Managerial Support for Dual-Career Relocation Dilemmas

Eby, Lillian T.; Douthitt, Shane S.; Noble, Carrie L.; Atchley, Kate P.; Ladd, Robert T.

doi:10.1006/jvbe.2001.1818

Cited by 19 publications

(16 citation statements)

References 36 publications

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“…Other researchers have emphasized the importance for organizations to offer economic‐based benefits to relocating managers such as offering spousal employment assistance and cafeteria‐style relocation packages that include such benefits as relocation bonuses and covering the costs for spousal job placement services (i.e. Eby et al , 2002; Eby & Russell, 2000). However, our findings suggest that, while such economic‐based benefits are probably quite important to dual‐earner couples contemplating relocating, organizational benefits and practices that also focus on the socio‐emotional needs of a manager's family may be necessary.…”

Section: Discussionmentioning

confidence: 99%

Saying no to being uprooted: The impact of family and gender on willingness to relocate

Baldridge

Eddleston

Veiga

2006

J Occupat & Organ Psyc

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Although career research contends that women managers and professionals are less willing than men to relocate, much of the previous research has been either limited by comparative sampling issues, or has not fully accounted for the role of family. To address these issues we gathered survey data from managers and professionals in 102 large companies by identifying pairs of individuals from each firm who worked in the same division, location, and functional area, who were similar in age (^5 years), yet differed in gender -resulting in a comparatively matched sample of 333 male and 333 female respondents. To account for the role of family, we tested a model that first controlled for the impact of previous determinants of willingness to relocate, and then examined the impact of four family attributes including spouse's contribution to family income, presence of preschool-aged children at home, and the perceived strength of spouse's and children's community ties. We also examined the moderating role of gender in explaining the impact of these attributes. Results indicate that the inclusion of family attributes increased the amount of variance explained in our regression model. Moreover, beyond substantiating a significant main effect for gender -that is, women managers are less willing to relocate -we also found that gender interacts with family attributes to further dampen a woman's willingness to relocate.

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Section: Discussionmentioning

confidence: 99%

Saying no to being uprooted: The impact of family and gender on willingness to relocate

Baldridge

Eddleston

Veiga

2006

J Occupat & Organ Psyc

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“…It is true that the partner's job can allow both members of the couple a greater flexibility in their occupational choices, notably those which involve a higher level of risk for one member of the couple (e.g., agreeing to be geographically mobile, requiring the acquisition of new job skills or competences). Nevertheless, if corporations could consider employees living in dual-career couples as a an opportunity rather than a constraint, they will doubtlessly have to abandon some of their practices that are based on outdated behavioral norms and challenged by the dual-career employees themselves, such as offering more extensive assistance to the spouse of a female employee than to the spouse of a male employee (Eby et al, 2002). They also need to find answers to the question of which elements of the private life of their employees should be integrated in the HRM policies.…”

Section: Practical Implicationsmentioning

confidence: 97%

Relocation decision-making and couple relationships: a quantitative and qualitative study of dual-earner couples

Challiol

Mignonac

2005

J. Organiz. Behav.

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SummaryWe present the results of two empirical studies of the relocation decision-making process of dual-earner couples. The first study is a quantitative survey of 155 management-level employees and focuses on the variables likely to moderate the influence of the spouse (partner) on the probability of accepting or turning down geographical mobility. The second complementary study is qualitative, consisting of 11 in-depth interviews of dual-earner couples; it attempts to identify the dynamics within the couple when making relocation decisions. We found that the couple's decision-making process in the face of a transfer proposition is above all a search for compromise solutions that are a function of the respective occupational and family roles within the couple as well as their expectations of how to organize their life as a couple.

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“…Our conceptualization of organizational support resembles the construct of "work-family culture" (e.g., Thompson, Beauvais, & Lyness, 1999, p. 392) that comprises managerial support for work-family balance, career consequences associated with utilizing work-family benefits, and organizational time expectations that may interfere with family responsibilities. First, there is the support provided by the supervisor (e.g., Eby et al, 2002;Thomas & Ganster, 1995). As in the case of spousal support, supervisory support can be conceptualized as having two components: instrumental and emotional support (Frone, Yardley, & Markel, 1997).…”

Section: Social Support and Wfc: Theoretical Backgroundmentioning

confidence: 99%

“…Supportive supervisors are instrumental in making and interpreting organizations' work-family policies (Eby et al, 2002). On the other hand, emotional supervisory support refers to emphatic understanding and listening, sensitivity toward the WFC issues, and genuine concern for the well-being of the employee and his or her family (Frone et al, 1997).…”

Section: Social Support and Wfc: Theoretical Backgroundmentioning

confidence: 99%

Relative Contributions of Childcare, Spousal Support, and Organizational Support in Reducing Work–Family Conflict for Men and Women: The Case of Turkey

2005

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The overarching purpose of the study was to investigate the role of three types of social support (i.e., spousal, childcare, and organizational support) in relation to work-family conflict (WFC) in dual-earner families with children ages 0-6 years. The relationship of WFC to psychological well-being and well-being in the domain of family was explored. Finally, the relationship of spousal support to psychological well-being and marital satisfaction was examined. A total of 434 participants (237 mothers, 197 fathers) in dual-earner families in Turkey with at least one preschool child participated in the study. The relative impact of childcare, spousal support, and organizational support on WFC and outcome variables was tested simultaneously for both men and women through structural equation modeling. Spousal support was related to WFC for women, whereas both spousal and organizational support were related to WFC for men. WFC had a negative relationship with psychological well-being, marital satisfaction, and parental role performance for both men and women. Implications of the results in relation to changing gender roles in a cultural context that is characterized by high collectivism and low gender egalitarianism are discussed.

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Managerial Support for Dual-Career Relocation Dilemmas

Cited by 19 publications

References 36 publications

Saying no to being uprooted: The impact of family and gender on willingness to relocate

Saying no to being uprooted: The impact of family and gender on willingness to relocate

Relocation decision-making and couple relationships: a quantitative and qualitative study of dual-earner couples

Relative Contributions of Childcare, Spousal Support, and Organizational Support in Reducing Work–Family Conflict for Men and Women: The Case of Turkey

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