This thesis explores the experience ofWlemployment and re-employment for managers who experience a job loss and are compensated financially and supported by career transition counselling during Wlemployment. It also explores the experience for the partners ofthese managers. The unique characteristics ofthis group provide an insightful perspective on Wlemployment and this thesis makes a theoretical contribution to the Wlemployment, family and the work stress cross over literature. Career transition counselling cushions Wlemployment but managers continue to be vulnerable to psychological strain. For this group it is the cognitive and emotional demands associated with loss, and lack ofstructure and the constraints ofagency which are the dominant drivers ofpsychological strain, rather than financial security, while a positive outlook is protective. Underlying these dominant drivers, family relationships and social support also provide some protection. These variables combine elements ofWarr's (1987), Jaboda's (1972) and Fryer's (1995) theory of unemployment, within the framework ofthe transactional model ofstress. Interestingly the female partners ofthese unemployed managers are also vulnerable to psychological strain, and there is evidence ofcross over ofpsychological strain between partners. Relationship characteristics ofcohesion, adaptability and relationship strain (Olson, 1993) also cross over between partners. The partners at highest risk ofpsychological strain are women in well paid positions with relationship .strain and lower levels ofsocial support. After re-employment the supported managers are significantly less vulnerable to psychological strain, although their partners' levels ofpsychological strain remain high. Relationship characteristics and social support appear to have less effect on psychological strain after re-employment, although there continues to be evidence of cross over between partners. Job quality is important to psychological strain, with congruency and job satisfaction rather than money being most important. A change in career and low fmancial security are associated with increased psychological strain for the partners. Managers who change careers are more committed, have greater confidence and feel more effective, although this increased confidence is associated with their partners' psychological strain.

Women represent around 30% of Great Britain's entrepreneurs. They constitute a dynamic and substantial force in the economy. Their rate of participation as entrepreneurs is significantly lower than that of men. Previous research has sought to understand the experiences of women entrepreneurs in order to explain this under representation. However, much of this work has consulted with women as entrepreneurs which own businesses across a variety of industries. Research into defined industries is limited and research on fashion designers specifically is virtually non-existent. This pioneering study bridges the academic fields of entrepreneurship and fashion design, exploring the experiences of British women entrepreneurs as designers in the fashion industry. The study pursued four important themes: development of the profiles of British women entrepreneurs as designers in the fashion industry; determination of their home and work past and current responsibilities; identification of the barriers encountered in childhood, education, professional and business development; and exploration of the impact of gender on their experiences as designers in the fashion industry. The methodology of the study employed in depth interviews with 30 women entrepreneurs of Great Britain who are/were fashion designers. The sample included those who were in early, mid, established and post business. The interviews were carried out face to face and over the telephone. Qualitative analysis of the data focused on exploring the differences and similarities of women entrepreneurs' experiences. The fmdings suggest that social, industrial and economic factors appear to marginalise British fashion designers from growing their business substantially and that they had encountered negative attitudes based on their gender. However, the entrepreneurs were found to turn such experiences into positive outcomes with many of them growing international labels playing important roles in a matrix of industries and the economy. Manufacturing and accessing fmance were the two main challenges faced. The research focus spanned the life course trajectory revealing how coping with adverse circumstances also increased an awareness of ethical business considerations. They possessed elements of social entrepreneurship that were paramount to business through design and/or philanthropic activities. On work and home responsibilities, 43% were childless the remainder revealed feelings of stress and grief due to separation from children. As children, they acted in non-traditional ways which were embraced by their fathers, whereas mothers tended to push their daughters into education. Paternal grandmothers were revealed to be entrepreneurs. Recommendations are made for individuals and organisations of ways in which the potential of British women fashion designer entrepreneurs could improve. The limitations of the study and implications for future research are also discussed.

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