According to behavioral decision-making theory (March, 1994), employees weigh the costs and benefits of each career decision, and they do this in the broader work and family context, thus acknowledging that their decision may entail costs and benefits for the spouse. Most if not all career decisions (e.g., working longer hours, starting a new business, increasing job responsibilities) have potential implications for the well-being of the employee's family and thus influence work–family balance (De Hauw & Greenhaus, 2014). Jobrelated relocation is a career decision with major consequences for the family, because either the employee leaves the family behind or the family accompanies the employee (i.e., a “tied move”). We assume that in most cases, the employee prefers the second scenario, so she or he likely takes the spouse's willingness to relocate into account when making the decision. Many studies already have documented the relationship between spousal attitudes toward a potential move and the employee's willingness to relocate (Brett & Reilly, 1988; Challiol & Mignonac, 2005; Eby & Russell, 2000). Accordingly, we expect that the spouse's encouragement and support (manifested in willingness to accompany the employee) is important in influencing the employee's relocation decision processes