Date of Award


Document Type


Degree Name

Master of Art



First Advisor

Raphael J. Becvar

Second Advisor

James D. Evans

Third Advisor

Patrick Openlander


The purpose of this study was to investigate the possible relationship between the career status of a female employee's spouse and her promotability. Previous research has suggested managerial bias against dual-career marriages based on assumptions regarding geographic mobility and commitment to career (Rosen, Jerdee, and Prestwich, 1975; LeLouam and Decotiis, 1983). Expanding on this premise, 60 managers from a large, regional corporation were enlisted. Each manager was given a brief series of personnel decisions to rate on a four-point scale ranging from 1 (certain denial) to 4 (certain approval). One of these decisions concerned whether or not to offer a female employee a promotion which would include a geographic transfer. Among the information included was the husband's career status manipulated across three levels, ranging from a sales representative to a vice-president. A basic frequency count and chi-square analysis was performed and showed no significant relationship between spousal career status and the decision to offer promotion. In light of past research and the limits of this study, further research is warranted to explore managerial attitudes and assumptions regarding the dual-career couple.

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