Dissertations / Theses on the topic 'Work and family'

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

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.

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.

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.

ABSTRACT The purpose of this research study on family stabilization is to identify whether this program is working while CalWORKs participants are achieving their educational goals. Family stabilization is a county program that assists those who need supportive services in domestic violence, mental health, substance abuse, and homelessness. The first phase was to assess the participant’s knowledge and understanding of the family stabilization program. The second phase involved a focus group, who could express their questions or concerns regarding the family stabilization program. The final stage was to review and interpret the information provided, in hopes to clarify the participants understanding of the family stabilization program is and the services that are available. Results of this study could not answer the proposed research question, Family Stabilization: Does it Work? There was a lack of significance regrading knowledge of the family stabilization program from the CalWORKs participants. This study does show that communication between the participants and the county offices needs improvement; especially on the availability of programs. The weakness pertained to the sample size and duration of the research project. I do find the research as creditable due to the personal interviews pertaining to their understanding of family stabilization. To completely understand how this research project was conducted and analyzed, readers need a fairly refined knowledge of social science research methods.

The purpose of this study was to identify whether three achievement motivation variables (LGO, GNS, and AO) were positively related to work-family balance, and to investigate plausible interactions between these variables and work-family stressors on balance perceptions. Relationships of these variables to work-family conflict and facilitation outcomes were also analyzed in order to identify differential relationships. Data were collected from 428 individuals through a web-based survey. Results indicated that all three achievement motivation variables were clearly related favorably to work-family balance and facilitation, while only AO was negatively related to conflict. The relationships between schedule flexibility and all work-family outcomes were moderated by both LGO and GNS. The majority of proposed interactive effects between achievement motivation variables and work-family stressors on balance were not significant. However, several interactions were significant when conflict or facilitation served as the criterion measure. Overall, the results provide support for LGO, GNS, and AO as both direct and indirect contributors to work-family balance.

Workplace interventions provide a practical and important means of providing support for employees' work-family needs. However, work-family interventions are rare and are generally not thoroughly evaluated. The current study seeks to better understand the impacts of STAR ("Support. Transform. Achieve. Results."), the large-scale work-family intervention developed and implemented by the Work, Family, & Health Network (see Bray et al., 2013). Drawing on Conservation of Resources theory (Hobfoll, 1989), this study examines supervisors' participation in STAR through assessment of three primary supervisor-specific outcomes: training-related views and behaviors, well-being, and the work-family interface. The sample, consisting of 184 supervisors from 30 extended-care facilities throughout the northeastern United States, comes from archival data that were collected by the Work, Family, & Health Network. Results show a lack of support for STAR intervention effects on supervisor-level outcomes. Despite the lack of statistically significant effects on supervisors, it is important to note the lack of iatrogenic effects, indicating that participation in the STAR intervention did not harm supervisor outcomes. Implications, future directions, and limitations of the study are discussed.

Do you want to demonstrate the significance or vaIue of your integrated program? In this presentation, four researchers will tell their stories about how they collected good data in "real world" clinic settings. Practical recommendations will be provided for getting started in program evaluation in a way that will impact not only your developing program but also the field of integrated care. The audience will have the opportunity to frame their own questions and begin developing methods with feedback.

Temes que relacionen la família amb el treball estan captant cada vegada més l'atenció tant del sector privat com del públic. La Unió Europea promou assumptes com la baixes motivades pels fills, l'atenció als menors, l'equilibri entre la vida personal i el treball, i la flexibilitat horària. Així mateix promou canvis a l'entorn, l'estructura i l'organització del lloc de treball. En una línea similar, una creixent pressió per part de la població ha despertat l'interès de les principals empreses per millorar l'equilibri entre ocupació i vida privada dels seus empleats. Avui dia moltes empreses destaquen les preocupacions per la qualitat de vida com un tema de prioritat social. Però on es troba l'origen d'aquesta major conscienciació dels governs i les empreses i una major voluntat d'invertir en la millora de l'equilibri feina-vida dels ciutadans i els empleats? Les causes d'aquesta major receptivitat són en general les conseqüències de canvis sociodemogràfics. A les darreres dècades les dones s'han sumat a les files dels treballadors a una escala massiva. Motivades pel moviment a favor de les dones, que va aconseguir difondre la seva reclamació per la igualtat d'oportunitats tant a l'educació com a l'ocupació, les dones ara es dediquen a tot tipus d'activitats fora de la llar. Les dones de tota Europa, per terme mitjà, ocupen el 40% de les ocupacions a temps complet i el 32% dels llocs directius. La pressió econòmica, en forma de reducció de salaris per als homes, va fer que un gran nombre de dones sortissin a treballar a temps parcial, i va obligar a homes i dones per igual a augmentar les seves jornades laborals per a poder mantenir el seu nivell de vida. L'aportació de dos sous s'ha convertit en una necessitat econòmica per a un nombre creixent de famílies. A més, cada vegada hi ha més progenitors solters, parelles a les quals ambdós tenen una carrera professional, i homes plenament dedicats a cuidar dels seus fills. Per a aquestes persones, i d'altres interessades a compaginar el treball amb la família, trobar un equilibri entre les dues esferes s'ha convertit en una qüestió primordial de la seva vida. Les empreses adopten estratègies per a superar aquests problemes tot aplicant polítiques i programes dirigits a aportar als treballadors recursos que els ajuden a compaginar la dedicació a la família amb la seva carrera professional. Les típiques pràctiques inclouen horaris flexibles, jornades laborals més breus, un lloc de treball compartit per més d'un treballador, el tele-treball, serveis d'atenció per als fills, i arranjaments especials de permisos de maternitat per poder ajudar als treballadors a satisfer les necessitats familiars i personals. Se sap que aquest tipus de pràctiques eleven el nivell de satisfacció laboral, milloren l'ètica i la motivació en el lloc de treball, redueixen l'absentisme i els índexs d'abandó; augmenten la satisfacció de la compaginació entre treball i família, i disminueixen l'estrès i els conflictes que comporta. No obstant això, diversos estudis també han revelat poca o cap relació entre els beneficis que s'ofereixen als empleats o els que usen i el conflicto família-feina. La disponibilitat formal de pràctiques família-feina per si soles tenien una modesta incidència en els resultats de valor tant en el cas dels individus com per a les organitzacions. Els experts proposen que més aviat són altres factors els quals incideixen més a l'hora de reduir el conflicte o estrès família-feina, com és el cas de rebre suport per part dels companys i dels supervisors; a més que els empleats entenguin que poden utilitzar aquestes polítiques sense témer conseqüències negatives a la seva feina ni a la seva carrera professional. Així que des de la investigació i des de la pràctica s'assenyala la importància d'anar més enllà de la formulació de practiques feina-vida cap a un canvi a la cultura de l'organització. El desenvolupament d'una cultura feina-vida que dóna suport i valora la integració del treball i la vida familiar dels empleats es converteix en una necessitat per a poder reduir la falta de sintonia entre la feina i la família. Les investigacions futures haurien de començar a fixar-se en allò que contribueix a una cultura del suport i allò que restringeix la capacitat d'una organització per a crear una cultura laboralfamiliar per als seus empleats.
Los temas que relacionan la familia con el trabajo están captando cada vez más la atención tanto del sector privado como del público. La Unión Europea promueve asuntos como la bajas motivadas por los hijos, la atención a los menores, el equilibrio entre la vida personal y el trabajo, y flexibilidad horaria. Asimismo promueve cambios en el entorno, la estructura y la organización del lugar de trabajo. En una línea similar, una creciente presión por parte de la población ha despertado el interés de las principales empresas por mejorar el equilibrio entre empleo y vida privada de sus empleados. Hoy en día muchas empresas destacan las preocupaciones por la calidad de vida como un tema de prioridad social.
¿Pero dónde se halla el origen de esta mayor concienciación de los gobiernos y las empresas y una mayor voluntad de invertir en la mejora del equilibrio trabajo-vida de los ciudadanos y los empleados? Las causas de esta mayor receptividad son por lo general las consecuencias de cambios sociodemográficos. En las últimas décadas las mujeres han engrosado las filas de los trabajadores a una escala masiva. Motivadas por el movimiento a favor de las mujeres, que consiguió difundir su reclamación por la igualdad de oportunidades tanto en la educación como en el empleo, las mujeres ahora se dedican a todo tipo de actividades fuera del hogar. Las mujeres de toda Europa, por promedio, ocupan el 40% de los empleos a tiempo completo y el 32% de los puestos directivos. La presión económica, en forma de reducción de salarios para los hombres, hizo que un gran número de mujeres salieran a trabajar a tiempo parcial, y obligó a hombres y mujeres por igual a aumentar sus jornadas laborales para poder mantener su nivel de vida. La aportación de dos sueldos se ha convertido en una necesidad económica para un número creciente de familias. Además, cada vez hay más progenitores solteros, parejas en las que ambos tienen una carrera profesional y hombres plenamente dedicados a cuidar de sus hijos. Para estas personas y otras interesadas en
compaginar el trabajo con la familia, encontrar un equilibrio entre las dos esferas se ha convertido en una cuestión primordial de su vida. Estrategias adoptadas por las empresas para superar estos problemas aplican políticas y programas dirigidos a aportar a los trabajadores recursos que les ayudan a compaginar la dedicación a la familia con su carrera profesional. Las típicas prácticas incluyen tiempo flexible, jornadas laborales más breves, un puesto de trabajo compartido por más de un trabajador, tele-trabajo, servicios de cuidados para los hijos y arreglos especiales de permisos de maternidad para ayudar a los trabajadores satisfacer necesidades familiares y personales. Se sabe que este tipo de prácticas elevan el nivel de satisfacción laboral, mejoran la ética y la motivación en el lugar de trabajo, reducen el absentismo y los índices de abandono; aumentan la satisfacción de la compaginación entre trabajo y familia, y disminuyen el estrés y los conflictos que conlleva. Sin embargo, varios estudios también han revelado poca o ninguna relación entre los beneficios que se ofrecen a los empleados o los que usan y el conflicto familia-trabajo. La disponibilidad formal de prácticas familia-laborales por sí solas tenían una modesta incidencia en los resultados de valor tanto en
el caso de los individuos como para las organizaciones. Los expertos proponen que más bien son otros factores los que inciden más a la hora de reducir el conflicto o estrés familia-laboral, como es el caso de recibir apoyo por parte de compañeros y supervisores, además de la percepción por parte de los empleados de que puedan utilizar estas políticas sin temer consecuencias negativas en su trabajo ni en su carrera profesional. Así que desde la investigación y la práctica se señala la importancia de ir más allá de la formulación de prácticas trabajo-vida hacia un cambio en la cultura de la organización. El desarrollo de una cultura trabajo-familia que apoya y valora la integración del trabajo y la vida familiar de los empleados se convierte en una necesidad para poder reducir la falta de sintonía entre trabajo y familia. Las investigaciones futuras deberían empezar a centrarse en lo que contribuye a una cultura del apoyo y lo que restringe la capacidad de una organización para crear una cultura trabajo-familiar para sus empleados.
Work-family issues are attracting increasing attention at both the public and the private level. The European Union promotes matters such as parental leave, childcare, work-life balance, flexible working hours, and encourages changes in the environment, structure and organisation of work. Along similar lines, growing public pressure has led to interest from leading companies to improve the work-life balance of their employees. Nowadays, many companies highlight life concerns as a priority social issue. But what initiated this increased awareness of governments and companies to invest in improving the work-life balance of their citizens and employees? The origins of this augmented responsiveness are mainly consequences of socio-demographic changes. In the last decades females have entered the labour force on a massive scale. Motivated by the women's movement, which successfully expanded females' claim to equality in educational and employment opportunities, females are now engaged in all kinds of activities outside the home. On average, females across Europe hold 40% of full-time jobs and 32% of management positions. Economic pressure, in the form of wage reductions for males, required a large number of females to enter the workplace on a part-time basis, and forced both males and females to increase their overall working hours in order to maintain their living standards. Dual-earning has become an economic necessity for an increasing number of families. In addition, there are a growing number of single parents, dualcareer couples, and fathers heavily involved in parenting. For these individuals and for others interested in both work and family, balancing the two arenas has become a major life issue. Strategies adopted by companies to overcome these problems enact policies and programs aimed at providing employees with resources to help them manage their work-family lives. Typical practices include flexitime, shorter working hours, jobsharing, tele-working, childcare services and special maternity leave arrangements to help workers meet family and personal needs. Practices have been found to raise employee satisfaction; work ethics and motivation; reduce absenteeism and staff turnover rates; elevate satisfaction with the balance between work and family; and diminish related stress and work-family conflict. However, several studies also found either nonexistent or weak relationships between benefits offered or used by employees and work-family conflict. The formal availability of work-family practices alone had modest relationships with outcomes of value to both individuals and organisations. Scholars rather propose that other factors are more important for reducing work-family conflict or stress, such as having supportive colleagues and supervisors, as well as the perception that employees can use these policies without fearing negative job or career consequences. Therefore researchers and practitioners point out the importance of moving beyond the formulation of work-life practices to a change in organisational culture. The development of a work-family culture which supports and values the integration of employees' work and family lives becomes a necessity for reducing work-family mismatch. Future research should begin focussing on what contributes to a supportive culture and what constrains an organisation's ability to create a workfamily culture for its employees.

One emotion experienced by working parents is guilt, yet this emotion is not often studied within the work-family domain. This presentation will serve to define work-family guilt drawing from empirical and qualitative research on the construct. This presentation will also delineate findings related to work-family guilt for mothers and fathers. Lastly, this presentation will highlight the scarce research into the relationship between work-family guilt and parenting outcomes. It has been suggested by scholars that work-family guilt may influence parenting behaviors which could cause negative consequences for children. This presentation will review two studies examining work-family guilt and parenting practices.

Thesis (Ph. D.)--University of Sydney, 2009.
Title from title screen (viewed 7 October 2009). Submitted in partial fulfilment of the requirements for the degree of Doctor of Philosophy to the Discipline of Work and Organisational Studies, Faculty of Economics and Business, University of Sydney. Degree awarded 2009. Includes bibliographical references. Also available in print form.

Thesis (M.P.A.)--Kutztown University, 1996.
Source: Masters Abstracts International, Volume: 45-06, page: 2942. Abstract precedes thesis as [3] preliminary leaves. Typescript. Includes bibliographical references (leaves 92-98).

Female labour force participation has increased constantly over the last thirty years in Australia. A number of theories and an established literature predict that such an increase in the performance of paid work by women will lead to a redistribution of unpaid work between men and women in the household. There is little evidence, however, of a corresponding redistribution of unpaid work within Australian households, raising a number of questions about the process through which paid and unpaid work is distributed between partners. A review of the literature considers economic and sociological approaches to the domestic division of labour and how the distribution of paid and unpaid work between partners has been understood, measured and explained. This review identifies two related problems in the existing explanatory frameworks; one theoretical, and one empirical. First, existing explanatory frameworks make assumptions about either unilateral, exchange or bargaining decision making processes between partners, rather than empirically establishing the process through which decisions are made. These untested assumptions about the decision making process lead to an empirical problem, whereby the interpretation of empirical data relies on establishing associations between the individual characteristics of household members and the subsequent distribution of time spent on different tasks. By examining the decision making process that is subsumed within the existing explanatory frameworks, this thesis addresses a gap in the literature. Results in the established literature rely on the strength of assumptions about the decision making process in these explanatory frameworks and neglect alternative possibilities. More recent studies provide alternative explanations about the allocation of time within households which consider the independent behaviour of autonomous individuals as well as their perceptions and preferences about paid and unpaid work. These insights guide the construction of this study, with additional consideration given to how individuals perceive, anticipate and make decisions about work and family, taking account of both the established and alternative explanations for the allocation of time to paid and unpaid work. Specifically, the research question asks: what is the decision making process when allocating time to paid and unpaid work in the household? Two component questions sit within this, firstly: what type of decision is it – autonomous, unilateral, exchange or bargaining? And secondly: what is the basis for the decision – income, preference or gender? In order to counter the empirical problems identified in both recent studies and the established literature, and pursue the research questions, a qualitative strategy of data collection and analysis is implemented. Based on replication logic, a target sample of sixty respondents is constructed, containing ten men and ten women from each of three purposefully identified life situations; undergraduate, graduate and parent. This sample allows for the comparative analysis of results between and across samples of men and women drawn from different stages of work and family formation. Subsequently the interview schedule is detailed, along with the composition of the final sample, made up of male and female undergraduates, male and female graduates, mothers and fathers who are also graduates. The results of the interviews are presented in three separate chapters in accordance with the different life situations of the interviewees, namely male and female undergraduates, male and female graduates, and male and female parents who are also graduates. Following the three results chapters is a detailed analysis and discussion of the key findings in the final chapters. Findings from the research indicate that the decision making process is based on gender and operates independent of partners in an autonomous manner. Indeed, gender is seen to be pervasive in the decision making process, with gendered expectations evident in the responses of all men and women in the sample, and taking effect prior to household formation, before decisions about work and family need to be made. The findings demonstrate that, independent of one another, men and women have implicit assumptions about how they will manage demands between work and family. Men in the study are shown to be expecting to fulfil and fulfilling the role of breadwinner in the household, with a continuous attachment to the workforce, whereas women in the study are shown to be expecting to accommodate and accommodating additional care demands in the household, impacting on their attachment to the workforce. These implicit assumptions by men and women conspire to limit the range of options perceived in the household when decisions about work and family need to be made and prevent households from redistributing paid and unpaid work responsibilities between partners in accordance with their economic needs and preferences. These findings also highlight institutional constraints that prevent the redistribution of paid and unpaid work between partners, reinforcing the delineation in the division of labour between household members. In the process this study makes two key contributions to the existing literature, firstly with a method for the investigation of the hitherto untested decision making process, and secondly with findings that demonstrate an alternative decision making process to that which is assumed in the existing explanatory frameworks, which takes account of the gendered expectations of men and women independently.

Doctor of Philosophy
Female labour force participation has increased constantly over the last thirty years in Australia. A number of theories and an established literature predict that such an increase in the performance of paid work by women will lead to a redistribution of unpaid work between men and women in the household. There is little evidence, however, of a corresponding redistribution of unpaid work within Australian households, raising a number of questions about the process through which paid and unpaid work is distributed between partners. A review of the literature considers economic and sociological approaches to the domestic division of labour and how the distribution of paid and unpaid work between partners has been understood, measured and explained. This review identifies two related problems in the existing explanatory frameworks; one theoretical, and one empirical. First, existing explanatory frameworks make assumptions about either unilateral, exchange or bargaining decision making processes between partners, rather than empirically establishing the process through which decisions are made. These untested assumptions about the decision making process lead to an empirical problem, whereby the interpretation of empirical data relies on establishing associations between the individual characteristics of household members and the subsequent distribution of time spent on different tasks. By examining the decision making process that is subsumed within the existing explanatory frameworks, this thesis addresses a gap in the literature. Results in the established literature rely on the strength of assumptions about the decision making process in these explanatory frameworks and neglect alternative possibilities. More recent studies provide alternative explanations about the allocation of time within households which consider the independent behaviour of autonomous individuals as well as their perceptions and preferences about paid and unpaid work. These insights guide the construction of this study, with additional consideration given to how individuals perceive, anticipate and make decisions about work and family, taking account of both the established and alternative explanations for the allocation of time to paid and unpaid work. Specifically, the research question asks: what is the decision making process when allocating time to paid and unpaid work in the household? Two component questions sit within this, firstly: what type of decision is it – autonomous, unilateral, exchange or bargaining? And secondly: what is the basis for the decision – income, preference or gender? In order to counter the empirical problems identified in both recent studies and the established literature, and pursue the research questions, a qualitative strategy of data collection and analysis is implemented. Based on replication logic, a target sample of sixty respondents is constructed, containing ten men and ten women from each of three purposefully identified life situations; undergraduate, graduate and parent. This sample allows for the comparative analysis of results between and across samples of men and women drawn from different stages of work and family formation. Subsequently the interview schedule is detailed, along with the composition of the final sample, made up of male and female undergraduates, male and female graduates, mothers and fathers who are also graduates. The results of the interviews are presented in three separate chapters in accordance with the different life situations of the interviewees, namely male and female undergraduates, male and female graduates, and male and female parents who are also graduates. Following the three results chapters is a detailed analysis and discussion of the key findings in the final chapters. Findings from the research indicate that the decision making process is based on gender and operates independent of partners in an autonomous manner. Indeed, gender is seen to be pervasive in the decision making process, with gendered expectations evident in the responses of all men and women in the sample, and taking effect prior to household formation, before decisions about work and family need to be made. The findings demonstrate that, independent of one another, men and women have implicit assumptions about how they will manage demands between work and family. Men in the study are shown to be expecting to fulfil and fulfilling the role of breadwinner in the household, with a continuous attachment to the workforce, whereas women in the study are shown to be expecting to accommodate and accommodating additional care demands in the household, impacting on their attachment to the workforce. These implicit assumptions by men and women conspire to limit the range of options perceived in the household when decisions about work and family need to be made and prevent households from redistributing paid and unpaid work responsibilities between partners in accordance with their economic needs and preferences. These findings also highlight institutional constraints that prevent the redistribution of paid and unpaid work between partners, reinforcing the delineation in the division of labour between household members. In the process this study makes two key contributions to the existing literature, firstly with a method for the investigation of the hitherto untested decision making process, and secondly with findings that demonstrate an alternative decision making process to that which is assumed in the existing explanatory frameworks, which takes account of the gendered expectations of men and women independently.

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.

Low wage workers are faced with unique challenges such as shift work, scheduling conflicts, and increased job demands, all of which have the capacity to prevent work and family balance. Recently, supportive supervisors and flexible work arrangements have been suggested as essential to mitigating negative work family outcomes. Due to the underrepresentation of low wage workers in the literature, however, the nature of these relationships in the context of low wage work remains unclear. The present study examined the relationship between family-supportive supervisor behaviors (FSSB) and work family conflict and enrichment as mediated by flexibility characteristics. The sample consisted of 104 supervisor-subordinate pairs working in various retail and fast food industries. Structural equation modeling was used to analyze the hypothesized relationships, and although flexibility characteristics were not found to mediate the relationship between FSSB and work family outcomes, the overall model was supported. Results suggest that flexibility characteristics have a significant impact on work family conflict for low wage workers. Implications and directions for future research are discussed.

With dual-career couples and single-parent families on the rise, adults may find themselves overloaded with work and family responsibilities, resulting in the experience of work-family conflict (WFC). Further, employers appear to be demanding more from their employees, while giving less. Therefore, it is important to discover ways in which to manage the conflict between the work and family domains. Since level of involvement within a particular domain has been previously demonstrated to have a positive effect on WFC, the present study examined the possible moderating effects of social support on the relationship between work and family involvement and WFC. Surveys assessing work and family issues and dependent care needs were distributed to a random sample of university faculty, staff, and students. Since WFC was a focus of the present study, surveys from those respondents who met the following criteria were analyzed: a) those who worked more than 20 hours per week, and b) those who had either a partner or a child, resulting in a sample size of 203. Based upon factor analyses results, social support and WFC were addressed in terms of their subscales. Specifically, social support was assessed from three sources: a) partner; b) supervisor/co-workers; and c) friends/relatives. WFC was assessed as work interference with family (WIF) and family interference with work (FIW) . Multiple hierarchical regression analyses indicated that family involvement was a significant predictor of both WIF and FIW, however, work involvement did not appear to have a positive effect on either type of WFC. Buffering effects of social support from all three sources were demonstrated for the relationship between family involvement and FIW. Additionally, social support from partner and from supervisor/co-workers moderated the relationship between work involvement and FIW. Further, social support from supervisor/co-workers moderated the relationship between family involvement and WIF. Finally, gender did not appear to have a significant effect on the buffering effects of social support. Limitations of the present study and future research implications are discussed.

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.

Abstract Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.

碩士
國立中央大學
人力資源管理研究所碩士在職專班
95
The progress of education level increases female population in the man power market, which impacts the nature between work and family, the traditional concept of “men go out for work, women stay at home” is changed accordingly. As female walks out of the family and joins the work market, men and women are urged to reconsider about the multiple roles play and responsibility share. Female, other than original family duties, needs to face work demands requested from employer; Male, due to female enters into job, except his own workload, is pushed to share traditional family loading occupied by female in the past. The work and family conflict starts since then. This study is focus on “work-family population” with permanent job, facing work & family stress, the two different genders, under the implication between work and family, suffers from different stress and conflict. Data collected through structured questionnaires revealed several sex differences in work-family conflict and other research variables, as below: (1) In “work demands”, work load has more impact on women than on men. (2) In “work resources”, family supportive policies & organizational family support” have more impact on men than on women. (3) In “family resources”, relatives living close has more impact on women than on men. (4) No significant sex differences in “family demands”. (5) No significant sex differences in “time-base”, “strain base”, and “behavior base” work family conflict. (6) No significant sex differences in “time-base”, “strain base”, and “behavior base” family work conflict In addition, by way of interviews with different people, this study penetrates and reveals some interesting points and deep thoughts, which, the statistic outcomes can never express. The purpose is, wishing that, under the resources provided by government and enterprise, the work-family population can find out the best solution, so, the work-family conflict becomes no more an inevitable dilemma, and the swing scale can reach its balance at the end.

碩士
國立中央大學
人力資源管理研究所
95
The work organizations have undergone a dramatic change which leads to some new forms of organizational work practices, such as total quality management, six sigma, and self-managing team. These new forms of practices may bring some competitive advantages and sustaining organizational performance. However, these work practices need employees to involve in work process and concentrate on problem-solving which may result in their work overload and increasing work stress. More and more researchers devoted their energy into exploring the negative effect of new forms of work practices on the increasing of employees’ work demand. In addition, the increasing work demands may invoke the neglect of family responsibilities which lead to work family conflict. However, research which has empirically documented the direct impact of quality management practices on employees’ work family conflict is scant. Therefore, the aim of the paper tries to explore the direct effect of work family policies on work family conflict and the relationship between new forms of work practices and work family conflict and examine whether work family policies will moderate the relationship between the implications of new work practices and work family conflict. Survey data were obtained from 766 employees among 28 corporations in various industries. The results indicated that quality management practices could significant predict work family policies, however, work family policies did not show significant effect on work family conflict. The major finding suggested that the relationship between quality management practices and work family conflict could be moderated by work family policies. To conclude, this study explained that employees participate in quality management practices more frequently would cause their work family conflict. The importance of work family policies was confirmed that they could be used as a complementary between quality management practices and work family policies. However, the direct effect of work family policies on work family conflict was not supported.

碩士
輔仁大學
兒童與家庭學系碩士在職專班
102
This study aims to explore how work condition of policemen, firefighters and nurses relates to their work-family conflict (WFC) and work-family facilitation (WFF) as well as how WFC and WFF influence their family satisfaction. The subject of this study includes policemen, firemen and nurses, with 516 valid samples from Taipei City, New Taipei City and the area of outlying islands. Within this sample, subjects’ average age were 34 years old, 59% got married, 52.5% raised their own children, and up to 91.9% were not in the managerial position. Compared to workers in other fields, policemen, firefighters and nurses had a relatively high and stable level of salary, but had to work for longer time and had a high level of work stress. Their average income were about 58,340 NT dollars and 87.8% worked longer than 42 hours per week. These workers also perceived a higher level of work stress than workers in other fields. Within these three professionals, firefighters worked longer and felt a higher level of work stress and work-family conflict than policemen and nurses; however, policemen perceived a higher degree of work-family facilitation than another two professionals. The results show that the workers who had a lower salary, worked for longer time or perceived more work stress tend to have a higher degree of work-family conflict. Furthermore, the higher salary one has, the higher degree of work-family facilitation he/she perceived. Lastly, the workers who felt a lower level of work-family conflict and a higher level of work-family facilitation tend to have a higher degree of family satisfaction.

碩士
國立中央大學
人力資源管理研究所
103
We observed a work family conflict causing by striking change in the nature of families and the workforce, because of the limited of the resources and role conflict. Based on ROC theory and Role theory, this study examined the effects of the organization offer a resource to employee whether it can reduce the conflict on work- family. Hierarchical regression and chow test analyses explored both models using sample from 966 employees of 43 Taiwanese listed companies. The results showed that work-family practices perception have significantly negative effects on work-family conflict. In addition, the gender is significant interaction effects that work-family practice perception to work-family conflict.

碩士
國立彰化師範大學
人力資源管理研究所
98
Taiwan is a country that pays attention to the work very much, research points out they have working pressure than western countries and the attachment to the family life in the Chinese society is a very important ethics idea, with under family drag by two major pressure in work like this, lead to the fact mentally and physically exhausted individual often, wok family conflict produce, the quality of the life drops. This research will probe into the pressure of requiring work demand, family demand,work-family conflict to influence quality and negative results. And the convenience with information science and technology lets people can be easy to communicate no matter there, benefit the elastic job arrangement too, so more and more people can finish the work at home, such a result makes the boundary among work and family not so stiff and firm, Ilies( 2009) One research mention, have role of work family integration can making work and family fields combining, reduce work family conflict, so research this join role of work family integration as work demand and work family conflict moderating. This sample of the study is life insurance sales as the parent, adopt conception and sample in the way and release the questionnaire, releases 30 branches together, contain 13 life insurance companies actually, send out 400 questionnaires together,deduct and fill out and answer the incomplete invalid questionnaire, there are 273 valid questionnaires. This research looks over every scale tool quality for confirmatory factor analysis; used the methods of multiple regression, structural equation model to test hypothesis. The result of study reveals: 1. The work family conflict has intermediaries to the work demand and quality of work life . 2. The role of work family integration has result of moderating with work demand and work family conflict, compare with low of work family role intrgration for person who is high of work family role integration can slow down the negative results with relation of the work family conflict. The management meaning that is: Advise the administrator can raise staff's autonomy of working in order to reduce the work family conflict, or offer the staff to work or the association on the family seek and serve and utilize information science and technology to promote the role of work family integration; Propose proposing and studying and limiting in research of this research finally.

碩士
國立成功大學
國際經營管理研究所
102
With the dynamic economic growing, it is more and more common for a family have both spouses are in the workforce. This create not only more financial source for the family but also the stressful of an individual when his or her family is affected by the job duty and vice versa. In order to gain more knowledge about this source of stress, Work Family Conflict has been the focus of researchers for a long time. In general, the conflict not only creates difficulties or stresses for one’s job or family domain, but also reduces the satisfaction of an individual toward his or her family or job. In overall, it may affect his or her life quality, thus reduce the enjoyment of one’s life. However, the stress experiments are various in terms of form, direction or magnitude for each person. The amount of stress or conflict is job or family based but the attitude toward family or job is depended on one’s personality or his or her point of view about job or family. Life centrality is one of the most important that affect and guides an individual to behave, thinking or react with what happening in his/her life. For a general person, work and family suppose to be the two biggest dimensions of his or her life. Self defined as job or family oriented may affect the attitude on one’s family and job regardless of amount of stress created by conflict between the job and family she or he may suffer. This study provide the research about affection of two dimensions of Work Family Conflict to family and job satisfaction separately, through that examine whether family and job satisfaction affect on life satisfaction. And finally this research will examine the moderation affect of Work Centrality and Family Centrality on relationship between Work Family Conflict to Family Satisfaction and Family Work Conflict on Job Satisfaction. A paper survey was conducted within 3 weeks; main responders are officer worker in People Committee’s Office in Cao Lanh City, located in South of Vietnam. The sample size is 277. Results demonstrate that Work Family Conflict has a significant affect on Family Satisfaction and Family Work Conflict also has significant affect on Job Satisfaction. Furthermore, both Family Satisfaction and Job Satisfaction have positive affect on Life Satisfaction. Finally, Work Centrality moderates the hypothesis between WFC and Family Satisfaction, however Family Centrality doesn’t have significant moderation affect on relationship of FWC and Job Satisfaction. The application and limitations of this study as well as future research suggestions also are discussed.

碩士
國立中央大學
人力資源管理研究所在職專班
102
The aim of this study is to examine the effect of work-family practices and work-family climate on family-work conflict. This study adapted the work-family practices and work-family climate as independent variables, the second variable including managerial support climate and coworker support climate. We adapted the individual level of family-work conflict as the dependent variable and the perceived organizational support as the mediator. This research employed the questionnaire survey to collect the data, based on the sample in Taiwanese context, and there are two survey steps in this research. The first step collected independent variable in 2012 and there are 1,355 valid questionnaires from 75 firms. The second step collected dependent variable in 2013 and there are 1,166 valid questionnaires from 57 firms. The result shows that managerial support climate has negative influences on family-work conflict. Work-family practices and coworker support climate has no statistical significance on family-work conflict and managerial support climate has mediation effect on family-work conflict. Based on the result, this study proposed some practical and follow-up study suggestion.

碩士
國立成功大學
國際企業研究所碩博士班
92
The impact of organizational Work/Family Policy on employee’s family life and his/her performance is the focus in this study. Meanwhile, we also try to examine the potential moderating effects coming from firm’s family friendly culture, employee’s perceived usability of Work/Family policy, Work/Family balance, and human resource policy on those relationships. 　　Research data were collected from Taiwanese employees through questionnaire. We sent 2000 questionnaires to 1000 companies listed in Common Wealth survey of Taiwan 2001, and ask their employees to provide necessary information. 258 questionnaires are usable and the return rate is 12.9%. After the works of recording and transforming survey data, we proceed statistical analysis, including correlation, factor, and hierarchical regression analysis. 　　Our findings can be summarized as follows. Firstly, there exist significantly positive relationships between firm’s Work/Family policy and employee’s perceived Work/Family balance. Secondly, our data partially support the positive relation between Work/Family balance and employee’s individual performance. Thirdly, the higher degree for firms to adopt High Commitment Work System (HPWS), the more likely they tend to implement Work/Family policy. Meanwhile, HPWS positively moderate the relationship between Work/Family policy and Work/Family balance. Fourthly, support from high level managers will positively moderate the relationship between Work/Family policy and Work/Family balance. Finally, the expected moderating effects coming from employee’s perceived usability of Work/Family policy as well as Work/Family difficulty are partly supported. 　　The main contribution of this research is to investigate the impact on employee’s Work/Family balance from the perspective of firm’s Work/Family policy and, which have not been examined in the previous research. Furthermore, several potential moderating variables, such as HPWS, family-friendly culture, and perceived usability were employed and tested in the first time. Our research findings shall be quite useful in assisting with Taiwanese companies when setting up their employee benefit policy and program.

碩士
明志科技大學
經營管理系碩士班
104
The Sandwich Generation refers to individuals who have multiple caregiving responsibilities for children, as well as parents. The present study focused on exploring the relationships between work and family factors, the two most important areas of antecedents, and work and family balance. Factors such as work supports and demands and family supports and demands were investigated deeply on their influences on work-family balance. In addition, we examined the moderating effect of Family Friendly Policies on the relationship between work and family factors and work-family balance. Population will include companies with a diversity of industries in Taiwan and a usable sample of total 510 participants response for further data analyses. The results show that work supports (supervisor and co-worker support) and family supports have positive effects on work-family balance. However, work demand has a negative effect on work-family balance. In addition, flexible working time of Family Friendly Policies has a moderating effect on the relationship between supervisor support and work-family balance. Based on the results, this study provides managerial implications and future research directions.

碩士
國立臺北大學
企業管理學系
107
In this study, we examined the momentary positive and negative moods can spillover between work and family. More specifically, we explore how individuals' moods in domain A (work/family) spread to domain B (work/family). Fifty-one subjects, using their smartphone, used surveycake website questionnaire service to provide instant reports on their momentary positive and negative moods at four moments (7am/12pm/17pm/22pm) for five consecutive days. At the moment, we used LINE to send individual messages to remind each subject to fill in the online questionnaire. The results show that individuals' positive and negative moods have significant spillover effects whether they are from the family domain to the work domain or from the work domain to the family domain. Furthermore, we examined the effects of individual's mindfulness, work orientation, and family orientation on the individual's moods spillover between work and family. The results showed that the individual's mindfulness significantly moderated the individual's negative mood spillover from home to work and from work to home. The degree of individual’s work orientation significantly moderated the individual's negative moods spillover from work to family. The degree of individual’s family orientation significantly moderated the individual's negative moods spillover from home to work. With this study, we contribute to the work and family research by examining the nature of mood transfers and moderators of these transfers across work and family domains. Also, we can contribute to the study of work-family balance issue.

碩士
世新大學
社會心理學研究所(含碩專班)
100
In recent years, the dual-earner couples have become one of primary family types as a result of social economic structure changes. People should give consideration to work and family. At the same time the borders of two domains have become blurred. According to the definition of work-family border studies, the stength of work-family border will vary according to individual differences and differences of the external environment. Therefore, this study tried to use the work-family border theory as the spindle to explore the personal trait and work characteristics on the strength of work-family border and work family balance. 　　This study was aimed to investigate how personal trait and work characteristies affected wor-family border, also attempted to elucidate that how personal trait, work characteristies and work-family border affected work family balance. This research used purposive sampling to collect workers who were married. 522 questionnaires were distributed and 436 were valid samples, and all analysis was analyzed with SPSS. 　　Results showed that gender role attitude influences the flexibility of work-family border and the overall work family boder strength. Positions also affect the flexibility of work-family border. Furthermore, family life cycle, position, family friendly policies, supervisor support and the flexibility of work-family border influence work family balance.

碩士
亞洲大學
經營管理學系碩士班
100
This study was aimed at exploring not only the relations between work-family role values, role commitment, work hours input and work-family conflict, but also the mediating effect of work hours input during holidays between role commitment and work-family conflict. The purposive sampling method was used to conduct surveys with structured questionnaires among full-time workers in Taiwan. A total of 420 questionnaires were distributed and 410 participants returned valid responses for further analysis. The valid response rate was 97.6%. The results revealed that work role values had positive impacts on work role commitment, and family role values had positive impacts on family role commitment. Moreover, work role commitment was positively related to work hours input during holidays, however, family role commitment had negatively effect on work hours input. Finally, work hours input was positively related to work-family conflict and work hours input had partial mediating effects on the relations between role commitment and conflict in both work and family way.

碩士
國立中央大學
人力資源管理研究所
95
The aim of the research was to explore relations between work resources, work/family conflict and work/nonwork-related outcomes, in the cultural context of a Chinese society (Taiwan). Specifically, we explored the effectiveness of various types of work resources in reducing work/family conflict and enhancing work morale as well as personal well-being. Using structured questionnaires, a sample of 264 full-time employees were surveyed. Analyses revealed that for Taiwanese employees, various types of work resources were positively related to reduced WFC and FWC, enhanced job satisfaction, family satisfaction and happiness. Both WFC and FWC were positively related to reduced job satisfaction and family satisfaction. Both job satisfaction and family satisfaction were positively related to enhanced happiness. More importantly, we found that “supervisor family support” was the most effective work resource in reducing work/family conflict and enhancing work/nonwork-related well-being, whereas “organizational family-supportive policies” and “organizational family support values” were less effective resources. Thus, the crucial beneficial effect of supervisor support was again underlined regarding work/family issues for employees working in relationship-conscious collectivistic cultures.