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Purpose– The purpose of this paper is to examine the role of time affluence (TA) and material affluence (MA) in work and extra-work experiences of a sample of professional women working in Russia.Design/methodology/approach– Data were collected form 168 women using anonymously completed questionnaires. Measures included personal demographic and work situation characteristics, work outcomes, indicators of work investment and extra-work outcomes.Findings– TA and MA were significantly and positively correlated (r=0.22), with women indicating similar levels of TA and MA. Women reporting higher levels of MA generally indicated more favorable work outcomes (higher job satisfaction, lower intent to quit). Women reporting lower levels of TA generally indicated higher levels of work investment. However, neither TA nor MA predicted family satisfaction.Research limitations/implications– This study highlights the importance to take steps to increase TA and MA of Russian women to positively influence their work and extra-work experiences.Originality/value– These findings replicate and extend earlier USA, Egyptian and Turkish results to Russia. Unlike previous studies, the authors simultaneously included TA and MA constructs, thus providing important comparisons of their relationships with different outcomes. The authors also respond to the call to study TA and MA in different cultural contexts.

Purpose– Although qualified women are still underrepresented at ranks of senior management in all countries, considerable progress has been made in identifying work experiences associated with career success and advancement. The studies of mentor relationships in North America have shown that women receiving more functions from their mentors reported benefits such as greater job and career satisfaction, and female mentors provided more psychosocial functions than did male mentors. The present study examined antecedents and consequences of mentor relationships in a sample of managerial and professional women working for a large organization in Turkey. The paper aims to discuss these issues.Design/methodology/approach– Data were collected from 192 women managers and professionals using anonymously completed questionnaires.Findings– The following results were obtained: having a mentor relationship had little impact on work outcomes, female and male mentors generally provided the same mentor functions, and mentor functions had little impact on work outcomes.Practical implications– Highlights the potential role of both organizational and societal values in mentoring programs.Originality/value– These findings are at odds with previously reported results obtained in Anglo-Saxon countries. Possible explanations for the failure to find previously reported benefits of mentoring are offered.

Purpose– This study explored the relationship of measures of career priority and family priority with a number of other variables including personal demographics, work situation characteristics, work motivations, work outcomes and indicators of extra-work outcomes such as affluence and psychological well-being. The paper aims to discuss these issues.Design/methodology/approach– Data were collected from 290 nursing staff, the vast majority female, working in Ontario, Canada, using anonymously completed questionnaires.Findings– Career priority and family priority were significantly and positively correlated in this sample. Nursing staff also rated family priority significantly higher than career priority. Personal demographics were associated with levels of both career priority and family priority such that married nursing staff, nursing staff with children, and nursing staff working part time reported lower levels of career priority, while married nurses and nursing staff having children rated family priority higher. Nursing staff having higher levels of work motivation also rated career priority higher. Career priority was significantly correlated with several work outcomes. Nursing staff indicating a higher career priority were more satisfied and engaged in their jobs. Somewhat surprisingly, family priority was generally unrelated to these work and well-being outcomes.Research limitations/implications– Recent writing on women in organizations has raised the question of can women "have it all", a successful and demanding career and a satisfying home and family life. The findings contribute to this debate.Practical implications– Suggestions for both women and organizations to facilitate career and family facilitation are offered.Social implications– Increasing interest has been shown in women in the workplace, and whether they should "lean in" to advance their careers. The authors suggest that this strategy may be at odds with what women, and men, increasingly want.Originality/value– The paper highlights differences in the antecedents and consequences of career priority and family priority in a predominately female sample bringing work and family issues into the forefront once again.