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PurposeThis paper aims to examine the dynamics of individual and organizational characteristics in work‐family conflict (WFC) and career outcomes. It aims to consider the role of self‐esteem, career management and multiple life role commitment, and, as individual characteristics, on WFC and career outcomes; it also seeks to consider the role of career encouragement and organizational culture, as organizational characteristics, on WFC and career outcomes.Design/methodology/approachThe research was carried out in a sample of 399 females at different levels of management in Greek organizations. The hypotheses were tested using structural equation modeling.FindingsThe findings show that both individual and organizational characteristics are significant in determining WFC and career outcomes. No relationship is found between WFC and career outcomes. Overall, the results support the depletion theory.Research limitations/implicationsLimitations of this study are: the complexity of the model, the use of cross‐sectional data in causal modeling that makes it difficult to disentangle the directions of paths, and the use of only self‐report survey data. Research in progress addresses these issues by incorporating qualitative data collected from a sub‐sample of managers.Practical implicationsThe paper highlights the outcomes of the choices women make in the work and non‐work domains in order to balance the demands of each.Originality/valueThe paper highlights that WFC is considered both as an outcome and as a mediator in the relationship between individual and organizational characteristics and career outcomes.

We introduce career success schema as a critical concept for understanding how people in different contexts perceive and understand career success. Using a comparative configurational approach, we show, in a study of thirteen countries, that two structural characteristics of career success schemas—complexity and convergence—differ across country contexts and are embedded in specific configurations of institutional factors. Adopting complexity and convergence as primary dimensions, we propose a two-by-two taxonomy of career success schemas at the country level. We contribute to the understanding of subjective careers across countries and across levels, discuss their importance for organizational career systems in MNEs, and propose specific guidelines for future comparative careers research.