Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal.

The aim of the current study was to examine the associations among youth diabetes self-efficacy, family conflict, disease care and glycemic control via a comprehensive path model. Data were from a baseline assessment of a longitudinal RCT of 257 adolescent/parent dyads (adolescents aged 11–14). Each member of the dyad separately completed the Self-efficacy for Diabetes Self-Management Scale, Family Environment Conflict subscale, Diabetes Family Conflict Scale, Diabetes Behavior Rating Scale, and 24-hr Diabetes Interview Blood Glucose Frequency subscale. Additionally, a biological marker of glycemic control, or HbA1c, and relevant demographic variables were collected. A mediation model found higher youth diabetes self-efficacy mediated the link between lower family conflict and better disease care (β = -.08, p <.01) to glycemic control (β = .05, p <.05.). Further, the relation of higher self-efficacy to better glycemic control was mediated by better disease care (β = -.06, p <.05). Higher youth diabetes self-efficacy (β = -.16, p <.05), lower family conflict (β = .19, p <.001), and better disease care (β = -.17, p <.01) each were directly related to better glycemic control. The overall model with relevant demographic factors fit the data well [χ² (2) = .50, p = .78, CFI = 1.00, RMSEA= .00] and accounted for 13% of the variance in self-efficacy, 32% of the variance for disease care, and 25% of the variance in glycemic control. Interventions that target better youth diabetes self-efficacy and lower family conflict concurrently may promote better disease care and glycemic control.

This correlational study investigates traditional gender roles, self-efficacy for career and parenting, and socioeconomic status (SES), as they relate to university undergraduates’ planning for career and family and anticipation of work-family conflict regarding their future families. Unmarried, undergraduate women and men of varying socioeconomic status will complete an online survey consisting of several scales. Proposed results predict that women must often choose between career goals and family care, whereas men usually do not. Expectedly, women will show higher self-efficacy for parenting and increased anticipation of work-family conflict and planning for career and family compared to men. It is proposed that men will exhibit greater self-efficacy for career. Women of lower SES and women who aspire to obtain leadership positions at work will likely report higher anticipated work-family conflict. Those of lower SES will likely hold more traditional gender beliefs than the middle and upper SES groups, and men whose fathers helped in the home will likely have higher self-efficacy for their own parenting. The anticipated results indicate a discrepancy between men’s and women’s and those of differing SES’s planning for work and family. Women will tend to undertake an increased burden; however, a switch to more family-friendly workplace policies for men and women would likely help couples become more egalitarian in their division of family and career labor and planning.

The study explored the relationships between role centrality, work-family culture, work-family balance and work-family conflict. Additionally, it examined the incorporation of work-family culture into border permeability as used in work-family border theory. A total of 103 participants from five organisations completed the questionnaires. Participants were employed in administrative, professional/skilled/specialist, supervisory or management positions. Data were analysed using Pearson’s Product Moment correlation and Simple Regression. Significant results were obtained between role centrality, home centrality and workfamily balance as well as work-family conflict. These were in support of Clark (2000) work-family border theory. However, work centrality produced insignificant relationships. Work-family culture produced significantly strong relationships and predictability on work-family balance and conflict. The study findings highlight a need for expansion of border theory to include work-family culture as an aspect of border permeability.

Thesis advisor: Maureen E. Kenny / Work can be a very satisfying experience; for many people, work defines a large piece of their identity. Yet work sometimes intrudes into other aspects of our lives in ways that are problematic. Work-family conflict results when the needs of the family and the needs of the workplace cannot both be met, because the time and effort required by one of these roles makes it difficult to fulfill the other. When it is present in people's lives, work-family conflict can have negative effects on physical and psychological health and the overall quality of life. Certain personality characteristics and learned skills can mediate or exacerbate the effects of work-family conflict. A family systems perspective aids in understanding the many ways in which work-family conflict can affect and can be affected by different subsystems and family members. Finally, the employer has a role in mediating work-family conflict by creating formal programs and fostering an organizational culture that help people to reduce or eliminate work-family conflict in their lives. / Thesis (BA) — Boston College, 2004. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Education, Lynch School of. / Discipline: College Honors Program.

Tidigare studier har visat att kvinnor upplever mer arbetefamiljkonfliktoch stress samt kopplingar mellan begreppen. Syftetmed studien var att undersöka arbete-familjkonflikt och stress blandstudenter och förvärvsarbetare, samt kopplingen mellan begreppen.En enkät med ”PSS14” samt ”Work-family conflict scale”användes. Forskningsfrågorna var följande: 1) Finns det någraskillnader mellan studenter och förvärvsarbetare när det kommer tillarbete-familjkonflikt och stress?, 2) Finns det några skillnader påarbete-familjkonflikt och stress beroende på studenter ellerförsvarsarbetares kön? och 3) Finns det en korrelation mellanarbete-familjkonflikt och stress?. I studien deltog 147 studenter och123 arbetande. Resultatet visade att studenter upplevde störretidsbaserad arbete-familjkonflikt och stress, vilket kan bero på attskolarbete görs i hemmamiljö. Kvinnor upplevde mer stress samt merarbete-familjkonflikt, vilket kan bero på att kvinnor ägnar sig mer åthushållsarbete än män. En positiv korrelation mellan stress ocharbete-familjkonflikt hittades som tyder på en koppling mellandessa. / Previous studies have shown that women experience more workfamilyconflict and more stress than men and that there is aconnection between work-family conflict and stress. The purpose ofthis study was to examine work-family conflict and stress amongstudents and workers and their gender, and relationship betweenthem. To examine this, a questionnaire with “PSS14” and “Workfamilyconflict scale” was used. The research questions were: 1)Are there differences between students and workers on work-familyconflict and stress?, 2)Are there gender differences between studentsand workers on work-family conflict and stress?, 3) Is there acorrelation between work-family conflict and stress?. The samplewas consisted of 147 students and 123 workers. The results showedthat students experienced more time-based conflict and m o r estress, which could be a result of studying in a home environment.Women experienced more stress and strain-based conflict, whichcould be because women spend more time doing house-work thanmen. The results also showed a positive correlation between stressand work-family conflict.

Submitted by Maicon Juliano Schmidt (maicons) on 2015-03-31T12:19:43Z No. of bitstreams: 1 Luiz Ronaldo Freitas de Oliveira.pdf: 582778 bytes, checksum: cefe16a9d075d2d4b56d3bce689d1712 (MD5) / Made available in DSpace on 2015-03-31T12:19:43Z (GMT). No. of bitstreams: 1 Luiz Ronaldo Freitas de Oliveira.pdf: 582778 bytes, checksum: cefe16a9d075d2d4b56d3bce689d1712 (MD5) Previous issue date: 2010-01-31 / Nenhuma / O objetivo do presente estudo foi avaliar o Programa de Mediação de Conflitos da IMED, Passo Fundo, analisando seu processo e identificando características e formas de intervenções utilizadas que favoreçam ou não o estabelecimento de acordos. Foi realizado um estudo qualitativo-exploratório, que adotou como estratégia o Estudo de Casos Múltiplos (Yin, 2005). Os participantes foram pessoas encaminhadas pelo Foro de Passo Fundo para atendimento no referido Programa, visando à solução de alguma forma de litígio familiar relacionado à disputa por guarda e/ou regulamentação de visitas de filhos. Foram realizados quatro Estudos de Caso, compostos cada um pelo genitor que buscou o Programa, o outro genitor e o(a)s filho(a)s envolvido(a)s, e que aceitaram participar do estudo. Os dados foram coletados em dois tempos. Na primeira etapa, os casos selecionados foram atendidos pelo Programa de Mediação de Conflitos da IMED. Esse atendimento foi realizado por outra equipe que não aquela que o pesquisador integra. As entrevistas foram gravadas, sob autorização, e posteriormente transcritas. Na segunda etapa, quatro meses depois de encerrado o processo de mediação, e tendo o mesmo sido bem sucedido em termos da obtenção de acordo entre as partes, elas foram novamente entrevistadas com o objetivo de avaliar se o acordo se manteve. Os dados foram analisados de acordo com o método de proposições teóricas de Yin (2005). Os principais resultados apontaram para um desfecho positivo do processo de mediação em termos de acordo entre as partes, restabelecimento do diálogo e da comunicação e que as intervenções focadas no presente e no futuro, e na superação do conflito e não na sua exploração foram as mais benéficas. / The aim of this study was to evaluate the Conflict Mediation Program of IMED, Passo Fundo, analyzing its process, and identifying characteristics and interventions used to promote or not the establishment of agreements. A qualitative study was conducted and the exploratory strategy was adopted. The procedure of Multiple Case Studies was used (Yin, 2005). Participants were addressed by the Forum of Passo Fundo for attendance in that program, aimed at solving some form of litigation related to family disputes over custody and / or regulation of visits. There were four case studies, each one composed by the parents and the children involved, and who agreed to participate. Data were collected at different times. In the first stage, the selected cases were assisted by the Program for Conflict Resolution of IMED. This service was conducted by another team than the one that integrates the researcher. The interviews were recorded, with permission, and transcribed. In the second stage, four months after the end of the mediation process, when it was successful in terms of getting agreement between the participants, they were interviewed again in order to assess whether the agreement was kept. The data were analyzed according to the method of theoretical propositions by Yin (2005). The main findings pointed to a positive outcome of the mediation process in terms of the agreement between the participants, recovery of dialogue and communication. Interventions focused on the present and future, and in overcoming the conflict were most successful.

Les entrepreneurs sont confrontés à des stresseurs professionnels qui peuvent affecter leurs capacités professionnelles à travers le développement du burnout. Pourtant, ils ne sont pas intégrés dans les études sur les risques psychosociaux, alors que les effets négatifs des conditions de travail, de la relation de l’individu à son travail et les facteurs améliorant la performance ont été identifiés. La problématique abordée dans ce travail entend répondre à cette lacune en proposant une investigation des facteurs et des conséquences liés au burnout chez les entrepreneurs. La collecte et l’analyse des récits de vie nous a permis de mettre en évidence de tels facteurs et conséquences chez cette population. Ces résultats ont permis de construire un modèle d’étude tenant compte des modélisations existantes, tout en les enrichissant de variables propres à la population des entrepreneurs. Ce modèle a ensuite été testé, par la méthode des équations structurelles, auprès d’un échantillon de 280 dirigeants propriétaires de PME sur la base d’un questionnaire en ligne. Les hypothèses de médiation du burnout entre les demandes et l’ensemble des conséquences : satisfaction professionnelle, conflit travail-famille et orientation entrepreneuriale, sont validées. Néanmoins, les deux hypothèses de modération, par la latitude décisionnelle et le soutien social familial et amical,ne sont pas validées. Les demandes professionnelles réduisent la satisfaction professionnelle, l’équilibre travail-famille et l’orientation entrepreneuriale par le moyen du burnout. Les demandes affectent aussi directement la satisfaction professionnelle et le conflit travail-famille. Les demandes excessives et le burnout interfèrent avec le processus entrepreneurial. Ces interférences interrogent : les situations qui amènent au burnout, le fort attachement émotionnel des entrepreneurs à leur projet ainsi que les répercussions négatives sur la santé de l’entrepreneur et sur le devenir de l’entreprise. La prévention devient un enjeu pour les structures professionnelles destinées aux entrepreneurs et aux dirigeants. / Entrepreneurs are confronted to occupational stressors that may affect their professional capacities through burnout. However, they are rarely considered in psychosocial risks issues. A large body of research have established negative outcomes of occupational conditions, factors enhancing performance, and critics of relationship of individual to its job. The aim of this research is to contribute to identify factors and outcomes related to burnout among entrepreneurs. The analysis of life story interviews led to the identification of several factors and consequences related to work stress. Comparing these elements with those highlighted from previous empirical results led to construct the research model. Data was collected from 280 owner managers of SME through an online questionnaire, was analysed with structural equation modeling. The hypothesis of mediation was validated between occupational demands (psychological and emotional) and three variables : job satisfaction, work-family conflict and entrepreneurial orientation. The mediation through burnout was confirmed. Hypothesis of moderated mediation (decisional latitude and social support from family and friends) were rejected. First, results show that psychological and emotional demands reduce job satisfaction, work-family balance and entrepreneurial orientation through burnout. Second, direct effects of these demands on job satisfaction and work-family conflict are amplified in exhaustion state. The existence of burnout risk’s and mainly psychosocial risks for entrepreneurs interfere with entrepreneurial process. Interferences are related : to situations that lead to burnout, the emotional attachment of entrepreneurs to their project,and negatives outcomes on entrepreneur health and business development. Prevention becomes at the forefront of actions to implement through professional structure for entrepreneurs and owner-managers

Problem: Many women experience problems when trying to enter the construction industry and perceive several barriers in professional practice. As a result, day by day women are losing their interest in building their career within this male-dominated industry and diverting towards other professions. The fact that women are showing less interest to work within construction industry and leaving the industry has been found as a major problem. Since in this male dominated industry around ninety percent labour are men and expecting a large numbers of retirement in the future, therefore today’s construction industry has a strong demand for labour. The construction industry’s representatives want to increase the number of women in this trade, but because of the previous reputation and discriminatory work environment it’s become difficult to attract more women. Therefore, to enhance the participation of women in construction trades, it is necessary to understand women’s perceptions about the nature of work and level of satisfaction or dissatisfaction with the job. It is also important to know what kind of changes in the work environment can motivate women not to leave this industry? How to eliminate the barriers in professional practice?                      Purpose: This thesis explores the current position of women in construction industry, and seeks to identify the reasons of women’s disinterest about the industry, job satisfaction and the barriers (professional and social) that compel women to think to change career and leave the construction industry.   Method: This study has been performed through a qualitative interview study based on themes, on the subject of women in male-dominated industry. The research data is collected by conducting semi-structured interviews with professionals from Sweden, the USA, Canada, Latvia, Greece, The Netherlands and Bangladesh. The participants were active within the construction industry, and had the designation of project manager, construction engineer or structural engineer. To analysis the data in this research the Thematic Analysis approach has been adopted.   Findings: The interviewed women stated that the unpleasant work environment, gender discriminatory behaviours from the male colleagues, less career development opportunities, unfair promotion system and unequal salary compel them to rethink about their career choice and leave the construction industry. The results of this study showed that the barriers women face in professional practice also depends on the geographical position and societal culture.

This study aims to further understand the mechanisms through which work interference with family (WIF) influences important attitudinal, behavioral, and well-being outcomes. First, the study expands the content of employees' psychological contract through creating a measure of Work-Family Psychological Contract Breach (WFPCB). The study also examines the mediating role of WFPCB in the relations between WIF and work-related outcomes. Finally, the study explores potential cultural influences by looking at the moderating role of individualism-collectivism on the relations between WIF and WFPCB as well as between WFPCB and the outcomes. Research was carried out in three stages: 1) telephone interviews were conducted to understand the content of work-family psychological contract; 2) the WFPCB measure was piloted; and 3) a final survey study was carried out to test the main hypotheses. Data were collected in both the U.S. and China, resulting in 20 participants each for the interview study, over 60 participants each for the pilot study and over 200 respondents each for the final stage. Support was found in both samples for the link between WIF and WFPCB, and some of the direct paths with the outcomes, especially the attitudinal variables. Full mediation effect of WFPCB was found for organizational commitment in the U.S. and for job satisfaction in China. Evidence for partial mediation was also found for the other attitudinal variables. The moderating role of individualism-collectivism at the individual level was only found in the Chinese sample for organizational commitment, such that the negative relationship between WIF and commitment was stronger when individualism was high. A country comparison of the hypothesized direct effect was posed as research questions. The present study contributes to the psychological contract and work-family literature by introducing the psychological contract theory and shedding some light on the potential mechanism through which work interference with family affects important outcomes such as employee job attitudes and well-being.