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This study examined the gender differences in how self-esteem and sense of competence moderate the relationships between four specific work variables and job satisfaction among members of dual-career families. Based on the gender differences found among a sample of 85 couples in dual-career families, it is conjectured that women with high self-esteem and sense of competence might be experiencing tensions because of an excessive role overload and hence experience lower levels of job satisfaction. Suggestions are made for organizations and family members to enhance the quality of life of both working partners.

AbstractThis paper examines the types of structural design and career path changes that organizations have to make in order to maintain and increase their productivity in the future in the context of increasing numbers of dual career family members participating in the workforce. Within a developmental perspective, the paper examines the fit among the family life cycle stages, the career stages, and the personal needs of the partners for self enhancement. The current dysfunctional organizational practices are discussed and recommendations for changes are made.RésuméLa présente étude envisage les changements que les organismes doivent apporter aux catégories de conception structurale et de cheminements de carrière afin de maintenir et d'accroitre leur productivité dans I'avenir dans le contexte des nombres croissants de doubles carrières chez les membres de families qui participent à la main‐d'oeuvre active. Dans une perspective de développement, le présent document étudie I'agencement des étapes dans le cycle de la vie familiale, les étapes de la carrière et les besoins d'épanouissement personnel des partenaires. Les pratiques organisationnelles dysfonctionnelles qui ont cours actuellement font I'objet d'une discussion et de recommandations en vue de changements.

Societies the world over are currently experiencing a common phenomenon ‐ a greater rise in the number of two‐paycheck families than ever before! Knowing the stresses of rearing a family while simultaneously pursuing a dual‐earner lifestyle, two‐earner couples in many societies are also presumably experiencing the same dilemma ‐ whether or not to bear and raise children while simultaneously pursuing careers. In a sense, the very family rubric may be said to be currently at the crossroads. Controversies such as the "mommy track" (1989), and the mixed messages that are sent to working couples by societal culture, organisational values, and personal beliefs do not help to relieve the experienced tensions of the working couples either. It is important for dual‐career family members to know how parental status and the number of children impact on the quality of their experienced life, which is ultimately reflected in the state of their mental health. Being knowledgeable about this would help dual‐earner partners to make educated decisions regarding their desired family size.

This study focuses on developing a simple model of human behavior at work with a sense-of-competence concept. A sample of 545 white-collar employees in service organizations in the United States and 1,123 white- collar employees of banks in India indicates that the experienced mean ingfulness of jobs is the single most important contributor to a sense of competence for employees in both cultures. Because sense of competence has been highly correlated to job performance and the quality of work life, this finding has practical implications for organizations and calls for a redirection of managerial efforts.