Dual Career Couples in R&amp;D Labs

Bradbury, Susan L.

doi:10.1080/08956308.1994.11670954

Cited by 11 publications

(8 citation statements)

References 6 publications

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“…It was not a requirement that both partners worked while on assignment, as it is not always possible, and removing couples where one partner did not work from the sample could introduce a bias to our results. We also controlled for the fact that both partners were well educated and had a professional career and that each partner met the criteria of being engaged in continual professional employment (Bradbury, ) and being psychologically committed to their work and career (Harvey, ).…”

Section: Methodsmentioning

confidence: 99%

“…Rapoport and Rapoport () introduced the term dual‐career couple and defined it as “a couple where both partners pursue careers.” Literature has since explored various characteristics of dual‐career couples looking at their engagement in continual professional employment (Bradbury, ), psychological commitment to their work (Harvey, ), and the investments the couple make in their careers as those offer the main source of fulfillment (Bird & Schnurman‐Crook, ). The first discussions on dual‐career couples in the expatriation context appeared in the 1990s.…”

Section: International Dual‐career Couplesmentioning

confidence: 99%

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Repatriation of international dual‐career couples

Kierner

Suutari

2017

Thunderbird Intl Bus Rev

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Combining the realities of dual‐career couples (DCCs) and the requirements of international careers can be difficult. In order to improve the understanding of the repatriation experiences of international DCCs, we conducted interviews with both partners in 14 DCCs. Contrary to expectations, the majority of the interviewed couples reported very successful repatriation experiences, and only a few adjustment challenges were raised. The interviews address the factors explaining such repatriation adjustment issues, and also elicit four key factors (active self‐management of the expatriation process, earlier experience of expatriation and repatriation, the successful integration of work life and family life, and the realization of dual‐career interests upon repatriation) connected with successful repatriation adjustment experiences.

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Section: Methodsmentioning

confidence: 99%

Section: International Dual‐career Couplesmentioning

confidence: 99%

Repatriation of international dual‐career couples

Kierner

Suutari

2017

Thunderbird Intl Bus Rev

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“…If the couple had children, they were called dual-career families. Literature has since explored various characteristics of DCCs looking at their engagement in continual professional employment (Bradbury 1994), psychological commitment to their work (Bruce and Reed 1991;Burke and Greenglass 1987;Falkenberg and Monachello 1988); and their desire for personal growth (Bruce and Reed 1991). The discussion continued in the 1980s with Hiller and Dyehouse (1987) proposing the use of the term dual-earner couple, a more generic phrase covering both those heavily involved in their professions and those less involved.…”

Section: Taxonomy: Dual-income and Dual-career Couplesmentioning

confidence: 99%

Work and Family Interface in the International Career Context

Mäkelä¹,

Suutari²

2015

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“…Their trailing partner, however, might not realize career gains with relocation. This is especially true if the target location is a nonmetropolitan area (Bradbury, 1994). Consequently, the trailing partner may suffer career derailment in addition to strains on his/her social options outside of work.…”

Section: Racial and Ethnic Differencesmentioning

confidence: 99%

How our similarity makes us different: A minority perspective on the community impact on work-family balance

Avery¹,

McKay²

2007

PsycEXTRA Dataset

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Because much of our research centers on the study of diversity in general and racial and ethnic differences in particular, we are often asked questions by our students, colleagues, and media about actual versus contrived differences created by race and ethnicity in the workplace. People want to know if race and ethnicity really make a difference and, if so, how they affect employees and their employers. No matter the audience, these discussions inevitably seem to lead to two questions. The first is: "But aren't we really more similar than different?" When we concede to believing that we are, the follow up is: "So why should race and ethnicity matter?"The purpose of this column is to answer this second question by providing a minority perspective on how community characteristics affect the achievement of work-life balance. Readers should notice three key things. First, minorities appear to be looking for many of the same things in a prospective community sought by majority group members. Second, this process for minorities entails inherent difficulties that White employees often do not experience. Third, it is the similarity in our desires and the dissimilarity in the relative ease of their attainment that creates the meaningful between-group differences. Interestingly enough, a recent review of the work-family literature concluded "we appear to know little about WF issues of employees from diverse racial and ethnic groups"

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Dual Career Couples in R&D Labs

Cited by 11 publications

References 6 publications

Repatriation of international dual‐career couples

Repatriation of international dual‐career couples

Work and Family Interface in the International Career Context

How our similarity makes us different: A minority perspective on the community impact on work-family balance

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