value

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.

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.

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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 1993

Fokkina McDonnell

Considers a survey carried out by the Manchester Career CounsellingService to assess the effectiveness of present arrangements for spousecounselling after the redundancy of the…

Abstract

Considers a survey carried out by the Manchester Career Counselling Service to assess the effectiveness of present arrangements for spouse counselling after the redundancy of the partner. This centred on evaluating the meeting between counsellor/spouse/partner and the need for additional support/assistance during the adjustment phase. Generally concludes that irrespective of the effect of redundancy on the individual concerned, involvement of spouses/partners is invaluable in providing support and practical advice when it is most needed.

Details

Employee Councelling Today, vol. 5 no. 3
Type: Research Article
ISSN: 0955-8217

Keywords

Article
Publication date: 6 November 2009

Suvi Välimäki, Anna‐Maija Lämsä and Minna Hiillos

This paper aims to examine the role of the spouse, specifically the husband, for the woman manager's career by focusing on the gender role construction between spouses, and the…

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Abstract

Purpose

This paper aims to examine the role of the spouse, specifically the husband, for the woman manager's career by focusing on the gender role construction between spouses, and the relationship of these roles to the woman's career.

Design/methodology/approach

The topic was investigated within a Finnish context by analyzing the narratives of 29 female managers. A common feature among the women was their managerial position and extensive work experience. All the women had or had had one or more spouses in the course of their careers, and all but one were mothers, mostly of teenage or adult children.

Findings

A typology distinguishing five types of spouses was constructed: determining, supporting, instrumental, flexible, and counterproductive. The results suggest that fluidity in gender roles between spouses is associated with the woman manager's sense of success and satisfaction in her career compared with more conventional gender role construction. It seems that traditional gender roles between spouses can be one reason for women's difficulties in attaining (top) managerial positions in Finland.

Originality/value

The study contributes to the prior literature concerning the work‐family relationship by extending research into an area so far overlooked: namely, the role of the spouse in relation to the woman manager's career. The study calls into question the straightforward and unequivocal view of the family – so typical in discussions about work‐family issues – by showing the many different meanings that women managers attach to one of the family members.

Details

Gender in Management: An International Journal, vol. 24 no. 8
Type: Research Article
ISSN: 1754-2413

Keywords

Article
Publication date: 1 February 2003

Jan Selmer and Alicia S.M. Leung

Male expatriate spouses represent a surprisingly under‐researched area, especially given the crucial importance of spousal support to ensure successful expatriate assignments and…

2338

Abstract

Male expatriate spouses represent a surprisingly under‐researched area, especially given the crucial importance of spousal support to ensure successful expatriate assignments and the increasing trends of both dual‐career couples and female business expatriates. To somewhat alleviate this deficiency, 46 Western female business expatriates assigned to Hong Kong responded to a mail survey. Almost half of them were married and accompanied by their husbands. The tentative results of this highly exploratory study seem to indicate that, although moderated somewhat by respondents’ perceived adequacy of the extent of corporate support, companies generally failed to support male expatriate spouses. Unfortunately, this main finding does not contradict results of what little previous research there is on the subject. This can be regarded as an early warning sign to international firms trying to globalize, since there is no reason to believe that the escalating trend of women assigned abroad will not continue, given the rising demand for business expatriates. Internationalizing firms need to introduce more corporate support for male expatriate spouses, before reluctance to act in this respect may block their global expansion.

Details

Personnel Review, vol. 32 no. 1
Type: Research Article
ISSN: 0048-3486

Keywords

Article
Publication date: 1 July 2004

Judith R. Gordon and Karen S. Whelan‐Berry

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…

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Abstract

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.

Details

Women in Management Review, vol. 19 no. 5
Type: Research Article
ISSN: 0964-9425

Keywords

Article
Publication date: 3 April 2019

Svala Gudmundsdottir, Thorhallur Orn Gudlaugsson and Gylfi Dalmann Adalsteinsson

The purpose of this paper is to investigate the relationship between adjustment, social support and satisfaction with life for expatriate spouses. The sample consists of European…

Abstract

Purpose

The purpose of this paper is to investigate the relationship between adjustment, social support and satisfaction with life for expatriate spouses. The sample consists of European diplomatic spouses, residing all over the world.

Design/methodology/approach

This is a quantitative study. The sample consists of European diplomatic spouses, residing all over the world. The sample consists of 268 participants: 231 females and 44 males.

Findings

The findings of this study reveal that there was a significant relationship between adjustment and emotional and instrumental support as well as satisfaction with life. Furthermore, a multiple regression was performed to predict the level of satisfaction with life. Both adjustment and emotional support were statistically significant and they explained nearly 50 percent of the variability in participant’s satisfaction with life.

Research limitations/implications

The limitations of the paper include, for example, method bias, language and geographic location.

Practical implications

Foreign Ministries within the European Union (EU) will be in a better position to improve their expatriate programs and policies. Furthermore, this study indicated that the well-being of diplomatic spouses can be enhanced by considering how social support is provided, the level of adjustment and satisfaction with life.

Social implications

This study highlights the importance for diplomatic spouses to belonging to various groups, and group membership serves as a means to gain access to social networks. Therefore, being part of support groups of other expatriate spouses can aid cross-cultural adjustment.

Originality/value

Little is known about diplomatic spouses. This paper will be an important first step in examining the relationship between adjustment, social support and satisfaction with life for the spouses of diplomats working for the Foreign Ministries within the EU and European Economic Area.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 7 no. 1
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 8 June 2015

Yvonne McNulty

International relocation is undoubtedly a source of stress for families, and in particular for married couples. Yet, despite familial challenges and the fact that “family…

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Abstract

Purpose

International relocation is undoubtedly a source of stress for families, and in particular for married couples. Yet, despite familial challenges and the fact that “family concerns” remain a top reason for assignment refusal and assignment failure, including a growing body of anecdotal evidence suggesting that many expatriate marriages fail often at huge cost to organizations, there is not one academic study yet published on expatriate divorce. The purpose of this paper is to empirically examine the causes and consequences of expatriate divorce.

Design/methodology/approach

In this exploratory case-based study, the author uses respondent data from 13 face-to-face interviews and 25 online survey participants.

Findings

Findings demonstrate that expatriate marriages end in divorce for two main reasons: first, a core issue in the marriage that exists before going abroad (e.g. alcoholism, mental health problems) and which continues while abroad; and second, when one or both spouses is negatively influenced by an expatriate culture to such an extent that a form of “group think” results in polarizing behavior that is counter to how they might behave “back home” (e.g. infidelity, sexual misconduct). The consequences of divorce for expatriates are immense and include bankruptcy, destitution, homelessness, depression, psychophysiological illness, alienation from children, and suicide.

Research limitations/implications

Data are cross-sectional and findings are limited by single-response bias. Future studies would do well to research matched samples of couples engaging in global work experiences over different points in time in order to track longitudinal changes in marital quality, including why some go on to divorce while others recover from marital breakdown and stay married.

Practical implications

One of the strongest pieces of advice offered by most of the respondents is for spouses, and trailing spouses in particular, to know their legal rights and entitlements in each country where they are living in the event of divorce.

Originality/value

This is the first study to empirically explore the lived experience of expatriate divorce.

Details

Journal of Global Mobility, vol. 3 no. 2
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 3 March 2022

Rachel E. Frieder, Marilyn V. Whitman, Ashley Mandeville and Matthew Leon

The shift to remote work brought about by the COVID-19 pandemic dramatically limited spontaneous workplace interpersonal interactions. For one interpersonal relationship in…

Abstract

Purpose

The shift to remote work brought about by the COVID-19 pandemic dramatically limited spontaneous workplace interpersonal interactions. For one interpersonal relationship in particular, the work spouse, the sudden physical distance may impact the energy work spouses draw from one another. Drawing on interactional ritual theory, this study aims to investigate the relationship between interaction frequency and organizational outcomes mediated by relational energy amid the pandemic.

Design/methodology/approach

During the COVID-19 pandemic, working adults who indicated they had a work spouse were recruited via Qualtrics to participate in a two-part online study.

Findings

Complete data from 120 participants across both time periods revealed that more frequent interaction between work spouses is associated with increased job satisfaction and affective commitment mediated by relational energy.

Originality/value

This study represents the first empirical examination of individual and organizational outcomes of a unique interpersonal workplace relationship. Additionally, this study enhances our understanding of the impact of relational energy in socially distanced situations between employees in a close, intimate (non-sexual) pair bond.

Details

Personnel Review, vol. 52 no. 3
Type: Research Article
ISSN: 0048-3486

Keywords

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