The present research study investigated the relationships between perceptions of justice in the work and home environments and work-family balance. For purposes of this study, justice perceptions in the workplace were explored in terms of the work-family support policies, practices, and procedures provided by organisations to assist their employees in balancing their work and family demands. Similarly, justice perceptions in the home environments were explored in terms of the family-work support arrangements provided by individuals’ home environments in order to assist them in balancing their family and work demands. As the scales used to measure justice perceptions were modified versions of the original Organisational Justice Scale (Judge & Colquitt, 2004), a pilot study was conducted in order to assess their internal validity and reliability. The pilot study sample consisted of 44 South African working parents who fit the requirements of the sample (between the ages of 25 and 50, in a relationship, and had at least one child for whom they were responsible). Factor analyses and Cronbach Alpha estimates suggested the modified scales were suitable for use in the main study. The sample for the main study consisted of 213 working parents obtained from various organisations who met the criteria for participation (between the ages of 25 and 50, in a relationship, and had at least one child for whom they were responsible). The modified justice scales, as well as the Work-Family Conflict Scale (Carlson, Kacmar, & Williams, 2000) and Work-Family Enrichment Scale (Carlson, Kacmar, Wayne, & Grzywacz, 2006), were used to assess the variables of interest. Additional factor analyses and reliabilities conducted for both modified justice scales in the main study supported a four factor structure for both scales. Descriptive statistics established that participants experienced average amounts of perceived distributive, procedural, and informational justice and a slightly higher amount of interpersonal justice in both environments. Participants in the study also reported experiencing average amounts of work-family conflict and slightly higher amounts of work-family facilitation. With regard to the relationships between justice perceptions and work-family balance, the results indicated that participants who perceived their work-family policies, practices and procedures in their organisations and their family-work policies in their home as more just experienced less conflict and increased enrichment between the two domains. The current study also explored whether perceived organisational justice, perceived home justice, work-family conflict, and work-family enrichment differed based on the level of support provided in the work and home environments. Results indicated that differences in the amount of support provided by organisations created differences in employees’ perceptions of procedural, interpersonal, and overall organisational justice; but not in perceptions of distributive and informational organisational justice. In addition, the amount of workplace support provided by organisations did create differences in overall levels of experienced work-family balance. Support in the home environment did create differences in levels of perceived home justice but did not create differences in levels of work-family balance experienced by participants. Overall, the study was successful in modifying and validating the Perceptions of Justice Scales, in stressing the importance of these perceptions regarding support provided to working parents in both their work and home environments, and in exploring the relationships between these justice perceptions and work-family balance.

Thesis (M.A. (Clinical Psychology)) --University of Limpopo, 2010 / This study examined the relationship between parenting styles, parental punitiveness and family structure, and antisocial behaviour, as well as the influences of parental educational levels on respondents’ antisocial behaviour. Participants consisted of 227 male and 140 female students from the University of Limpopo, whose ages ranged from 17 to 24 years. Families were classified into one of four parenting styles (namely, authoritative, authoritarian, indulgent and neglectful) on the basis of respondents’ ratings of their parents on two parental dimensions: warmth/acceptance and supervision/control. The respondents were then compared with antisocial behaviour. The results indicated that the difference between the four groups of parenting styles did not reach statistical significance on antisocial behaviour. As well as the relationship between family structures and antisocial behaviour did not reach statistical significance. However, there were significant and positive relationships between parental punitiveness and antisocial behaviour. There were significant relationships between parental educational levels and antisocial behaviour. Parental warmth and supervision were also significantly and negatively related to the respondents’ antisocial behaviour. Finally, the implications and limitations of the study are described.

On-going research into township family life in Natal has pointed to the need to develop a conceptualisation of the family that is appropriate to local historical and material conditions. In particular, such a conceptualisation should take account of the effects of rapid social change on township family relations. On the basis of a critical review of existing definitions of the family, the present report contributes to' the establishment of such a conceptualisation. To this end, it draws on in-depth, semi-structured interviews conducted with 22 members of-five township families in early 1988, where respondents spoke in 'detail about their family life. It draws on these interviews with the aim of establishing "grounded theory" viz: a theory of the family 'grounded in the concrete-experience' of township residents as reflected in their accounts of their day-to-day experience. Drawing on a detailed analysis of these interviews, the report outlines an indigenous theory of the family. This theory reflects the implicit definition of the family underlying the township respondents' accounts of their family experience. This indigenous theory of the family defines it in terms of (i) the composition of the family; (ii) power relations within the family; and (iii) functions of the family. On the basis of the interview data, the report outlines a conceptual framework which builds on the notions of contradiction and culture. This framework is offered as a potentially useful analytic tool for investigating the impact of social change on the family, as defined by the indigenous theory. The report concludes with a critique of the concept of 'family disintegration', which is often used to describe changing social relations in township families. It is argued that the' family is currently the strongest and most empowering social institution in the disrupted fabric of township social life. / Thesis (M.A.)-University of Natal, Durban, 1989.

Thesis (MA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: This study deals with the history of a branch of the Swanepoel family in South Africa over the past 300 years and was conducted by means of genealogical and cultural historical research methods. Pieter Jansz Swanepoel, progenitor of the Swanepoel family in South Africa, came from Nieuwmunster in the present day municipality (gemeente) of Zuienkerke in the city of Brugge in West Flanders. He came to South Africa in 1699 as a soldier of the Dutch East India Company. He became a free burgher in 1700. Between 1709 and 1747 he made a living as a farmer on the farm Nieuwmunster close to where the town of Wolseley is now. In 1712 Pieter Jansz Swanepoel married Maria Sibella Sachs, the widow of Jan Christoffel Haak, and seven sons and one daughter were born out of this union. Hereafter six successive generations of Swanepoels made a living as stock-farmers, of which the last five resided in the districts of Graaff-Reinet, Beaufort-West and Prince Albert. As a result of droughts, a world wide economic depression and the after effects of the Second World War this tradition came to an end. Consequently the members of this family today find themselves all over South Africa. Therefore family ties are not as strong as they used to be and the tradition of naming became less important. Traditionally genealogical research concentrates on the male line. This study, however, attempts to research the descent of the progenitress in each generation as well and the findings are reflected in an ancestral chart. / AFRIKAANSE OPSOMMING: Hierdie studie is die familiegeskiedenis van 'n tak van die Swanepoel-familie oor die afgelope 300 jaar wat deur middel van genealogiese en kultuurhistoriese navorsingsmetodes opgestel is. Die stamvader, Pieter Jansz Swanepoel, was afkomstig van Nieuwmunster in die teenswoordige munisipaliteit (gemeente) Zuienkerke in die stad Brugge in WesVlaandere en het in 1699 as soldaat in diens van die VOC na die Kaap gekom. Reeds in die jaar 1700 word hy 'n vryburger en vanaf 1709 tot 1747 boer hy op die plaas Nieuwmunster digby die huidige Wolseley. In 1712 tree hy in die huwelik met Maria Sibella Sachs, die weduwee van Jan Christoffel Haak. Uit die huwelik word sewe seuns en een dogter gebore. Hierna volg ses opeenvolgende geslagte veeboere waarvan die laaste vyf hulle in die distrikte Graaff-Reinet, Beaufort-Wes en Prins Albert bevind. Droogtes, 'n wereldwye ekonomiese depressie en die nagevolge van die Tweede Wereldoorlog maak 'n einde aan hierdie tradisie en lei daartoe dat die lede van hierdie betrokke tak van die Swanepoel-familie oor die lengte en die breedte van Suid-Afrika versprei. Dit het onder andere tot gevolg dat familiebande baie losser word en dat naamgewinggebruike nie meer so slaafs nagevolg word nie. Tradisioneel is genealogiese navorsing toegespits op die manlike lyn. In hierdie studie is daar gepoog om ook die herkoms van die stammoeders in elke geslag so ver as moontlik na te vors en in 'n kwartierstaat te reflekteer.

The current study aimed to contribute to research in the areas of Sex-Role Identity (SRI) and Work-Family Conflict (WFC), as no research to date has examined how socially desirable and socially undesirable SRI‟s effect this inter-role conflict. The EPAQ-R was used to examine a differentiated model of SRI and Carlson et al.‟s WFC scale measured the bi-directional nature of WFC. This study made use of a cross-sectional, exploratory research design with 268 working mothers participating in this research. Under the COR framework and social constructionist theory, this study demonstrated that sex-role personality traits serve as resources that influence individual experiences of WFC. Results from a series of one and two-way ANOVA‟s indicated that socially desirable SRI‟s were associated with lower WFC than their undesirable counterparts. The results from this study provide support for the differentiated model of SRI. The practical and theoretical implications of this research are presented in this study.

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand, in partial fulfilment of the requirements for the degree of Master of Management in Business Executive Coaching Johannesburg, 2017 / “The obligation for working-mothers is a very precise one: the feeling that one ought to work as if one did not have children, while raising one’s children as if one did not have a job.” – Annabel Crabb, Author of The Wife Drought Women play a vital role in organisations, yet world-wide remain under-represented in key leadership positions. South Africa is no different. In addition, research indicates that professional women are ‘opting-out’ of the talent pipeline, further reducing the pool of women available to step in to senior leadership roles. Becoming a mother is life-changing, and when combined with a desire for a fulfilling career, role-conflict can occur. The guilt which accompanies role-conflict can often be overwhelming and may lead to professional women exiting organisations, taking with them valuable industry knowledge and expertise. Hence, retaining female talent is increasingly becoming a business imperative. This study aims to contribute to the field of Business Coaching by researching Maternity ‘Transition’ Coaching in an organisational context. As such, the study explored four research questions aimed at providing a systemic view of the experiences of professional women during the maternity transition period, the line manager’s role during this period, the influence of organisational culture on working-mothers, and the emergence of maternity transition coaching as a support mechanism in organisations. Following a detailed review of the literature, the research methodology of a qualitative, multiple-case study approach was selected. Two organisations (cases) were researched using semi-structured face-to-face interviews with 15 respondents, as the primary sources of data collection. The research was further supported by an analysis of secondary data, both of which allowed for a full investigation of the research questions. The key findings indicated that maternity transition coaching is a strategic necessity for organisations wishing to attract and retain female talent in the 21st Century. Transitional theory along with an understanding of life and career stages are important aspects of this genre of coaching. Coaching increased support at critical transition points, leading to the retention of the professional women in the study along with a more seamless re-integration with their careers. Further, it surfaced that line managers play a critical role in a successful maternity transition, and as such also require support. It was further concluded that a family-friendly organisational culture is an enabler to a successful maternity transition. Maternity transition coaching therefore supports professional women in their desire for a satisfying career and work-life integration. / MT2017

Thesis (M. A. (Sociology)) University College of the North, 1973 / Refer to the document

Research problem: Yadav and Khanna (2015) argue that the quality of work life defines the life at work and at home with family members. There is no existing definition of social and living conditions in the literature although it can be considered to include dimensions such as recreation, accommodation, health, education, family, religion and food (SLCB questionnaire). The social and living conditions of employees in rural towns situated close to borders is unique and, in order to offer suggestions with regard to what and how to improve the social and living conditions, their relationship with the quality of work life was investigated. Research objectives: The main objective of this study was to determine the possible relationship between the social and living conditions of employees in rural areas situated close to the South African border and the quality of work-related life. To address the research problem, research objectives and questions were formulated.Research questions: Four research questions were formulated:- What is the relationship between the overall quality of working life (WRQoL.Ovl1) and that of the social and living conditions (SLCB.Ovl1)?, -What is the relationship between the seven dimensions of social and living conditions and the seven dimensions of quality of working life? -Are there differences among the groups regarding the dimensions and overall social and living conditions? Are there differences among the groups regarding the dimensions and overall quality of working life? -Research design: This study is descriptive in nature, and used a self-administered questionnaire to collect data on work-related quality of life and social and living conditions from employees from rural towns close to the border posts. Major findings: The results showed a significant correlation between social and living conditions and the quality of working life. Furthermore, they revealed that accommodation, food and health are the three dimensions of social and living conditions that have the strongest relationship with quality of working life, with accommodation bearing the most significant relation.

M.Com. (Industrial Psychology) / Orientation: An increasing number of women entering the workplace are experiencing inter-role conflict in their home and work domains. As a result, work-family conflict may occur. This may impact level of work engagement women experience. Research purpose: The study aimed to determine the effect of work-family conflict on work engagement amidst working mothers. In addition, the study investigated the moderating effect of the personality traits extraversion and agreeableness on the correlation between work engagement and work-family conflict. Motivation for the study: A narrow body of knowledge exists that explores the implications of work-family conflict in the South African context, particularly among working mothers. Research design, approach and method: The research design was quantitative and cross-sectional. The sample (n=326) encompassed working mothers. The data was collected by using the Work-to-Family Conflict questionnaire (Netemeyer, Boles & McMurrian, 1996), the Basic Traits Inventory (BTI) (Taylor & de Bruin, 2006) and the Utrecht Work Engagement Scale (UWES-9) (Schaufeli, Salanova, González-Romá & Bakker, 2002). Main finding: This study found that work-family conflict predicts work engagement among working mothers. In addition, the personality traits extraversion and agreeableness predict work engagement but do not moderate the relationship between work-family conflict and work engagement within this sample. Practical/managerial implications: The results of this investigation contribute to the narrow amount of research conducted in the South African context with regard to work-family conflict and work engagement, especially among working mothers. In addition, organisations may gain insight into the effects of work-family conflict on work engagement. Organisations should therefore take measures to provide support to employees so as to decrease the level of iv work-family conflict they experience and consequently, increase work engagement. This study also demonstrates the effect of personality on work engagement.

A report on a research study presented to The Department of Social Work School of Human and Community Development Faculty of Humanities, University of the Witwatersrand In partial fulfilment of the requirements for the Masters of Arts in Occupational Social Work by Coursework and Research Report May, 2016 / In spite of the government’s aim to promote gender equality in the workplace, women are still underrepresented in management positions. Women still face many challenges, such as discrimination, gender stereotypes, the ‘glass ceiling’ and work/family conflict. This study sought to explore how women in management positions balance work and their family responsibilities. The study adopted the qualitative research approach and used multiple case studies to study the experiences of women in management positions. The study population consisted of women in management positions at Nkangala District in Mpumalanga. Purposive sampling was adopted to select eight participants for the study. A semi-structured interview schedule was used to collect data from the participants. To analyse the data, the researcher adopted thematic content analysis. The study revealed that women in management positions face conflict between their work role and family responsibilities. Participants also indicated that they managed the conflict through careful structuring and planning of their activities, prioritizing their responsibilities and delegating some of their duties. Participants also indicated that they needed support from spouses, families, employers, supervisors and colleagues in order to cope with their multiple roles. It is recommended that organizations (employers) develop policies that enable women in management positions to achieve work-life balance. Such policies may include career breaks, job sharing, flexible working arrangements and childcare policies. The study has the potential to contribute to a growing body of knowledge on how women in management positions balance their work and family responsibilities. Furthermore, the study could help managers and understand the experiences of women managers in the workplace, and thereby enable them to respond more effectively to the challenges that these women face. The study might be useful to other women in management positions, as the findings will help to create awareness of the challenges women in management face in balancing work and family responsibilities