Tesi sul tema "Balancing work and family life"
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1
Langenbrunner, Mary R. "Balancing Work and Family". Digital Commons @ East Tennessee State University, 1993. https://dc.etsu.edu/etsu-works/3513.
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Willson, Jenny. "Balancing work and family life : a study of mothers in the UK". Thesis, University of Sheffield, 2010. http://etheses.whiterose.ac.uk/12867/.
Testo completoAbstract (sommario):
The large increase in female labour force attachment observed in the UK over the last 30 years has largely been driven by mothers of pre-school aged children. The aim of this thesis is to examine the determinants and outcomes of mothers' work life balance decisions throughout the early maternal years. This thesis is made up of three empirical studies. Maternity leave policies relax constraints on mothers' work life balance decisions by allowing attachment to the same job around childbirth. Thus, the first empirical study in this thesis examines the impact of taking maternity leave on the probability of employment throughout the early years of the child's life. The implications of part time employment (the most common outcome of the work life balance decision for mothers in the UK) are analysed in the subsequent two studies. The analysis in the second empirical study investigates the wage penalty associated with mothers' transition from full to part time employment. The third empirical study examines the well being implications of part time employment. The results indicate that increasing access to maternity leave policy is consistent with greater motherhood employment. There is a tendency for groups of mothers to re-enter employment via part time work after childbirth. However, any movement from full time to part time employment which occurs over a career break is consistent with a large pay penalty; the motherhood pay penalty can be explained by such behaviour. The results find little evidence of any positive well being implications associated with part time employment. The conclusions of the analyses conducted in this thesis provide implications for the efficient usage of labour, for gender equality in labour market opportunities and outcomes, and for motherhood well being. The conclusions additionally provide insight into the extent that institutional factors constrain mothers' work life balance decisions.
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Larsen, Maria Eidsaa. "Family-Work Interference and Job Satisfaction : The Challange of Balancing Work and Family Life for Male and Female Workers". Thesis, Norges teknisk-naturvitenskapelige universitet, Psykologisk institutt, 2011. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-13721.
Testo completoAbstract (sommario):
This paper examined the relationship between work and family and how it affects satisfaction at work. The study involved a web-based questionnaire and 116 female and male workers participated in the study, all college and university employees. Differences between men and women in how they experience work and family as well as satisfaction at work, were examined. Also, significance of values regarding work and family and the experience of social support was investigated. Aspects such as age, education and free time were also seen in relation to the family-work experience. Few hypotheses were confirmed as findings indicated few gender differences. The results showed support to both expansionist theory and the scarcity hypotheses, as family and work interference was considerably more prevalent for those having children. Further, contributions and limitations to the study, as well as future suggestions are presented.
4
Stephens, Casheena Atari. "WOMEN AND WORK-LIFE BALANCE: A NARRATIVE INQUIRY OF WORKING SINGLE MOTHERS BALANCING FAMILY AND WORK". OpenSIUC, 2017. https://opensiuc.lib.siu.edu/dissertations/1391.
Testo completoAbstract (sommario):
The purpose of this study was to explore working single mothers’ work-life balance in order to better understand how employers can assist them. Role theory, role conflict theory, and spillover theory were utilized to examine how working single mothers experience work-life balance and how they perceive it. In this study, the researcher sought to discover, analyze, and report work-life balance experiences of working single mothers through extended narrative accounts, which answer the following research questions: 1. In what ways do working single mothers strive to attain work-life balance? 2. What challenges do working single mothers encounter that affect their ability to obtain work-life balance? 3. How do working single mothers believe their employers’ policies, practices, and attitudes impact their ability to balance work and family responsibilities? Narrative inquiry was the best research approach for this study because it allowed the individuals to narrate their own stories. The methods of collecting data for this study consisted of a basic demographic questionnaire and in-depth, semi-structured interviews. The data analysis revealed four main themes and several subthemes highlighting the strategies, challenges, and employers’ contributions to the work-life balance of working single mothers.
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Couzy, Margaux. "Conflicting Roles: Balancing Family and Professional Life - A Challenge for Working Women". Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-19019.
Testo completoAbstract (sommario):
Purpose: This study aims to explore how women’s roles at work and home interact with each other and focuses specifically on role conflicts which may arise. Research questions: Primary question: When and why do role conflicts occur in women’s lives? Secondary questions: (1) What is a role? (2) How do roles affect women’s lives? (3) How do women cope/deal with role conflict? Methodology: Qualitative research and interpretive approach Findings: Theoretical and empirical findings state that role conflicts occur when traditional values, lack of time and unbalanced involvement interfere with how women fulfil their different roles. Moreover, this study analyses the ways that women might have to deal with such conflict by comparing
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Bain, Ruey-Fen Cheryl. "Balancing work and family life needs: extension staff of the Farmers' Association in Taiwan". The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1202414115.
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Bain, Ruey-Fen Cheryl. "Balancing work and family life needs : extension staff of the Farmers' Associations in Taiwan /". Connect to resource, 2000. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1202414115.
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Kvasničková, Katarína. "Work-Life Balance". Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113290.
Testo completoAbstract (sommario):
The diploma work addresses the Work-Life Balance concept and identifies the various tools that can help to successfully balance work and personal life. Alternative work arrangements and the actual implementation in the Czech Republic and abroad are introduced. It focuses on the availability of child care facilities, maternity and parental leave and on the reintegration of parents into the work process. The analytical part examines the extent of the support offered by financial institutions for the harmonization of work and personal life. Programmes from selected institutions are presented as well as an analysis of employee job satisfaction in these companies conducted via a survey.
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Demers, Denise Marie. ""I AM THE CAPTAIN OF THE SHIP": MOTHER'S EXPERIENCES BALANCING GRADUATE EDUCATION AND FAMILY RESPONSIBILITIES". OpenSIUC, 2014. https://opensiuc.lib.siu.edu/dissertations/810.
Testo completoAbstract (sommario):
More women than ever before are entering the halls of higher education. According to the National Center for Education Statistics (NCES), more women than men are obtaining bachelor's, master's, and doctoral degrees (U.S. Department of Education, 2011a) According to Home (1998), at the end of the 20th century, women with families were the fastest growing population at the university level. At the beginning of the 20th century, students over the age of 25 were the fastest growing population in higher education (Carney-Crompton & Tan, 2002). These statistics beg the question, Why do women return to school? What are their challenges? What are their stories? More importantly, how do they do it all? How do they balance the demands of home and school and, most often, employment as well? My research examined the tensions women face going to school, specifically women who have children at home, commonly referred to as nontraditional age students. I was interested in the competitive demands of balancing two challenging roles, that of student and mother. Additionally, I wanted to know how these two roles affected their health and self-care. I designed a qualitative study to explore life as a graduate student mother. I specifically sought to learn about strategies of balancing the challenges as well as how, or if, schooling affected their health and self-care. Using the Roy Adaptation Model, I searched for ways in which women balance their multiple roles. With this research, I aim to help these women in their efforts to be successful in school and in life. I utilized both individual interviews and a focus group. Themes for interviews included I'm a Mother first, I'm the Captain of the Ship, "We got there together," the Adventure is Stressful, Finding Joy in the Journey, Attitude Determines Altitude, and Letting Go. Additionally, two overarching themes surfaced from the focus group: 1. Stress is Ubiquitous and 2. Identity Crisis. From this study, health educators can begin to understand how graduate school mothers experience graduate school, thus obtain a greater ability to develop and implement strategies to help this population.
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Kenjoh, Eiko. "Balancing work and family life in Japan and four European countries: econometric analyses on mothers' employment and timing of maternity". [Amsterdam : Amsterdam : Thela Thesis] ; Universiteit van Amsterdam [Host], 2004. http://dare.uva.nl/document/72462.
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Ang, Tania. "Balancing work and life among students a dissertation submitted to Auckland University of Technology in partial fulfilment of the requirements for the degree of Master of Business (MBus), June 2008". Abstract Full dissertation, 2008.
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Gudmundsson, Amanda Jayne, e n/a. "Balancing Work and Family: Perspectives of Australian Dual-Earner Parents". Griffith University. School of Applied Psychology, 2004. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20040512.164321.
Testo completoAbstract (sommario):
In contemporary Australian workplaces there now exists many employed parents who are endeavouring to balance participation between the two central life domains of work and family. For parents living in dual-earner families, simultaneously occupying work and family roles can be difficult and has been associated with outcomes such as physical and psychological health problems and organisational behaviour deficits. In contrast, parents satisfied with their combination of work and family roles have shown positive organisational attitudes and increased psychological health. The purpose of this research was to investigate the work and family role accumulation experiences of parents living in dual-earner couple relationships, and to explore the strategies and processes used by these parents to combine their work and family roles. This research was conducted using a two-phase cross-sectional methodology, incorporating qualitative and quantitative data collection and analysis methods. In the first instance, 32 mothers and fathers from intact dual-earner couples employed in lower-level or blue-collar jobs were interviewed at length regarding their work and family role accumulation experiences. The perceptions offered by these parents illustrated the difficulties and tensions they encountered in combining their roles as well as the rewards and benefits they associated with their lifestyle choice. In finding that dual-earner parents perceived both conflict and enhancement to be associated with work and family role accumulation, these results appeared to be paradoxically explained by the two competing theories of role occupancy, the role scarcity (Goode, 1960) and role expansion hypotheses (Sieber, 1974). However, further scrutiny of the data revealed that the role scarcity and role expansion hypotheses alone were not sufficient for explaining the choices that parents made about how they distributed their time and commitment between their dual-domain responsibilities. The parents' interviews contained numerous descriptions of behaviours and thoughts that represented female care provision and male income provision. Accordingly, it was interpreted that the linkages that these dual-earner parents made between their work and family roles were entrenched within traditional gender role identities and values. This signified that these parents either valued and identified with traditional gender parental roles, or were at least willing to recognise and conform to customary gender parental role behaviour, adjusting their participation and commitment to each primary life domain accordingly. The implication of this finding was that role identity value and commitment was an underlying concept linking the conflict and enhancement outcomes. Drawing upon this grounded theoretical direction, a quantitative questionnaire was distributed to parents employed in a range of occupations. The responses from 286 dual-earner parents to measures of work and parental role identity, and their perception of work and family role occupancy demands (time and stressors), were cluster analysed. The analysis recovered a stable three-cluster typology, suggesting that dual-earner parents are not a homogeneous category of people and that different groups of parents construct their occupancy of work and family roles in substantially different ways. The parents clustered into the first group (compromisers) appeared to have reached a somewhat compromised balance between their dominant parental role identity and the demands associated with their occupation of work and family roles, reporting a moderate amount of work/family conflict and enhancement. In contrast, the parents in the second cluster group (jugglers) were described as finding it difficult to adequately balance high work and family demands and a dominant work role identity, reporting high conflict and low enhancement outcomes. The parents in the third cluster group (accommodators) were described as having achieved an accommodated balance between the meaning they derived from their work and family roles and the demands of their work and family roles, reporting significantly stronger levels of work/family enhancement and lower levels of work/family conflict in comparison with the parents in the other two groups. Further analysis of the similarities and differences between the parents in the three cluster groups revealed that significant differences occurred by group on the dependent variable systems of family environment, work and family affect, workplace and personal resources, and work and family social support. The parents clustered into the compromisers and accommodators groups, who appeared to have reached congruency between their salient role identity and role occupancy demands, demonstrated significantly stronger levels of family cohesion, higher levels of family and childcare satisfaction, and lower rates of emotional exhaustion in comparison with the parents in the jugglers group. These parents also reported access to a larger social support network, the perception of greater levels of social support, and were more satisfied with their social support network in comparison with the parents in the jugglers group. It is suggested that these findings offer support for the proposition by Kofodimos (1993) that employed parents can achieve a balanced work/family lifestyle by devoting an appropriate amount of time and energy into their work and family roles to compliment their individual needs and values. In summary, the results of this research suggest that it is fundamental for future conceptual models of 'work and family' to incorporate the measurement of an individual's personal role identity and value as well as the distributional dimension of role accumulation demands. This thesis has thus contributed to the theoretical development of work and family role accumulation research, provided an insight into coping strategies and support processes used by dual-earner parents to balance their dual-domain responsibilities, and extended the demographic and occupational scope of the work and family literature.
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Gudmundsson, Amanda Jayne. "Balancing Work and Family: Perspectives of Australian Dual-Earner Parents". Thesis, Griffith University, 2004. http://hdl.handle.net/10072/365185.
Testo completoAbstract (sommario):
In contemporary Australian workplaces there now exists many employed parents who are endeavouring to balance participation between the two central life domains of work and family. For parents living in dual-earner families, simultaneously occupying work and family roles can be difficult and has been associated with outcomes such as physical and psychological health problems and organisational behaviour deficits. In contrast, parents satisfied with their combination of work and family roles have shown positive organisational attitudes and increased psychological health. The purpose of this research was to investigate the work and family role accumulation experiences of parents living in dual-earner couple relationships, and to explore the strategies and processes used by these parents to combine their work and family roles. This research was conducted using a two-phase cross-sectional methodology, incorporating qualitative and quantitative data collection and analysis methods. In the first instance, 32 mothers and fathers from intact dual-earner couples employed in lower-level or blue-collar jobs were interviewed at length regarding their work and family role accumulation experiences. The perceptions offered by these parents illustrated the difficulties and tensions they encountered in combining their roles as well as the rewards and benefits they associated with their lifestyle choice. In finding that dual-earner parents perceived both conflict and enhancement to be associated with work and family role accumulation, these results appeared to be paradoxically explained by the two competing theories of role occupancy, the role scarcity (Goode, 1960) and role expansion hypotheses (Sieber, 1974). However, further scrutiny of the data revealed that the role scarcity and role expansion hypotheses alone were not sufficient for explaining the choices that parents made about how they distributed their time and commitment between their dual-domain responsibilities. The parents' interviews contained numerous descriptions of behaviours and thoughts that represented female care provision and male income provision. Accordingly, it was interpreted that the linkages that these dual-earner parents made between their work and family roles were entrenched within traditional gender role identities and values. This signified that these parents either valued and identified with traditional gender parental roles, or were at least willing to recognise and conform to customary gender parental role behaviour, adjusting their participation and commitment to each primary life domain accordingly. The implication of this finding was that role identity value and commitment was an underlying concept linking the conflict and enhancement outcomes. Drawing upon this grounded theoretical direction, a quantitative questionnaire was distributed to parents employed in a range of occupations. The responses from 286 dual-earner parents to measures of work and parental role identity, and their perception of work and family role occupancy demands (time and stressors), were cluster analysed. The analysis recovered a stable three-cluster typology, suggesting that dual-earner parents are not a homogeneous category of people and that different groups of parents construct their occupancy of work and family roles in substantially different ways. The parents clustered into the first group (compromisers) appeared to have reached a somewhat compromised balance between their dominant parental role identity and the demands associated with their occupation of work and family roles, reporting a moderate amount of work/family conflict and enhancement. In contrast, the parents in the second cluster group (jugglers) were described as finding it difficult to adequately balance high work and family demands and a dominant work role identity, reporting high conflict and low enhancement outcomes. The parents in the third cluster group (accommodators) were described as having achieved an accommodated balance between the meaning they derived from their work and family roles and the demands of their work and family roles, reporting significantly stronger levels of work/family enhancement and lower levels of work/family conflict in comparison with the parents in the other two groups. Further analysis of the similarities and differences between the parents in the three cluster groups revealed that significant differences occurred by group on the dependent variable systems of family environment, work and family affect, workplace and personal resources, and work and family social support. The parents clustered into the compromisers and accommodators groups, who appeared to have reached congruency between their salient role identity and role occupancy demands, demonstrated significantly stronger levels of family cohesion, higher levels of family and childcare satisfaction, and lower rates of emotional exhaustion in comparison with the parents in the jugglers group. These parents also reported access to a larger social support network, the perception of greater levels of social support, and were more satisfied with their social support network in comparison with the parents in the jugglers group. It is suggested that these findings offer support for the proposition by Kofodimos (1993) that employed parents can achieve a balanced work/family lifestyle by devoting an appropriate amount of time and energy into their work and family roles to compliment their individual needs and values. In summary, the results of this research suggest that it is fundamental for future conceptual models of 'work and family' to incorporate the measurement of an individual's personal role identity and value as well as the distributional dimension of role accumulation demands. This thesis has thus contributed to the theoretical development of work and family role accumulation research, provided an insight into coping strategies and support processes used by dual-earner parents to balance their dual-domain responsibilities, and extended the demographic and occupational scope of the work and family literature.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology (Health)
Full Text
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Rhea, Joseph Richard. "Balancing work and family responsibilities as an extension 4-H agent". Diss., Mississippi State : Mississippi State University, 2009. http://library.msstate.edu/etd/show.asp?etd=etd-07072009-230114.
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Dermott, E. M. "Understanding involvement : men, work and family life". Thesis, University of Essex, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.250128.
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Robbins, Ann. "Work Family Conflict". Thesis, Boston College, 2004. http://hdl.handle.net/2345/448.
Testo completoAbstract (sommario):
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
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Rajan, Sweta. "The Balancing Act? : Work-Family Conflict and Balance in Indian Call Centres". Thesis, University of Oxford, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.519814.
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Zhang, Yi. "Negotiating work life and family life : young mothers in contemporary China". Thesis, University of York, 2018. http://etheses.whiterose.ac.uk/19558/.
Testo completoAbstract (sommario):
There has been growing interest among both academics and the public in the issue of work-family balance. The emergence of this issue is related to married women’s employment rates and the greater diversity of families and workplaces in the 21st century. In this thesis, I explore young Chinese women’s views on and experiences of balancing working life and family life in northern China. Drawing upon in-depth interviews with 34 young mothers conducted in Jilin Province, I focus on three main questions: 1) How do young-generation women manage childcare, paid work and filial obligation on a daily basis in China? 2) What are young-generation women’s attitudes to and practices of domestic labour and filial piety in China? 3) What factors facilitate or hinder a balance between working life and family life? My data is analysed in three chapters, focusing on: the domestic division of labour in China: meanings and practices; daily journeys while coordinating work, care and education; practising and displaying xiao – young mothers’ negotiations of obligations to elders. I argue that, despite past Maoist rhetoric on gender equality, women retain the primary responsibility for housework, childcare and filial obligation, which reveals the persistent gender inequality within families, although adaptation and greater gender equality was reflected in some cases. By bringing Western and Chinese concepts into dialogue with each other, this study contributes to the understanding of the continuing family changes and distinctive context of work and family in China.
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Tučková, Marianna. "Work-Life Balance". Master's thesis, Vysoká škola ekonomická v Praze, 2013. http://www.nusl.cz/ntk/nusl-199284.
Testo completoAbstract (sommario):
The subject of this thesis is Work-Life Balance - the reconciliation of professional and personal lives. The primary objective of this work is to analyze employee satisfaction in achieving a balance between the professional and personal life and to develop recommendations for employer on that basis. The theoretical portion of this work defines the issues surrounding Work-Life Balance and tools that employees can use to harmonize the two with an analysis of applications in the Czech Republic and across the European Union. The practical portion of the study analyzes employee satisfaction in real-world cases. On the basis of both components, the study offers recommendations for policy improvements to foster better Work-Life Balance.
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Whyte, Roxane O. "Fathers' Religious and Family involvement At Home; and Work and Family Outcomes". BYU ScholarsArchive, 2005. https://scholarsarchive.byu.edu/etd/5211.
Testo completoAbstract (sommario):
This study proposes and confirms two new predictors of work and family outcomes, thus far unexplored in existing work-family literature: fathers' religious involvement at home and fathers' family involvement at home. It is the first study to date to document that these produce a crossover effect to positively influence work-related outcomes including work-family conflict, work-family fit and job satisfaction. Data come from employed married fathers and their spouses participating in the 2001 BYU Marriott School of Management Alumni Work and Family Survey (n = 210), all members of The Church of Jesus Christ of Latter-day Saints (LDS). Findings are that fathers who were more religiously involved at home and their spouses reported greater marital satisfaction than fathers and their spouses who were less involved. Fathers who were highly involved with their families at home reported less work-family conflict, greater work-family fit, and greater marital satisfaction and spouse's marital satisfaction, than fathers who were less involved. Interactions showed that when fathers exhibit the combination of high religious and high family involvement, the religious involvement acts as a catalyst to generate greater levels of marital satisfaction and spouse's marital satisfaction. Finally, the study revealed a significantly positive relationship exists between marital satisfaction and job satisfaction. Results suggest that the father who engages in both high religious involvement and high family involvement at home may receive the benefits, or from a religious perspective, the "blessings," of enhanced marital satisfaction, and therefore, job satisfaction as a result of his fulfillment of sacred obligation to God. And, implications of the study suggest employing organizations may garner immense savings in terms of turnover costs due to the increase in job satisfaction among its employed fathers. Thus, data such as these suggest that flexible work arrangements, which may facilitate greater investment by the father in religious and family involvement at home, may create a dynamic system enabling enhanced family processes and, therefore, the strengthening of families, society and the economy.
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Martinengo, Giuseppe. "Gender Differences and Similarities in the Work-family Interface: The Importance of Considering Family Life Stages". Diss., CLICK HERE for online access, 2007. http://contentdm.lib.byu.edu/ETD/image/etd2123.pdf.
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Schultz, Nicole J. "Balancing faculty careers and family work tenure-track women's perceptions of and experiences with work/family issues and their relationships to job satisfaction /". Bowling Green, Ohio : Bowling Green State University, 2007. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=bgsu1182799118.
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Schultz, Nicole J. "Balancing Faculty Careers and Family Work: Tenure-Track Women’s Perceptions of and Experiences with Work/Family Issues and Their Relationships to Job Satisfaction". Bowling Green State University / OhioLINK, 2007. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1182799118.
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Gunton, Andrea. "Professional women balancing work and motherhood : a study of coping strategies used in balancing this dual role". Thesis, Rhodes University, 2012. http://hdl.handle.net/10962/d1007242.
Testo completoAbstract (sommario):
The aim of this qualitative research study is to develop insights into the dynamics involved in work- family conflict, balance and coping strategies. The study explores the experiences of seven professional women, who are also mothers, employed in professional work positions in Grahamstown. The research is interpretive in nature as it aims to explore the conflicts experienced by the professional mothers in balancing their competing roles. The study focused on the demands that these women face and the coping strategies that these working mothers develop and use, in order to balance their career aspirations as well as their family responsibilities. It set out to explore the women’s perceptions of work- family conflict and the extent to which they experience it, further examining the compromises that the women have had to make and possible feelings of guilt or regret that they may have experienced. The findings indicated that this balance is sensitive to many facilitating and hindering factors. The participants revealed that they experience work- family conflict, and that the experience of it has largely to do with the guilt of not spending enough time with their family. Another significant finding was that the women expressed their coping strategies as being organised; forming a line between work and family life as well as employing domestic workers. The women further stated that there are constant compromises that have to be made to fit in the multiple roles, and that feelings of guilt and/or regret do set in at times.
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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.
Testo completoAbstract (sommario):
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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Allard, Karin. "Toward a working life : solving the work-family dilemma /". Göteborg : Göteborg Univ., Dept. of Psychology, 2007. http://www.loc.gov/catdir/toc/fy0803/2008351736.html.
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McLaughlin, K. "Work and family life : experiences of mothers and fathers". Thesis, Queen's University Belfast, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.273084.
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Perry, MacKenna Laine. "Supervisor-Specific Outcomes of a Work-Family Intervention: Evidence from the Work, Family, & Health Study". PDXScholar, 2015. https://pdxscholar.library.pdx.edu/open_access_etds/2509.
Testo completoAbstract (sommario):
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.
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Collett, Troy J. "Family life ministry among the urban poor". Theological Research Exchange Network (TREN), 1997. http://www.tren.com.
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Lawes, Ginny. "Women, work and motherhood : the balancing act : a study of white middle-class women". Thesis, University of Nottingham, 1993. http://eprints.nottingham.ac.uk/11622/.
Testo completoAbstract (sommario):
The thesis was basically exploratory in nature. A staged life cycle model, with three key stages, was developed which jointly incorporated women's work and motherhood roles. The chosen stages led to a focus on white middle-class women. This was therefore the target group from which the samples were drawn and the focus of any generalisation from these studies. The primary focus of the work was on the decision-making processes that women go through in making the transition from one stage to the next. This was looked at in terms of a cost/benefit model that incorporated meaning through an exploration of the stresses and satisfactions that women experienced at the three identified stages. This allowed the initial decision-making model to be 'unpacked', and the relevant factors to be identified. These were considered in detail and looked at in the context of the relevant literature. One factor, role conflict, was explored further in a separate survey where roles were found to be potential sources of support as well as of demands. In looking at the decision to return to work, five factors were found to be particularly important to the women, and these were successfully checked for reliability in a separate study. The research was started in 1986, and the surveys were undertaken in 1987 and 1988. Results also allowed the formulation of a stress/satisfaction model, and when looked at in relation to the decision-making processes, it was postulated that decision-making would be easier if certain criteria were met. The decision-making model was used to explore the implications for women's training in general, and the training of women returners in particular. In relation to the latter, it was found that women anticipating the return to work expected it to be more stressful than did those women actually experiencing that stage, suggesting that women may overestimate the size of the problem at the post-break stage, and thus delay returning to the labour market. The strengths and weaknesses of the models were recognized and certain recommendations for further research were made.
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Råsbrant, Tika. "Employees’ experiences of work-life balance". Thesis, Södertörns högskola, Sociologi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-30983.
Testo completoAbstract (sommario):
In recent years, the interest in work-life balance within organizations has increased to a great extent due to the high technology development such as smartphones, laptops, tablets etc. The existing high technology work equipment has generated a possibility for employees to be more available and work more if needed and expected by the employer. The extended availability has caused a lot of employees to increase their working time, which in turn has induced increased stress and pressure (Yarnall, 2008, 121). The consequences have led to that the dichotomy work-life and private life adopts more blurred borders and often develops into a situation like the ”role-overload” (Allvin et al., 2013, 107) and a conflict between these two life spheres becomes a fact. Nowadays, several Swedish organizations have work-life balance practices for their employees. Some of these practices are regulated under Swedish legislation, for instance parental leave and the possibility for parents with small children to work part-time. This study investigates the employees’ actual experiences of work-life balance practices and how these practices affect the employees and indirectly the employer. There is a general assumption that organizations that offer different work-life balance practices do so to attract and keep employees, which is the reason why such practices are being viewed as a positive measure (Doherty, 2004, 447). This study investigates if and in what way there are positive and/or negative experiences or consequences of work-life balance practices for the employees, which in turn also could be affecting the employers. The study is qualitative and empirical. Eight Swedish officials employed in different Swedish organizations (one informant works for an American organization) have been interviewed. The theoretical models that have been used to specify and define the research method are “The Career Active System Triad, CAST” (Baruch, 2004, 100) and “The pros and cons of alternative work arrangements” (B.H. Gottlieb, E.K. Kelloway and E. Barham 1998) and to explain the result “The role expansion theory” (Nordenmark, 2004, 47). This study reveals the informants’ reality and experiences, which shows how society through companies and organizations (mezzo level) forms and guides the individuals (micro level) to act in certain ways. This phenomenon illustrates how society generates a “collective conscience” (Durkheim in Andersen & Kaspersen, 2007, 64). This study shows that organizations and societies implicitly through legislation, rules, practices and policies generate “value rational social action” (Weber in Andersen & Kaspersen, 2007, 74-75) among the individuals, which make them act in a certain way in accordance with the value rational social action, whether or not it fits in their individual life at the moment. Nevertheless, the result also demonstrates the positive attitudes towards the work-life balance practices offered by organizations and society through legislation. These practices allow employees regardless of gender to make choices that enables them to have several roles in life, which has been verified in previous research to be beneficial for well-being and health in general.
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Shah, Shalaka Sharad. "The role of work-family enrichment in work-life balance & career success". Diss., Ludwig-Maximilians-Universität München, 2014. http://nbn-resolving.de/urn:nbn:de:bvb:19-166344.
Testo completoAbstract (sommario):
The issue of work-life balance is becoming increasingly important for employers and employees globally. The clearer becomes our understanding about this issue; the better it will be for an effective and positive integration of these dynamic domains of our lives. Work-family enrichment is a positive way of integrating work and family and it helps to achieve work-life balance. In this Indo-German study, work-life balance, work-family enrichment, work-family culture and career success are analysed on a cross-cultural level using quantitative as well as qualitative methods. The findings uncovered the similarities and differences that lie between Germany & India; which give insights into (a) the enriching experiences related to work-family (b) career success and (c) work-life balance related aspects of German and Indian managers. A few gender differences were observed when the data for both countries was analysed collectively. The results partially support a relationship between work-life balance & career success as well as a relationship between work-family enrichment/family-work enrichment & career success.Weltweit wird Work-life Balance immer wichtiger, sowohl für Arbeitgeber als auch für Arbeitnehmer. Je klarer unser Verständnis für das Thema und die Einflussfaktoren wird; desto besser kann eine effektive und symbiotische Integration dieser dynamischen Lebensbereiche gelingen. Work-family enrichment ist bisher ein wenig erforschter positiven Ansatz zur Integration von Arbeit und Familie. Work-life Balance, Work-family enrichment, Work-family culture und beruflicher Erfolg werden auf interkultureller Ebene mithilfe von quantitativen auch qualitativen Methoden analysiert. Die Untersuchungsergebnissen ermöglichen einen Einblick in Ähnlichkeiten und Unterschiede des Zugangs zum Thema work-life Balance zwischen Deutschland & Indien. Die Ergebnisse zeigen die bereichernden Erfahrungen der deutschen und indischen Managers im Zusammenhang mit verschieden Aspekten der Integration von Beruf und Familie, von beruflichem Erfolg und Work-life Balance. Einige geschlechtsspezifische Unterschiede konnten bei der Analyse, der gemeinsamen Daten für beide Länder festgestellt werden. Die Ergebnisse unterstützen die Beziehung zwischen Work-life Balance und beruflichem Erfolg zum Teil und auch zwischen Work-family/Family-work enrichment und beruflichem Erfolg.
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Mohan, Arun. "Balancing the other 'scale' of justice : nurturing work-life balance in the legal profession". Thesis, University of British Columbia, 2010. http://hdl.handle.net/2429/28125.
Testo completoAbstract (sommario):
The pursuit of work-life balance (WLB) is a prominent topic in academic research and media reports, with many scholars and commentators describing the challenges faced by members of the labour market in balancing their employment duties with their personal responsibilities/desires. The crisis is very pronounced in the legal profession, with its institutional culture that places employment interests above family obligations and personal desires. Vanquishing this crisis is imperative not only because of its negative effect on lawyer health, but also because the number of women practicing law in British Columbia is declining, even though there are more females than males in Canadian law schools. This thesis determines that nurturing WLB within the legal profession requires the following: (1) Law schools must not only "teach law," but also "teach how to practice law" by initiating courses, workshops, and legal clinics that help students be more prepared for the rigours of the profession; (2) Alternative billing options to the billable hour system--which compensates lawyers and determines whether they are "partnership material" in firms--must be found because of its entrenchment of work-life conflict in the profession; (3) Legal employers must learn from the best practices of organizations that are adopting innovative initiatives and successfully promoting WLB among their workers. Furthermore, they must encourage, rather than stigmatize, the use of these strategies, including flexible work arrangements (FWAs), part-time arrangements, compressed work-weeks, flex-time (i.e., time off for the provision of family care), tele-commuting (i.e., working from home), and job sharing; (4) Lawyers must create, administer, and utilize the various workplace initiatives aimed at WLB--such as workshops, wellness initiatives, flexible work arrangements, etc.; and, (5) Professional organizations (such as bar associations and provincial law societies) must aid legal professionals in their pursuit of WLB by encouraging the use of FWAs, alternative billing options, and technological advances that promote employment flexibility. While a cultural revolution will not occur overnight, the insights in this thesis will facilitate the legal profession's cultural transformation into a pro-WLB institution that helps its members successfully fulfill the many demands--professional and personal--they face in society.
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von, Seth Katarina. "Work-Life Balance : En kvantitativ studie av könsskillnader bland civilekonomstudenter". Thesis, Linnéuniversitetet, Institutionen för pedagogik, psykologi och idrottsvetenskap, PPI, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-23396.
Testo completoAbstract (sommario):
Work-Life Balance (WLB) is defined as the ability to manage both work-life and non-work life successfully. WLB can be evaluated by examining individual’s experience of Work-Family Conflict (WFC) and Family-Work Conflict (FWC), both of which can be assessed by a questionnaire developed by Netemeyer, Boles and McMurrian (1996). The aim of this study was to explore if responses to the questionnaire, the amount of time spent on studies, household chores and sick leave, were gender related or not, among civil-accountants students. The survey included 138 respondents (74 woman and 64 men). The results confirmed previous findings of a gender difference in WFC, but disconfirmed a gender difference in FWC. Additionally, women scored higher in all variables (the amount of time spent on studies, household chores and sick leaves). The result also showed a correlation between time spent on studies and the WFC and FWC, respectively. Finally the result showed a weak correlation between the number of sick days during the semester and WFC and FWC. Thus, results may suggest that gender socialization could be a contributing factor of the observed gender differences.Work-Life Balance (WLB) definieras som förmågan att balansera arbetslivet och hemmalivet på ett framgångsrikt sätt. WLB kan utvärderas genom att undersöka individens upplevelse av Work-Family Conflict (WFC) och Family-Work Conflict (FWC), som båda mäts i Netemeyers, Boless och McMurrians (1996) enkät. Syftet med studien var att undersöka om det fanns några könsskillnader hos civilekonomsstudenter avseende WFC, FWC, tiden som spenderades på studier, på hushållsarbete samt sjukdagar per termin. Studien omfattade 138 respondenter (74 kvinnor och 64 män). Resultatet bekräftade tidigare upptäckt, att det fanns en könsskillnad i WFC, men motsatte att det skulle finnas en könsskillnad i FWC. Vidare framkom det att kvinnorna hade högre värden i samtliga variabler (antalet studietimmar per dag, hushållstimmar per dag och sjukdagar per termin). Resultatet visade även ett samband mellan antalet studietimmar per dag och WFC samt FWC. Slutligen visade resultatet en svag korrelation mellan sjukdagar per termin och WFC samt FWC. Möjligen kan köns- socialiseringen vara en bidragande faktor till de observerade könsskillnaderna.
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Bauer, Eva-Maria. "Top executives' work relationship and work-family balance : taxonomy development and performance implications /". Wiesbaden : Gabler, 2009. http://d-nb.info/996031685/04.
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Livingstone, Sharon R. "Balancing work and family, perspectives of employed individuals providing care to adults with special needs". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1998. http://www.collectionscanada.ca/obj/s4/f2/dsk2/tape15/PQDD_0005/MQ33246.pdf.
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Lam, Kwai-lan. "An exploratory study of the issue related to the diffusion of innovation in human services : the case of HKCSS's evaluation guideline for FLE programme /". [Hong Kong : University of Hong Kong], 1990. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12920241.
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Hoang, Thi Huong Lan. "Work-life balance – the challenge of female entrepreneurs in Vietnam". Thesis, Mälardalen University, School of Sustainable Development of Society and Technology, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-7476.
Testo completo
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Mmadi, Mpho Manoagae. "Mobile workplace : work conditions and family life of taxi drivers". Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/25639.
Testo completoAbstract (sommario):
The recognition that employees and employers wield different levels of power in the workplace makes labour legislation a central part of the workplace. This is because the different levels of power possessed by the two parties impact not only on workplace decision making but also on the relationship between the two parties, thus, being the weaker party (worker), the importance of worker protection through legislation is very important. However, the extent to which all employees enjoy legislation protection has always been a bone of contention. The lack of employment security in certain sectors of the labour market is not always the direct consequence of a lack of labour legislation aimed at those sectors. Rather, factors such as supervising compliance and implementation of labour legislation are crucial towards achieving important goals of labour legislation such as job security and worker protection. This study attempts to understand the interplay between the nature of work, legislation and the impact on family and community life of taxi drivers, through studying the everyday work experience of local taxi operators. This study looks at the labour process of taxi driving in Mamelodi Township (Pretoria, Gauteng Province) and Jane Furse (Sekhukhune District, Limpopo Province). The study draws on post-Bravermanian labour process theory, work-life balance debates and labour geography for theoretical frameworks. This is an ethnographic study that mainly draws on the extended case method, supplemented with semi-structured interviews. Results indicate that taxi drivers work under harsh working conditions with very few employment-related benefits and little time for their families (social life). The drudgery of labour and the nature of the labour process motivate the need for taxi drivers to “make out”, as Michael Burawoy has described worker coping strategies. This involves what is termed binding, floating, sekero and rocky relations in this study. Findings also point out that current legislative stipulations, particularly the definition of a workplace, are incompatible with the nature of work characteristic of the minibus taxi industry. The study concludes that taxi drivers remain largely vulnerable and unprotected due to this mismatch between legislative stipulations and the nature of work in the industry. Related to the foregoing, the study concludes that the informality of the minibus taxi industry benefits to some degree both taxi drivers and taxi owners. The study also points out the fact that geography/space is critical to our understanding of certain industries and successful application of labour regulation laws. Finally the study concludes that different localities impact on the intensity and duration of the labour process(es) therefore negates the successful uniform application of labour laws.Dissertation (MSocSci)--University of Pretoria, 2012.
Sociology
unrestricted
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Macaulay-Reif, Teegan. "Evaluating the influence of a family supportive work environment on work-family conflict : the moderating role of gender /". [St. Lucia, Qld.], 2007. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19846.pdf.
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Languilaire, Jean-Charles. "Experiencing work/non-work : Theorising individuals’ process of integrating and segmenting work, family, social and private". Doctoral thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, EMM (Entreprenörskap, Marknadsföring, Management), 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-10935.
Testo completoAbstract (sommario):
The relationships between work and personal life have been on the public, business, and research agenda for about 35 years. Perspectives on these relationships have shifted from a work-family to work-life or work-personal life focus, from a conflict to a balance or enrichment view and, finally, from a segmentation to an integration perspective. This evolution, however, leads to a theoretical and practical impasse where neither integration nor segmentation can be seen as the absolute individual, organisational and societal value. This thesis takes the discussion one step further and focuses on individuals’ work/non-work experiences, calling for a humanistic case. The humanistic case urges placing individuals’ work/non-work experiences at the centre of human resources and at the centre of the work-life field. The aim of the thesis is to theorise individuals’ work/non-work experiences in their individual, organisational and societal contexts. To achieve the purpose, the thesis presents individuals’ work/non-work self-narratives. These self-narratives of six French middle-managers, three men and three women, underline how individuals experience their diverse life domains, namely the work, the family, the social and the private and their management. The self-narratives have been generated through in-depth qualitative interviews and diaries. The thesis explores and provides an understanding of individuals’ work/non-work experiences from a boundary perspective. Focusing on the processes behind individuals’ work/non-work experiences, the thesis reveals that work/non-work preferences for integration and/or segmentation are not sufficient to understand individuals’ experiences. It is essential to consider the preferences in relation to their level of explicitness and the development of work/non-work self-identity. Moreover, it is important to understand the roles of positive and negative work/non-work emotions emerging in the work/non-work process as a respective signal of individuals’ satisfaction or dissatisfaction in how their life domains are developed and managed. The thesis contributes to the work-life field, especially the boundary perspective on work and non-work by presenting a model of individuals’ work/non-work experiences. The model pursued is derived from 33 theoretical propositions. The study suggests a two-dimensional approach for life domain boundaries as a systematic combination of seven boundary types (spatial, temporal, human, cognitive, behavioural, emotional and psychosomatic) and their mental and concrete natures. It suggests a three-dimensional model for work/non-work preferences, revealing five major archetypes of work/non-work preferences between segmentation and integration, and stressing the emotional side of the work/non-work process. It shows that individuals value segmentation on a daily basis and integration on a long-term. This thesis concludes that segmenting and integrating is essential for the harmony of their life domains namely their work, their family, their social and their private.
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Gbajumo-Sheriff, Mariam. "Does work-life balance have a cultural face? : understanding the work-life interface of Nigerian working mothers". Thesis, University of Warwick, 2016. http://wrap.warwick.ac.uk/91316/.
Testo completoAbstract (sommario):
With the increase in the number of women working in the formal economy, there has been a growing literature on women handling multiple roles arising from work and the home. Currently there is a gap in the literature about the activities of working mothers in emerging economies, with theories and most findings concentrated on studies in advanced economies. This study therefore intends to fill part of the gap in the literature by investigating the lives of working mothers in the oil and gas sector in Nigeria, with a view of understanding their challenges, pains and gains as they navigate between the home and work spheres. This research adopted a qualitative approach through the administration of semi-structured interviews to working mothers, supervisors and Human Resources practitioners. Using the Greenhaus and Beutell’s (1985) sources of conflict model, this study explored the work and family lives of working mothers in Nigeria, thereby giving a detailed view of the time, strain and behaviour-based conflict they experience, as well as appropriate coping strategies that have been put in place to mitigate the effects of such conflicts. Findings complement earlier studies on work and family in Africa focusing on the experience of strain by working mothers in Nigeria. However, analysis from this study suggests that some of these stress-related conflicts were caused by the prevalent work culture of presenteeism. In comparing evidence of a more equal sharing of domestic tasks between couples in advanced economies, the embrace of equal sharing of housework by men and a demand for such by women in Nigeria is rather limited and slow. A striking difference on the strategies employed by working mothers in the west and in Nigeria is that what working mothers in Nigeria lose by way of government support, they gain in the form of family support.
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Shiels, Rosie Sara. "Changes in Work-Life Balance Over Time: Implications for Job and Family Satisfaction". Thesis, Griffith University, 2015. http://hdl.handle.net/10072/367244.
Testo completoAbstract (sommario):
Work - life balance research has generated substantial interest for researchers and applied business professionals over the past two decades. Work - life balance can no longer be considered a personal choice for individuals; it is also a human resource management tool used to attract, motivate, and retain highly skilled employees. Most research investigating work - life balance has tended to focus on the negative aspects of combining work and non - work domains, rather than focusing on how work and non - work roles can be mutually beneficial. This research shifts the focus from the scarcity perspective (that balancing multiple roles inevitably leads to inter - role conflict as demands for time and energy compete for limited resources) to the enhancemen t perspective, which suggests that engaging in multiple roles can be energising, provide more opportunities to the individual, and increase well - being.Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Applied Psychology
Griffith Health
Full Text
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LaGraff, Melissa R. "Exploring Work-Family Guilt and Parenting". Digital Commons @ East Tennessee State University, 2020. https://dc.etsu.edu/secfr-conf/2020/schedule/14.
Testo completoAbstract (sommario):
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.
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Taylor, Rachel H. "The relationship between help-seeking behavior and level of impairment in work, social life, and family life". Thesis, California State University, Long Beach, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10076453.
Testo completoAbstract (sommario):
Many people are exposed to trauma and subsequently experience mental health distress, though not all seek help for it. This study aimed to explore the relationship between attitudes towards seeking help and level of impairment in work/school, family, and social domains among individuals seeking treatment for traumatic exposure. This study also analyzed the relationship between attitudes to seeking help through various referral sources and demographic characteristics, including gender, race/ethnicity, sexual orientation, and level of education. The analysis revealed no significant relationship between level of impairment and attitudes to seeking help, yet significant differences were found when comparing attitudes towards help seeking among level of education and sexual orientation. Implications of the demographic characteristics of the help seeking population and lack of significance in the relationship between help seeking attitudes and level of impairment are discussed.
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Pinto, Carlos. "Evaluation of a manual on Hispanic family-life education". Theological Research Exchange Network (TREN), access this title online, 2006. http://dx.doi.org/10.2986/tren.088-0136.
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Herst, David Evan Loran. "Cross-Cultural Measurement Invariance Of Work/Family Conflict Scales Across English-Speaking Samples". [Tampa, Fla.] : University of South Florida, 2003. http://purl.fcla.edu/fcla/etd/SFE0000181.
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48
Johansson, Ann-Charlotte. "Arbetet i lärarnas tankar dygnet runt : Sexton lärares upplevelse av negativ överspridning". Thesis, Mälardalens högskola, Akademin för hållbar samhälls- och teknikutveckling, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-12729.
Testo completoAbstract (sommario):
Negativöverspridning från arbetsliv till privatliv och från privatliv till arbetslivuppkommer när beteenden, humör, stress eller känslor från den ena sfären på ettnegativt sätt påverkar den andra sfären. Denna uppsats har en kvalitativ ansatsoch undersökte lärares upplevelse av negativ överspridning mellan arbetsliv ochprivatliv och tvärtom. Respondenterna var 16 lärare inom grundskola ochgymnasieskola som förde dagbok kring negativ överspridning. De typer av negativöverspridning som nämndes oftast var 1) hög arbetsbelastning, 2) tankar ellerkänslor som stör, 3) trötthet, 4) problem med andra människor samt 5) problemmed maskiner. Resultatet visade att respondenterna rapporterade mer negativöverspridning mellan arbetsliv och privatliv än tvärtom. Respondenterna uppgavatt de arbetade mycket och att förtroendetiden oftast inte räckte till. Deflesta lärare som avböjde medverkan i studien gjorde detta på grund av överbelastningi arbetssituationen.Negative spillover from work to family and vice versa often occurs when forinstance behaviour, mood, stress and feelings from one domain negatively affectthe other domain. This qualitative thesis investigated teachers perceptions ofnegative spillover from work to family and vice versa. The respondents were 16teachers in primary and secondary school which wrote a diary about negativespillover. The types of negative spillover that occured most frequently were 1)high workload, 2) disturbing thoughts or feelings, 3) fatigue, 4) problems withother human beings and 5) problems with machines. The results showed that therespondents reported more negative spillover from work to family, than fromfamily to work. Most of the respondents worked a lot and the time of trust werenot enough. The respondents who declined participation in the study did thisbecause of an overload in their work situation.
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Sale, Brittany E. "Predictors of Family-Supportive Supervisor Behaviors: Supervisor Job Stress and Work-Family Climate". PDXScholar, 2010. https://pdxscholar.library.pdx.edu/open_access_etds/276.
Testo completoAbstract (sommario):
Research indicates that supportive supervision, particularly work-family specific supervision, is key to reducing employees' work-family conflict (Allen, 2001; Eby et al., 2005; Thomas & Ganster, 1995). However, little research has examined the factors that contribute to supervisors' willingness or ability to provide this support. This study examined how supervisor job stress and perceptions of work-family climate influenced employee ratings of Family-Supportive Supervisor Behaviors (FSSB) using previously-collected data from a mid-western grocery chain. It was hypothesized that supervisor job stressors would impact FSSB, supervisor perception of work-family climate would impact FSSB, and the interaction of stressors and climate would impact FSSB. None of the hypotheses were supported. Potential explanations and directions for future research are discussed.
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Wegner, Kristina M. "Work Spillover and its Affects on Home Life". Fogler Library, University of Maine, 2005. http://www.library.umaine.edu/theses/pdf/WegnerKM2005.pdf.
Testo completo