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1 – 10 of over 8000Judith 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…
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.
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Neringa Gerulaitiene, Asta Pundziene and Egle Vaiciukynaite
The purpose of this paper is to investigate the effect of the dynamic managerial capabilities (DMC) of the spouse (either working or non-working) of a family firm owner on firm…
Abstract
Purpose
The purpose of this paper is to investigate the effect of the dynamic managerial capabilities (DMC) of the spouse (either working or non-working) of a family firm owner on firm innovativeness. This paper assesses the role of three elements of the DMC of owners' spouses (emotion regulation, conflict resolution and networking capabilities) that are bridged by familiness on family firm innovativeness.
Design/methodology/approach
This paper presents the results of a multiple case study. Twelve cases were selected: six innovative and six non-innovative family firms in Lithuania. The study design enabled a comparison not only of innovative and non-innovative family firms but also of non-working and working spouses of family firm owners.
Findings
The findings show that family firm owners' spouses contribute to firm innovativeness through their DMC in terms of emotion regulation, conflict resolution and networking capabilities.
Research limitations/implications
This research focused on a sample of firms in Lithuania. Future studies should broaden the research to other countries.
Originality/value
This research provides empirical evidence of the hidden role of the DMC of family firm owners' spouses and their contribution to firm innovativeness. This paper extends the application of DMC to family business research.
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Alan L. Gustman and Thomas L. Steinmeier
This paper advances the specification and estimation of econometric models of retirement and saving in two earner families. The complications introduced by the interaction of…
Abstract
This paper advances the specification and estimation of econometric models of retirement and saving in two earner families. The complications introduced by the interaction of retirement decisions by husbands and wives have led researchers to adopt a number of simplifications. Our analysis relaxes these restrictions. The model includes three labor market states, full-time work, partial retirement, and full retirement; reverse flows from states of lesser to greater work; an extended choice set created when spouses make independent retirement decisions; heterogeneity in time preference; varying taste parameters for full-time and part-time work; and the possibility of changes in preferences after retirement.
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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.
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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.
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.
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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…
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.
Jean Lee Siew Kim and Choo Seow Ling
As long as the society continues to emphasise a woman’s basic role as that of mothering, working women will face role struggles. As married working women, many women entrepreneurs…
Abstract
As long as the society continues to emphasise a woman’s basic role as that of mothering, working women will face role struggles. As married working women, many women entrepreneurs have to assume multiple roles in the family in addition to their careers. They must bear major responsibility for household chores and childcare. These responsibilities give rise to work‐family conflict, which becomes an obstacle in managing their business. This research studied the work‐family conflict among married Singapore women entrepreneurs. The work‐family conflict was divided into three parts: job‐spouse conflict, job‐parent conflict and job‐homemaker conflict. The data for this study came from 102 married Singapore women entrepreneurs who responded to a self‐administered questionnaire. From the discussion of the findings, several implications arose. There is a need for greater spouse support, flexible work schedule, and full‐day school in order to alleviate work‐family conflict. Maintenance of good marital relations are important in reducing spouse conflict and increasing well being in women entrepreneurs.
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Mark C Berger, Dan A Black, Amitabh Chandra and Frank A Scott
In the spirit of Polachek (1975) and the later work of Becker (1985) on the role of specialization within the family, we examine the relationship between fringe benefits and the…
Abstract
In the spirit of Polachek (1975) and the later work of Becker (1985) on the role of specialization within the family, we examine the relationship between fringe benefits and the division of labor within a married household. The provision of fringe benefits is complicated by their non-additive nature within the household, as well as IRS regulations that stipulate that they be offered in a non-discriminatory manner in order to maintain their tax-exempt status. We model family decisions within a framework in which one spouse specializes in childcare and as a result experiences a reduction in market productive capacity. Our model predicts that the forces toward specialization become stronger as the number of children increase, so that the spouse specializing in childcare will have some combination of lower wages, hours worked, and fringe benefits. We demonstrate that to the extent that labor markets are incomplete, the family is less likely to obtain health insurance from the employer of the spouse that specializes in childcare. Using data from the April 1993 CPS we find evidence consistent with our model.
The purpose of this study is to (re-)evaluate the explanatory power of the stressor–stress–strain model and its' current operationalization by examining the influence of general…
Abstract
Purpose
The purpose of this study is to (re-)evaluate the explanatory power of the stressor–stress–strain model and its' current operationalization by examining the influence of general and interaction adjustment and the mediating effect of general satisfaction on expatriates' and spouses' intention to prematurely return from an assignment or overseas location. Though expatriates' premature return intention has been well examined in prior literature, this is the first study to focus on spouses' premature return intention from the expatriate's assignment.
Design/methodology/approach
To evaluate the hypotheses, a sample of 104 expatriates and a sample of 64 spouses were collected and analysed utilizing structural equation modeling.
Findings
The results show that adjustment, as the opposite of distress, is not a direct negative driver of expatriates' nor spouses' premature return intention. Instead, the findings underscore the relevance of the general satisfaction with the international assignment (IA) as a mediator for both expatriates and spouses, which emphasizes the importance of attitudinal factors in the model. Overall, the results indicate that adjustment, in particular interaction adjustment, might not be a timely measure of distress anymore.
Practical implications
In order to reduce expatriates' and spouses' premature return intention multinational corporations should aim at maximizing satisfaction levels during the IA. To achieve this, both should be included in the selection process prior to the IA to tailor support mechanisms to satisfy their expectations.
Originality/value
This study is the first to investigate the premature return intention from the expatriates' and spouses' perspectives, while (re-)evaluating the explanatory power of the stressor–stress–strain model at present.
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Ika Zenita Ratnaningsih, Mohd Awang Idris and Yulita Yulita
This study aims to investigate the spillover–crossover effects on the work–family interface, with an emphasis on work–family conflict (WFC) and family–work conflict (FWC) on…
Abstract
Purpose
This study aims to investigate the spillover–crossover effects on the work–family interface, with an emphasis on work–family conflict (WFC) and family–work conflict (FWC) on marital satisfaction and personal burnout.
Design/methodology/approach
Data were collected from matched dyads by 300 teachers and their spouses (N = 600) in Indonesia. Multiple regression analysis served to test the hypotheses.
Findings
The results showed significant spillover–crossover effects of WFC on personal burnout amongst working wives to their spouses, but not working husbands to their spouses. Moreover, there was a spillover effect of FWC on personal burnout amongst working wives, and a crossover effect of FWC on spouses' personal burnout amongst working husbands to their spouses. However, there was no spillover–crossover effect of WFC and FWC on marital satisfaction for both working wives and husbands.
Practical implications
The findings have implications for occupational stress management. Decision-makers have to create a positive atmosphere that reduces WFC in the workplace by providing support to the workers.
Originality/value
This study contributes to the literature by exploring the crossover effects of WFC and FWC amongst marital spouses in a country with inherent conservatism and traditional gender role perspectives.
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