Abstract
Dual-career couples find it difficult to balance family concerns with the challenge of developing and maintaining two careers at the same time. For retail managers, this problem is especially prevalent due to (1) the initial long hours and relatively low pay for entry-level managers, (2) the economic downturn in retailing in the 7980s, (3) the boundary-spanning nature of the work itself, and (4) the common occurrence that promotions often involve relocation of the family. Work-family conflict was found to be related directly to intent to leave, and inversely, but less strongly, related to organizational commitment. Those in lower management and mid-management positions were found to experience the highest levels of work family tension. Some support was found for the conclusion that company train ing programs can result in a reduction of work-family tension.
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