Shared identity and strategic choice in dual‐career couples

Abstract

Purpose -The purpose of this paper is to introduce the concept of a couple-level shared identity as forming the basis for the development of dual-career couples' strategies regarding involvement in work and family roles. A model is developed that is intended to help researchers in this area conceptualize the relationship between career choices and career progression between members of a dual career couple. Examining career development at the couple-level extends one's understanding of how the decisions made by one member of the dyad influence the career of the other. Design/methodology/approach -In order to develop this model, the theories of cognitive interdependence and gender role ideology are examined and applied to the formation of a shared identity. Findings -Development of the model, as well as a review of the extant literature, revealed that career decisions in dual career couples are made at the level of the dyad. Practical implications -The findings demonstrate that organizations cannot view their employees in isolation, but that important transitions such as relocation, and taking on more responsibility are decisions that increasingly are made at the couple level. Employers may need to consider the dyad when offering career advancement opportunities and when implementing work-life balance programs. Originality/value -The career progression of one member has implications for the other. Therefore, it is insufficient for an individual to have a career in isolation when the individual is part of a dual career couple. Examination of career at the dyad level will advance one's knowledge of how careers unfold.

Demographic and Family Related Barriers on Women Managers’ Career Development

“…In households where both husband and wife work, the women still have to take care of the family responsibilities (Budworth, Enns, & Rowbotham, 2008). These additional responsibilities serve as barriers to career development as women have to divide their energy and effort on managing both their career and family.…”

“…In some cases, women remain the primary caregiver with added responsibility of household organization (Lopez -Claros & Zahidi, 2005). In dual income households, where both share the family responsibilities, the ideal role arrangement still targets women with additional responsibilities (Budworth, Enns & Rowbotham, 2008). According to Tharenou (2005), lack of adequate childcare has been a barrier to women managers and threatens their career advancement.…”

A woman's place in hotel management: upstairs or downstairs?

“…Domestic duties have been shown to decrease both men and women's advancement in management (Tharenou, 2005). However, even in dual income households, where couples share the responsibility for childcare, the ideal role sharing arrangement still leaves the woman with more responsibility (Budworth, Enns, & Rowbotham, 2008). Social factors also impact on women's career progression (Burke, 2005) and may influence their decision to change jobs or relocate.…”

Micro work‐family decision‐making of dual‐income couples with young children: What does a couple like us do in a situation like this?

“…Past workfamily research has explored context from many levels, including national, organizational, and community-based (Davidoff, Ziebart, Zimmerman, & Dey, 2011;Den Dulk, Groeneveld, Ollier-Malaterre, & Valcour, 2013;Forsberg, 2009;Greenhaus & Powell, 2016). Past research has shown that work-family decisions are made interdependently within couples (e.g., Budworth, Enns, & Rowbotham, 2008;Challiol & Magnonac, 2005;Harvey & Buckley, 1998;Karambayya & Reilly, 1992;Livingston, 2014;Radcliffe & Cassell, 2014;Sillars & Kalbfleisch, 1989), and daily episodes of work-family conflict are often coordinated between spouses (Radcliffe & Cassell, 2014. Past research has shown that work-family decisions are made interdependently within couples (e.g., Budworth, Enns, & Rowbotham, 2008;Challiol & Magnonac, 2005;Harvey & Buckley, 1998;Karambayya & Reilly, 1992;Livingston, 2014;Radcliffe & Cassell, 2014;Sillars & Kalbfleisch, 1989), and daily episodes of work-family conflict are often coordinated between spouses (Radcliffe & Cassell, 2014.…”