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1
Robbins, Ann. "Work Family Conflict." Thesis, Boston College, 2004. http://hdl.handle.net/2345/448.
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Thesis advisor: Maureen E. KennyWork 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
2
Petros, Tesfai, and Fazlic Selmir. "Conflicts in family firms : A study on the positive effects of conflict in family firms." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-43830.
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Introduction: Family firms serve as major block in the economy all over the world, i.e. it’s significance cannot be understated. In spite of this, many firms fail to continue the firm’s quest beyond the second generation partly because of conflicts in the firm. Conflicts, which could be divided into task, relationship and process conflict, have been deemed to only be detrimental for family firms. As such, limited knowledge exists as to what positive effects conflict may bring about in family firms. Purpose: The purpose of this study is to explore what the positive effects of different conflict types may be in family firms. The different conflict types are in this respect deemed to be task, relationship and process conflict. Method: The empirical material used for the purpose of this study has been gathered through 10 semi-structured, in-depth interviews with 9 different family firms. The data collected has subsequently been analyzed and conceptualized using grounded analysis (codes to themes) with an overall inductive method. Conclusion: Our findings and analysis suggest that several positive effects are associated with the different conflict types in family firms and that the family dimension of the firm work as enablers for these effects to occur. Task conflict produces a sharpened environment for task accomplishment through the enabler proximity to top level of firm. Relationship conflict result in stronger group cohesion through the enabler family feeling. Process conflict generate improved focus on task through the enabler going concern of the firm.
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Granroth-Wilding, Hanna Maria Veronica. "Parasitism, family conflict and breeding success." Thesis, University of Edinburgh, 2013. http://hdl.handle.net/1842/8243.
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Parasites are important drivers of ecological and evolutionary processes in their hosts. However, hosts often differ in how they are affected by parasitism, which can be important in how parasite effects on individuals scale up to the population level. Hosts may differ intrinsically in their susceptibility to parasitism, and extrinsic factors may impose constraints on how hosts allocate resources between immunity, maintenance and reproduction, thereby further affecting their ability to cope with infection. These extrinsic factors include the host’s ecological environment, for example food availability or weather, and its social environment, that is its interactions with conspecifics. This is particularly true during a reproductive attempt when individuals interact closely with other family members. Not only might immediate impacts of parasitism differ between and within parents and offspring, but the direct effects of parasitism on a host could have further indirect consequences for other family members through their behavioural interactions with parasitised individuals. The distribution of direct and indirect effects among all family members could affect the outcome of the breeding event and individuals’ future performance. However, teasing apart these various avenues of parasite impacts on families may be difficult if parasite burden or susceptibility is correlated between family members. In this thesis, I explore the consequences of parasitism for different family members of the European shag Phalacrocorax aristotelis infected with gastrointestinal nematodes, over a range of ecological conditions. In chapter 2, I demonstrate that chicks’ responses to anti-parasite treatment across four years vary between siblings and with environmental conditions, which may be mediated by resource allocation among siblings. In chapter 3, I explore how costs of parasitism are distributed among the whole family by simultaneously treating chicks and/or parents with an anti-parasite drug and measuring the outcomes for all family members. Treatment has a more marked effect for the non-treated generation than for the treated individuals, suggesting that parasitism may have important indirect costs. In chapter 4, I investigate whether within-brood variability in the effects of anti-parasite treatment and its cross-generational impacts are mediated by behavioural change, and show that chick treatment but not parent treatment influences several aspects of behaviour in the nest. In chapter 5, I demonstrate that the impact of chick anti-parasite treatment on parents persists beyond the breeding attempt, with parents of treated chicks foraging less overwinter and breeding earlier the following year, whereas there is no persistent effect of parents’ own anti-parasite treatment. Lastly, I provide an appendix examining the parasitology of the system in detail, including an assessment of in situ and proxy measures of worm burdens of chicks. This thesis demonstrates that parasitism can be a key component, previously overlooked, of reproductive performance in seabirds, a group that plays an important ecological role as apex predators and thus indicator species of the marine environment.
4
Charles, Christie Marie. "Work-Family Conflict: Does Romance Matter?" ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3595.
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Research has shown that being in a romantic relationship has related negatively with work-family conflict. Using social exchange theory, the investment model, and role theory, this study examined the relationships among the dimensions of perceived partner support, romantic relationship interdependence, and work-family conflict. A sample of 192 adults in paid employment, currently involved in a romantic relationship, were recruited from SurveyMonkey Contribute. Study participants completed online a demographic survey, the revised Support in Intimate Relationships Rating Scale (SIRRS), the Investment Model Scale, and work-family conflict scales. Correlation analyses showed that work-to-family conflict and family-to-work conflict correlated negatively with commitment and positively with quality of alternatives as hypothesized. As hypothesized, regression analyses showed that quality of alternatives and informational support explained unique variance in work-to-family conflict and family-to-work conflict and that commitment explained unique variance in family-to-work conflict. PROCESS mediation analyses showed partial support for the hypothesis of mediation. Quality of alternatives and commitment mediated the relationships between esteem/emotional support and family-to-work conflict and instrumental/tangible support and family-to-work conflict. Quality of alternatives mediated the relationships between informational support and work-to-family conflict, informational support and family-to-work conflict, and instrumental/tangible support and work-to-family conflict. The findings contribute to positive social change by offering added knowledge about the occurrence of work-family issues in the lives of employees representing a large percentage of the workforce.
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Oliveros, Arazais. "Family Conflict and Emerging Adults' Attributions of Conflict in Romantic Relationships." Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/2141.
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The impact of parents' marital conflict and parent-child conflict on the adjustment of children is well documented. Given the theoretical and empirical data to support a relationship between experiencing interparental and parent-child conflict during childhood and later conflict in romantic relationships, it is important to investigate the potential mechanisms that operate in this relationship. Thus, the present study sought to investigate the extent to which attributions of conflict mediate the relationship between experiencing interparental and parent-child conflict and later conflict in a romantic relationship. Results were based on the responses of emerging adults (190 males and 473 females) enrolled in psychology courses at a large southeastern university. Compared to males, females reported experiencing lower levels of permissive parenting, as well as higher levels of interparental psychological aggression, maternal emotional availability, attachment with mothers and peers, and overt violence in their current romantic relationships. Consistent with extant research, significant correlations were found among interparental conflict, parent-child conflict, attributions of conflict, parenting style, emotional availability of parents, attachment, and conflict with current romantic partners. Regression analyses (for males and females separately) suggested that different types of interparental and parent-child conflict predict greater hostile attributions and greater levels of conflict with current romantic partners. Although attributions of conflict predicted conflict with current romantic partners, conflict attributions did not mediate the relationship between family conflict and conflict with current romantic partners. These findings emphasized the importance of research investigating the long-term cognitive and emotional effects of family conflict and violence in order to provide a context for understanding the development of risk and resilience factors for relationship violence.Ph.D.
Department of Psychology
Sciences
Psychology PhD
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Lepp, Annalee E. "Dis/membering the family, marital breakdown, domestic conflict, and family violence in Ontario, 1830-1920." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/NQ56087.pdf.
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Shalash, Fatimah. "SIBLING CONFLICT RESOLUTION STYLES AND MARITAL CONFLICT RESOLUTION STYLES." UKnowledge, 2011. http://uknowledge.uky.edu/gradschool_theses/109.
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This study used qualitative methods to examine if there was a connection between conflict resolution styles used with siblings in adolescence and conflict resolution styles utilized in current romantic committed relationships. The Conflict Resolution Behavior Questionnaire (Reese-Weber, & Bartle-Haring, 2003) and Gottman‟s (1994a, 1994b) couple-conflict types as adapted by Holman and Jarvis (2003) were administered to 144 participants through an online questionnaire. Analysis of the CRBQ using a multiple regression indicated participant‟s self-rating of compromise, attack, and avoidant conflict resolution styles used with siblings when an adolescent predicted current self-ratings of compromise, attack, and avoidant conflict resolution styles utilized in current romantic relationships.
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Maitlen, Alison Anna. "Family supportive benefits and their effect on experienced work-family conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2152.
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The goal of this study was to provide a link between the family-supportive benefits offered by an employer, and the work-family conflict experienced by that organization's employees. In order for employee outcomes such as job satisfaction to remain high, the work-family conflict experienced by the employee needs to remain low. One way to possibly lower the amount of work-family conflict experienced is to offer family-supportive benefits.
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Graf, Carrie A. Driskell Robyn Bateman. "Gender differences in work and family conflict." Waco, Tex. : Baylor University, 2007. http://hdl.handle.net/2104/5055.
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Otalora, Guillermo. "Work-family conflict its impact to organizations." Saarbrücken VDM Verlag Dr. Müller, 2006. http://d-nb.info/989176851/04.
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Peregrino-Dartey, Eunice. "Copreneurs' Coping Strategies for Work-Family Conflict." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5584.
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Family businesses including copreneurships have a high failure rate. Copreneurs experience work-family conflict (WFC), which can have a negative effect on business sustainability. The purpose of this qualitative multiple case study was to explore strategies that copreneurs used in managing WFC to achieve business sustainability for longer than 10 years. Three copreneurs from 3 copreneurial businesses located in the Greater Accra region of Ghana, who have employed effective strategies to cope with WFC to achieve business sustainability longer than 10 years, participated in the study. The WFC model for business/marriage partners (copreneurs) and the reciprocal coping model served as the conceptual framework that grounded the study. Data were collected from semistructured interviews, company documents, and a reflective journal. The data were analyzed using the framework of compiling, disassembling, reassembling, interpreting, and making conclusions. Emerging themes included strategy themes of personal coping, family-friendly organizational supports, and integrated coping. The implications for positive social change include the potential to help copreneurs use strategies identified to manage WFC to improve business sustainability, which may contribute to wealth creation and poverty reduction in the local economy.
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Klein, Marie, and Lamiaa Bakry. "Succession and Post-Succession Conflicts in Family Firms : A Multi-perspective Investigation into Succession and Post-Succession Conflicts in Multigenerational Family Firms." Thesis, Jönköping University, JIBS Entrepreneurship Centre, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-52522.
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Abstract Background The succession process of a family firm is associated with a number of challenges, and hence a potential for conflicts is strongly pronounced. However, succession is of utmost importance for a family firm, as it is the only way to avoid a company closure in the long run. Previous literature has already extensively researched the phenomena of conflicts in family firms. However, there is a lack of research that looks from a multi-perspective lens into the context of succession and post-succession conflicts. Therefore, in the present research, we examine how family businesses experience and cope conflicts that appear after a successfully mastered intrafamily succession. Purpose This study aims to advance the understanding of conflicts in family firms related explicitly to the context of successions and post-successions. Hence, the thesis aims to determine how conflicts that appear in these contexts are experienced and how they are coped with. Method The study follows a qualitative methodological approach and an inductive analysis. The sample consists of three companies and 14 research respondents, and the data was collected with semi-structured qualitative interviews. Afterwards, the data was coded, and the emerging patterns and themes have been formulated and presented with a general model. Doing so, the focus was on patterns of succession- and post-succession-related conflicts and their coping strategies. Conclusion Our findings reveal that succession and post-succession-related conflicts are experienced as evoked intangible and provoked tangible conflicts and these conflicts are consciously as well as unconsciously coped with. Furthermore, our findings suggest that succession and post-succession family firm conflicts appear as conflict loops. Hence, the coping mechanisms identified and presented are helpful to solve a conflict, but the loop can hardly be escaped.
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Johansson, Emma, and 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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Stuart, Marta. "Managing Conflict Following a Disaster." College of Agriculture and Life Sciences, University of Arizona (Tucson, AZ), 2004. http://hdl.handle.net/10150/157171.
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Efendy, Komala Inggarwati. "The dynamics of family business conflict: The underlying factors, parties' conflict behavior, and role of non-family executives in Indonesia." Thesis, Queensland University of Technology, 2018. https://eprints.qut.edu.au/121541/1/Komala%20Inggarwati_Efendy_Thesis.pdf.
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In this thesis is a qualitative investigation of the dynamics of family business conflict in Indonesia. The focus is on conflict between family members working together in a business and there is an exploration of the factors contributing to the escalation or de-escalation of conflict, the behavior of family members in dealing with conflict, and the roles of non-family executives in family business conflicts. The findings reveal that a conflict is more likely to escalate when it involves personal relationship issues, aggressive and/or passive-aggressive behaviors, and non-family executives as messengers or yes-men due to potential communication bias and/or misleading information.
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Rowe, Diane Mary. "Work-family role conflict, a new theoretical model." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/mq22666.pdf.
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Hammond, Catherine. "Family conflict in ducal Normandy, c. 1025-1135." Thesis, University of St Andrews, 2013. http://hdl.handle.net/10023/3940.
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This thesis focuses on conflict within families in Normandy, c. 1025 to 1135. Despite the occurrence of several acute struggles within the ducal house during this period, and a number of lesser known but significant disputes within aristocratic families, this topic has attracted little attention from historians. Kin conflict was cast by medieval commentators as a paradox, and indeed, it is often still regarded in these terms today: the family was a bastion of solidarity, and its members the very individuals to whom one turned for support in the face of an external threat, so for a family group to turn against itself was aberrant and abhorrent. In this thesis, I draw on significant narrative and documentary evidence to consider the practice and perception of family discord. When considered in its broader setting, it emerges that kin disputes were an expected and accepted part of Norman society at this time. I begin by introducing the topic, justifying my approach, considering the relevant historiography, and providing an overview of the sources. In chapter one, I examine the representations of family and conflict in a range of primary sources to glean contemporary views. In chapters two and three, I focus on the practice of conflict within the ducal family, considering the causes of disputes, and then the place of internal ducal dissension in the Norman world. Chapter four analyses the same issues in relation to discord within aristocratic families, before chapter five explores family disputes which arose from patronage of the Church. In the conclusion, I consider the Norman example within its comparative contemporary milieu and ponder the broader themes of family conflict.
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Winkler, Christene M. "Work-family conflict : buffering effects of organizational resources /." free to MU campus, to others for purchase, 1997. http://wwwlib.umi.com/cr/mo/fullcit?p9842574.
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Pearson, Christine L. "The Role of Self-Efficacy, Family Support, Family Affection, and Family Conflict on Adolescent Academic Performance." Digital Commons @ East Tennessee State University, 2009. https://dc.etsu.edu/etd/1885.
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The Department of Education funded this study as a part of a larger longitudinal study to examine the relationship between the role of family environment factors and academic performance among adolescents. The participants included 685 middle school adolescents from rural and semirural public schools. Family environment factors were gathered using the Family Environment Scale (Moos & Moos, 1981) and included family conflict, family support, and showing affection. Standardized test scores across 4 domains and final course grades across 4 domains were collapsed and used as measures of academic performance. The moderating relationship between support, conflict, and academic performance was examined. The mediating relationships between self-efficacy, parent involvement, family environment factors, and academic performance were examined. Results indicated that significant relationships existed and underscore the importance of bolstering resiliency in adolescents as mechanisms for ameliorating risk factors associated with academic failure.
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Öun, Ida. "Conflict and concord in work and family : Family policies and individuals' subjective experiences." Doctoral thesis, Umeå universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-61668.
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Background This thesis explores the relationship between individuals’ subjective experiences and the welfare state setting. The research questions in focus deal with the outcomes of women’s and men’s increasing dual roles in work and family in contemporary welfare states. The studies analyse women’s and men’s subjective experiences of combining work and family, and their perceptions of fairness in the division of household work. Methods The thesis applies a comparative perspective where the unit of analysis is country and/or family policy model. A broad perspective with the aim to capture general patterns across a broad range of welfare states is combined with a narrower case-oriented approach. Multilevel analysis is used to analyse patterns at national as well as individual levels in the same model. Latent Class Analysis is used to capture patterns of latent dimensions with regard to the central concept of subject experiences. Results The results indicate that the introduction of policies aiming to promote dual roles among women and men and the articulation of gender equality can matter for individuals’ subjective experiences of work-family conflict. In dual-earner countries, the probability that a high level of conflict is counterbalanced by feelings of life satisfaction is higher than in other policy models. A class asymmetry is found when it comes to effects of policy on men’s and women’s levels of work-family conflict and work-family satisfaction; women in the working class and the salaried class are more similar when it comes to experiences of work-family conflict and satisfaction in Sweden than in Germany and the UK. The analysis also shows that perceptions of fairness in the division of housework are moderated by the institutional and normative context. The politicisation of gender equality increases the correspondence between actual share of housework performed and the perceptions of fairness in the division of housework. The effect of politicisation is more important for men’s perceptions than for women’s. Conclusion The thesis contributes to a deepened understanding of the relationship between policy and work-family conflict and the integration of the perspectives of role conflict and role expansion; knowledge about the ways in which both class and gender relations are structured concerning the patterns of work-family conflict and satisfaction in different policy contexts; and new knowledge about the relationship between policy and men’s – and not only women’s – perceptions of fairness in the division of household work.
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Paskewitz, Emily Ann. "When Work and Family Merge: Understanding Intragroup Conflict Experiences in Family Farm Businesses." Diss., North Dakota State University, 2015. http://hdl.handle.net/10365/24996.
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Family farms experience conflict in the everyday operation of the farm (Weigel &
Weigel, 1990). However, family farm members rarely bring up conflicts to the other party;
rather, they keep their frustration to themselves or wait until things boil over. Waters (2013)
noted family farm members avoid bringing up any conflict or issues, with one son noting
?basically, dad says we?re doing this and I say okay? (Waters, 2013, p. 30). It is in this
communicative environment that a business functions, attempting to remain profitable, while
maintaining family bonds that are the foundation of the business itself.
This project used intragroup conflict theory to explore the dynamics of everyday conflict
in family farm businesses. Intragroup conflict theory presents four types of conflict (task,
relational, process, and status) that influence group outcomes differently (Jehn, 1997). The first
focus of this project was how these four conflict types influence three important outcomes for
family farm members: job satisfaction, communication satisfaction, and profitability. Only status
conflict significantly predicted all three outcomes variables for family farm members.
Additionally, this project furthered intragroup conflict theory by exploring two potential
antecedents for intragroup conflict: emotional intelligence (awareness of own and management
of own) and family communication patterns (conversation orientation and conformity
orientation). Conformity orientation significantly predicted task, process, and status conflict in
the model. These findings were discussed in light of the previous theoretical work in family
businesses, then in the family farm context specifically.
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Bell, Paula. "A Phenomenological Study of Notable Family Mediators: An Examination of Family Mediator Effectiveness." NSUWorks, 2015. http://nsuworks.nova.edu/shss_dcar_etd/32.
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This study defined family mediator effectiveness as ‘having a lasting positive impact on parties after mediation has concluded’. The purpose of this research was to uncover the nuances that give some family mediators effectiveness. This study used Husserl’s transcendental phenomenology as presented in the book, Idea: General introduction to pure phenomenology (Husserl 1962/1913). Since this was a phenomenological study, advanced family mediators shared their lived experience to provide valuable information. Participants for this study were selected for their family mediation experience. A group of 18 advanced family mediators who had at least 15 years of experience and at least 75 mediated cases in the area of adult family and divorce (all issues) were selected from Mediate.com. The data analysis process for all five research questions yielded 1,750 horizons with a final 224 themes. The final outcome was an integrated phenomenological framework for understanding family mediator effectiveness.
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Lund, Terese Jean. "Work-family Conflict and Family Stress Processes: Developmental Implications for Youth Social-emotional Functioning." Thesis, Boston College, 2012. http://hdl.handle.net/2345/2579.
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Thesis advisor: Eric DearingRecent decades have seen historic increases in maternal employment. The developmental implications of work-family conflict, however, remain poorly understood. Children's (n= 1,364) social-emotional problems through early childhood and pre-adolescence were examined as a function of mother's work-family conflict using longitudinal data from the National Institute of Child Health and Human Development Study of Early Child Care and Youth Development (NICHD SECCYD). Hierarchical linear modeling techniques were utilized to examine the lagged and contemporaneous associations between work-family conflict and children's social-emotional outcomes (i.e., internalizing and externalizing problems). Furthermore, family stress processes--maternal depression and maternal sensitivity--were examined as mediators of the associations between work-family conflict and social-emotional outcomes. Developmental timing of work-family conflict (i.e., child age) was also examined as a moderator of associations between conflict and social-emotional growth. Results indicated that within-family changes in work-family conflict predicted later within-child changes in children's internalizing problems in lagged models. With regard to between-family differences, average work-family conflict was associated with both average levels of internalizing and externalizing problems. Maternal depression and maternal sensitivity mediated the association between work-family conflict and children's externalizing problems between-families; maternal depression mediated the association between work-family conflict and children's internalizing problems between-families. There was little evidence to suggest, however, that the effects of work-family conflict differed as a function of developmental timing. Results from this research suggest that the developmental consequences of work-family conflict may not be immediate, but rather accrue over time. Moreover, results indicate that the effects of work-family conflict are both direct and indirect via family stress processes. These findings are further discussed regarding their implications for developmental research, policy and practice
Thesis (PhD) — Boston College, 2012
Submitted to: Boston College. Lynch School of Education
Discipline: Counseling, Developmental, and Educational Psychology
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Wafula, Anne Nasambu. "Work-family conflict among women from a collectivistic culture." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_8897_1319091282.
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This study investigated how Work-Family Conflict was related to Role Salience and Job level (investigated in terms of the amount of job demand and job control associated with different job levels) among women from a Collectivistic culture. A sample of 65 teachers was used. Although the results of the study showed no correlations between Work-Family Conflict and both role salience and job level, this was attributed to the high data skewness, thereby reducing the chances of detecting correlations. The high positive data skewness was possibly caused by the floor effect, which was the situation that the sample consisted of only female teachers from a Collectivistic culture. The high negative data skewness was possibly caused by the ceiling effect, which is the situation that the women in this sample have a Collectivistic cultural orientation, and are therefore highly likely to consider their home role as more salient. Moreover, correlations between Work Family Conflict and Job demand have been found to be higher in Individualistic cultures compared to Collectivistic cultures. There also seems to be no differences in job control among teachers occupying different job levels, and hence, no correlations were detected. Further analyses depicted that the teachers within this sample considered their home role as more salient. Moreover, despite their commitment to both their home role and occupational role, the data indicated that the sample experienced low levels of Work Family conflict.
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Bostock, Natalie Jean. "Work/family conflict across various life and career stages." Thesis, Nelson Mandela Metropolitan University, 2014. http://hdl.handle.net/10948/d1020157.
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This study examines Work Family Conflict including Work Interferes with Family (WIF) conflict, Family Interferes with Work (FIW) conflict, role overload, role interference and the impact of children across various life and career stages. Much of the research in this area focuses on the differences in the way the genders experience Work Family Conflict. Research has shown that various life and career stages can have a marked impact on this type of conflict and this study aims to determine how individuals in the various life and career stages experience this conflict. A correlational research design was used for this study. Using a five point likert scale, participants were asked to score their responses to seventeen items. The instrument was based on Duxbury and Mills Measure of Work Family Conflict (1990) (in Handbook of Quality-of-Life Research: An Ethical Perspective by Sirgy, 2001) with the inclusion of two additional items due to their high face validity. The questionnaire was distributed to human resources managers in organisations, friends, family members and colleagues and friends, family members and colleagues of theirs. Most of the responses were scored using a pencil and paper technique and the remainder was distributed using a Surveymonkey application on social media platforms like Facebook and Linkedin. The overall sample size of respondents was 175. The raw data was entered on an excel spreadsheet and analysed using Statistica version 12 and Microsoft Excel applications with VBA macros developed by a consultant for the Nelson Mandela Metropolitan University Unit for Statistical Consultation. . Statistics such as means, Cronbach alpha’s, relationships between factors, descriptive statistics, MANOVA and Chi-squared tests were used to analyse the data. The results of this study demonstrate the need for organisations to take heed of the various challenges that individuals face in both the workplace and home environment and the different ways in which these are experienced across various life and career stages. This will enable them to design specific interventions to mitigate the effects of Work Family Conflict and improve employee’s level of performance.
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Ferguson, Frances E. "Work-family conflict, the experience of women business owners." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ32108.pdf.
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Kavesh, Vanmali. "Work-family conflict among Hindu fathers in South Africa." Master's thesis, University of Cape Town, 2017. http://hdl.handle.net/11427/28098.
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This research examined work-family conflict among Hindu fathers in South Africa. Various authors have indicated that work-family conflict should be investigated in specific cultural contexts because the demands of work and family differ across various cultures. This research examined the relationships between work role overload, supervisor support, coworker support and work-family conflict. Additionally, this research also examined the moderating role of traditional Hindu cultural values (gender role ideology and family hierarchy orientation) in the relationships between work role overload, supervisor support, and work-family conflict. Secondary data from an earlier study that explored work-family conflict among Hindu parents in South Africa was used. The final sample consisted of 183 Hindu fathers involved in full-time work in South Africa. Exploratory factor analysis confirmed the bi-directionality of the work-family conflict construct. Hierarchical regression analyses showed that work role overload and co-worker support were significant predictors of work-to-family conflict (W2FC), whilst work role overload was a significant predictor of family-to-work conflict (F2WC). Results of the moderated regression analyses showed that gender role ideology did not moderate the relationships between work role overload, W2FC and F2WC. Family hierarchy orientation did not moderate the relationships between supervisor support, W2FC and F2WC. The findings of this research have practical implications for management and offer suggestions for future research.
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LaCava, Alyssa. "Grit: The Moderator between Workaholism and Work-Family Conflict." Xavier University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=xavier1504194390225498.
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Hennessy, Kelly D. "Work-family conflict self-efficacy a scale validation study /." College Park, Md. : University of Maryland, 2005. http://hdl.handle.net/1903/2526.
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Thesis (M.A.) -- University of Maryland, College Park, 2005.Thesis research directed by: Dept. of Counseling and Personnel Services. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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French, Kimberly A. "Episodic Work-Family Conflict and Strain: A Dynamic Perspective." Scholar Commons, 2017. https://scholarcommons.usf.edu/etd/7399.
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Given rising work and family demands in our society for both men and women, the experience of work-family conflict is commonplace. Work-family conflict occurs when the demands of work or family make it difficult to meet the demands of the alternate domain. A sizeable body of research has established work-family conflict and its nomological network. Despite decades of research, we have yet to form a precise understanding of when work-family conflicts occur and what happens when a conflict arises. The current research addresses these questions using an experience sampling, episodic approach. Two primary research questions are addressed. First, I used border and boundary theory to identify when work-family conflict episodes are likely to occur. Second, I used stressor-strain and allostatic load theories to examine what happens with regard to psychological, physiological, and behavioral strain following an episodic work-family conflict over time. The results suggest work-family conflict occurs when individuals transition in between work and family domains. Further, family-to-work conflict tends to occur in the morning, while work-to-family conflict tends to occur in the afternoon. Fatigue showed significant reactivity at the time of a family-to-work conflict and recovered in the following time point. Unhealthy eating also showed a sleeper pattern, such that unhealthy eating increased at the end of the day, following a work-to-family conflict. Unexpectedly, fatigue decreased at the time of a family-to-work conflict, indicating family-to-work conflict may be a restorative, rather than taxing. Post-hoc analyses showed some evidence that work-to-family conflict accumulation is associated with increased strain over the course of three days. Again, results suggest family-to-work conflict accumulation may reduce, rather than increase, strain. Implications for the theoretical relationship between work-family conflict and strain, as well as border/boundary theory are discussed. In addition, practical implications for flexible work initiatives and episodic research design are considered.
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Barrah, Jaime Lynn. "Elder care based work-family conflict: Antecedents and outcomes." CSUSB ScholarWorks, 2001. https://scholarworks.lib.csusb.edu/etd-project/1914.
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Santos, Nicole Marie. "Work family conflict and the real/ideal self discrepancy." CSUSB ScholarWorks, 2008. https://scholarworks.lib.csusb.edu/etd-project/3388.
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One of the many issues facing dual-career families today is work family conflict (WFC). WFC is a source of stress due to incompatible roles that conflict with each other in terms of ones time and energy. This study was done to develop a valid reliable measure of career and family responsibility in hopes of adequately determining the source of WFC. The key point was to look at real and ideal selves, in terms of work and family responsibilities.
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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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Taylor, Nathan C. "The Relationship Between Attachment, Couple Conflict, and Recovery From Conflict." DigitalCommons@USU, 2014. https://digitalcommons.usu.edu/etd/4003.
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Researchers have begun to utilize advances in technology to complement self-reports in an effort to understand intrapersonal and interpersonal factors that are involved in conflict. The objective of this study was to use skin conductance to measure physiological arousal during and after couple conflict to provide clarity to the association between attachment styles, physiological reactivity to conflict, and recovery from couple conflict. Ten couples (n = 20) were connected to skin conductance equipment while engaging in a 10-minute conflict task, and a distraction task and discussion that was used to represent recovery from conflict. The t-tests results showed that the difference from baseline scores for gender and attachment styles were not significant. Bivariate correlation analysis was used for descriptive variables and attachment and physiological arousal. Multiple regressions were used to analyze skin conductance difference scores with attachment avoidance and anxiety. Results showed that attachment anxiety was associated with greater physiological reactivity during the conflict and recovery portions of the study. These findings are the first to link attachment anxiety and physiological reactivity with the use of skin conductance as a measure of physiological arousal. The results from the multiple regressions for avoidant attachment were not significant. The implications for the study include a methodology for future researchers to follow to study attachment, conflict, and recovery from conflict. Clinical implications are also present in that the study highlights the importance of assessing for attachment styles when working with couples to better understand physiological reactions during and after conflict, and emphasizes the utility of biofeedback devices to facilitate emotional regulation. Research implications are also discussed.
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Toner, Helen. "Modernising partnership rights in EC family reunification law." Thesis, University of Oxford, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.273444.
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Schwartz, Tamlyn. "Anticipated work-family conflict amongst female business students: The influence of parental role modelling." Thesis, University of Cape Town, 2018. http://hdl.handle.net/11427/28375.
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For many young women, the transition from late childhood to early adulthood is a challenging time (Arnett, 2000). It is a time spent exploring different career opportunities and relationships and considering future family aspirations. Thinking about one’s future work and family can evoke many concerns amongst emerging adults, especially female students who plan to pursue demanding careers. This is a global phenomenon and South African female students are no exception (Bagraim & Harrison, 2013). Anticipated work-family conflict (AWFC) has received some attention amongst researchers due to the potential impact AWFC can have on students’ decision making (Barnett, Gareis, James, & Steele, 2003; Coyle, Van Leer, Schroeder, & Fulcher, 2015; Michael, Most, & Cinamon, 2011; Westring & Ryan, 2011). Over the past few decades, there has been a global increase in women entering the workforce (Blau & Kahn, 2007; Goldin, 2014). This has resulted in an increase in dual-earner families as both men and women have become co-breadwinners. Despite a shift in shared work responsibilities, many women still feel that taking care of their family is their primary responsibility (Askari, Liss, Erchull, Staebell, & Axelson, 2010). The added pressure that women experience in balancing both work and family domains highlights the importance of better equipping female students with the necessary resources and support as they transition into early adulthood. Not all students experience the same levels of AWFC (Barnett et al., 2003; Coyle et al., 2015). Identifying the key contributors to students’ AWFC has therefore generated a small body of research, which still requires further development. The limited research on students’ perceptions of the work-family interface includes research on several influencing factors, such as gender (e.g. Weer, Greenhaus, Colakoglu, & Foley, 2006); maternal employment (Barnett et al., 2003; Weer et al., 2006), parental education (O'Shea & Kirrane, 2008), self-efficacy to manage future work-family conflict (Cinamon, 2006) and parental role sharing of childcare and housework (Cinamon, 2006). A common thread across the literature is the influence of parents on their children’s perceptions of work and family. Socialisation into the work-family interface begins from early childhood and continues beyond adolescence, with parents shaping their children’s views of work and family life (Levine & Hoffner, 2006; Wiese & Freund, 2011).
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Makola, Lehlogonolo. "Work-family and family-work conflicts amongst nurses working with HIV/AIDS patients within the Limpopo Province (Capricorn and Mopani Districts)." Thesis, University of Limpopo (Turfloop Campus), 2014. http://hdl.handle.net/10386/1273.
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Thesis (M.A. (Psychology)) --Universtity of Limpopo, 2013South African nursing environments are defined by extensive workloads, heightened stress levels, long working hours, reduced productivity and lack of support from supervisors. Nurses working with HIV/AIDS patients are further challenged with being exposed to death and dying patients, the stigma attached to the disease and fear of infection. These workplace characteristics lead to experiences of imbalanced work and family responsibilities which lead to W-F and F-W conflicts. The aim of this study was to explore W-F and F-W conflicts and their psychological impact on nurses working with HIV/AIDS patients at government hospitals within Capricorn and Mopani districts, Limpopo province. A convenience sample of nurses (N = 91) working with HIV/AIDS patients was used, within a cross-sectional design, to investigate the hypotheses of the study. Findings of the study did not generally support the hypotheses. However, F-W conflict predicted work satisfaction while W-F conflict predicted intention to leave job. Moreover, significant other support had a direct effect on family satisfaction while supervisor support moderated reports of W-F conflict and experiences of job satisfaction. Keywords: work-family conflict, family-work conflict, social support from supervisor, significant other support, family satisfaction, job satisfaction, family-work conflict family-work conflict
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Shumilova, Natalia. "Family-to-Work konflikt i Sverige : Vem ska stödja?" Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-33321.
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The individual's ability to balance between family and work depends on social support from the individual's environment. Social support has been shown to be an important source for an individual's well-being. The purpose of this study was to study Family-to-Work Conflict (FWC) in Sweden in order to discover: which preferences have participants regarding the sources of social support during the FWC: society, family, work? A questionnaire based on the WAFCS scale was answered by 350 participants between 18-65 years who were living in Sweden, of whom 172 women. Participants reported a low level of FWC, partly explained by their life priorities and social support from the society. Despite this they did not consider society as a primary source of support. Results showed that the family is no longer a single cause for the FWC but accepted by the participants as an important supportive source. During the study gender and age-related differences were also found.
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Pandey, Sajala. "Essays on the Economic Consequences of Conflict:." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108747.
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Thesis advisor: S AnukritiThis dissertation strives to understand the short and long-run consequences of armed conflict. In short-run, as conflict increases, parents are less likely to send their children to school or take them to health facilities and more likely to keep them home. Less time in school might translate to more time spent at work for these children. Coping with conflict can disrupt human capital accumulation of children and exposes them to adverse experiences, the effects of which can also last into adulthood. Some of the persistent effects of conflict on educational and health outcomes have been widely studied in the literature. Nevertheless, relatively less is known about how these childhood exposures affect adult behavior, beliefs, and attitudes. One of the goals of this dissertation is to study such long-lasting impacts of childhood exposure to conflict. In the first chapter, “Victims of Consequence: Evidence on Child Outcomes using Microdata from a Civil War”, joint with Giri Subramaniam, we study the short-run impacts of violent events on child time allocation, curative health-care, and education. Exploiting the spatial and temporal variation in exposure to local-level armed conflict, we find that an increase in violent events: (i) leads to an increase in contemporaneous hours worked by children, with the effect being substantial for agricultural work; (ii) decreases the likelihood of parents taking their children to visit a health-care facility to seek curative care; and (iii) results in a reduced likelihood of attending school, along with a decline in years of education. Overall, the results indicate that war affected schooling and time allocation of boys whereas girls were less likely to get curative health-care. The second chapter of this dissertation, “Do Adverse Childhood Experience Shape Violent and Abusive Adult Behavior?", is motivated by the fact that family violence is pervasive and has detrimental economic consequences. Nevertheless, very little is known about how childhood experiences influence this behavior. In this study, I explore long-run determinants of family violence by linking exposure to adverse circumstances in childhood to the perpetration of abuse and neglect in adulthood. In particular, I examine the effects of men’s exposure to the Nepalese Civil War (1996-2006) in childhood. Exploiting spatial and temporal variation in childhood exposure to the armed conflict from ages 0 to 16, I find that exposed men are less likely to perpetrate spousal violence and to display controlling behaviors. Additionally, children of exposed fathers are less likely to experience violent disciplining at home. They also work fewer hours per week and are less likely to be involved in dangerous working conditions. In the third chapter, “Exploring the Channels”, I study the potential mechanisms that underlie the empirical results established by Chapter 2. I find that exposed men are more likely to complete secondary schooling, be employed at skilled non-agricultural occupations, and marry women who are more likely to have completed primary school and currently working. The most pertinent channel is that these men are less likely to justify wife-beating in different scenarios. Next, I assess the implications of the empirical results on the theories of domestic violence. Existing theories highlight two broader motives for perpetrating domestic violence: “Expressive” and “Instrumental”. Violence is instrumental if it is used to extract resources from the victim whereas it is expressive if the perpetrator gains direct non- pecuniary (dis)utility from it. I find that my results resonate strongly with “Expressive” theories of domestic violence where men who were exposed to conflict in childhood find using violence at home distasteful
Thesis (PhD) — Boston College, 2020
Submitted to: Boston College. Graduate School of Arts and Sciences
Discipline: Economics
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Walvoord, Ashley G. "Work-family conflict, eating behaviors, and the role of coping." [Tampa, Fla] : University of South Florida, 2009. http://digital.lib.usf.edu/?e14.2923.
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Huffman, Ann Hergatt. "An examination of the perceived direction of work-family conflict." Texas A&M University, 2004. http://hdl.handle.net/1969.1/1553.
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The current trend in the work and family literature is to separate work-family
conflict into two distinct dimensions: work interfering with family and family interfering
with work. Research suggests that employees who have a high level of demands at work
are more likely to experience work-to-family conflict, while employees who have a high
level of personal demands are more likely to experience family-to-work conflict.
Attributing the conflict to the domain with the higher demands oversimplifies a much
more complex interactive process. I hypothesized that work-family conflict results from
the two roles interacting and not from a singular direction or primary force and the
perceived direction of the conflict is determined by a variety of other factors. The
purpose of this study was to examine how role salience, social support, and societal
expectations affect the perceived direction of work-family conflict. Data were collected
from 100 police and fire station employees to examine what variables relate to the
perceived direction of conflict as well as the primary source of conflict: work or family.
Results indicated that time demands play a critical role in the perceived direction and
source of work-family conflict. Specifically, individuals who spent more time with their
family reported the primary source of conflict was their family. Contrary to expectation,
the relationship between time demands and the direction of work-family conflict was not
moderated by role salience, social support, or societal expectations in the predicted
directions. Also contrary to expectation, these variables did not moderate the relationship
between time demands and the source of conflict. Results of the study suggest the
importance of examining both the level and source of work-family conflict.
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McFarlane, Seth. "Work-family conflict, determinants of the domestic division of labour." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp01/MQ28617.pdf.
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Wolfe, Jody. "Coping with work-family conflict and perceptions of coping efficacy." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ58389.pdf.
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Berkel, Hans-Georg. "Father to son : the mediation of family firm succession conflict." Köln Kölner Wiss.-Verl, 2007. http://d-nb.info/987029088/04.
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Nohe, Christoph [Verfasser], and Karlheinz [Akademischer Betreuer] Sonntag. "Consequences of Work–Family Conflict / Christoph Nohe ; Betreuer: Karlheinz Sonntag." Heidelberg : Universitätsbibliothek Heidelberg, 2014. http://d-nb.info/1179924789/34.
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Valtinson, Gale Rene. "A multi-sample confirmatory factor analysis of work-family conflict." Virtual Press, 1998. http://liblink.bsu.edu/uhtbin/catkey/1115719.
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The large-scale entrance of women into the workforce over the past two decades has fundamentally changed the nature of work and family life. This trend has been associated with a constellation of emerging challenges and conflicts in balancing work and family spheres. Gutek, Searle, and Klepa (1991) developed two models for explaining work-family conflict. The Rational Model proposed that workfamily conflict is directly proportionate to the amount of time one spends in work and family activities. The Gender Role Model proposed that work-family conflict is moderated by gender role socialization, in that men are predicted to experience greater work-family conflict when family responsibilities interfere with their career, whereas women are predicted to experience greater conflict when their career interferes with their family responsibilities. To date, models of work-family conflict have been largely derived from White samples, and it has not been established that our models can be generalized across culture. Distinct cultural histories between Black and White women suggest potential differences in how work-family conflict is experienced across ethnicity.The purpose of this study was to test a measure of work-family conflict for invariance across ethnicity. Participants were 111 Black and 119 White, married, middle-income mothers with dependent children who worked outside of the home on a full-time basis. It was hypothesized that Gutek et al.'s (1991) measure of work-family conflict would demonstrate variance across ethnicity. The study further extended Gutek's research by hypothesizing that White women would experience greater work-family conflict when work interfered with family responsibilities than the reverse, and that Black women would be equally sensitive to interference with either domain. Results of a multi-sample confirmatory factor analysis failed to confirm the hypothesis of construct bias or the prediction that White women would be more sensitive to work interference with family life than the reverse. The results of this study supported the prediction that among Black women, there would be no differences in the relationship between family interference with work and work interference with family on total work-family conflict. Limitations of the present study and implications for future research were discussed.Department of Counseling Psychology and Guidance Services
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Hickson, Kara. "Work-Family Conflict and Performance Evaluations: Who Gets a Break?" Doctoral diss., University of Central Florida, 2008. http://digital.library.ucf.edu/cdm/ref/collection/ETD/id/4047.
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Forty percent of employed parents report that they experience work-family conflict (Galinsky, Bond, & Friedman, 1993). Work-family conflict (WFC) exists when role pressures from the work and family domains are mutually incompatible. WFC is associated with decreases in family, job, and life satisfaction and physical health; intention to quit one's job; and increases in workplace absenteeism. Women may be more impacted by WFC than men, as women report completing 65-80% of the child care (Sayer, 2001) and spend 80 hours per week fulfilling work and home responsibilities (Cowan, 1983). Research suggests that WFC can be reduced with social support, such as co-workers providing assistance when family interferes with work (Carlson & Perrewe, 1999). It is unclear whether parents 'get a break' or are penalized by co-workers. The purpose of the present study was to examine co-workers' reactions to individuals who experience WFC. Based on sex role theory and attribution theory, it was predicted that women, people who experience family interference with work, and those who have more control over the work interference would be helped less and evaluated more poorly on a team task than men, people who experience non-family related work interference, and those who have less control over the work interference. A laboratory experiment was conducted in which participants signed up for a team-based study. The teammate was a confederate who was late for the study. Teammate control over the tardiness (unexpected physician's visit versus forgotten physician's appointment), type of work conflict (self- versus family-related), and gender of the teammate were manipulated. After learning about the reasons for the tardiness of their teammate, the 218 participants (63% female; 59% Caucasian) decided whether to help the late teammate by completing a word sort task for them or letting the late teammate make up the work after the experiment. When the teammate arrived, the participants completed a team task and then evaluated the task performance of their teammate. None of the hypotheses were confirmed in this study. However, exploratory analyses showed that people who had more control over the tardiness were rated lower than people who had less control over the tardiness. Contrary to expectations, exploratory analyses also showed that men rated women who were late to the study for a family-related reason higher than women who were late due to a self-related reason. These findings suggest that male co-workers may give women a break when they experience family interference with work. Implications for future research and practice are discussed.Ph.D.
Department of Psychology
Sciences
Psychology PhD
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BARBOSA, ALANE DE OLIVEIRA. "DERAILED CAREERS: WORK-FAMILY CONFLICT AND INTERRUPTION OF PROFESSIONAL TRAJECTORIES." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2018. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=35751@1.
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Este estudo teve a intenção de descrever as experiências de mulheres profissionais que tiveram que interromper suas carreiras devido ao conflito trabalho-família. A pesquisa teve como foco mulheres que são mães e que possuem formação superior. Seu objetivo foi entender os motivos que as levaram a interromper suas carreiras profissionais, bem como descrever suas vivências atuais, afastadas do mercado de trabalho e dedicadas integralmente à maternidade. A metodologia de pesquisa escolhida para o estudo foi de natureza qualitativa, tendo sido entrevistadas 10 mulheres, com profissões variadas, que interromperam a carreira devido à maternidade. Os resultados desta pesquisa sugerem que as entrevistadas, em sua maioria, se recusaram a terceirizar a criação e educação dos filhos e que a obrigação em cumprir longas jornadas de trabalho foi determinante na sua decisão de parar de trabalhar. Além disso, o apoio dos maridos, tanto emocional como financeiro, foi imprescindível para que elas
pudessem tomar a decisão de se dedicarem à maternidade, integralmente. As vivências, após a interrupção da carreira, revelam sentimentos de inutilidade, baixa autoestima e preconceitos vividos por muitas das entrevistadas. Planos profissionais para o futuro são relatados, mas a maioria deseja mudar de profissão ou diminuir as horas de trabalho, pois buscam a flexibilidade de horário por acreditarem que, ao terem maior controle sobre seu horário de trabalho será possível a conciliação dos papéis profissional e materno.This study was intended to describe the experiences of professional women who had to interrupt their careers due to the work-family conflict. The research focused on women who are mothers and who have higher education. Its purpose was to understand the reasons that led to them to interrupt their professional careers, as well as to describe their current experiences, away from the job market and fully dedicated to motherhood. The research methodology chosen for the study was qualitative, with 10 women interviewed of several professions, who interrupted the career due to maternity. The results of this research suggest that interviewees, in the majority, refused to outsource the raising and education of children and the obligation to undertake long working hours was decisive in their decision to stop working. In addition, the husband s support, both emotional and financial, was imperative so that they could make the decision to dedicate themselves to motherhood, in its entirety. The experiences, after the interruption of the career, reveal feelings of uselessness, low self-esteem and prejudices experienced by many of the women interviewed. Professional plans for the future are reported, but most want to change their carreer or shorten working hours, because they seek flexibility in scheduling due to the belief that by having control over their working hours it will be possible to reconcile professional and maternal roles.
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Sardenberg, Dalton Penedo. "Family business agency conflict model : a study of Brazilian firms." Thesis, University of Birmingham, 2013. http://etheses.bham.ac.uk//id/eprint/4282/.
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The aim of this thesis is to deepen understanding of how agency conflict arises in the governance of family businesses. The constructs were proposed arising from empirical research, involving four case studies of different Brazilian family-owned companies, which were analysed inductively. Next, data from the literature was used to validate those constructs, which became part of the proposed Family Business Agency Conflict Model and to suggest articulated hypotheses. This model identifies factors that can potentially increase, and those which can mitigate, tensions between the actors involved representing family, ownership and management within family-owned firms. It was subsequently tested through a survey of 152 family-owned firms of varying size, which belonged to different economic sectors and regions of Brazil. Structural equation modelling was used to test the empirical validity of the model, with reference to hypotheses concerning the variables which influence agency conflict. The model was found to predict 38 per cent of the variance in agency conflict. Four variables were found which explain directly the agency conflict in family businesses: strategic alignment, social alignment, trust and impartiality. Therefore, the findings of this research besides focusing on the usual procedural aspects of governance, such as disclosure and control, include behavioural elements which constitute a step ahead in the study of corporate governance in family business.
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Wu, Hui-Qin, and 吳惠親. "Assessing on the relationship among Workload, Work Family Conflict, Family Work Conflict and Job Satisfaction." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/83nj7h.
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碩士國立臺灣師範大學
科技應用與人力資源發展學系
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In 2013, Executive Yuan General Department of Personnel Administration is focused on the work of its performance indicators achievement rates. No matter the private enterprise or a public authority, the employees have to face more efficient and user-friendly service at large, how to make employees feel satisfied in their work for the organization and then spontaneously engage in effective behavior seems more important. This study explored the relationship among workload, work family conflict, family work conflict, and Job satisfaction. Purposive sampling was used to draw sample from the Taichung City Government. A total of 400 questionnaires were rent to the sample and 375 valid questionnairs were collected. The statistical methods such as descriptive statistic, reliability analysis, validity analysis, ANOVA and hierarchical regression were used to analyze the data. The results reveal that workload, work-family conflict, family-work conflict are negatively associated with job satisfaction. Work-family conflict may complete mediating effect on the relationship between workload and job satisfaction. Family-work conflict has a partial mediating effect on the relationship between workload and job satisfaction. Keyword: workload, work-family conflict, family-work conflict, job satisfaction