The advancement of women in the workforce is a rapidly growing focus area for researchers and organizations as women continue to transition from clerical or stay-at-home positions, to executive-level leadership roles across multiple industries. Although past studies have identified challenges faced by women, motivation for promotion, and the process of being promoted, there is little evidence that provides insight into female executives’ experiences in developing healthy work-life relationships and support they receive from their organizations in this endeavor.  This study will shed light on female executives’ perceptions of, and practices for developing healthy work-life relationships, and may yield implications for organizations seeking to support the well-being of female executives in an effort to attract, retain, and promote this underrepresented gender to high-level leadership positions.  This work in progress will: 1) identify similarities and differences in female executives’ definitions of a healthy work-life relationship; 2) identify methods and practices female executives implement to develop a healthy work-life relationship; 3) explore the impact of personal and professional relationships in developing well-being; and 4) detect the formal and informal initiatives and practices organizations implement to support the work-life relationships of female executives. 

This study is using a qualitative, phenomenological research method exploring the lived experiences of ten executive females holding diverse roles within organizations across multiple industries.  Participants were required to meet following criteria:  1) must identify with the female gender; 2) hold an executive role, be pursuing an executive role, or own a business; 3) must have children or care for other dependents; and 4) must be able to identify key responsibilities in both their professional and personal life.  The primary source of data is being collected during two one-on-one interviews. Initial interviews lasted between 45-60 minutes and were conducted either face-to-face or through a video chat application depending on participants’ location and availability. Interviews were semi-structured and included a set of open-ended questions; however, supplemental questions were asked that related directly to questions in the interview protocol.  The interview protocol consists of 17 questions divided into the following constructs: preface; background information; personal work-life relationship barriers and coping strategies; the role of relationships; organizational support; current work-life relationship status; and debriefing.  In addition to the protocol, data was collected by taking interview notes and recording each interview (only with consent from individual participants). Following initial interviews, participants were invited to participate in an additional interview that was conducted face-to-face, through a video chat application, or via email depending on the participants’ preference.  Once the data collection process is complete, interviews will be transcribed and themes will be cultivated that align directly with the primary research questions.  Using phenomenological methods developed by Clark Moustakas, data will be analyzed to determine similarities and differences in participants’ experiences with work-life relationships. Results from this study will emphasize the roles that individual female executives, relationships, and organizations play in supporting personal and professional well-being.  Understanding the subjective experiences of participants will also enhance organizations’ efforts to adopt or improve practices and initiatives that support female executives’ ability to integrate and balance their personal and professional roles.