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Commonality analysis is a procedure for decomposing R2 in multiple regression analyses into the percent of variance in the dependent variable associated with each independent variable uniquely, and the proportion of explained variance associated with the common effects of predictors. Commonality analysis thus sheds additional light on the magnitude of an obtained multivariate relationship by identifying the relative importance of all independent variables, findings which can be of theoretical and practical significance. In this paper we offer a brief explication of commonality analysis; a step-by-step discussion of how communication researchers may perform commonality analyses using output from computer-assisted statistical analysis programs like SPSS; and we provide an extended example illustrating a commonality analysis.

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The authors offer a multidimensional reconceptualization of organizational assimilation developed from a reexamination of the Organizational Assimilation Index (OAI). Using a sample of 656 employees in the United States, the OAI was extended to include a seventh factor and used to detect group differences between men and women, managers and nonmanagers, and members with lengthy and short organizational tenure. Evidence for construct validity was found in relationships between the OAI factors and related variables. Results demonstrate the utility of conceptualizing assimilation as a set of interrelated processes that fluctuate based on various characteristics of organizational membership. The authors discuss implications for assimilation research and offer directions for future scholarship in the area.

Purpose – The purpose of this paper is to explore the factors that influence perceptions of work-life balance among owners of copreneurial firms. Research on work-life balance in the context of family firms has focussed on the effects that perceptions of balance can have on the emotional well-being of business owners and performance of the firm. Less attention has been given to understanding the factors affecting an owner's perceptions of work-life balance. This paper not only explores the antecedents of perceptions of work-life balance but does so with copreneurs, or couples who own and manage a firm. Design/methodology/approach – Data for this study were collected using surveys. In all, 210 copreneurs with businesses in nearly 20 industries answered questions about their perceptions of work-life balance, work-life conflict (WLC), life-work conflict, communication practices, characteristics of their jobs, and spousal support. Findings – WLC was negatively related to perceptions of work-life balance. Job involvement, flexibility at work, and permeability of communication were significantly related to perceptions of WLC. Interestingly spousal support did not affect individual perceptions of life-work balance, but had a direct influence on perceptions of work-life balance. Research limitations/implications – The sample was not randomly selected, and participants were surveyed at only one point in time. Notwithstanding these limitations, the findings have implications for advancing research and theory in the areas of family business, work-life issues, and communication. While the paper focus on copreneurial firms, the findings may have implications for family firms and co-founded ventures. Practical implications – The potential benefits of copreneurs’ increased awareness of these findings (from readings or through coaching) are important given prior research demonstrating that family to work conflict and work to family conflict affect the emotional well-being of family business owners, their satisfaction with work, and firm performance. Originality/value – This project offers two important contributions to research in family firms. First, it focusses on copreneurial firms as a unique type of family firm which has the potential to shed light on the differences between family firms. Second, results from this study provide a picture of the predictors of work-life balance for couples who are firm owners.

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