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On the basis of our theoretical considerations (i.e., step 3 of the taxonomy development procedure, see Figure 2-1), we develop a preliminary conceptual framework for the investigation of top executives' work-family balance. As we reveal in Figure 5-1, we identify three facets of top executives' work-family balance as well as related variables of this phenomenon. We use the previously presented definition...
The development of top executives' work relationship and work-family balance types in this thesis follows suggestions on taxonomy building in the existent literature (e.g., Bunn 1993; Marks/Mathieu/Zaccaro 2001). A taxonomy is an empirically, that is numerically and quantitatively derived scheme that categorizes phenomena into mutually exclusive and exhaustive types. This categorization is based on...
This thesis represents a first step towards a theory-based, empirically grounded understanding of top executives' work relationship and work-family balance. It offers a conceptualization and operationalization of top executives' work relationship and work-family balance by distinguishing several major facets and constructs constituting these phenomena. To our knowledge, in the existing literature...
On the basis of our theoretical considerations (i.e., step 3 of the taxonomy development procedure, see Figure 2-1), we develop an initial version of the framework for investigating top executives' work relationship. As depicted in Figure 4-1, we identify several job-related demands and resources as well as related variables of top executives' work relationship. First, relying on research in organizational...
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...
Top executives today are confronted with extremely high demands at their workplace. Their major challenges are increasing competitive pressures in a globalized world and the downsizing and restructuring of organizations in order to better survive in the severely competitive market (e.g., Beynon et al. 2002; Uchitelle/Kleinfield 1996). In these turbulent environments which undergo rapid change, “speed,...
Top executives are confronted with extremely high demands. As a result of these challenges, some top executives risk derailing soon after having reached the top. Because of their important position in the organization, a decline in top executives’ performance or their sudden absence is especially harmful to the success of their organizations. Eva-Maria Bauer presents two theoretically grounded taxonomies...
Research shows that executives’ relationship to their work comprises a broad set of diverse variables. Drawing on the job demands–resources model and top management research, we identify four typical patterns of how top executives handle their work: detached professionals, internally driven compensators, externally driven workaholics, and relaxed self-managers. we use the job demands/resources model...
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