<p> </p> <p> Graduate student-parents face numerous challenges, such as balancing their parent, student, and worker roles, and often having to “prove” themselves as serious students and parents. Although these challenges are potentially life-changing and can lead to high graduate student attrition rates, research on the social, academic, and work-related experiences of graduate student-parents is scarce. Through this dissertation, I aimed to shed light on an often overlooked population. </p> <p> This dissertation is presented in the form of two distinct articles conceptually related in nature. The first article integrates literature from various fields relevant to graduate student-parents. Through a critique of the existing literature, I noted three significant issues: (a) a lack of focus on the experiences of graduate student fathers, (b) a lack of focus on intersectionality, and (c) a virtual nonexistence of how psychologists can bridge the gap between research findings and policy change. The article ends with suggestions for practitioners in university counseling center settings. </p> <p> The purpose of the second article is to examine whether advisor support buffers the relations between parent-based discrimination and emotional, work-, and family-related outcomes. I hypothesized that the indirect effect between perceived discrimination and SFC/WFC via burnout will be significant and positive at low levels of academic advisor support. I also hypothesized that the simple indirect effect of perceived discrimination on SFC/WFC will be moderated by gender such that the indirect pathway will be stronger and more positive for women than for men. Data were collected on a sample of 261 graduate student-parents using an online survey. Results indicated that burnout mediated the relationship between perceived discrimination and school- and work-family conflict. Neither advisor support or gender moderated the mediated relationship between perceived discrimination and school-and work-family conflict. Practical and clinical implications are discussed, in addition to suggestions for future research. </p>

Introduktion: Obalans i vardagen kan leda till stressrelaterade besvär. Föräldrastress finns hos både mödrar och fäder vilket i sin tur kan leda till sämre mental hälsa. Balans i livet är generellt relaterat till hälsa och välbefinnande. Det finns olika balansbegrepp inom arbetsterapin. Dessa är till exempel aktivitetsbalans, life balance, lifestyle balance och work-life balance.  Syfte: Beskriva balans i vardagens aktiviteter relaterat till hälsa och välbefinnande hos föräldrar som förvärvsarbetar. Metod: Designen för examensarbetet var Scoping Review. Databaserna som användes var CINAHL, ERIC och PubMed. Materialet granskades och skrevs in i en artikelöversikt och totalt inkluderades 21 artiklar i resultatet.  Resultat: Det är viktigt för föräldrar att ha möjlighet att kombinera familjeliv och arbete för att uppleva balans i vardagens aktiviteter. Aktivitetsbalans, meningsfullhet i aktiviteter, aktivitetsvärde och tillfredsställelse med aktiviteter har ett samband med tillfredsställelse i livet hos föräldrar. Slutsats: Flera föräldrar skattade sin aktivitetsbalans lågt vilket tyder på att barn kan påverka föräldrars aktivitetsbalans negativt. Mödrar skattade sin aktivitetsbalans lägre än fäder. De faktorer som var viktigast att ha balans mellan var hemliv, familjeliv, arbete och fritid.

Magister Psychologiae - MPsych / Women’s roles in the workplace have increased but expectations within their family roles have not diminished. Work-family conflict (WFC) occurs when work and family roles are mutually incompatible in some respect. Mothers’ representations of their own particular personal contexts seem largely absent from the cultural iconography and so motivations for the study included bringing to light the phenomenological experiences of contemporary fulltime working mothers by developing a rich description of their lived experience. These ideas have not been widely explored in South Africa. The study aimed to explore how full-time working mothers experience work-family conflict, including how they conceptualise their dual roles, how salient each role is to them, the factors in the work and family domains which are particularly pertinent for them and any coping strategies they might employ. The study used as a theoretical framework the model of work-family conflict developed by Greenhaus and Beutell in 1985, together with an extension from the work of Amstad, Meier, Fasel, Elfering and Semmer in 2011. The study used a phenomenological methodology. Eight middle-class, professional, full-time working mothers from the Southern Suburbs and City Bowl of Cape Town were interviewed individually, using a semi-structured interview schedule. A qualitative paradigm was used to analyse the interviews. Emotional and cognitive repercussions of WFC were many, including feelings of unsustainability. Some participants acknowledged a need to compromise in order to cope, but the current normative messages are not conducive to this. Participants aspire, not to stop working, because the role of worker is regarded as important for self-definition, but to reduce their overall load. The generalisability of this study was reduced because of its localised ambit, its small size and some similarities in socio-economic profile among the participants. Future studies could further explore the choices or strategies which are successful in reducing WFC.

This work represents one of the first detailed views on psychological aspects of work-family relationship in our country. I was interested in the relationships between various factors from work and family domains and the part they have in predicting work-family and family-work conflict. The aim of the reseach was to investigate direct relations of variables representing objective engagement of the individual in work and family areas. From the variables influencing the individual on the work side of the work-family interface we focused on work load, work hours, frequency of business trips and work status of the employee as antecedents of WFC. On the family side of the border we were interested in the influence of factors of primary childcare and household resposibilites, family work hours, number and age of children on FWC. Besides, we also focused on direct and mediation role of family-friendly organizational culture, family-friendly benefits used, work/family salience and sense of control over one's work on the relationship between objective role engagement variables and WF interference. We tested for differences between groups of individuals according to sex, partner and parental status and also how work, family, demographic and family-friendly org. culture variables relate to the forms of WFC....

Cette recherche s’intéresse au vécu des célibataires géographiques dans la marine nationale. Le but de ce travail est, d’une part, de comprendre leur ressenti de l’interface travail-famille et de la satisfaction professionnelle et, d’autre part, d’analyse le lien entre ces deux variables et la relation qu’elles entretiennent avec le turnover volontaire. Nous faisions l’hypothèse que les célibataires géographiques ressentiraient davantage de conflit travail-famille et d’insatisfaction professionnelle que les marins qui n’étaient pas dans cette situation. De plus, la satisfaction professionnelle a été envisagée comme un antécédent du vécu de l’interface travail-famille. Finalement, nous faisions l’hypothèse que le lien entre satisfaction et interface travail-famille aurait une répercussion sur le turnover volontaire. Pour tester ces différentes hypothèses, une étude qualitative et trois études quantitatives ont été réalisées sur 5 787 marins. Il existe bien des différences entre célibataires géographiques et non célibataires géographiques. De plus, la satisfaction professionnelle réduit l’apparition du conflit et augmente l’enrichissement. Indépendamment de la situation maritale, l’insatisfaction professionnelle et le conflit travail-famille augmentent le risque de turnover volontaire chez les marins. Le lien entre insatisfaction et départ volontaire est médié par le conflit travail-famille. / This research studies the experience of geographical celibacy in French Navy. The aim of this study is, on the one hand, to understand their perception of work-family conflict and enrichment and job satisfaction, and, on the other hand, to analyze the link between these two variables and the relationship they have with voluntary turnover. We hypothesized that geographical celibates feel more work-family conflict et job dissatisfaction than sailors that weren’t in that situation. Moreover, job satisfaction was considered as an antecedent of the experience of work-family interface. Finally, we hypothesized that the link between satisfaction and work-family interface would cause voluntary turnover. To test these different hypotheses, one qualitative and three quantitative studies were realized on 5 787 sailors. There are differences between geographical celibates and non-geographical celibates. In addition, job satisfaction reduces the appearance of conflict and increases enrichment. Independently of marital situation, job dissatisfaction and work-family conflict raise the risk of voluntary turnover of the sailor. The link between job dissatisfaction and voluntary turnover is mediated by work-family conflict.

The present study had four main objectives. First, the relationship between the provision of spousal support and its theoretical antecedents and consequences was assessed as informed by the conservation of resources theory (Hobfoll, 1989). Second, the crossover of physicians' work interference with family conflict on their spouses' family demands (perceived family demands and family hours) was investigated. Next, the mediating role of social support as an explanation for the crossover process was examined using two distinct pathways. Lastly, the fourth objective of the present study was to investigate the relationships described above across multiple time points and using dual-source data (from physicians and their spouses). The final sample included matched responses from 126 couples across two time points. Results were generally supportive of the relationship between the provision of spousal support and the receipt of spousal support, perceived family demands, family hours, and work interference with family conflict (WIF) and were consistent with expected relationships according to COR theory. Results also provided support for the synchronous crossover of WIF on perceived family demands; however, results were generally unsupportive of the mediating role of the provision of spousal support in the crossover process. The present study makes several important contributions to the social support, work-family conflict, and crossover literatures by adding to the knowledge of the antecedents and consequences of the provision of spousal support, the growing body of research examining the crossover of WIF, and the understanding of the mediating role of the provision of spousal support in the crossover process. Major findings and areas of opportunity for future research are discussed.

Past research has shown the likelihood of work-to-family conflict in employees' struggle to manage work, family, and personal life, however, work-to-family conflict remained unexamined in employees' job attitudes at different job levels. Previous studies highlighted that employees at higher job level experience greater work-to-family conflict than employees at lower job level. The purpose of the study was to examine the moderating effects of job level (supervisory or managerial and nonsupervisory or nonmanagerial) on the relationships between work-to-family conflict and job attitudes (job satisfaction, work engagement, organizational commitment, and turnover intention). In this quantitative study, the theoretical framework included conflict theory and role enhancement theory. A convenience sampling of 149 working adults, aged 18 years to 65 years) volunteered to participate in an online survey. Participants completed an online survey. Collected data were analyzed using regression analysis. Based on the results, job level of the working adults moderated the relationships between work-to-family conflict and job attitudes, such that the relationship between work-to-family conflict and job attitudes of the working adults was stronger at high job level than at low job level.The findings may contribute to positive social change by providing useful information for human resource and management personnel of organizations in designing job level-specific training programs (e.g., work-life balance practices) and structuring appropriate settings (e.g., alternate work locations) to take control of leading, managing or coordinating projects, tasks or events in their work situations.

In 2008, there were more than 5,200 workplace fatalities in the United States (BLS, 2010b). During the same time period, U.S. employees missed almost 1.1 million days from work (BLS, 2010c). Accidents are unexpected outcomes that result not only from individuals' behaviors, but from contextual factors (Krause, 1997; Reason, 1990). Therefore, unsafe behaviors have to be interpreted according to a combination of what is occurring in the environment and what the individual is doing in that environment. The present study sought to create a more comprehensive model of safety by means of macroergonomics. Macroergonomics utilizes sociotechnical systems theory to posit that a work system is composed of a personnel subsystem (i.e., ways individuals perform tasks), a technological subsystem (i.e., tasks to be performed), and external factors (Hendrick, 2002a). Perceived control over work hours, an aspect of the technological subsystem, was examined as an antecedent of work-family conflict. Supervisor instrumental support, an aspect of the personnel subsystem, was examined as a moderator of the relationships between perceived control over work hours and work-family conflict. Supervisors have an imperative role in employees' perception of control over their work hours (Kelly & Moen, 2007). Supervisor instrumental support was also hypothesized to moderate the relationships between work-family conflict and safety performance. Supervisors who support their employees in their work-family matters exceed mandatory requirements set forth to protect workers' safety and health (Mearns, Hope, Ford, & Tetrick, 2010). A majority of the 360 participants in the present study were grocery store employees who worked in the front end of the store as cashiers. Job tenure in this particular grocery store chain was an average of 7 years (SD = 5.96) and the average number of hours worked per week was 31 (SD = 8.55). The employees were an average age of 38 years old (SD = 15.25). Two hundred and sixty-two (73%) of the participants were female, 330 (92%) were White, 196 (55%) employees were married or living as married, 146 (41%) employees identified themselves as parents with children living at home, and 58 (16%) employees provided elder care. The data were analyzed using a moderated mediation model. An employee's perceived control over his/her work hours was negatively associated with work-to-family and family-to-work conflict. Work-to-family conflict was not significantly associated with either safety compliance or participation. In contrast, family-to-work conflict was significantly associated with both safety compliance and participation. These findings replicate Cullen and Hammer's (2007) findings that family-to-work conflict, but not work-to-family conflict, is negatively associated with safety compliance and participation. The replication of these significant findings gives support to macroergonomics' assertion that external forces (i.e., family) can affect the safety of employees. All of the meditating and moderating relationships proposed in this dissertation were not significant. I conducted post hoc analyses to determine other possible significant paths in the model examined. The FSSB dimension of supervisor instrumental support was found to positively affect both safety compliance and participation. Supervisor instrumental support was also found to directly affect work-to-family conflict. Overall FSSB and its subdimensions demonstrated similar patterns in the hypothesized relationships and in additional relationships examined. Numerous implications can be recognized from this dissertation. First, interdisciplinary approaches to safety research are emerging and important in the pursuit of safer work environments. Macroergonomics and I/O psychology have commonalities that lend themselves to a good partnership where researchers can learn from each other and collaborate to advance the study of safety. Second, organizations need to focus on the stressors their employees experience as part of their safety programs, and numerous studies, including this dissertation, have found that family-to-work conflict impacts safety compliance and participation. Future safety research may incorporate macroergonomics, which emphasizes that focusing on one adverse aspect of the system may not be enough to create valuable change if there are other adverse factors still creating demands elsewhere in the system. This will allow for a more comprehensive model that ensures certain aspects of the system are not neglected, which can reduce effectiveness of constructs used to create positive changes.

Indiana University-Purdue University Indianapolis (IUPUI) / Previous research has established that supportive work and family environments are critical in helping employees manage stressors that lead to work-family conflict. However, little is known about alternate ways that work-family conflict can be reduced in situations where support is insufficient. Drawing on Conservation of Resources theory, this study examines whether individual differences in personality, specifically core self-evaluations (CSE), can relieve work-family conflict when external sources of support (i.e., family-supportive organizational perceptions (FSOP), supervisor support, family support) are low. Results from 453 men and women in various industries and organizations suggest that FSOP and supervisor support reduce work-to-family conflict (WFC), and that family support reduces family-to-work conflict (FWC). In addition, work-family conflict mediated the negative relationships between social support and employee burnout. Contrary to predictions, however, instead of compensating for low FSOP, WFC was reduced especially for individuals, particularly men, who had both strong FSOP and high CSE. This implies that men who hold more positive views toward their self-worth and competence stand to gain more from family-supportive work environments than individuals who lack the same internal resources. CSE did not have this boosting influence for women. CSE also moderated the indirect relationship between FSOP and burnout through WFC, meaning that individuals with high CSE who also perceived their organization as family-supportive experienced significantly less burnout than those with low CSE.

No description available.