Effects of Sex, Parental Status, and Spouse Work Involvement in Dual-Career Couples

2000 ◽  
Vol 87 (3) ◽  
pp. 919-927 ◽  
Author(s):  
Ronald J. Burke
Keyword(s):  
Work And Family ◽  
Professional Services ◽  
Organizational Level ◽  
Parental Status ◽  
Dual Career ◽  
Dual Career Couples ◽  
Significant Relationships ◽  
Work Involvement ◽  
Work Outcome ◽  
Work Family

This study examined the effects of sex, parental status, and spouse's work involvement on measures of work-family experiences. Data were collected from women and men employed in similar jobs at the same organizational level in a large professional services firm using anonymously completed questionnaires. A response rate of 70% was achieved. Spouses of men worked fewer hours per week than the men did; spouses of women worked more hours per week than the women did. The effects of three independent variables (sex, presence of children, hours worked by spouse) were considered simultaneously. Each had independent and significant relationships with a majority of the work-family and work outcome measures. Implications for organizations are drawn to address the increasing priority of balancing work and family commitments in dual-career couples.

A Qualitative Exploration of Role Salience among Malaysian Professional and Managerial Dual-Career Couples

2021 ◽  
Vol 12 (3) ◽  
pp. 741-752
Author(s):  
Rafiduraida Abdul Rahman Et.al
Keyword(s):  
Qualitative Interviews ◽  
Work And Family ◽  
Religious Values ◽  
Work Characteristics ◽  
Dual Career ◽  
Role Salience ◽  
Dual Career Couples ◽  
Work Family ◽  
Work And Family Roles ◽  
The Impact

This paper explores work and family roles salience in the context of dual-career couples in Malaysia. Semi-structured qualitative interviews has been conducted on 18 couples in professional and managerial position. The data were transcribed and analyzed using template analysis. The findings revealed that several factors namely culture, religious values, gender, work characteristics and personal preferences influence the couples’ role salience. Women tend to face more struggles to maintain the salience of both roles despite the fact that couples regard both roles to be central to their lives. Factors such as culture and religious values influence the couples’ role salience making them holding to traditional gender attitude and reduce the impact of family to work. Some couples are more affected with spouse work condition or personal preferencesleading them to practice less traditional roles in their family arrangements.Conflicting views within couples also exist, which influence their challenges and satisfaction. This study adds to the work and family research using couple-level analysis in a non-Western context. The qualitative data gained has also enabled the study to extend the understanding on how the dynamic of the interaction between culture, religion, gender, work characteristics and personal preferences come into play to shape couples’ role salience and consequently their work-family experiences and perceptions.

Impact of workplace characteristics on work-family conflict of dual-career couples

2016 ◽  
Vol 24 (5) ◽  
pp. 883-907 ◽  
Author(s):  
Subhash C. Kundu ◽  
Rina S. Phogat ◽  
Saroj Kumar Datta ◽  
Neha Gahlawat
Keyword(s):  
Family Conflict ◽  
Work And Family ◽  
Primary Data ◽  
Dual Career ◽  
Supervisory Support ◽  
Work Family Conflict ◽  
Content Type ◽  
Dual Career Couples ◽  
Work Family ◽  
The Impact

Purpose The purpose of this paper is to assess the effects of various workplace characteristics on work-family conflict among dual-career couples in India. Design/methodology/approach Primary data based on 393 employees belonging to dual-career couples were analyzed. Using multiple regression analysis, the study has attempted to find out the effects of workplace characteristics on work-family conflict in dual-career couples. Findings The findings indicate that not all workplace characteristics effect work-family conflict in dual-career couples. Out of 13 characteristics, 8 workplace characteristics, namely, development and flexibility, co-worker support, supervisory support, job competence, self-employee control, practicing overtime, flexibility and discrimination, are found to have significant effects on work-family conflict in dual-career couples. Research limitations/implications As this study is limited to the dual-career couples employed mainly in organizations operating in India, these results may not be generalized to other areas such as traditional career couples, self-employed member of couples and in other national contexts. Practical implications It would be beneficial for organizations to understand and implicate that adoption of certain workplace characteristics provide appropriate choices, freedom and environment for dual-career employees, which further encourage them to build effective amalgamation of work and family roles suiting their individual circumstances. Originality/value This study is an important and almost first study on dual-career couples in India on such issues. As a very scant number of researches have examined the impact of workplace characteristics on work-family conflict on such extensive basis, it definitely contributes to HR literature.

scholarly journals Dual-Career Couples in Bangladesh: Exploring the Challenges

2014 ◽  
Vol 6 (1) ◽  
pp. 29-57
Author(s):  
Nahneen Sultana ◽  
Ayesha Tabassum ◽  
Abu Md. Abdullah
Keyword(s):  
Well Being ◽  
Work And Family ◽  
Relationship Maintenance ◽  
Capital City ◽  
Extensive Literature ◽  
Dual Career ◽  
Family Work ◽  
Dual Career Couples ◽  
Education And Employment ◽  
Work Family

With the increased opportunity of women’s education and employment, the numbers of dual-career couples are increasing in Dhaka, the capital city of Bangladesh. As a result, these couples are confronting various types of problems every day, as they need to maintain both the work and family role demands simultaneously. After an extensive literature review, the study was initiated to explore the challenges of dual-career couples in terms of Dhaka, Bangladesh. A structured questionnaire was used as a means of data collection and the survey was conducted on 155 dual-career couples (N = 310) in Dhaka. Principle component analysis revealed nine challenges that are encountered by dual-career couples. These challenges include childcare, family-work conflicts, work-family conflicts, marital relations, dependency on others for housekeeping and childcare, personal well-being, family activity maintenance, housekeeping, and social relationship maintenance. 

scholarly journals Test of Work-to-Family and Family-to-Work Models of Conflict and Satisfaction: An Analysis of Dual Career Couples in Bangladesh

2015 ◽  
Vol 7 (1) ◽  
pp. 87-113
Author(s):  
Tasnuva Rahman ◽  
Ayesha Tabassum ◽  
Kursia Jahan
Keyword(s):  
Job Satisfaction ◽  
Life Satisfaction ◽  
Family Conflict ◽  
Primary Source ◽  
Family Satisfaction ◽  
Work And Family ◽  
Dual Career ◽  
Dual Career Couples ◽  
Work Conflict ◽  
The Relationship

Greater access of women to education and the job market has led to the increased participation of women in professional employment throughout the world. Bangladesh is no exception from this trend of change which is creating the phenomenon of dual-career couples (two working people in a committed relationship). This trend has radically changed traditional family structures and gender roles in society. These types of couples need to integrate both their work and family life together. This is creating challenges for both dual-career couples and their employers. Past research has posited that the imbalance between work and family lives, or the conflict between work and family lives of the dual-career couples can significantly reduce employee productivity, performance, job satisfaction, family satisfaction, and life satisfaction. This, in turn, hinders the performance of a business by affecting its organizational innovation, efficiency, and effectiveness.The current study tested predictions regarding the nature of relationships among these variables on 180 dual career couples (N=360) in Bangladesh. Literature reviews suggested two forms of conflict; work-to-family conflict and family-to-work conflict among these dual career couples. Models were developed by addressing these two types of conflict and testing the relationship with various types of satisfaction. A structured questionnaire was used as the primary source for data collection. Results reveal that work-to-family conflict negatively predicts job satisfaction and life satisfaction. No evidence is found regarding the relationship of family-to-work conflict with job and family satisfaction.

scholarly journals Work-Family Conflict in the European Union: The Impact of Organizational and Public Facilities

2019 ◽  
Vol 16 (22) ◽  
pp. 4419
Author(s):  
Chantal Remery ◽  
Joop Schippers
Keyword(s):  
European Union ◽  
Family Conflict ◽  
Well Being ◽  
Work And Family ◽  
Organizational Level ◽  
The European Union ◽  
Work Family Conflict ◽  
European Working ◽  
Work Family ◽  
The Impact

Today, as an increasing share of women and men is involved in both paid tasks at work and unpaid care tasks for children and other relatives, more people are at risk of work-family conflict, which can be a major threat to well-being and mental, but also physical health. Both organizations and governments invest in arrangements that are meant to support individuals in finding a balance between work and family life. The twofold goal of our article was to establish the level of work-family conflict in the member states of the European Union by gender and to analyze to what extent different arrangements at the organizational level as well the public level help to reduce this. Using the European Working Conditions Survey supplemented with macro-data on work-family facilities and the economic and emancipation climate in a country, we performed multilevel analyses. Our findings show that the intensity of work-family conflict does not vary widely in EU28. In most countries, men experience less work-family conflict than women, although the difference is small. Caring for children and providing informal care increases perceived work-life conflict. The relatively small country differences in work-family conflict show that different combinations of national facilities and organizational arrangements together can have the same impact on individuals; apparently, there are several ways to realize the same goal of work-family conflict reduction.

Evidence for Life Satisfaction Among Dual-Career Couples: The Interplay of Job, Career, and Family Satisfaction in Relation to Workplace Support

2019 ◽  
Vol 40 (18) ◽  
pp. 2893-2921 ◽  
Author(s):  
Neha Gahlawat ◽  
Rina S. Phogat ◽  
Subhash C. Kundu
Keyword(s):  
Life Satisfaction ◽  
Family Satisfaction ◽  
Role Clarity ◽  
Dual Career ◽  
Workplace Support ◽  
Dual Career Couples ◽  
Family Balance ◽  
Employees Satisfaction ◽  
Work Family ◽  
Using Data

Using data from 406 dual-career couple employees in the Indian context, the current study has indicated that favorable perceptions of workplace support variables like work–family balance actions, supervisor support, coworker support, work autonomy, and role clarity lead toward heightened life satisfaction among dual-career couples. However, this relationship is not as simple as it seems. Interestingly, none of the five workplace support initiatives are directly related to the life satisfaction among employees. Bootstrap results via serial mediation model establish that job satisfaction, career satisfaction, and family satisfaction mediate individually and serially the relationships between various workplace support variables and life satisfaction. Being first of its kind, the study has potential to prove beneficial in improving the lives of employees if thorough consideration is given to workplace support in relation to various types of employees’ satisfaction.

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