Work–Family Conflict and the Senior Female International Manager
研究了欧洲背景下高级女性国际管理者面临的工作-家庭冲突，通过访谈50名高级女性外派经理，发现线性男性职业发展模式与性别差异阻碍了女性晋升至高级管理职位。
The particular focus of this paper is on the workÃfamily conflict experienced by senior female international managers within a European context. This research is particularly relevant as existing European studies have not specifically addressed issues pertaining to the senior female international manager. For the purpose of this study 50 senior female expatriate managers were interviewed, representing a wide diversity of industry and service sectors. The study establishes that work–family conflict still prevents many female managers from progressing to senior management. The results of the study show that the senior international career move has largely been developed along a linear male model of career progression, a development which, together with gender disparity both in organizations and family responsibilities, frequently prevents women employees from reaching senior managerial positions. The study extends work primarily in the international human resource management literature, while also contributing to the research literatures on women in management and career theory.