1. Objectifs

Intentions :
«In this dissertation I explored how women and men global managers from the generation aged 30 to 45 in the United States and Canada called ''Generation X'', navigated global work and family demands while pursuing a global career.» (p. v)

Questions/Hypothèses :
The author has three research questions: «1) What are emerging configurations of non-expat global work among Gen X global managers in dual-career families (“Global Gen Xers”)? 2) How do Global Gen Xers in dual-career families address work, personal and family demands in the context of a global career? 3) How do Global Gen Xers in dual-career families conceptualize work-life balance and what factors contribute to their ability to achieve it?» (p. 77)

2. Méthode

Échantillon/Matériau :
«In the final sample of 25 Global Gen X participants, all had either global or multi-regional responsibilities requiring international travel across a minimum of two other countries than their own.» (p. 88) The author also «[…] conducted interviews with 7 HR [human ressources] professionals across four of the five different industries in the study […].» (p. 98)

Instruments :
Guide d’entretien semi-directif

Type de traitement des données :
Analyse de contenu

3. Résumé

In this research, «[t]hree configurations of global work emerged from the data based on an examination of the degree of Travel Salience and Global Scope in each Global Gen Xer’s job. These configurations represent different patterns of international travel and technology employed to meet the demands of global work. To reconcile these global work demands with family demands, a Global Gen Xers’ individual discretion over international travel played a key role in their global careers. Moreover, I uncovered strategies and tactics employed to effectively manage boundaries between global work and family when the Global Gen Xers were both traveling abroad and working in the domestic location. Finally, I explored the Global Gen Xers’ conceptualizations of ''work-life balance'' and analyzed their personal assessments relative to their individual: 1) Global Work Configurations, 2) Travel Discretion and 3) Boundary Management Strategies. This study reveals a unique global work-family interface as involving navigation between periods of: physical or virtual ''presence'' coupled with 24-7 ''availability'', which is facilitated by workplace flexibility and the use of key information and communication technologies. The findings suggest that alternative forms of pursuing a global career can under certain conditions satisfy both organizational global work demands and individual desires for work-life balance.» (p. v)