Journal of Occupational and Organizational Psychology, Mar 1, 2006
Although career research contends that women managers and professionals are less willing than men... more 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.
We extend relational demography theory by introducing kinship as a new demographic characteristic... more We extend relational demography theory by introducing kinship as a new demographic characteristic of categorization. We theorize that family firm employees’ kinship similarity (family vs. nonfamily), kinship tie (child vs. other familial relationship), and gender (female vs. male) uniquely affect their organizational citizenship behavior (OCB). Data collected from 209 family CEO–employee dyads indicate that male family employees, especially sons of the CEO, display the highest OCB when altruistic leadership behavior is high, whereas daughters and other female family employees display consistently high OCB, confirming that employees’ experiences in family firms are simultaneously shaped by their kinship characteristics and gender.
Teleworking has long been noted for its ability to foster work-family balance and job satisfactio... more Teleworking has long been noted for its ability to foster work-family balance and job satisfaction. However, for employees seeking to progress in their careers, it is commonly advised that they do ...
Journal of Occupational and Organizational Psychology, Mar 1, 2006
Although career research contends that women managers and professionals are less willing than men... more 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.
We extend relational demography theory by introducing kinship as a new demographic characteristic... more We extend relational demography theory by introducing kinship as a new demographic characteristic of categorization. We theorize that family firm employees’ kinship similarity (family vs. nonfamily), kinship tie (child vs. other familial relationship), and gender (female vs. male) uniquely affect their organizational citizenship behavior (OCB). Data collected from 209 family CEO–employee dyads indicate that male family employees, especially sons of the CEO, display the highest OCB when altruistic leadership behavior is high, whereas daughters and other female family employees display consistently high OCB, confirming that employees’ experiences in family firms are simultaneously shaped by their kinship characteristics and gender.
Teleworking has long been noted for its ability to foster work-family balance and job satisfactio... more Teleworking has long been noted for its ability to foster work-family balance and job satisfaction. However, for employees seeking to progress in their careers, it is commonly advised that they do ...
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