PurposeThe paper seeks to analyze empirically the consequences of family responsibilities for career success and the influence of career context variables and gender on this relationship.Design/methodology/approachThe sample consists of 305 business school graduates (52 percent male) from a major Central European university who finished their studies around 2000 and who were in their early career stages (i.e. third and fourth career years).FindingsThe paper reports a negative relationship between family responsibilities and objective and subjective career success via work centrality. There is also substantive support for the effect of contextual factors on the relationship between family situations and career success, emphasizing the importance of a multi‐level perspective. Finally, evidence of gender effects exists.Research limitations/implicationsThe empirical generalizability of the results is limited by the structure of the sample. Qualitative in‐depth studies are needed to further understand the relationships found.Practical implicationsThe results underscore the importance of the work‐family‐interface for employee retention measures. Tailored HR policies are crucial.Originality/valueTheoretically, the paper develops a multi‐level causal model of specific aspects of work‐family relations including variables ranging from meso (career context) to more micro (family, individual). Empirically, the study focuses on young business professionals prior to having a family or in the early stages of their family life.

The glass ceiling metaphor, a framework of the 1980s, constructs discrimination processes in a particular way in particular organizational frameworks. Using a procedure of metaphor evaluation, we examine the glass ceiling metaphor to determine whether it continues to be useful in contemporary social and economic contexts. We analyse the recently introduced firewall metaphor for its usefulness for constructing discriminatory processes in organizations, which remain hidden in the glass ceiling metaphor. Our analysis suggests that both metaphors are useful for constructing diverse aspects of discrimination. In the contemporary context, however, firewalls may have greater utility due to their complexity, fluidity, heterogeneity and possibilities for permeability.

Aim was to survey distinctive qualities of decision-related uncertainty in cancer. Assessment of differential perception of uncertainties is a prerequisite for the study of cognitive coping as mediated by risk communication. A theory building process was initiated. Using in-depth interviews with cancer patients subjective representations of uncertainty associated with medical decisions were explored. Grounded theory techniques were applied to extract categories out of the interview material. The qualitative process led to an eight-dimensional model. Five raters achieved a Fleiss agreement coefficient of 0.61 attributing raw material from interviews to the categories. Patients expressed uncertainties concerning (1) disease-related issues (prognosis/diagnosis, treatment), (2) risk communication issues (deciphering information, role in the medical dyad, physician's trustability) and (3) aspects of coping with life considering the disease (mastering requirements, social integration, causal attribution). We found support for a multidimensional model of uncertainty. This approach can be helpful in the investigation of further issues concerning communication and coping with uncertainty related to medical decisions in cancer and other diseases. It sharpens shared decision making theoretically and thereby provides the basis for a measurement concept.

PurposeThe aim of this paper is to explore flexpatriates' perceptions of work life balance (WLB) issues and identify possible adjustments of WLB programs to better meet the needs of flexpatriates. This paper investigates flexpatriates' challenges at the interface of personal and work lives and their perception of standard WLB programs and then proposes organizational adjustments to better meet the needs of flexpatriates.Design/methodology/approachThis study employed a qualitative research approach and two kinds of empirical data were collected: first, through in‐depth semi‐structured interviews with 40 employees involved in flexpatriate assignments in multinational companies operating in Austria and, second, through a document analysis of the homepages of their employing organizations to gain information about WLB practices.FindingsDrawing upon the study findings, the authors present a typology of flexpatriates and propose a model that considers both WLB and work life imbalance as a desirable or acceptable option and offers a new theoretical perspective for examining organization and individual dimensions in WLB.Originality/valueThe authors' contribution is a new contextualization of WLB initiatives that incorporates both WLB and work life imbalance as valid perspectives of employees.

If you would like to write for this, or any other Emerald publication, then please use our Emerald for Authors service information about how to choose which publication to write for and submission guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information. About Emerald www.emeraldinsight.comEmerald is a global publisher linking research and practice to the benefit of society. The company manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as well as providing an extensive range of online products and additional customer resources and services.Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for digital archive preservation. AbstractPurpose -In this paper the authors aim to examine the forms in which feminist activism is played out at contemporary managerial universities and pose the following question: what notions of feminist activism and feminist theory have to be revisited in order to sustain the target of gender equality and support its move further into the centre and the mainstream of managerial universities? Design/methodology/approach -Based on action research the authors document a workshop which they organised for different constituencies (administrators, researchers and feminist activists) working towards gender equality at an Austrian university and discuss its results in the context of feminist theory. Findings -The five voices collected at the workshop show that feminist theories are still the underlying guiding principles for feminist activism towards gender equality at managerial universities. As this is the first time that different generations of feminist activists have been present at managerial universities and are working in a top-down environment supported by administrators responsible for gender equality, common practices that have been successful to implement gender equality in the past have to be refined and new spaces for collaboration established. Originality/value -This is the first paper that explores the multiple voices amongst those engaged in the process of transformation towards gender equality at contemporary managerial universities. It shows that an open discussion of complementary and conflicting ways in which the representatives can construct their selves, their strategies and their actions is required in order to start "managing the management" anew -from a higher level than the feminist grassroots activists in the 1980s and 1990s.