Previously published as: Women In Management Review
Online from: 2005
Subject Area: Human Resource Management
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|Title:||Career advancement and family balance strategies of executive women|
|Author(s):||Souha R. Ezzedeen, (School of Human Resource Management, York University, Toronto, Canada), Kristen G. Ritchey, (Government and Community Affairs, Comcast Corporation, Harrisburg, Pennsylvania, USA)|
|Citation:||Souha R. Ezzedeen, Kristen G. Ritchey, (2009) "Career advancement and family balance strategies of executive women", Gender in Management: An International Journal, Vol. 24 Iss: 6, pp.388 - 411|
|Keywords:||Career development, Role conflict, Women executives|
|Article type:||Research paper|
|DOI:||10.1108/17542410910980388 (Permanent URL)|
|Publisher:||Emerald Group Publishing Limited|
|Acknowledgements:||A previous version of this paper was presented at the 2008 Eastern Academy of Management Conference, Washington, DC. The paper won the 2008 Michael J. Driver Best Careers Paper in the Regions Award and is nominated for 2008 Michael J. Driver Best Regional Paper Award (Academy of Management Conference, Anaheim, CA). The authors are grateful to Jaclyn Jensen and Janet Nixdorff for their feedback on earlier versions of the manuscript.|
Purpose – The purpose of this paper is to explore coping strategies devised by executive women in family relationships to advance their career and to maintain career/family balance.
Design/methodology/approach – A qualitative methodology using a sample of 25 executive women explores career advancement and career/family balance strategies within work and family contexts.
Findings – Analysis produces multiple career advancement and career/family balance strategies, including professional support, personal support, value system, and life course strategies such as the “ordering” of career and family, negotiating spousal support, and whether to have children.
Research limitations/implications – Adaptive strategies facilitate engagement in career and family, even in challenging gender environments, encouraging continued research on executive women's advancement and career/family balance. The idiosyncratic nature of career/family balance calls for greater emphasis on the context and timing of career and family experiences.
Practical implications – The paper offers guidance to women seeking to combine executive career and family and to organizations committed to the advancement and retention of women.
Originality/value – The paper jointly explores career advancement and career/family balance strategies pursued by executive women in family relationships. It contributes to a growing body of research on the coping mechanisms and adaptive strategies underlying balance between career and family.
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