Thematische Bibliographien / COMBINATION OF FAMILY AND WORK

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Auswahl der wissenschaftlichen Literatur zum Thema „COMBINATION OF FAMILY AND WORK“

Autor: Grafiati
Veröffentlicht am 27. Juni 2021
Zuletzt aktualisiert am 1. Februar 2022

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Zeitschriftenartikel zum Thema "COMBINATION OF FAMILY AND WORK"

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Sahibzada, Khatera, Leslie B. Hammer, Margaret B. Neal und Daniel C. Kuang. „The Moderating Effects of Work-Family Role Combinations and Work-Family Organizational Culture on the Relationship Between Family-Friendly Workplace Supports and Job Satisfaction“. Journal of Family Issues 26, Nr. 6 (September 2005): 820–39. http://dx.doi.org/10.1177/0192513x05277546.

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This study determined whether work-family role combinations (i.e., work and elder care, work and child care, work and elder care and child care) and work-family culture significantly moderate the relationship between availability of workplace supports and job satisfaction. The data were obtained from the Families and Work Institute’s 1997 archival data set, the National Study of the Changing Workforce (NCSW). As predicted, the relationship between availability of workplace supports and job satisfaction varied depending on the type of work-family role combinations and levels of work-family culture. Specifically, the relationship was significant for the elder care work-family role combination, in that higher levels of workplace supports in unsupportive work-family cultures were associated with the greatest levels of job satisfaction. In addition, it was found that a supportive work-family culture and an increase in workplace supports were related to a slight decrease in job satisfaction for the elder care work-family role combination.
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Haar, Jarrod, Chester S. Spell und Michael P. O'Driscoll. „Organisational Justice and Work-Family Policies“. South Pacific Journal of Psychology 16 (2005): 30–39. http://dx.doi.org/10.1017/s0257543400000055.

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AbstractBased in a local government organisation in New Zealand, this paper links the literature on work-family balance to the literature on organisational justice, by examining the predictors of perceived fairness in work-family polices. The study also expands an earlier study in Grover (1991), by considering work-family policy sets, rather than single policies only. Perceptions of the fairness in work-family policies were partly predicted, positively, by a combination of management seniority, perceived benefits in work-family policies, and own usage of those policies. These findings suggest the influence of both group values and self-interest. In terms of organisational justice, the findings raise a question for future research, namely how fairness attitudes relate to the sustainability of work-family initiatives.
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Blanchard, Céline M., Maxime A. Tremblay, Lisa Mask und Mélanie G. M. Perras. „A combination of work environment factors and individual difference variables in work interfering with family“. International Journal of Workplace Health Management 2, Nr. 1 (27.03.2009): 63–90. http://dx.doi.org/10.1108/17538350910946018.

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Schoon, Ingrid, Leeni Hansson und Katariina Salmela-Aro. „Combining Work and Family Life“. European Psychologist 10, Nr. 4 (Januar 2005): 309–19. http://dx.doi.org/10.1027/1016-9040.10.4.309.

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Abstract. The aim of this paper is to investigate whether the combination of paid employment and taking care of children promotes or challenges the life satisfaction of married and divorced men and women in the UK, Estonia, and Finland. The UK sample stems from the National Child Development Study, at age 42 (N = 10280; 48% of men, 52% of women). The Estonian data come from a representative sample of 1164 participants (507 men, 657 women; mean age 42). The Finnish data stems from an ongoing longitudinal study on 1390 participants (447 men and 943 women; mean age = 41). The results showed that in all three countries women report higher levels of life satisfaction than men, couples are generally more satisfied than divorcees, and those who are employed are generally more satisfied with their lives than those who are not. Second, for men in general as well as for divorced women higher levels of life satisfaction appear to be associated with full-time work. Third, men and women pursuing a professional career are more satisfied with their lives than men and women in unskilled jobs. Finally, having a child shows no significant association with life satisfaction in any of our three countries, although there were significant interactions between gender, marital status, employment, and parenthood. Divorced women in all three countries appear to be more satisfied with their lives if they do not have children, especially after adjusting life satisfaction by occupational status. Findings are discussed with regard to role stress and role accumulation theories.
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Wesolowski, Katharina, und Tommy Ferrarini. „Family policies and fertility“. International Journal of Sociology and Social Policy 38, Nr. 11/12 (08.10.2018): 1057–70. http://dx.doi.org/10.1108/ijssp-04-2018-0052.

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Purpose The purpose of this paper is to analyze the link between two different family policy dimensions – one supporting the combination of work and parenthood and one supporting stay-at-home mothers – and fertility rates between 1995 and 2011 in 33 industrialized countries. Design/methodology/approach Total fertility rates were regressed on the two policy dimensions, earner–carer support and traditional–family support, using pooled time-series analysis with country fixed effects and stepwise control for female labor force participation, unemployment rates and GDP. Findings The analyses show that earner–carer support is linked to higher fertility, while traditional–family support is not. Also, higher female labor force participation is linked to higher fertility before GDP is included. Conversely, higher unemployment is correlated with lower fertility levels. Sensitivity analyses with and without day care enrollment on a smaller set of countries show no influence of day care on the results for family policy. Originality/value The results give weight to the argument that family policies supporting the combination of work and parenthood could increase fertility in low-fertility countries, probably mediated in part by female labor force participation. Earnings-related earner–carer support incentivizes women to enter the labor force before parenthood and to return to work after time off with their newborn child, thus supporting a combination of work and parenthood.
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Van Gasse, Dries, und Dimitri Mortelmans. „Single Mothers’ Perspectives on the Combination of Motherhood and Work“. Social Sciences 9, Nr. 5 (15.05.2020): 85. http://dx.doi.org/10.3390/socsci9050085.

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This study aims to define the perspectives taken by single mothers when combining work and motherhood in a stressful work–life constellation. One of the challenges for single mothers after divorce is to find a work–life balance in their single-parent family system. Regarding work-life balance, we take a General Strain Perspective, describing the work-life conflict as a combination of financial strain and role strain. We argue that both strains are the most problematic for single mothers in comparison to their married and/or male counterparts, as both finances and parenthood ideologies are more under pressure. For this reason, we explore how single mothers coped with this strain, answering the question: ‘Which perspectives on the combination motherhood and work do single mothers take in their attempt to balance role strain and financial strain after divorce?’ To answer this research question, we used a qualitative approach, based on 202 in-depth interviews with single mothers in Belgium. These interviews involved two groups: A primary research population of 13 single mothers and an elaborative research population of 189 single mothers. Timelines were used to structure the single mothers’ narratives. The analysis resulted in the contruction of a typology of four different perspectives based on how single mothers dealt with maternal role strain and financial strain: the re-invented motherhood perspective, the work-family symbiosis perspective, the work-centered motherhood perspective and the work-family conflicted perspective. We found that perspective of single mothers in their work-life strain can be described by the flexibility and/or strictness in either their motherhood ideology and/or their work context. These results point at the needs for policymakers, employers, and practitioners to focus on initiatives improving the work–life balance of single mothers by reducing financial and role strains.
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Prakash, Vineetha. „Work-life Balance: Perceptions of the Non-work Domain“. IIM Kozhikode Society & Management Review 7, Nr. 2 (23.05.2018): 97–108. http://dx.doi.org/10.1177/2277975218769505.

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Work-life balance research suffers from a lack of consistency in defining the scope of non-work (life outside work). Considering the evolving life preferences of modern workforce, work-life balance researchers should have a broader view of life which expands beyond work-family, and includes other non-work domains of life. This study is an attempt to establish that for today’s employees, work-life balance means balancing work not only with family life; but also with other non-work domains. Several non-work domains were identified from previous literature and a survey was conducted to identify the different non-work aspects important for respondents to have work-life balance. Based on results from 214 Indians working in various Indian cities and abroad, it was established that in the context of work-life balance, non-work includes not just family, but a combination of life domains, which varies from person-to-person. Although family remained the topmost priority, other non-work aspects were also chosen by varying proportions of respondents. Non-work preferences and related experiences of employees varied based on gender, marital status and child-care responsibilities. Satisfaction with organization’s work-life balance facilities differed when employees chose family, from when they chose other non-work domains. Findings indicate that various non-work preferences of employees should be considered during work-life balance research, and while designing work-life balance practices. This would help to address the non-work demands of different types of employees, and hence give more acceptance to such initiatives.
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Comolli, C. L., L. Bernardi und M. Voorpostel. „Joint Family and Work Trajectories and Multidimensional Wellbeing“. European Journal of Population 37, Nr. 3 (14.04.2021): 643–96. http://dx.doi.org/10.1007/s10680-021-09583-3.

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AbstractInformed by the life course perspective, this paper investigates whether and how employment and family trajectories are jointly associated with subjective, relational and financial wellbeing later in life. We draw on data from the Swiss Household Panel which combines biographical retrospective information on work, partnership and childbearing trajectories with 19 annual waves containing a number of wellbeing indicators as well as detailed socio-demographic and social origin information. We use sequence analysis to identify the main family and work trajectories for men and women aged 20–50 years old. We use OLS regression models to assess the association between those trajectories and their interdependency with wellbeing. Results reveal a joint association between work and family trajectories and wellbeing at older age, even net of social origin and pre-trajectory resources. For women, but not for men, the association is also not fully explained by proximate (current family and work status) determinants of wellbeing. Women’s stable full-time employment combined with traditional family trajectories yields a subjective wellbeing premium, whereas childlessness and absence of a stable partnership over the life course is associated with lower levels of financial and subjective wellbeing after 50 especially in combination with a trajectory of weak labour market involvement. Relational wellbeing is not associated with employment trajectories, and only weakly linked to family trajectories among men.
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Ackers, Peter. „The Work–Life Balance from the Perspective of Economic Policy Actors“. Social Policy and Society 2, Nr. 3 (25.06.2003): 221–29. http://dx.doi.org/10.1017/s1474746403001295.

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This article reviews the burgeoning literature on work–life balance and family-friendly policies in European countries, noting the new interdisciplinary dialogue between traditional ‘work’ and ‘family’ disciplines. It examines the findings from interviews with economic actors, suggesting that, while work–life balance and family-friendly policies are an issue everywhere, progress is very uneven. Overall, strong traditional family policies have not contributed to work–life balance, since they are predicated on a traditional male breadwinner model. A combination of strong demand for female labour in the service sector and equal opportunities policies is, however, causing employers and government to address the issue.
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Kang, Ji-won, und Soong-nang Jang. „Effects of Women’s Work-Family Multiple Role and Role Combination on Depressive Symptoms in Korea“. International Journal of Environmental Research and Public Health 17, Nr. 4 (15.02.2020): 1249. http://dx.doi.org/10.3390/ijerph17041249.

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This study set out to investigate the effects of multiple roles on depressive symptoms in women. The role of women was divided into worker, household worker, spouse, parent, and caregiver roles to identify the differences in depressive symptoms according to the number of roles, role-fulfillment, and role-combination. Using the sixth raw data of the 2016 Korean Longitudinal Survey of Women and Families for analysis, the data had 6198 respondents who did not have missing values in the major variables. There are three main findings of this study: (1) as the number of roles increased, depressive symptoms of women was decreased. In addition, role-combination was a more meaningful element; (2) women who did not have any roles tended to be more depressed; (3) the caregiver role showed a negative effect on depressive symptoms of women. This study was to include the various aspects of women’s roles and to determine the effects of multi-roles on depressive symptoms in women.
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Dissertationen zum Thema "COMBINATION OF FAMILY AND WORK"

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Mason, Todd C. „Perceptions of work-family role combination and well-being in dual-income parents“. Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0009/NQ28356.pdf.

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Mason, Todd Clifford. „Perceptions of work-family role combination and well-being in dual-income parents“. Thesis, University of Ottawa (Canada), 1998. http://hdl.handle.net/10393/4068.

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Two hundred and eighty-one dual-income parents (140 men and 141 women) employed full-time, with at least one child aged 12 or younger completed a questionnaire on perceptions of work-family interference and enhancement. It was hypothesized that both types of perceptions would contribute unique variance to explanations of well-being (marital, parenting and job satisfaction) in this sample, and that levels of interference and enhancement may vary by gender and by direction of interference and enhancement. No gender differences in total enhancement were found; however, after controlling for employment and household labour hours, women perceived more total interference and work-to-family interference than did men. There were no gender differences in family-to-work interference, or in direction-specific enhancement. Multiple regression analyses supported hypotheses in that perceptions of interference and enhancement both contributed to explanations of well-being; however, support depended on gender, the direction of interference and enhancement, and the aspect of well-being assessed. Men and women were similar in how specific directions of interference related to well-being. For both men and women, family-to-work interference predicted marital satisfaction, whereas work-to-family interference predicted parenting satisfaction. Men and women differed in how specific directions of enhancement related to well-being. All three aspects of women's well-being were related to one or the other direction of enhancement, whereas only job satisfaction was related to enhancement (work-to-family) for men. Results provide preliminary empirical support for the theory that perceptions of interference and enhancement are independent dimensions of the work-family interface which conjointly influence well-being. Support is also provided for the independence of subtypes or directions of both interference and enhancement. It is concluded that work-family research models should include measures of both enhancement and interference, because exclusion of enhancement measures risks overstating the negative effects and understating the positive effects of work-family role combination. Further, measures should assess direction-specific enhancement and interference, because levels of interference and enhancement and their relation to well-being vary depending on direction of interference and enhancement. Finally, models should continue to test for gender effects, particularly if direction-specific measures of both enhancement and interference are to be used. Implications for families, policy and organizations are discussed.
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Бледнова, Н. Д., und N. D. Blednova. „Профессиональный и родительский труд работников с семейными обязанностями: проблемы совмещения и государственное регулирование взаимодействия : магистерская диссертация“. Master's thesis, б. и, 2021. http://hdl.handle.net/10995/99987.

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Объектом исследования в диссертации выступают сферы профессионального и родительского труда как объекты государственного регулирования. Цель исследования – изучить взаимодействие сфер профессионального и родительского труда для лиц с семейными обязанностями и разработать инструменты его совершенствования. Основными методами проведения исследования стали качественный и количественный анализ, а именно полуформализованное интервью, анкетирование и контент-анализ. В процессе исследований были изучены теоретические подходы к определению категории «работники с семейными обязанностями как субъекты профессионального и родительского труда»; проанализировано нормативно-правовое регулирование деятельности работников с детьми; выделены и систематизированы факторы, влияющие на гармонизацию профессиональной и семейной жизненных сфер; разработана и реализована методика социологического исследования процесса совмещения профессионального и родительского труда работников с детьми. Результатом работы стала разработка ряда рекомендаций для органов государственной власти, направленных на поддержку работников с семейными обязанностями и преодоление негативных демографических тенденций в стране.
The object of the dissertation research is the spheres of professional and parental labor as objects of state regulation. The aim of the research is to study the interaction of the spheres of professional and parental labor for people with family responsibilities and to develop tools for its improvement. The main research methods were qualitative and quantitative analysis, namely semi-formalized interview, questionnaire and content analysis. We studied theoretical approaches to the definition of the category “workers with family responsibilities as subjects of professional and parental labor”; analyzed the legal regulation of the activities of workers with children; highlighted and systematized the factors influencing the harmonization of professional and family life spheres; analyzed and implemented the methodology of sociological research of the process of combining professional and parental labor of workers with children. The result of the work was the development of a number of recommendations for public authorities aimed at supporting workers with family responsibilities and overcoming negative demographic trends in the country.
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Davidsson, Jessica, und Gabriella Granbom. „Är mammaledighet en förlustaffär för kvinnliga fastoghetsmäklare? : En kvalitativ studie om mammaledighetens påverkan på kvinnans karriär“. Thesis, Karlstads universitet, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-68109.

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Denna studie avsåg att beskriva hur kvinnliga fastighetsmäklare upplever att en mammaledighet kan komma att påverka deras karriärer. Vi ville undersöka om blivande mammor upplever en oro inför och efter en mammaledighet samt i vilken utsträckning de anser att lönemodellen skulle vara en påverkande faktor. Vidare ville vi undersöka om fastighetsmäklares yrke är anpassat för en mammaledighet, om konkurrensen inom branschen påverkar huruvida yrket går att kombinera med barn och om det finns några hinder som påverkar kvinnans karriär när hon återgår till arbetet efter mammaledigheten.  Tillvägagångssättet för arbetet var kvalitativa studier i form av intervjuer med kvinnliga fastighetsmäklare. Vårt resultat visade att fastighetsmäklares yrke är anpassat för mammaledighet, men däremot inte för när kvinnan väl kommer tillbaka från mammaledigheten. Majoriteten av respondenterna menade att det var som tuffast när de kom tillbaka efter sin mammaledighet. Konkurrensen inom branschen påverkar huruvida yrket går att kombinera med barn både inför och efter mammaledigheten. Det finns hinder som påverkar kvinnans karriär vid återkomsten efter mammaledigheten och det största hindret är att hon inte längre är lika tillgänglig som tidigare, på grund av att hon blivit mamma. Vi anser att vidare forskning bör studera anledningen mer djupgående till varför kvinnor valt att sluta arbeta som mäklare efter deras mammaledighet. Samt undersöka om det finns någon vision eller plan inom branschorganisationen, för att minska antalet avregistreringar bland kvinnliga mäklare som väljer att skaffa familj. Att byta ut våra kvinnliga respondenter mot män som varit pappalediga och tillämpa vår studie på dessa är ett annat förslag till vidare forskning. Studien kan inspirera branschen och förbunden att utforma mer stabila och bättre villkor, bättre förutsättningar och större trygghet för mammalediga kvinnor. Studien kan även ge arbetsgivare en inblick i, kunskap och förståelse för hur kvinnliga fastighetsmäklares karriärer påverkas av deras mammaledighet och fylla det kunskapsgap som finns.
This study was intended to describe how female real estate agents experience that maternity leave may affect their careers. We wanted to investigate whether future mothers experience an anxiety before and after maternity leave and to what extent they consider that the salary model would be an influencing factor. Furthermore, we wanted to investigate whether the profession of real estate agent is adapted to maternity leave, if the competition in the industry affects whether the profession can be combined with children and if there are any barriers that affect the woman's career when she returns to work after maternity leave. The approach for work was qualitative studies in the form of interviews with female real estate agents. Our result showed that the real estate agent's profession is adapted for maternity leave, but on the other hand not for when she returns from maternity leave. The majority of respondents said it was the toughest part when they returned after their maternity leave. The competition in the industry affects whether the profession can be combined with children both before and after maternity leave. There are barriers that affect the woman's career on the return after maternity leave and the biggest obstacle is that she is no longer as available as before, due to becoming a mother.  We believe further research should study the reason more profoundly why women chose to stop working as a real estate agent after their maternity leave. As well as investigating whether there is any vision or a plan within the industry organization, to reduce the number of deregisters among female brokers who choose to acquire a family. Replacing our female respondents, to men who have been parental leave, and apply our study on these is another suggestion for further research. The study can inspire the industry and the unions to formulate more stable and better terms, better conditions and greater security for maternity women. The study can also provide employers with an insight into, knowledge and understanding of how women's real estate agents are affected by their maternity leave and fulfill the gap of knowledge that exists.
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Robbins, Ann. „Work Family Conflict“. Thesis, Boston College, 2004. http://hdl.handle.net/2345/448.

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Thesis advisor: Maureen E. Kenny
Work can be a very satisfying experience; for many people, work defines a large piece of their identity. Yet work sometimes intrudes into other aspects of our lives in ways that are problematic. Work-family conflict results when the needs of the family and the needs of the workplace cannot both be met, because the time and effort required by one of these roles makes it difficult to fulfill the other. When it is present in people's lives, work-family conflict can have negative effects on physical and psychological health and the overall quality of life. Certain personality characteristics and learned skills can mediate or exacerbate the effects of work-family conflict. A family systems perspective aids in understanding the many ways in which work-family conflict can affect and can be affected by different subsystems and family members. Finally, the employer has a role in mediating work-family conflict by creating formal programs and fostering an organizational culture that help people to reduce or eliminate work-family conflict in their lives
Thesis (BA) — Boston College, 2004
Submitted to: Boston College. College of Arts and Sciences
Discipline: Education, Lynch School of
Discipline: College Honors Program
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Johansson, Emma, und Elisa Baker. „The management of family firms: supportive work-family culture and work-family conflict in Sweden“. Thesis, Internationella Handelshögskolan, Jönköping University, IHH, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-48547.

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The management of work-family conflict is an important aspect within the context of family firms. Managing work and family domains successfully are often known to be an issue for members of family firms and may result in negative outcomes affecting both individuals and organisations. Organisational cultures supporting individuals in managing work and family domains is believed to reduce the level of work-family conflict and constitutes the focus of this study. Historically, most of the scholarly contributions within the field of work-family conflict and organisational culture are within a non-family firm context. This thesis contributed to current literature with in-depth insights on the family business concepts by relating it with work-family conflicts. Family firms possess unique characteristics that are different from non-family firms, making the management of work-family conflict more difficult. The study shows that the relationships between the components of supportive work-family culture and work-family conflict are factors that impede individuals’ ability to manage multiple roles satisfactorily. The findings of this study could be used to contribute understanding  in future research within the field of family firms and in connection to the management of work-family conflicts.
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Langenbrunner, Mary R. „Balancing Work and Family“. Digital Commons @ East Tennessee State University, 1993. https://dc.etsu.edu/etsu-works/3513.

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Campos, García Angela Ximena. „The Effect of Family Supportive Supervisor Behaviors and Work-family Culture on Turnover Intention and Work-family Conflict“. Doctoral thesis, Pontificia Universidad Católica del Perú, 2021. http://hdl.handle.net/20.500.12404/19776.

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Research on the work-family interface coming from different countries has certainly grown in the last years. Although still scarce, data from Latin American countries on workfamily issues is now available (Idrgovo Carlier et al., 2012; Idrovo & Bosch, 2019; Las Heras et al., 2015; Pecino et al., 2018). However, research from those countries, has focused on the work-family interface in firms and organizations mainly from the private sector. The purpose of this research was to look into the work-life interface of professionals in a demanding and high-risk occupation in a public service organization in the security sector. Specifically, it focuses on the interaction between supervisor behaviors and culture with turnover intention and work-family conflict. The present study centers on data from a public security organization (3861) in a Latin American country. The validity of the measuring instruments was evaluated through Confirmatory Factor Analysis (CFA). Structural Equation Modeling (SEM) was then applied to evaluate the relationship between variables. Results show a statistically significant negative impact of the supervisor behaviors in organizational (turnover intention) and individual outcomes (work-to-family conflict). At the same time organizational culture negatively affects turnover intentions and work-to-family conflict. While confirming results coming from the private sector in other countries, the importance of supervisor and culture proves implications for work and family practices in this type of organizations.
La investigación relacionada con la interacción trabajo-familia procedente de diferentes países sin duda ha aumentado en los últimos años. Aunque todavía son escasos, ya se dispone de datos de países latinoamericanos sobre temas de trabajo y familia (Idrovo Carlier et al., 2012; Idrovo & Bosch, 2019; Las Heras et al., 2015; Pecino et al., 2018). Sin embargo, las investigaciones realizadas en esos países se han centrado en la relación entre el trabajo y la familia en las empresas y organizaciones, principalmente del sector privado. El objetivo de este trabajo investigativo fue analizar la interfaz trabajo-vida de los profesionales que ejercen una profesión demandante en una organización de servicio público del sector de la seguridad. Específicamente, se centra en la interacción entre los comportamientos de los supervisores y la cultura con la intención de dejar el trabajo y el conflicto trabajo-familia. El presente estudio se realiza con datos de una agencia de seguridad pública (3861) de un país latinoamericano. La validez de los instrumentos de medición se evaluó mediante Análisis Factorial Confirmatorio (CFA). Posteriormente se aplicó el Modelado de Ecuaciones Estructurales (SEM) para evaluar la relación entre las variables. Los resultados muestran un impacto negativo estadísticamente significativo de los comportamientos de los supervisores en los resultados organizativos (intención de dejar el trabajo) e individuales (conflicto trabajo-familia). Al mismo tiempo, la cultura institucional afecta negativamente a la intención de dejar el trabajo y el conflicto entre el trabajo y la familia. Si bien se confirman los resultados obtenidos del sector privado en otros países, la importancia de la supervisión y la cultura demuestra implicaciones para las prácticas laborales y familiares en este tipo de organizaciones públicas y profesiones demandantes.
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Swarbrick, Ailsa. „Revaluing women's work : the combination of commitments as career“. Thesis, University of York, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.359278.

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McMullan, Alicia. „Understanding the Importance of Work-Family Supportive Coworkers in Navigating the Work-Family Interface“. Thesis, Université d'Ottawa / University of Ottawa, 2017. http://hdl.handle.net/10393/36276.

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Coworkers can play an important role in helping each other overcome stressful circumstances (Beehr, Jex, Stacy, & Murray, 2000; LaRocco & Jones, 1978; Viswesvaran, Sanchez, & Fisher, 1999), yet work-family researchers have paid significantly less attention to coworker-provided support than they have to supervisor-provided support (Kossek, Pichler, Bodner, & Hammer, 2011). This thesis contributes to the occupational health literature by providing empirical evidence of the benefits of a novel construct termed work-family supportive coworker behavior (WFSCB) – defined as any supportive action that a coworker can take to contribute to the improved management of an individual’s work and family role demands. A phenomenological qualitative investigation revealed five categories of WFSCB that were tested using three quantitative samples to develop and validate a multidimensional measure. The findings indicated that four dimensions of behavior best reflect WFSCB including: 1) emotional support, 2) facilitating work adjustments, 3) sharing resources and knowledge, and 4) proactively developing solutions. In testing the criterion-related validity of the new measure, this research provides evidence of the positive relationship between these behaviors and various work-family outcomes, as higher levels of WFSCB were associated with lower levels of work-to-family conflict, and higher levels of work-family balance, work-family positive spillover, and overall life satisfaction. In addition, the utility of WFSCB as a source of informal workplace support was underscored based on evidence of its incremental validity in the prediction of these same outcome variables over and above a measure of general coworker support (i.e., emotional and instrumental support). Practically, these findings suggest that general measures of coworker support may fall short in assessing a broad spectrum of supportive coworker behaviors that can significantly contribute to improved work-family outcomes. Overall, the results of this research program will place scholars in a better position to provide prescriptive advice to organizations and employees on the behaviors that they can engage in towards one another to promote improved work-family integration for individuals and more broadly, to contribute to a work-family supportive organizational climate.
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Bücher zum Thema "COMBINATION OF FAMILY AND WORK"

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Näsman, Elisabet. Work and family: A combination made possible by part-time work and parental leaves?. Stockholm: Arbetslivscentrum, 1986.

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Studiedienst van de Vlaamse Regering, Hrsg. Towards a democratic division of labour in Europe?: The combination model as a new integrated approach to professional and family life. Bristol [England]: Policy Press, 2009.

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Work and family. Detroit, MI: Greenhaven Press, 2012.

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Shein, Jennifer, und Charles P. Chen. Work-Family Enrichment. Rotterdam: SensePublishers, 2011. http://dx.doi.org/10.1007/978-94-6091-382-2.

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Work and family life. Newbury Park, Calif: Sage Publications, 1987.

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Hansel, Tim. Family vacations that work. Elgin, Ill: LifeJourney Books, 1991.

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Sherriff, Rona Levine. Balancing work and family. Sacramento, Calif.]: California Senate Office of Research, 2007.

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Service, Great Britain Work Research Unit Information. Work and the family. London: Work Research Unit, 1991.

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Durkin, Mary G. Making your family work. Chicago, Ill: Thomas More Press, 1988.

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The work & family sourcebook. Greenvale, N.Y: Panel Publishers, 1988.

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Buchteile zum Thema "COMBINATION OF FAMILY AND WORK"

1

Selfe, Paul. „The Family“. In Work Out Sociology, 61–75. London: Macmillan Education UK, 1993. http://dx.doi.org/10.1007/978-1-349-13120-4_6.

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Morgan, David H. J. „Work/Family Articulation“. In Rethinking Family Practices, 144–60. London: Palgrave Macmillan UK, 2011. http://dx.doi.org/10.1057/9780230304680_9.

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Gassman-Pines, Anna, und Rachel Goldstein. „Work-Family Policies“. In The Wiley Handbook of Early Childhood Development Programs, Practices, and Policies, 469–86. Hoboken, NJ, USA: John Wiley & Sons, Inc., 2017. http://dx.doi.org/10.1002/9781118937334.ch21.

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Frone, Michael R. „Work-family balance.“ In Handbook of occupational health psychology., 143–62. Washington: American Psychological Association, 2003. http://dx.doi.org/10.1037/10474-007.

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Smith, Helen. „Work and Family“. In Masculinity, Class and Same-Sex Desire in Industrial England, 1895–1957, 93–124. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137470997_4.

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McGinty, Anna Mansson. „Family, Work, Sisterhood“. In Becoming Muslim, 153–78. New York: Palgrave Macmillan US, 2006. http://dx.doi.org/10.1057/9780312376215_8.

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Attwood, Lynne. „Work versus Family“. In Creating the New Soviet Woman, 31–39. London: Palgrave Macmillan UK, 1999. http://dx.doi.org/10.1057/9780333981825_2.

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Jones, Blake. „Work-Family Fit“. In Encyclopedia of Quality of Life and Well-Being Research, 7219–21. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3266.

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Stephens, Rebecca, und Joseph G. Grzywacz. „Work-Family Facilitation“. In Encyclopedia of Quality of Life and Well-Being Research, 7218–19. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3275.

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McNall, Laurel, und Jessica Nicklin. „Work-Family Enrichment“. In Encyclopedia of Quality of Life and Well-Being Research, 7215–18. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_4054.

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Konferenzberichte zum Thema "COMBINATION OF FAMILY AND WORK"

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Zimmerman, Ronald A. „Planar Linkage Synthesis for Mixed Motion, Path and Function Generation Using Poles and Rotation Angles“. In ASME 2017 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/detc2017-67565.

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The kinematic synthesis of planar linkage mechanisms has traditionally been broken into the categories of motion, path and function generation. Each of these categories of problems has been solved separately. Many problems in engineering practice require some combination of these problem types. For example, a problem requiring coupler points and/or poses in addition to specific input and/or output link angles that correspond to those positions. A limited amount of published work has addressed some specific underconstrained combinations of these problems. This paper presents a general graphical method for the synthesis of a four bar linkage to satisfy any combination of these exact synthesis problems that is not over constrained. The approach is to consider the constraints imposed by the target positions on the linkage through the poles and rotation angles. These pole and rotation angle constraints are necessary and sufficient conditions to meet the target positions. After the constraints are made, free choices which may remain can be explored by simply dragging a fixed pivot, a moving pivot or a pole in the plane. The designer can thus investigate the family of available solutions before making the selection of free choices to satisfy other criteria. The fully constrained combinations for a four bar linkage are given and sample problems are solved for several of them.
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Yang, Yueh-Hsun, und Gilda A. Barabino. „Interrupted Treatment With Growth Factors in Combination With Hydrodynamic Forces Enhances ECM Deposition in Tissue-Engineered Cartilage“. In ASME 2011 Summer Bioengineering Conference. American Society of Mechanical Engineers, 2011. http://dx.doi.org/10.1115/sbc2011-53282.

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Achievement of viable engineered tissues through in-vitro cultivation in bioreactor systems requires a thorough understanding of the complex interplay between mechanical forces and biochemical cues. Briefly, bioreactors have been employed to impart mechanical stimuli to support tissue growth and development. Continuous fluid-induced shear stress, for example, has been shown to influence morphology and properties of engineered cartilage.1 Fluid flow enhances mass transfer mechanisms and simultaneously provides mechanical stimuli across or through the construct to emulate shear forces that occur in the knee or other joints. Critical biochemical factors, such as growth factors, are secreted by cells2,3 and involved in cell-to-cell signaling. Guided by these molecules, cells can communicate with each other and work synergistically to accomplish a specific task. It has also been demonstrated that the pathways of certain growth factors, such as transforming growth factor-β (TGF-β) family and insulin-like growth factor-1 (IGF-1), are responsive to shear stress, resulting in enhanced cell and tissue activities, and their expression is also up-regulated by fluid-induced shear stress.4,5 This evidence suggests their involvement in mechanotransduction mechanisms. However, a combination of mechanical and biochemical stimuli results in a complex culture environment which is not yet fully characterized. The present study was designed to obtain an understanding of the combined effects of hydrodynamic forces and growth factors on cartilage regeneration by employing a custom-designed wavy-walled bioreactor1 (WWB) and by selecting IGF-1 and TGF-β1 as two model molecules. We hypothesized that bioprocessing conditions which optimize mechanical, biochemical and compositional properties of tissue-engineered cartilage can be achieved under hydrodynamic stimuli in combination with an appropriate use of IGF-1 or TGF-β.
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Corbett, Brian P., und David W. Rosen. „Platform Commonization With Discrete Design Spaces: Introduction of the Flow Design Space“. In ASME 2003 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. ASMEDC, 2003. http://dx.doi.org/10.1115/detc2003/dtm-48678.

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Many companies have adopted the usage of common platforms to support the development of product families. The problem addressed in this paper deals with the development of a common platform for an existing set of products that may or may not already form a product family. The common platform embodies the core function, form, and technology base shared across the product family. In this work, we focus on configuration aspects of the platform commonization problem to determine which components are in the platform and the relationships among these components. Configuration design spaces are discrete and combinatorial in nature, but not necessarily purely combinatorial, as certain combinations represent infeasible designs. By carefully forming discrete design spaces and applying constraints to them, feasible design regions can be found and their sizes predicted. The purpose of this paper is to outline our approach to defining configuration design spaces for engineering design, with an emphasis on the mathematics of the spaces and their combinations into larger spaces that more completely capture design requirements. A new design space that models flows among components is introduced. Other design spaces that model physical connectivity, functionality, and assembly considerations are summarized. An example of a family of rechargeable flashlights illustrates the application of the discrete design space approach to develop a common platform.
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Ishak, Mohamad Sukiman. „The Effect Of Work Family Conflict Toward Work Family Enrichment“. In IEBMC 2017 – 8th International Economics and Business Management Conference. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.07.02.100.

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Ma, Hongyu, Hanying Tang und Bin Wang. „A Study on Informal Organizational Work-Family Support, Work-Family Enrichment and Work-Family Conflict of Chinese Employees“. In 2008 ISECS International Colloquium on Computing, Communication, Control, and Management. IEEE, 2008. http://dx.doi.org/10.1109/cccm.2008.392.

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Vines, John, Stephen Lindsay, Gary W. Pritchard, Mabel Lie, David Greathead, Patrick Olivier und Katie Brittain. „Making family care work“. In UbiComp '13: The 2013 ACM International Joint Conference on Pervasive and Ubiquitous Computing. New York, NY, USA: ACM, 2013. http://dx.doi.org/10.1145/2493432.2493469.

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Willever-Farr, Heather L., und Andrea Forte. „Family matters“. In CSCW'14: Computer Supported Cooperative Work. New York, NY, USA: ACM, 2014. http://dx.doi.org/10.1145/2531602.2531737.

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Yang, Shuyuan, und Kui Luo. „Family Friendly Work Practice and Job Satisfaction:The Mediating Role of Work-Family Facilitation“. In International Conference on Education, Management, Computer and Society. Paris, France: Atlantis Press, 2016. http://dx.doi.org/10.2991/emcs-16.2016.111.

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Poole, Erika. „Session details: Family“. In CSCW'14: Computer Supported Cooperative Work. New York, NY, USA: ACM, 2014. http://dx.doi.org/10.1145/3255612.

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Kineva, Todorka. „COLLISION „FAMILY-WORK” – MODERN PROJECTIONS“. In 3rd International Scientific Conference on Economics and Management. Association of Economists and Managers of the Balkans, Belgrade; Faculty of Management Koper; Doba Business School - Maribor; Integrated Business Faculty - Skopje; Faculty of Management - Zajecar, 2019. http://dx.doi.org/10.31410/eman.2019.271.

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Berichte der Organisationen zum Thema "COMBINATION OF FAMILY AND WORK"

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Blau, Francine, und Anne Winkler. Women, Work, and Family. Cambridge, MA: National Bureau of Economic Research, August 2017. http://dx.doi.org/10.3386/w23644.

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Liu, Stanley T., George E. Kelly und Charles P. Terlizzi. Performance testing of a family of type I combination appliances. Gaithersburg, MD: National Institute of Standards and Technology, 1995. http://dx.doi.org/10.6028/nist.ir.5626.

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Frone, Michael R., und Robert W. Rice. Work-Family Conflict: The Effect of Job and Family Involvement. Fort Belvoir, VA: Defense Technical Information Center, November 1986. http://dx.doi.org/10.21236/ada175392.

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Perry, MacKenna. Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.2506.

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Monzon, Tracy. Social Support as a Buffer of the Relationship between Work and Family Involvement and Work-Family Conflict. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.7032.

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Allen, Elizabeth. An Examination of the Relationship between Work Involvement and Family Involvement and Work-family Conflict in Dual-career Families. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.6864.

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Sale, Brittany. Predictors of Family-Supportive Supervisor Behaviors: Supervisor Job Stress and Work-Family Climate. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.276.

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Guengerich, Terri. Support Family Caregivers Who Work in California: Infographic. AARP Research, Juni 2019. http://dx.doi.org/10.26419/res.00259.076.

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Little, Laura. Organizational Work-Family Support, Life Stages and Flexibility. Purdue University, 2018. http://dx.doi.org/10.5703/1288284317220.

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Ciabattari, Teresa. Single Mothers, Social Capital, and Work-Family Conflict. W.E. Upjohn Institute, Januar 2005. http://dx.doi.org/10.17848/wp05-118.

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