Sammanfattning  Bakgrund: Region Västerbotten lanserade november 2021 ett internetbaserat program, baserat på Compassion Focused Therapy (CFT), för anställd personal med syfte att ge metoder för stresshantering och att uppmärksamma egna behov för att ha ett hälsosamt arbetsliv. Detta aktualiserar även behovet av att granska och utvärdera interventioner baserade på CFT. Design: Systematisk litteratursökning sammanställd i en kritisk review. Resultat:Studierna i vår översikt visar tydligt att compassion-interventionerna ökar individens grad av self-compassion och reducerar graden av självkritik vilket förebygger ohälsosam stress utifrån förbättrade hälsobeteenden och självreglering. Majoriteten av studierna genomförde enbart mätningar i direkt anslutning till själva interventionen. Endast en studie av 16 inkluderade studier genomförde en långtidsuppföljning mer än 1 år efter genomförd intervention.  Diskussion: Framtida studier rekommenderas undersöka långtidseffekterna av CFT, särskilt utifrån effekt på ohälsosam stress. Utifrån syftet att undersöka potentialen för CFT inom företagshälsovård, borde dessa studier undersöka hur self-compassion omsätts i hälsofrämjande beteenden på arbetet samt vilka faktorer i en organisation som främjar dessa beteenden.

Syftet med denna studie var att undersöka relationen mellan Work-life balance (WLB) och intentionen att säga upp sig (ITQ) hos skiftarbetare. För att undersöka Work-life balance relation till intentionen att säga upp sig delades work-life balance upp i sina underkategorier Work-family conflict (WFC) och Family-work conflict (FWC). En kvantitativ studie genomfördes via en digital enkät som distribuerades ut till 866 trafikoperatörer som arbetar skift inom en statlig myndighet för trafikledning. Av de 886 tillfrågade svarade 235 på enkäten och 188 av dem kom sedan att användas i analysen då 47 av svaren inte var fullständiga. De 188 svaren analyserades genom en hierarkisk multipel regressionsanalys. Resultatet visade att Work-life balance kan predicera en individs intention att säga upp sig och att Work-family conflikt var den konflikt som förklarade störst del av variansen i ITQ då FWC inte var en signifikant prediktor. Sambandet mellan Work-family conflict och intentionen att säga upp sig var att desto mer Work-family conflict desto högre intention att säga upp sig. / The purpose of this study was to examine the relationship between Work-life balance and Intention to quit among shift workers. To examine the relationship between Work- Life balance and Intention to quit, Work-life balance was split up into its two subcategories Work-family conflict and Family-work conflict. A quantitative study was carried out through a digital survey that was distributed to 866 traffic-operators within a state department that operates in the field of traffic. Of the 866 respondents 235 answered the survey, 47 of the answers were not completed in full and were therefore ejected from the study, total answers used in the study was 188. The 188 answers were analyzed through a hierarchical regression analysis. The results showed that Work-life balance can predict an individual's intention to quit and that Work-family conflict was the conflict that to most extent explained the variance of intention to quit. The result also showed that Family-work conflict were not a significant predictor for intention to quit. The relation between Work-family conflict and intention to quit were displayed in the following way, more work-family conflict resulted in a higher intention to quit.

Based on the theoretical perspectives of role strain theory and the spillover model, we examined the association between job demands and employed fathers’ involvement of single-income and dual-income families in South Korea (Korea hereafter). In addition, we examined the mediating role of work to family conflict in the above association. Data were collected from 201 employed fathers with at least one preschool child. We conducted multiple group structural equation modeling analysis using employed fathers in single-income family group (n = 100) and dual-income family group (n = 101). The results showed that job demands were negatively associated with fathers’ involvement, and this association was mediated by work to family conflict among Korean fathers in both single- and dual-income family groups. Findings indicate that regardless of wives’ employment status, job demands are related to fathers’ involvement, and this association is mediated by work to family conflict. Consequently, we suggest that alleviating employed fathers’ job demands and work to family conflict are key factors increasing fathers’ involvement. Therefore, researchers, practitioners, and policymakers are required to improve employed fathers’ work environments in order to support their familial well-being. Future research may consider a more representative sample with various sources of data collection.

A work life imbalance emerges when the boundary between work life and personal life is put at sake. It happens when people bring work with them home, or private problems to work. A work life imbalance can lead to psychological issues such as, stress, anxiety, depression, and physical tiredness. Therefore, the current study asks how people experience work life balance, or the lack thereof, to create an in-depth understanding for the dynamics that creates work life balance and imbalance. Different theoretical models were used to address work life balance: spillover theory, inter-role conflict theory and the job demands-resources model theory. Three industrial organizations within the industrial sector, CarCompany1, CarCompany2, and Global-Tech (pseudonyms) were selected for data collection of a sample size of twelve respondents. A qualitative method of research was used with surveys containing open-ended questions, which were used to collect data.Thematic analysis with a deductive approach was used to analyze data into themes and categories, whereby relations between categories and themes were explored. The study's results show that most people from the selected organizations suffer from work life imbalance due to work. The main causes behind the disruption are long working hours, work pressure, job demands, expectations to take work tasks home, an overachieving organizational culture, and demanding management and supervisors. This resulted in stress, anxiety, physical tiredness, and for some a low self-esteem when employees felt that they never did enough at work, no matter the effort they put in. It is concluded that people currently experience work and family imbalance even in a satisfying occupation, with clear work goals and good social relations at work, because of work overload and job demands.

The prevalence of work and family in people’s lives combined with limited time and resources often results in a moral decision between work and family, posing a dilemma between hedonistic values for work and altruistic values for family. This study aimed to understand the processes of decision-making in work-family dilemmas and tested three approaches. Therefore, the construal-level theory, time perspectives and logic of appropriateness were introduced. In line with research on construal-level theory and dilemmas, the impact of psychological distance and construal level theory on the decision was examined. Operationalizing social distance, participants were asked to either advise a closely related person (group 1) or someone they just met (group 2) on four work-family dilemmas. The total sample consisted of 212 participants from Germany (49.5%), Sweden (35.8%) and other countries (14.2%). t-tests between the two treatment groups did not reveal significant differences in the dilemma advice (p > .05). Exploratory analyses did not find time perspectives to be related to the decision (p > .005) but work-family centrality was found to be significantly associated to the decision-making in the dilemma (p <.005). With the limitations of the study in mind, the construal level theory could not be supported but values have shown to impact attitudinal decisions, supporting the logic of appropriateness. In work-family conflicts, it, therefore, does not matter whom one advises but whether the advisor values work or family more, influences the given advice. Based on this study, implications for further research are pointed out.

Based on the theoretical perspectives of role strain theory and the spillover model, we examined the association between job demands and employed fathers’ involvement of single-income and dual-income families in South Korea (Korea hereafter). In addition, we examined the mediating role of work to family conflict in the above association. Data were collected from 201 employed fathers with at least one preschool child. We conducted multiple group structural equation modeling analysis using employed fathers in single-income family group (n = 100) and dual-income family group (n = 101). The results showed that job demands were negatively associated with fathers’ involvement, and this association was mediated by work to family conflict among Korean fathers in both single- and dual-income family groups. Findings indicate that regardless of wives’ employment status, job demands are related to fathers’ involvement, and this association is mediated by work to family conflict. Consequently, we suggest that alleviating employed fathers’ job demands and work to family conflict are key factors increasing fathers’ involvement. Therefore, researchers, practitioners, and policymakers are required to improve employed fathers’ work environments in order to support their familial well-being. Future research may consider a more representative sample with various sources of data collection.

No description available.

This study used structural equation modeling (SEM) to examine how sleep problems, Body Mass Index (BMI), and poverty were related to several work, personal, and family variables in a sample of married male and female workers in the United States. The data for this study came from the National Study of the Changing Workforce (NSCW) 2008. This large, nationally representative dataset provided a resource for examining potential gender differences in variables that have been linked to sleep problems and increases in BMI, as well as how each of these variables relate to several work, personal, and family life outcomes, including marital satisfaction, work-to-family conflict, family-to-work conflict, self-reported health (SRH), and life satisfaction. Poverty, work hours, family meals, and workplace flexibility were analyzed in the model to assess their connections to sleep problems and BMI, as well as the five outcome variables. The SEM analysis utilized a multi-group gender comparison by analyzing differences between two group models consisting of married male employees (n = 1105) and married female employees (n = 1019) in the U.S. The model was significantly different for married males than married females. Several of the individual pathways in the model also differed significantly by gender. Family dinners and workplace flexibility seem to provide a positive influence on health and satisfaction outcomes, and relate negatively to sleep problems and BMI, as well as both types of work and family conflict. Sleep problems also were related to increased work-family conflict, and decreased health and satisfaction outcomes. Also, BMI scores were negatively related to self-reported health and life satisfaction. Overall, this study showed that several work and family demands and resources are related to sleep problems and BMI. It also demonstrated that sleep problems and BMI were generally related to negative outcomes in work, personal, and family life.

Conflict is a common problem among families, and children may be negatively affected by this family dynamic. Some family characteristics may protect children from negative effects, even in the midst of conflict. Though little research has been conducted addressing familial effects of humor, the current longitudinal study examined the moderating effect of humor on the relationship between family conflict and child self regulation. Two hundred ninety six two-parent families from the Seattle area were surveyed and observed as a party of Brigham Young University's Flourishing Family Project. Family conflict and coded humor from an observation task were assessed at time 1 and self regulation in the child was assessed at both time 1 and one year later. Results indicated that (1) family conflict negatively influences child self regulation, (2) that humor between fathers and children is associated with child self regulation, and (3) that humor between fathers and children may buffer the effects of family conflict on a child's self regulation. Humor between mothers and children and between mothers and fathers did not moderate the relationship between family conflict and child self regulation. These results suggest that some forms of family humor may provide families with healthy child outcomes. Limitations and implications for family therapy are discussed.

Structural equation modeling was used to explore associations between maternal work-to-family conflict, maternal involvement in schooling, and academic outcomes in early adolescents. Among a subsample of 725 fifth graders (and their employed mothers and teachers) from the Eunice Kennedy Shriver National Institute of Child Health and Human Development Study of Early Child Care and Youth Development (NICHD SECCYD), multigroup analyses were used to explore differences in this relationship between groups with mothers working part-time versus full-time. Results revealed that among part-time employed mothers maternal involvement in school fully mediated the relationship between maternal work-to-family conflict and fifth graders' academic achievement. For full-time employed mothers, maternal work-to-family conflict was not related to maternal involvement in school or academic outcomes. These findings suggest that mothers' involvement in school may be an important way in which negative outcomes of work-to-family conflict may be minimized. Prior research has not investigated the associations between work-to-family conflict and child outcomes. The present study suggests a need to further understand how aspects of the work-family interface relate to children. Further, results suggest a need to better understand the differences in the work-family interface between families where mothers are employed part-time versus full-time.