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Aiming to increase understanding of work�family balance at the executive level and to derive implications for human resource management, this study analyses patterns of the way in which different top executives handle the interface between work and family domains. Drawing on role theory, research on work�family linkages and a qualitative study with 42 top executives, the authors identify eight constructs that constitute top executives' work�family balance. By applying cluster analysis to dyadic data from 220 top executives and their life partners, they detect five top executive work�family balance types, according to the interplay of the top executives' satisfaction and functioning at work and at home, as well as the conflicts between the two life domains. The balance types imply significant variance in highly relevant outcomes, such as job performance and job attitudes.
