No description available.

Employing a sample of 116 female entrepreneurs, this study investigated how work-family issues, including work-family conflict and enrichment, relate to their intention to grow the business that they own or co-own. Results suggest that family-to-work enrichment directly related to female entrepreneurs’ business growth intentions, and important family members seems highly salient to female entrepreneurs’ business growth decisions.

Bibliography: pages 134-152. / In the modern western world, infidelity or deviation from the monogamous sexually constrained 'till death do us part' marriage is often judged as unhappy, deviant or placing the marriage on the verge of divorce. Marriage areas for is a highly complex relationship, with multiple potential conflict. Contemporary marriage falls prey to dissatisfaction aAd stress far more than marriages of years gone by, where roles were traditionally more clearly defined and expectations were unchallenged. This paper serves to focus on the institution of marriage in western society and the changing face of marriage in contemporary society. Today there by married are many problems and difficulties experienced couples and not least of all, that of the extramarital affair. Treatment for the problem of infidelity proves an increasing challenge for clincians today. Methods and difficulties in this regard will be discussed. Five case studies from the writer's private practice case load will be presented to augment the preceding theoretical discussion. In describing the nature of the cases, highlights will be made of the salient variations in circumstances, treatment and outcome.

The study was designed to examine the social workers' and clients’ perceptions of change in the treatment process; specifically to examine the question of why clients discontinue service prior to planful termination. Also, the authors attempted to assess the client's perception of gain and the worker's assessment of gain. Significant Findings Seventy-two per cent of the clients who responded to the questionnaire felt they had been helped. In those cases where the client indicated he had received no help or that his situation became worse, the authors found that the client often indicated that his spouse was unable or unwilling to participate in treatment. These clients also often indicated that they had divorced. The client tended to rate the gains he made from treatment slightly higher than the worker rated them. The inability or unwillingness of the spouse to participate in the treatment process was seen as an important reason for discontinuance before six interviews were completed. The client seemed more likely to indicate fee as a reason for termination of service after six interviews. Clients who paid no fee were more likely to terminate in an unplanned manner before six interviews. If the client paid any fee, his termination was more likely to be planful. Recommendations and Suggestions for Further Research The authors recommend, as in the study done by Dr. Dan Jennings, that any questionnaire mailed out by the agency in the future be a more immediate follow-up to treatment, that is, there is a need for further exploration of the optimum time for follow-up study. A future questionnaire might be returned to the individual practitioner so that he could evaluate the service. Also a planned follow-up of this sort might result in the practitioner reaching out to the client to re-involve him in the treatment process if the client so indicated the need on the returned questionnaire. Recommendations and Suggestions for Further Research The authors recommend that workers indicate clearly on the statistical cards which members of the family were seen in order to facilitate and expedite data gathering. The statistical cards give assessment of service in terms of gain only. The authors recommend that because service is not always gainful, that there be a place on the statistical card to so indicate this. The situation may be so deteriorated that in the worker's assessment there is no ability on the part of the client for motivation, capacity and opportunity for change. On the basis of the data derived from the questionnaire, the authors recommend that further exploratory study be done in the following areas: (a) In the cases where the spouse is unable or unwilling to participate in the treatment process. (b) In the cases where the clients who paid no fee were more likely to terminate unplanned and before six interviews. The authors recommend, as in the study done by Dr. Dan Jennings, that any questionnaire mailed out by the agency in the future be a more immediate follow-up to treatment, that is, there is a need for further exploration of the optimum time for follow-up study. A future questionnaire might be returned to the individual practitioner so that he could evaluate the service. Also a planned follow-up of this sort might result in the practitioner reaching out to the client to re-involve him in the treatment process if the client so indicated the need on the returned questionnaire. Findings in this study showed that the critical period for clients continuance seems to be within the first five interviews. The author recommend that further exploratory study be done on this critical period of treatment.

No description available.

Given that working is something parents cannot avoid in our society, understanding the ramifications that work stress can have is an important tool in today's society. This study sought to investigate the impact of parents' work stress on young children in the context of work-family spillover, parenting stress, marital stress, and perceptions of parenting. As part of this study, 106 working parents of children who ranged in age from 1- to 5-years rated their stress levels across multiple domains (i.e., work, marriage, and parenting), their perceived parenting behaviors, and their young child's emotional and behavioral functioning. Correlational results of this study supported the hypothesis that these variables would be related significantly to young children's emotional and behavioral functioning. Further, hierarchical regression analyses revealed that a single variable did not predict significantly young children's internalizing and externalizing behaviors but that a combination of work stress, work-family spillover, parenting stress, marital stress, and perceptions of parenting were important in accounting for variance. The results of this study emphasized the importance of studying the selected variables collectively so that employers can evaluate current workplace policies and resources to help minimize work stress and work-family spillover.

No description available.

Abstract The Swedish Armed Forces prioritize leadership, values, and employee satisfaction, aiming to create good conditions for career advancement and to foster diversity. However, despite recruitment efforts, significant personnel turnover continues, challenging the organization's ability to meet its own and parliamentary goals for capability and readiness. The purpose of this sociological study is to identify and analyze the circumstances that influence employees' decisions to stay or leave the organization within the navy. The methodology uses qualitative research with semi-structured interviews, selected for its ability to delve into social interactions and reveal nuanced perspectives. Semi-structured interviews provide flexibility while maintaining some structure, allowing for in-depth exploration of interviewees' thoughts and experiences. A thematic analysis is conducted to identify patterns and themes related to employment, motivation, organizational culture, leadership, and personal circumstances. The selection process ensures a diverse representation of former and current employees to capture a range of experiences and perspectives.Drawing upon the sociology of emotions, a field that underscores the centrality of emotions in social interactions, this study examines concepts such as trust, solidarity, and belonging. By integrating this theoretical framework with empirical research, a deeper comprehension of employees' decisions to stay or depart from the organization is achieved. Key findings from the study include insights into organizational belonging, trust, and leadership. Furthermore, the study explores the role of culture and emotional labor in shaping employees' sense of belonging. Additionally, the study explores interviewees' experiences in juggling family and personal life responsibilities and explores the impact of demands and workload on employee well-being.

Thesis (M.S.W.)--University of Hong Kong, 1987.

Thesis (M.S.W.)--University of Hong Kong, 1992.