Syftet med studien var att undersöka upplevelsen av work-life balance bland ombudsmän vid ett fackförbund beläget i Mellansverige. Studien utgick från en kvalitativ metod genom semistrukturerade intervjuer med 10 respondenter. Resultatet analyserades genom en induktiv tematisk analys som genererade tre huvudteman; Personliga förutsättningar, Flexibla arbetsarrangemang och arbetsbelastning samt Rollen som ombudsman. Resultatet påvisade att majoriteten av respondenterna upplevde att de hade en god work-life balance. De menade att arbetslivet och privatlivet inte påverkar varandra i stor utsträckning, men uppgav att de vid ett antal tillfällen framförallt tvingats prioritera åtaganden i arbetslivet. Samtliga respondenter påtalade att deras upplevelse av balans periodvis kan förändras beroende på arbetsbelastning och personliga förutsättningar som familjesituation och erfarenhet av yrket. De menade även att de flexibla arbetsarrangemang och den kultur som präglar ombudsmannarollen har en inverkan på deras upplevelse av balans. / The purpose of the study was to investigate the experience of work-life balance among ombudsmen within a trade union located in the midst of Sweden. The study was based on a qualitative method conducted through semi-structured interviews with 10 respondents. The results were analyzed by an inductive thematic analysis that generated three main themes; Personal circumstances, Flexible work arrangements and work load and The profession of ombudsmen. The result demonstrated that the majority of the respondents felt that they had a good experience of work-life balance. They argued that their working life and private life do not have a major impact on each other but stated that they on numerous occasions primarily had to prioritize commitments in their working life. The respondents expressed that their experience of work-life balance may periodically change due to workload and personal circumstances such as family situation and experience of the profession. They also argued that the flexible working arrangements along with the culture that characterize their profession have an impact on the experience of work-life balance.

Abstract Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.

A cross-sectional survey was undertaken to examine the impact of organizational support on work-family conflict experienced by Taiwanese working women. A stress model of work and family interference was applied in the Taiwanese context; the current study examined whether the results of western studies of work-family conflict can be generalised to the Taiwanese population. The enactment of the Gender Equality of Employment Law in Taiwan in 2002 was a further impetus for the research. The study examined the effects of organizational family-friendly policies and cultural support of family responsibilities on work-family conflict and well-being. Women (aged between 15 and 64 years) in paid employment working in three public universities in northern Taiwan formed the sample population for this research. Stratified random sampling by occupation was used to enhance representativeness. The total sample consisted of 441 participants, made up of 288 general staff and 153 academic staff. The data was collected with several tested and widely used instruments (including the Family-Friendly Policies Usage and Satisfaction Questionnaires, Work-Family Culture Questionnaire, Work-Family Conflict Scale, Job Satisfaction Questionnaire, Family Satisfaction Questionnaire, Perceived Stress Scale, and Physical Symptoms Inventory). Descriptive analysis was used to examine demographic variables and all the measures; correlation analysis was used to examine the relationships between selected research variables; T-test, chi-square test and one-way ANOVA were used to characterize the differences between groups. Hierarchical multiple regression was performed to test the research hypotheses. The findings showed that work-family conflict was strongly linked with lower job and family satisfaction, greater stress and more severe physical ailments. Implementing family-friendly policies and creating a supportive work environment can help working women to manage their work-family conflict and improve their health outcomes. A supportive organizational culture has been confirmed by this research as important in preventing the negative consequences of work-family conflict. However, such conflict did not predict the levels of physical symptoms. Employer-supported dependant care policies were not associated with the level of work-family conflict. In addition, organizational cultural support did not predict the usage of family-friendly policies. This study has provided evidence that some relationships could be generalised, across western and Chinese societies, between organizational support and work-family conflict, and between work-family conflict and an individual's well-being, although specificities within each cultural remain and require different methods of assessment. In conclusion, a western theoretical model of work-family conflict was found to be acceptable and feasible to implement within the Taiwanese population, since the majority of the hypotheses were supported. This research provided valuable information for healthcare professionals, policy makers and organizations, presenting ways to help working women to manage the conflicting demands of work and family roles better.

Thesis (M.A.)--University of Alabama at Birmingham, 2008. / Title from PDF of title page (viewed July 10, 2009). Includes bibliographical references (p. 76-81).