Family businesses including copreneurships have a high failure rate. Copreneurs experience work-family conflict (WFC), which can have a negative effect on business sustainability. The purpose of this qualitative multiple case study was to explore strategies that copreneurs used in managing WFC to achieve business sustainability for longer than 10 years. Three copreneurs from 3 copreneurial businesses located in the Greater Accra region of Ghana, who have employed effective strategies to cope with WFC to achieve business sustainability longer than 10 years, participated in the study. The WFC model for business/marriage partners (copreneurs) and the reciprocal coping model served as the conceptual framework that grounded the study. Data were collected from semistructured interviews, company documents, and a reflective journal. The data were analyzed using the framework of compiling, disassembling, reassembling, interpreting, and making conclusions. Emerging themes included strategy themes of personal coping, family-friendly organizational supports, and integrated coping. The implications for positive social change include the potential to help copreneurs use strategies identified to manage WFC to improve business sustainability, which may contribute to wealth creation and poverty reduction in the local economy.

<p>The call centre industry has been one of the fastest growing industries in South Africa. Call centres have for most companies become a basic business requirement for servicing customers. Zapf, Isic, Bechtoldt and Blau (2003: 311) argue that there are high levels of stress amongst employees in call centres, which they believe to be the result of both the work tasks and the interactions with customers. The aim of this study was to establish whether call centre work design and structure contributed to role stress amongst client service representatives (CSRs). It was also the aim of this study to establish whether role stress affected the CSRs‟ levels of job satisfaction and their intentions to quit from their jobs.</p>

This study investigated how Work-Family Conflict was related to Role Salience and Job level (investigated in terms of the amount of job demand and job control associated with different job levels) among women from a Collectivistic culture. A sample of 65 teachers was used. Although the results of the study showed no correlations between Work-Family Conflict and both role salience and job level, this was attributed to the high data skewness, thereby reducing the chances of detecting correlations. The high positive data skewness was possibly caused by the floor effect, which was the situation that the sample consisted of only female teachers from a Collectivistic culture. The high negative data skewness was possibly caused by the ceiling effect, which is the situation that the women in this sample have a Collectivistic cultural orientation, and are therefore highly likely to consider their home role as more salient. Moreover, correlations between Work Family Conflict and Job demand have been found to be higher in Individualistic cultures compared to Collectivistic cultures. There also seems to be no differences in job control among teachers occupying different job levels, and hence, no correlations were detected. Further analyses depicted that the teachers within this sample considered their home role as more salient. Moreover, despite their commitment to both their home role and occupational role, the data indicated that the sample experienced low levels of Work Family conflict.

The purpose of this study was to obtain cross-cultural insights into the family dynamics of Korean-Canadians during their transitions as immigrants, by asking six Korean-Canadian mothers about the family conflicts they had with their children, that were of an intercultural nature. The methodology consisted of a qualitative research design, informed by a post-positivist epistemological viewpoint. In semi-structured interviews, six Korean-Canadian mothers spoke at length about what triggered their Intercultural-Intergenerational conflict with their adolescent children, about how they responded to such conflicts, and about how they saw these conflicts in terms of their children’s cultural adaptation/identity. Audiotapes of the interviews were transcribed, then coded and categorized according to principles of thematic analysis and grounded theory. To ensure authenticity, reflexivity was built into all stages of the research. From the categories analyzed, there emerged six general triggers of conflict, (such as the adolescents’ style of communicating with their mothers, or the mothers’ attitudes to their children’s “culture shedding”); five general ways in which the mothers tended to respond to conflict (from emotional outbursts to attempts at adjusting); and three measures of what, for the mothers, constituted satisfactory adaptation, by the children, to the host culture (success in school, retention of Korean identity, and the ability to cope with any racism that they might encounter). The study concludes with some suggestions for a more sophisticated social work praxis, and for service provision that reaches beyond a purely economic understanding of immigrants’ problems, as the findings speak to a high degree of complexity in a shifting immigrant demographic.

<p>The call centre industry has been one of the fastest growing industries in South Africa. Call centres have for most companies become a basic business requirement for servicing customers. Zapf, Isic, Bechtoldt and Blau (2003: 311) argue that there are high levels of stress amongst employees in call centres, which they believe to be the result of both the work tasks and the interactions with customers. The aim of this study was to establish whether call centre work design and structure contributed to role stress amongst client service representatives (CSRs). It was also the aim of this study to establish whether role stress affected the CSRs‟ levels of job satisfaction and their intentions to quit from their jobs.</p>

This study investigated how Work-Family Conflict was related to Role Salience and Job level (investigated in terms of the amount of job demand and job control associated with different job levels) among women from a Collectivistic culture. A sample of 65 teachers was used. Although the results of the study showed no correlations between Work-Family Conflict and both role salience and job level, this was attributed to the high data skewness, thereby reducing the chances of detecting correlations. The high positive data skewness was possibly caused by the floor effect, which was the situation that the sample consisted of only female teachers from a Collectivistic culture. The high negative data skewness was possibly caused by the ceiling effect, which is the situation that the women in this sample have a Collectivistic cultural orientation, and are therefore highly likely to consider their home role as more salient. Moreover, correlations between Work Family Conflict and Job demand have been found to be higher in Individualistic cultures compared to Collectivistic cultures. There also seems to be no differences in job control among teachers occupying different job levels, and hence, no correlations were detected. Further analyses depicted that the teachers within this sample considered their home role as more salient. Moreover, despite their commitment to both their home role and occupational role, the data indicated that the sample experienced low levels of Work Family conflict.

One of the most important social institutions in our society is that of the family and specifically the union of marriage. Marriage is one of God's central institutions as it depicts His relationship to his body of believers just as Christ is the groom and his body the bride. Full-time ministry couples experience certain pressures, which impact the health and union of the marriage in a variety of ways - yet these "pressures" are not always understood in society or by the church. This study undertakes to understand what the influence of full-time ministry has on the health of a marriage for couples who are engaged in full-time ministry. Through a qualitative empirical research based on the model of Zerfass, the researcher will gain understanding into the various aspects underlying the ministry environment that influences the health of a marriage. The researcher establishes that three main areas must be formulated for future ministry couples in order to function at an optimal level. These areas include the establishment of proper ministerial and marriage guidelines. It also includes that married couples should gain proper equilibrium and consciousness towards their ministry and marriage health. It is evident that the body of Christ doesn't fully grasp the influence of full-time ministry on the health of a marriage. An overall uncertainty exists of what constitutes a healthy marriage and therefore a lack of understanding on the various pressures exerted on full-time ministry is prevalent. Ultimately couples should realise that today's changing times and uncertain job roles necessitate flexibility to adapt to new environments while still holding on to a healthy marriage union / Thesis (M.A. (Practical Theology))--North-West University, Potchefstroom Campus, 2010.

One of the most important social institutions in our society is that of the family and specifically the union of marriage. Marriage is one of God's central institutions as it depicts His relationship to his body of believers just as Christ is the groom and his body the bride. Full-time ministry couples experience certain pressures, which impact the health and union of the marriage in a variety of ways - yet these "pressures" are not always understood in society or by the church. This study undertakes to understand what the influence of full-time ministry has on the health of a marriage for couples who are engaged in full-time ministry. Through a qualitative empirical research based on the model of Zerfass, the researcher will gain understanding into the various aspects underlying the ministry environment that influences the health of a marriage. The researcher establishes that three main areas must be formulated for future ministry couples in order to function at an optimal level. These areas include the establishment of proper ministerial and marriage guidelines. It also includes that married couples should gain proper equilibrium and consciousness towards their ministry and marriage health. It is evident that the body of Christ doesn't fully grasp the influence of full-time ministry on the health of a marriage. An overall uncertainty exists of what constitutes a healthy marriage and therefore a lack of understanding on the various pressures exerted on full-time ministry is prevalent. Ultimately couples should realise that today's changing times and uncertain job roles necessitate flexibility to adapt to new environments while still holding on to a healthy marriage union / Thesis (M.A. (Practical Theology))--North-West University, Potchefstroom Campus, 2010.

本研究以已婚社會工作員為對象，瞭解已婚社會工作員的工作與家庭衝突對其家庭生活滿意度的影響。研究透過兩種管道進行資料的蒐集：一種是由台灣社會工作專業人員協會與台灣兒童暨家庭扶助基金會協助樣本的提供；另一種是使用線上問卷，共回收154份有效問卷。本研究有幾點發現：首先，已婚社會工作員面臨了工作與家庭的衝突，且工作干擾家庭的情況較嚴重。其次，已婚社會工作員在家庭生活滿意度的不同構面中，以家務處理滿意程度最低。再者，已婚社會工作員不會因性別的不同在工作與家庭衝突和家庭生活滿意度兩方面有所差異。在工作特質變項上，已婚社會工作員的工作年資愈少、擔任第一線社工員、每週工作時數和每月加班時數愈多者，工作與家庭衝突的情況愈嚴重。在工作投入與勝任感方面，已婚社會工作員對社工專業愈投入，其家庭干擾工作的程度愈低，亦不會因此產生工作干擾家庭的感受；當已婚社會工作員愈難獲得合適的工作作息且愈無法勝任工作時，工作與家庭衝突的程度愈高；而已婚社會工作員對社工專業愈投入者，其家庭生活滿意度愈高。此外，已婚社會工作員的工作與家庭衝突程度愈高，家庭生活滿意度就會愈低。最後，針對研究結果，研究者提出以下建議：已婚社會工作員應瞭解自我角色的情況，在家務處理上取得配偶和家人的支持，並學習有效的時間管理與適度的自我調適；實務界則應正視社會工作員的工作壓力負荷量大的問題。 / This research takes married social workers as research subject to understand how the conflict between work and family affects their family life satisfaction. Our data was collected from two measures. Some are provided by the Taiwan Association of Social Workers and the Taiwan Fund for Children and Family while the rest comes from 154 effective questionnaires collected by an online survey. Through this research, we discovered the followings. First, married social workers do encounter work-family conflicts and their family lives are rather interfered by their work. Second, in terms of different factors of the family life satisfaction, married social workers stand at the lowest level in the satisfaction of house work management. Furthermore, married social workers, regardless of sex, share the same experience regarding work-family conflicts and the family life satisfaction. In terms of the variable of job characteristics, the work-family conflict is much more severe if married social workers have less years of job experience, act as frontline social workers, or have more weekly work hours and overtime hours per month. On the aspect of work devotion and job competency, as they devote more to become professional social workers, their family lives are less likely to be interfered by their work, and thus they don't have the feeling of interference. If they have more trouble balancing between work and rest and become less competent in their jobs, the work-family conflict would be more serious. Meanwhile, if more devotion is put into becoming professional social workers, the family life satisfaction would be higher. In addition, when married social workers suffered from more severe work-family conflicts, their family life satisfaction becomes lower. This research provides several suggestions based on the research result. Married social workers should know more about their roles in work, gain supports from their spouses and family members on housework management and learn better skills on time management and self-adjustment. In practical view, the problem of work stress and overload in social workers should be emphasized.

The purpose of this study was to obtain cross-cultural insights into the family dynamics of Korean-Canadians during their transitions as immigrants, by asking six Korean-Canadian mothers about the family conflicts they had with their children, that were of an intercultural nature. The methodology consisted of a qualitative research design, informed by a post-positivist epistemological viewpoint. In semi-structured interviews, six Korean-Canadian mothers spoke at length about what triggered their Intercultural-Intergenerational conflict with their adolescent children, about how they responded to such conflicts, and about how they saw these conflicts in terms of their children’s cultural adaptation/identity. Audiotapes of the interviews were transcribed, then coded and categorized according to principles of thematic analysis and grounded theory. To ensure authenticity, reflexivity was built into all stages of the research. From the categories analyzed, there emerged six general triggers of conflict, (such as the adolescents’ style of communicating with their mothers, or the mothers’ attitudes to their children’s “culture shedding”); five general ways in which the mothers tended to respond to conflict (from emotional outbursts to attempts at adjusting); and three measures of what, for the mothers, constituted satisfactory adaptation, by the children, to the host culture (success in school, retention of Korean identity, and the ability to cope with any racism that they might encounter). The study concludes with some suggestions for a more sophisticated social work praxis, and for service provision that reaches beyond a purely economic understanding of immigrants’ problems, as the findings speak to a high degree of complexity in a shifting immigrant demographic.