The effect of mothers' employment on their children has been investigated repeatedly; however, there is little research on how motherhood affects womens' employment attitudes. The research being reported here addresses this question. Subjects consisted of 126 working pregnant women and a comparable group of 45 working non-pregnant women who completed four questionnaires soliciting measures of the following attitudes: job involvement, home role attitude, employment role attitude, and interaction strain. Modest support was found for the prediction that giving birth would affect mothers' attitudes. Job involvement was found to decline, and home role attitude was found to be less favorable after the birth of a child.

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This thesis examines the dual-career family in two birth cohorts of won-en. It seeks to determine variables, other than economic necessity, that lead to the adoption of this lifestyle. In turn, the study, in part a replication of Hoffman (1963), seeks to note what revisions in the division of household labor occur when wives are employed.The thesis reveals that wives with high educational attainment and wives reared in families with high socio-economic status, working mothers, and highly educated mothers are likely to be working wives. Wives reared as oldest children are also likely to be employed. The results also indicate that a revision in the division of household labor occurs in the dual-career family. Working wives do less of the household tasks and receive more help from other members than do housewives. While a revision in the division of household labor occurs, working wives retain nest of the responsibility of the household and domestic labor tasks.

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Thesis (doctoral)--Universität Göttingen.

Thesis (M.C.P.)--Massachusetts Institute of Technology, Dept. of Urban Studies and Planning, 1980. / MICROFICHE COPY AVAILABLE IN ARCHIVES AND ROTCH. / Bibliography: leaves 103-108. / by Deborah Sharon Alexander. / M.C.P.

¡@In recent years, the industry environment has been affected by the globalization and the dramatic changes of industrial competition, thus the enterprises, considering cost, flexibility and speed, show a yearly rising employment rate of foreign workers in Taiwan and some of them even reach the top limit. In addition, they gradually stop employing full-time or long-term workers, but start to employ the outsourced and dispatched personnel. As a result, the traditional employment relationships are confronted with challenges. According to the survey issued by CHEER magazine in April, 2004, more than 12% enterprises possess 10~20% contract-based employees of their total staff, and in the future more than 35% enterprise will continue to enlarge the scale of contract-based employees. Hence, the long-term official employment relationship is no longer the only choice, the enterprises tend to use multiple and flexible employment modes. ¡@¡@From 2008 to now, after experienced the financial crisis, have the enterprises added the application of flexible manpower employment strategies, or examined and adjusted their current flexible employment strategies? Therefore, the study further explores the current situation of enterprises¡¦ application of flexible employment strategies. ¡@¡@This study hopes to utilize the interview to collect the enterprises¡¦ current situation of flexible manpower employment, application reasons and effectiveness, as well as the relevant management regulations and practical operations derived from the application of flexible manpower employment in the enterprises, so as to explore the influences of flexible manpower employment strategies on the enterprises. Finally, it can be served as references for the enterprises of different fields to utilize the flexible manpower employment and the government to draft relative policies and labor laws in the future. ¡@¡@From the interview data, the flexible manpower mainly takes charge of the peripheral work like administrative support and elementary manufacturing or service works. However, it is extraordinary that the enterprises related to credit cards of financial service sector often employ the dispatched manpower, or assign the core business to the atypical employees. ¡@¡@As for the reasons for applying flexible employment, taking cost into consideration, serving as bridge to employ the regular workers are the primary. The benefits of flexible employment strategies are mainly shown in the cost reduction in welfare, training and recruiting and the flexibility of personnel application. During the financial crisis of 2008 when the case company conducted the organizational adjustment and downsizing, it primarily controlled and downsized the dispatched manpower by means of non-renewal of contracts upon labor termination or early termination of contract. However, it didn¡¦t downsize all the dispatched personnel but reserved the excellent ones. In addition, the regular workers without an outstanding performance were also handled. Moreover, the issues faced by dispatching companies such as high labor turnover rate, hard to recruit, low personnel quality, and unable to recruit the excellent personnel are also the important subjects to be faced and solved for the enterprises.

The purpose of this paper is to analyze and to review fundamental ideas and theories of employment and to set forth the policies that can best obtain the goal of full employment, which is defined as the condition where those who want to work at the prevailing rates of pay can find work without undue difficulty.

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