Bauer Top Executives’ Work Relationship and Work-Family Balance

Taxonomy Development and Performance Implications
2010
ISBN: 978-3-8349-8548-4
Verlag: Betriebswirtschaftlicher Verlag Gabler
Format: PDF
Kopierschutz: Wasserzeichen (»Systemvoraussetzungen)

E-Book, Deutsch, 202 Seiten, eBook

Reihe: Neue Perspektiven der marktorientierten Unternehmensführung

Eva-Maria Bauer presents two theoretically grounded taxonomies which describe the different ways how top executives manage their work relationship and work-family balance.



Dr. Eva-Maria Bauer completed her doctoral thesis under the supervision of Prof. Dr. Ruth Stock-Homburg at the department Department of Marketing & Human Resource Management at the Technische Universität Darmstadt.

Zielgruppe

Research

Autoren/Hrsg.

Bauer, Eva-Maria

Inhaltsverzeichnis

1;Series Foreword;6
2;Foreword;8
3;Acknowledgements;10
4;Table of Contents;11
5;List of Figures;14
6;List of Tables;15
7;List of Abbreviations;17
8;1 Introduction;18
8.1;1.1 Relevance of the Thesis;18
8.1.1;1.1.1 Managerial Relevance;18
8.1.2;1.1.2 Scientific Relevance;20
8.2;1.2 Major Goals and Structure of the Thesis;23
9;2 Conceptual Background;26
9.1;2.1 Procedure of Taxonomy Development;26
9.2;2.2 Literature Review;29
9.2.1;2.2.1 Research on Top Executives;30
9.2.2;2.2.2 Research on Work Relationship;40
9.2.3;2.2.3 Research on Work-Family Balance;49
9.2.4;2.2.4 Specification of Investigated Phenomena;63
9.3;2.3 Theoretical Background of Top Executives’ Work Relationship Taxonomy;67
9.3.1;2.3.1 The Job Demands-Resources Model;67
9.3.2;2.3.2 Upper Echelons Theory;72
9.3.3;2.3.3 Theoretical Conclusion for the Understanding of Top Executives’ Work Relationship;76
9.4;2.4 Theoretical Background of Top Executives’ Work-Family Balance Taxonomy;78
9.4.1;2.4.1 Role Theory;78
9.4.2;2.4.2 Mechanisms of Work-Family Linkage;82
9.4.3;2.4.3 Theoretical Conclusion for the Understanding of Top Executives’ Work-Family Balance;84
10;3 Basics of the Empirical Studies;88
10.1;3.1 Qualitative Study;88
10.1.1;3.1.1 Data Collection and Sample;88
10.1.2;3.1.2 Process of Qualitative Content Analysis;90
10.2;3.2 Quantitative Study;91
10.2.1;3.2.1 Data Collection and Sample;91
10.2.2;3.2.2 Process of Scale Validation;95
10.2.3;3.2.3 Process of Cluster Analysis;98
10.2.4;3.2.4 Process of Analysis of Variance;101
11;4 Investigation of Top Executives’ Work Relationship;104
11.1;4.1 Preliminary Conceptual Framework of Top Executives’ Work Relationship;104
11.2;4.2 Qualitative Results Regarding Top Executives’ Work Relationship;106
11.3;4.3 Final Empirically Grounded Framework of Top Executives’ Work Relationship;114
11.3.1;4.3.1 Job-Related Demands;115
11.3.2;4.3.2 Job-Related Resources;115
11.3.3;4.3.3 Related Variables of Top Executives’ Work Relationship;116
11.3.3.1;4.3.3.1 Well-Being and Satisfaction;116
11.3.3.2;4.3.3.2 Top Executive Performance;117
11.3.3.3;4.3.3.3 Organizational Performance;117
11.4;4.4 Measurement of Top Executives’ Work Relationship;118
11.4.1;4.4.1 Measures of Active Cluster Variables Constituting Top Executives’ Work Relationship;119
11.4.1.1;4.4.1.1 Top Executives’ Job-Related Demands;119
11.4.1.2;4.4.1.2 Top Executives’ Job-Related Resources;120
11.4.2;4.4.2 Measures of Related Variables of Top Executives’ Work Relationship;123
11.4.2.1;4.4.2.1 Executive-Related Variables;123
11.4.2.1.1;4.4.2.1.1 Well-Being and Satisfaction;123
11.4.2.1.2;4.4.2.1.2 Top Executive Performance;125
11.4.2.2;4.4.2.2 Organizational Performance;126
11.5;4.5 Interpretation of Cluster Solutions;129
11.6;4.6 Related Variables of Top Executives’ Work Relationship Types;136
12;5 Investigation of Top Executives’ Work-Family Balance;146
12.1;5.1 Preliminary Conceptual Framework of Top Executives’ Work-Family Balance;146
12.2;5.2 Qualitative Results Regarding Top Executives’ Work-Family Balance;147
12.3;5.3 Final Empirically Grounded Framework of Top Executives’ Work-Family Balance;153
12.3.1;5.3.1 Top Executives’ Satisfaction;154
12.3.2;5.3.2 Top Executives’ Functioning;154
12.3.3;5.3.3 Top Executives’ Work-Family Conflict;156
12.3.4;5.3.4 Related variables of Top Executives’ Work-Family Balance;156
12.3.4.1;5.3.4.1 Individual Variables;156
12.3.4.2;5.3.4.2 Work-Related Variables;157
12.3.4.3;5.3.4.3 Family-Related Variables;157
12.4;5.4 Measurement of Top Executives’ Work-Family Balance;157
12.4.1;5.4.1 Measures of Active Cluster Variables Constituting Top Executives’ Work-Family Balance;157
12.4.1.1;5.4.1.1 Top Executives’ Satisfaction;158
12.4.1.2;5.4.1.2 Top Executives’ Functioning;158
12.4.1.3;5.4.1.3 Top Executives’ Work-Family Conflict;159
12.4.2;5.4.2 Measures of Related Variables of Top Executives’ Work-Family Balance;160
12.4.2.1;5.4.2.1 Individual Variables;160
12.4.2.2;5.4.2.2 Work-Related Variables;161
12.4.2.3;5.4.2.3 Family-Related Variables;162
12.5;5.5 Interpretation of Cluster Solution;163
12.6;5.6 Related Variables of Top Executives’ Work-Family Balance Types;171
13;6 Discussion;178
13.1;6.1 Contribution of the Thesis;178
13.1.1;6.1.1 Content-Related Contribution;178
13.1.2;6.1.2 Conceptual Contribution;181
13.1.3;6.1.3 Methodological Contribution;183
13.1.4;6.1.4 Implications for Business Practice;184
13.2;6.2 Limitations and Future Research;186
14;References;190
15;Appendix;214

Conceptual Background.- Basics of the Empirical Studies.- Investigation of Top Executives' Work Relationship.- Investigation of Top Executives' Work-Family Balance.- Discussion.

Leseproben

3 Basics of the Empirical Studies (S. 71-72)

As outlined before, the empirical part of the taxonomy development procedure consists of a qualitative and a quantitative study. The basics of these studies, concerning both taxonomies, namely the data collection procedures, the samples and the analysis techniques will be outlined in the following. First, in chapter 3.1 the basics of the qualitative study will be outlined, followed by the basics of the quantitative studying in chapter 3.2.

3.1 Qualitative Study

The purpose of the qualitative study within the empirical portion of our taxonomy development process focuses on enriching and elaborating the theory-based frameworks of our taxonomies. The content-related issues concerning top executives’ work relationship and workfamily balance will be outlined in later sections of this thesis (see chapter 3.2.4 and 5). In the following the basics of the qualitative study will be presented, that is to say the data collection and sample (see section 3.1.1) and the content analysis technique used to evaluate and interpret the qualitative data (see section 3.1.2).

3.1.1 Data Collection and Sample

For participant acquisition, we contacted 44 top executives by an initial letter and then telephone solicitations and asked them to give us a personal interview on their work-life balance situation. These top executives were members of the top management, “including CEOs and their immediate subordinates” (Eisenhardt/Bourgeois 1988, p. 739). Thus, in addition to CEOs, our sample includes “the heads of major functions such as sales, engineering, and finance” (Eisenhardt/Bourgeois 1988, p. 739). As an incentive, we offered a detailed personalized report of their personal resources compared with those of other top executives, as well as recommendations for ways they could handle job-related demands and ameliorate their worklife balance situation.

As a result, 42 top executives accepted to participate, whereas only two did not participate because of time constraints. The top executives in the sample were 88 percent men, 95 percent married or close-partnered and 90 percent had children. They had an average age of 50.8 years and an average of 17 years of work experience as top executive. The companies were located in a wide array of industrial sectors (e.g., automotive industry, building and construction industry, chemical and pharmaceutical industry, consulting, and publicshing industry). With this heterogeneous sample regarding age, tenure, and industries, we intended to generate a wide array of top executives’ perceived work relationship and work-family balance situation. In order to approve the theoretically derived facets and constructs of top executives’ work relationship and work-family balance, we collected data through semistructured interviews with individual respondents.

Über Autor(innen)

Dr. Eva-Maria Bauer completed her doctoral thesis under the supervision of Prof. Dr. Ruth Stock-Homburg at the department Department of Marketing & Human Resource Management at the Technische Universität Darmstadt.