A large and growing body of literature has investigated the role of teachers’ agency in their career trajectories. However, far too little attention has been paid to English as a Foreign Language teachers’, especially female EFL teachers’, professional agency for their career development in the Chinese higher education setting. To address this gap, this study explores female EFL teachers’ professional agency from a self-discrepancy theory perspective, namely, how the participating teachers have perceived discrepancies in their professional development and how they (...) have enacted their professional agency to realize sustainable development. Based on a metaphor investigation of 167 teachers and interviews with nine of them, the current study found that there are certain discrepancies between female EFL teachers’ self-guides and actual selves concerning their professional identity construction; female EFL teachers’ professional agency is manifested in the continuum of iteration, practical evaluation, and projectivity processes, as well as in the entity of personal and environmental factors; and 3) female EFL teachers’ professional agency and gender identity are closely intertwined with each other. This study can offer implications for teacher agency research and female teachers’ sustainable development at large. (shrink)

The value of a company’s ethical reputation has become a focal point for management researchers. We seek to join this conversation and extend the research centered on a firm’s ethical reputation. We accomplish this by shifting our focus away from its impact on external stakeholders to its impact on internal stakeholders. To this end, we rely on signaling theory to explain why a firm’s ethical reputation matters to its employees in an effort to bridge the macro–micro research gap. Across two (...) studies, we propose and demonstrate that a firm’s ethical reputation impacts employee subjective career success in form of career opportunities and work–life balance. Given our signaling theory framework, we also identify and explain when two industry-level characteristics operate as boundary conditions that distort a firm’s ethical reputation signaling properties. Specifically, the results demonstrate that a firm’s ethical reputation is positively related to employees’ perceptions of career opportunities and work–life balance. The results of our studies also demonstrate that the relatively high levels of industry competition and industry regulation weaken the positive impact of a firm’s ethical reputation on career opportunities and work–life balance. Theoretical and practical implications are discussed. (shrink)

As an emerging human resource issue in business ethics, work-life balance has been gaining increasing attention from both practitioners and scholars in recent years. In response to the call of Kelliher et al. :97–112, 2019), we addressed the research gap by examining the WLB of Chinese knowledge workers under flextime arrangement and the impact of work-life supportive culture on work-life spillover of the workers. Specifically, we examined the relationships between three components of work-life supportive culture, namely managerial support, career consequences, (...) and organizational time demands, and two aspects of work-life spillover, positive and negative spillover, perceived by the workers. A quantitative survey with 35 employees in a software development company in Hong Kong was conducted. The results of structure equation modelling showed that managerial support was positively related to positive work-life spillover while organizational time demands was positively related to employees’ negative spillover. WLB needs of knowledge workers and the role of organizational culture in effective implementation of WLB policies were discussed, and several feasible WLB policies were suggested for managers. (shrink)

The growing threat of terrorism has increased the importance of aviation security and the work of airport security officers (screeners). Nonetheless, airport security research has yet to focus on emotional exhaustion and job satisfaction as major determinants of screeners’ job performance. The present study bridges this research gap by applying the job demands–resources (JD−R) model and using work–family conflict (WFC) as an intervening variable to study relationships between work characteristics (workload and supervisor support), emotional exhaustion, and job satisfaction in 1,127 (...) screeners at a European airport. Results of structural equation modeling revealed that (a) supervisor support as a major job resource predicted job satisfaction among screeners; (b) workload as a major job demand predicted their emotional exhaustion; and (c) WFC proved to be a promising extension to the JD–R model that partially mediated the impact of supervisor support and workload on job satisfaction and emotional exhaustion. Theoretical and practical implications are discussed. (shrink)

During the second half of 20th century, with work demands increasingly encroaching on family and personal time at a faster pace, employers acknowledged the need of work-life balance programmes to facilitate employees maintain a healthy balance between the conflicting demands of their work and personal life. Availability of work-life balance facilities to employees witnessed a phenomenal growth between the late eighties of the 20th century and early years of the 21st century. This growth has been abruptly interrupted by the current (...) economic downturn. Increasing numbers of organisations, in the name of cost cutting, have either curtailed work-life balance facilities or are contemplating to do the same. This paper analyses the emergence of work-life balance discourse, from the days of early communal living till the present day theories, and presents a macro level model of work-life balance. Further, a detailed analysis of proven and anticipated benefits of work-life balance is presented to justify the need of work-life balance initiatives at organisational level during the present economic downturn. (shrink)

The issue of work-life balance is becoming increasingly important for employers and employees globally. The clearer becomes our understanding about this issue; the better it will be for an effective and positive integration of these dynamic domains of our lives. Work-family enrichment is a positive way of integrating work and family and it helps to achieve work-life balance. In this Indo-German study, work-life balance, work-family enrichment, work-family culture and career success are analysed on a cross-cultural level using quantitative as well (...) as qualitative methods. The findings uncovered the similarities and differences that lie between Germany & India; which give insights into the enriching experiences related to work-family career success and work-life balance related aspects of German and Indian managers. A few gender differences were observed when the data for both countries was analysed collectively. The results partially support a relationship between work-life balance & career success as well as a relationship between work-family enrichment/family-work enrichment & career success. (shrink)