The purpose of this research study was to assess how social work students cope with interrole conflict. This study attempted to capture the depth and breadth of this issue by adopting a mixed-method research design. The quantitative aspect to the study involved the assessment of coping mechanisms among participants with different levels of interrole conflict. For the qualitative portion of the study, the participants were asked to identify their ways of dealing with interrole conflict. All participants in this research were graduate students from a master’s of social work program in a large, Hispanic-serving institution in Southern California. A non-parametric technique, the Kruskal-Wallis H Test, was used to analyze the quantitative part of the research, while thematic analysis was applied to the qualitative piece of reported information. The Kruskal-Wallis H Test results indicated no statistically significant difference in coping mechanisms among students dealing with different levels of interrole conflict. Meanwhile, results from thematic analysis of the data revealed ten positive coping mechanisms and five negative coping approaches. Organization, social support, self-care, orientation toward solution, spirituality/religiosity, physical activity, and therapy were the most salient ways participants cope with interrole conflict. From a negative coping perspective, as many as 18 participants reported negative coping methods, including unresponsiveness, over/under sleeping, eating, and drinking. Implications for family, workplace, and social work were discussed.

From the point of view of interrole conflict, this study probes into the conflict that a physician encounters in his/her environment and the subsequent conflict effect on the satisfaction and intention to quit. In addition to investigating the source of conflict, the study develops a questionnaire to understand the influence of dual professional conflict on satisfaction and intention to quit. Simultaneously, the study examines the mediating effect of physician's satisfaction on dual professional conflict and intention to quit, and tests the moderating effect of professional commitment on other consequences. The rapid changes of healthcare insurance policy in Taiwan have a great impact on the hospital administration. In addition, it has a tremendous influence on physician¡¦s behaviors, which arouse conflicts on both organizational-professional (OPC) and personal-professional (PPC) levels. In the past, there were few research on interrole conflict, especially on the source of physicians' OPC and PPC. Taiwan¡¦s national health insurance and global budget system is unique (to) healthcare insurance system in the worldwide(Taiwan).Literatures are not enough to offer the cause of the dual conflicts of physicians and relevant consequences. The study, first, carries on case interview in accordance with literature review to form questionnaires and builds up hypotheses. Second, it collects the survey materials by combining quantitative and qualitative research in order to obtain a deeper and more accurate analysis of the study results. Physician including residents and attending physician from both public and private hospitals in Taiwan were enrolled for study. A total of 1,200 questionnaires were distributed and 776 were valid questionnaires. The result shows five variables in the source of conflict by using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). These five variables are significantly correlated with physician¡¦s dual professional conflicts. Results from regression analysis show that affective commitment, continuance commitment and normative commitment of professional commitment have a moderating effect on the relationship between dual professional conflicts and the output variables. Furthermore, by structural equation modeling these results show that both internal and external job satisfaction mediate between physicians¡¦ OPC and their intention to quit, and professional satisfaction partially mediate between physicians¡¦ PPC and their intention to quit. Physicians are one of the important professional groups. Even though changes in healthcare insurance policy are worldwide phenomenon, there is relatively few studies probing into interrole conflict among physicians in Taiwan. This study developed questionnaires of the source of conflict and confirmed both the moderating effect of professional commitment and the mediating effect of satisfaction, which contributes to fill the gap in this field. These results provide a managerial reference in clinical practice and as well as a foundation of future studies.

<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>

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