Since the 1990s, a growing body of research has sought to quantify the relationship between women's representation in leadership positions and organizational financial performance. Commonly known as the "business case" for women's leadership, the idea is that having more women leaders is good for business. Through meta-analysis (k = 78, n = 117,639 organizations) of the direct effects of women's representation in leadership (as CEOs, on top management teams, and on boards of directors) on financial performance, and tests that proxy theoretical arguments for moderated relationships, we call attention to equivocal findings. Our results suggest women's leadership may affect firm performance in general and sales performance in particular. And women's leadership-overall and, specifically, the presence of a female Acknowledgments: This article was accepted under the editorship of Patrick M. Wright. The authors would like to acknowledge Eddy Ng's helpful comments on an earlier version of this manuscript and Marcus Butts' valuable advice on continuous moderator testing in meta-analysis. The conceptual ideas behind our research critique received a Best Paper in Track Award at the 2013 Equality, Diversity, and Inclusion Conference. This research was supported by a grant (No.

The rise of dual-earner couples challenges traditional gender stereotypes of women as "caregivers" and men as "breadwinners" and significantly impacts the ways in which partners define their roles as family members. The way in which individuals construe their family identities has implications not only for the decisions they make at home but also decisions in the workplace. In this paper, we propose an updated understanding of the different ways in which men and women can construe their family identity-specifically, in terms of care and/ or career. Based upon this nuanced understanding of family identity, we outline five dual-earner couple typestraditional, non-traditional, family first, outsourced, and egalitarian-that stem from distinct combinations of partners' family identities. We also outline an agenda for theory and research that challenges scholars to further explore our proposed construals of family identity, work-family decisions at the couple level of analysis, and the interplay between family identity and social context.

Summary The adoption of work–family supports (WFSs), defined as discretionary and formal organizational policies, services, and benefits aimed at reducing employees' work–family conflict and/or supporting their family roles outside of the workplace, has become a growing trend in contemporary organizational life. Yet, despite their widespread popularity and vast scholarship investigating their effects, questions remain as to the value (i.e., positive effects or benefits) they provide to organizations and their stakeholders. In this review, we carefully examine and critique current research that explores the value of WFSs conducted within different academic disciplines, across global research contexts, and using a variety of methodological approaches. We pay particular attention to understanding the different ways and conditions under which employees and organizations can benefit from WFSs, and we highlight the potential paths (i.e., why and when) through which value can be experienced. In conducting this comprehensive review, we also discuss the critical theoretical and empirical limitations associated with extant studies. Lastly, we offer a path forward and agenda to explore new and novel directions for future research, including work and family relationships and cross‐level investigations of WFSs that integrate individual, interpersonal, and organizational perspectives.

Globally, millions of women and men are employed to care for children, adults with physical or mental disabilities, and/or households. The outcomes of paid domestic work go far beyond the private households within which it occurs; yet, this work is most often economically and socially invisible. In this article, we detail the distinct nature of this work by bringing attention to four aspects of domestic employment: physical space, power, purpose, and emotional experiences. We also identify emerging macro-level issues that may help advance our knowledge of workers’ and employers’ experiences. In doing so, we raise questions that may enable scholars, employers, and policy makers alike to better understand and elevate the well-being of millions of workers globally.

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