Recently, with the enhancement of education and the change of the economic structure, the number of women participating in the labor market has dramatically increased. Obviously, the female employment correlates closely with the rate of the female fertility and the rate of returning to work. Therefore, this research focuses on the female employment in the four different banks in Kaohsiung to find out the difference between the related policies in Taiwan and in the U.K. and the acceptability of British Family-Friendly Policy in Taiwan. The results are as follows: First, the employees don¡¦t understand well on the promoting the equal employment; Second, the banks still rely mainly on the basic law; Third, the social ideology regards women as the persons who put nursing their child on the first rank. According to this research, we have some following suggestions: 1) Ensure the woman¡¦s employment right. 2) Set up the public nurseries system. 3) Re-deploy human resources. 4) Promote the equality of men and women. From this research, we figure out that interviewees have a lower acceptability of British Family-Friendly Policy. Besides, we find out the problems that women have faced in labor market and understand why the practical application of the welfare system is different from that originally assumed. Therefore, we hope the legislators will take the working environment and the demands of the women into consideration to develop the welfare system to achieve the goal - the ¡§welfare policy¡¨ can be practice into ¡§welfare life¡¨.

Past research suggests that the relationship between work hours and work-family conflict is not as strong as expected, suggesting a need to investigate moderators of the relationship. This dissertation explores whether the value placed on time spent in a domain (subjective influence) moderates the relationship between actual time spent (objective influence) and subsequent work-family conflict. Value on time spent in a domain is operationalized as centrality, which draws upon the works of Mead (1934) and reflects the self-ascribed importance of a role identity (Ritzer, 1992). The concept of role-identities originates in sociological theories of identity: Identity theory (Stryker, 1980) and role-identity-theory (McCall & Simons, 1978). This mediated model is tested in a cross-national sample consisting of participants from Sweden and the United States. Sweden and the United States have been chosen because they represent very different public policy conceptions, particularly in approaching the work-family issue. Swedish public policy supports the reconciliation of employment and parenthood while North American public policy supports the male breadwinner model.Results of a field study show that the moderating effect of centrality on the relationship between hours spent and work-family conflict is significant only for high earners. Analyses were also conducted to compare Sweden and the United States with regards to work and family hours, work and family centrality, and work-family conflict. As expected, Americans work longer hours than Swedes. However, there is no significant difference with regard to work-family conflict. Unexpectedly, Swedes reported higher work centrality. Antecedents and consequences of work-family were also investigated. Specifically, daycare satisfaction related negatively to work-family conflict, while work-family conflict related negatively to turnover intentions.

This study explored faculty members' perceived importance of family-friendly policies in academia, the extent to which faculty perceive academic institutions as having a social responsibility to make the academy more family-friendly, participants' endorsement of gender-biased norms, and whether the faculty members who participated in this study are considering "opting-out" of academia. Key constructs that were explored include: the ideal worker norm, the motherhood norm, the maternal wall, and bias avoidance. Methodological limitations and the implications for this study were discussed. The participants of this study were 243 female and male tenure-track and tenured faculty members from graduate departments from six nationally accredited, public, U.S. doctoral-granting research universities. The results indicated that although most faculty do not intend to "opt-out" of academia, a substantial proportion reported that they are considering leaving their current institution, or leaving academia entirely. Further, although faculty members' perceptions of whether a family-friendly policy is of personal importance varied, the overwhelming majority of respondents expressed support for such policies. Finally, on average, faculty members did not endorse gender-biased beliefs toward caregiving, with women being less likely to endorse such beliefs.

This thesis is an investigation into the makings of a successful youth baseball facility. Youth sports is a multi-billion dollar industry in the United States, and much of the competition follows a tournament, or "travel league" format. This is especially true in youth baseball. Despite this growing trend towards travel play, facilities that host these tournaments were designed and constructed in an age where the primary format was not tournament play, but rather a recreational structure where single games were played individually. These facilities do not meet the needs of the typical park user: players and their families. The parts of the following investigation are the Author's research, including a literature review and four case studies of facilities that are representational of a larger sample. This is followed by the identification of a list of universial challenges faced by many facilities which led to a development of a list of design criteria to correct the issue of under-performing parks, identification of a fundamental design question, and specific goals and objectives. Finally, identification of a site to be studied is introduced and analyzed, and the development of the Author's concept for a new design is reported and then analyzed. The Master Plan is then presented and discussed in detail. The master plan for the new Rockville School Park has been developed based on the list of design criteria developed by the Author, based largely on field research. A large effort was made to identify literature directly regarding the questions presented in this thesis. The literature used has been included within the references section at the end of this document. / Master of Landscape Architecture / This thesis is an investigation into the makings of a successful youth baseball facility. Youth sports is a multi-billion dollar industry in the United States, and much of the competition follows a tournament, or "travel league" format. This is especially true in youth baseball. Despite this growing trend towards travel play, facilities that host these tournaments were designed and constructed in an age where the primary format was not tournament play, but rather a recreational structure where single games were played individually. These facilities do not meet the needs of the typical park user: players and their families. The parts of the following investigation are the Author's research, including a literature review and four case studies of facilities that are representational of a larger sample. This is followed by the identification of a list of universial challenges faced by many facilities which led to a development of a list of design criteria to correct the issue of under-performing parks, identification of a fundamental design question, and specific goals and objectives. Finally, identification of a site to be studied is introduced and analyzed, and the development of the Author's concept for a new design is reported and then analyzed. The Master Plan is then presented and discussed in detail. The master plan for the new Rockville School Park has been developed based on the list of design criteria developed by the Author, based largely on field research. A large effort was made to identify literature directly regarding the questions presented in this thesis. The literature used has been included within the references section at the end of this document.

Using a grounded theory approach, two case studies were carried out in large organisations which have recently implemented family-friendly policies. The studies asked whether or not cultural change has taken place as a result of the implementation of these policies. Using Shein's (1992) three level model and definition of culture, attention was focused on underlying assumptions or 'root' facets of organisational culture (and conceptual distinctions made between culture, image and identity). After establishing which facets are present and how they exist in combination with each other, shifts which have taken place as a direct or indirect result of the introduction of policies were identified. Especial interest was taken in the way the primacy of work was expressed through the ideal worker type and the extent to which this type has been replaced by the integrated worker type (Rapoport et al 2002), which acknowledges that family and other commitments are as legitimate as occupational demands. Both studies conclude that, as yet, there have been only slight adjustments in the construction of this ideal worker type and that employees do not make a permanent shift towards the integrated worker type but `toggle' between these two types. Explanations are developed for shifts in other cultural facets, such as the importance of autonomy, emphases on equality or individuation, sense of entitlement and attitudes to change. The utility of the notion of purposive cultural change is considered, given that high levels of anxiety are released when unconscious and shared mental structures are destabilised in such processes of organizational learning. The merits of a more evolutionary model are explored.

Changes in workforce demographics, employee sentiments, and working conditions have increased attention on employees' needs to balance the demands of work life and family life. Despite apparent growing interest among companies to be responsive to these needs, the number of companies demonstrating high levels of work-family responsiveness is relatively small. The frameworks of resource dependence theory and institutional theory were used to develop a model to explain differences in work-family responsiveness among for-profit companies. The theoretical models were tested on survey data collected through a stratified random sample of 692 for-profit companies. The data were further enhanced with secondary data sources. While the institutional model explained more variance in work-family responsiveness than the resource dependence model, a model combining both theories best explains work-family responsiveness among for-profit companies. High industry-region diffusion of family-friendly benefits was one of several strong predictors of work-family responsiveness. Also, the greater the proportion of professionals in a company's industry, the greater was the level of work-family responsiveness. Companies that measured effectiveness outcomes were more likely to offer family-friendly benefits. The same was true for companies with more positive assessments regarding the impact of their family-friendly benefits. Organizations that were large, publicly traded, or had human resource departments also demonstrated greater levels of work-family responsiveness. Future research should include variables introduced in this study and should expand the range of variables as to include other theoretical perspectives. Policy makers for companies, advocacy groups and government leaders will find the results of this study beneficial. Companies operating in environments characterized by strong diffusion of family-friendly benefits among similar companies will be well served by developing policies and programs that conform to these norms. Advocates and government leaders should understand that recent interest in work-family responsiveness is unlikely equally benefit all sectors of employment.

Measuring the level of family-friendly orientation in companies Abstract The thesis deals with measurement of family-friendly orientation in companies, which is relatively neglected in the literature. Family-friendly orientation of a company is advantageous not only for its employees - the parents, but also for the employer. It is becoming a significant aspect of the company's competitiveness on the labour market and leads to decrease in morbidity, decrease in staff turnover, and even increase in work productivity. The family-friendly index (POF index) has been used to measure the family-friendly orientation for several years in Germany and Austria. The main goal of this thesis is to verify whether the POF index could also be an appropriate tool for measuring the level of family-friendly orientation in Czech companies. Based on the evaluation of reliability and validity by authors of the POF index and based on own qualitative evaluation the author of this thesis concluded that the instrument is suitable for Czech companies as well, i.e. that the POF index in the Czech Republic does not suffer from any deficiency that does not manifest in Germany or Austria. Measurements using the POF index are however adversely affected by a low response rate of about 10% with German and Austrian respondents. Similar...

Abstract   Title: How parental leave policies influence employee engagement   Level: Student thesis, final assignment for Bachelor Degree in Business Administration   Author: Patrick Hammer and Rickard Palmgren   Supervisor: Tomas Källquist and Pär Vilhelmsson   Date: 2019 – June     Aim: Several studies have found that perceived flexibility and the ability to manage the demands of work and personal life are related to higher levels of employee engagement and expected retention. However, little research have been done to explore the relationship between parental leave (a component of work-life balance) and employee engagement and retention. The aim of this study is to increase the understanding about how parental leave influence employee engagement, and subsequent employee retention.   Method: This study is based on a social constructive and hermeneutic perspective. Empirical data was collected through 18 semi-structured interviews with employees in Sweden and the United States. The findings were compared to previous research with an abductive approach. Theoretical and empirical findings were combined and resulted in a new model based on the aim of this study.   Result & Conclusions: Our model illustrates how parental leave influence employee engagement and retention from an employee perspective. Parental leave was found to influence employee engagement and retention in four main ways (themes), which are relationship with manager, salary and career opportunities, alignment of values, and well-being.   Contribution of the thesis: From a theoretical perspective, the model we developed is useful as it highlights how employee engagement is influenced by parental leave policies. From a practical perspective, this model can be used by managers and leaders in organizations worldwide that are looking to understand drivers of employee engagement and how to increase employee retention.   Suggestions for future research: Further research is needed to test this model in different contexts to confirm its accuracy. For future research, this model can be tested from the manager or management perspective, which could identify new components that can be added to the model.   Key words: Parental leave, employee engagement, employee retention, work-life balance, family friendly policies

Work gets more seamless and the demand on workers increases because of changes in the labour market. Studies show benefits for workers and companies if the employee achieves a balance between work and family, a way to facilitate it is family-friendly policies. A study done by Unionen shows that three out of four white collar workers choose to vobba (working and caring for a sick child), which blurs the boundaries between work and family. Research on flexibility, organisational culture and gender structures shows how these aspects affect the balance between work and family. This is a study where seven white collar workers (three men) that vobbar and two managers (one man) were interviewed. The study adds deeper insights into how white collar workers and managers are experiencing vobb and the results suggest that they experience vobb as something positive to achieve a balance between work and family, but there is a risk of vobb being considered a constraint, creating a lack of boundaries where one is working almost all the time. / Förändringar på arbetsmarknaden gör arbetet mer gränslöst och ökar kraven på arbetstagarna. Studier visar på vinster för arbetstagare och företag om arbetstagaren uppnår balans mellan arbete och familjeliv, ett sätt att underlätta är genom familjevänliga policies. En undersökning genomförd av Unionen visar att tre av fyra tjänstemän väljer att vobba (jobba och vårda sjukt barn), vilket suddar ut gränserna mellan arbete och familj. Forskning om flexibilitet, företagskultur och könsstrukturer visar hur de påverkar balansen mellan arbete och familjeliv. Detta är en kvalitativ studie i form av intervjuer med sju tjänstemän (tre män) som vobbar och två chefer (en man). Studien tillför en fördjupad insikt i hur tjänstemän och chefer upplever företeelsen vobb och resultaten tyder på att de upplever vobb som positivt för att uppnå balans mellan arbete och familjeliv, men med en risk för att uppfattas som ett tvång och skapa en gränslöshet där man halvjobbar nästan hela tiden.

The aim of this dissertation is to explore various dimensions of work–life balance in Europe. I examine the extent to which institutional factors, working conditions and individual resources influence individuals’ capabilities to have a family and engage in family life. The theoretical framework is inspired by Amartya Sen’s capability framework, a multi-dimensional approach that provides a deeper understanding of the relationship between institutional contexts and individual capabilities. Four studies have been conducted. The first study focuses on women’s short-term childbearing intentions in ten European countries and finds that the association between such intentions and economic uncertainties varies by the policy support for work-family reconciliation in the country as well as individual factors, such as her educational level, and her number of children. The second study addresses the impact of family-friendly working conditions on young adult women’s childbearing behaviour in Sweden, showing the importance of family-friendly working condition for the transition to motherhood of less educated childless women with low income, and for second births of low educated mothers. The third study analyses gender differences in perceived work–home conflict in ten European countries, and the importance of work-family policies and gender norms. I find that gender differences are more pronounced in countries with weaker support for work-family reconciliation and more traditional gender norms. The fourth study focuses on tensions between work and family demands that parents in Hungary and Sweden experience, and on their capabilities to make claims for work–life balance. We find greater agency inequalities for Hungarian parents for claims making for and achievement of work-life balance, in contrast to a strong sense of entitlement to exercise rights to care among Swedish parents, which reflect country variations in policy supports for work−life balance, working time regimes and social norms regarding work and care. / <p>At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Submitted. Paper 2: Submitted. Paper 3: Submitted.</p>