Thesis (M. Psych. Org.) - University of Queensland, 2005. / Includes bibliography.

Whereas the effect of motherhood on women’s earnings has been well documented, little research has been done in Canada exploring the impact of fatherhood on men’s earnings. Although international research has shown that, unlike women, men who have a child increase their earnings, a growing body of research suggests that this benefit may be mediated by whether or not the father takes a parental leave. Using the 2011 General Social Survey (GSS) on family issues and employing ordinary least squares regression I investigate whether fathers receive an earnings bonus compared to childless men and whether fathers who take paternity/ parental leave earn less than fathers who do not. Our findings show that after controlling for personal and work related characteristics fathers earn significantly more than childless men and fathers who took paternity/parental leave earn significantly less than fathers who did not. Potential explanations for these earnings gaps are discussed.

Corporate culture does not allow for talented women to return to the workplace or continue to operate effectively in the workplace whilst managing their domestic responsibilities. This is directly influencing the retention and progression into senior positions of female talent (Baggallay, 2011). While the above statement may be a narrow view considering shifts in many companies' policies aimed at supporting work-family balance, working mothers still have many concerns. Some of these concerns have been highlighted by the participants in this study, and confirm the need to better understand the challenges faced by female employees returning to work after maternity leave. The primary purpose of this study is to identify common themes arising from South African female employees' experience of returning to work following maternity, and to ultimately gain an understanding of the interests of both mothers in the workplace and employers looking to retain and nurture top female talent. The results of this study revealed that, despite viewing work positively, the participants found that returning to work after childbirth was difficult. A significant change in the attitudes of the participants towards their careers after childbirth was also found. This change is not necessarily negative and should not be interpreted as an indication of employees' loss of interest in their careers; it does, however, highlight the need for adequate management of the "workplace pregnancy" to ensure that female employees return to work. Employers who are open to the evolution of best practice for maternity leave, the management of family responsibilities, and striking a balance between employee productivity and fulfilment will position themselves as an employer of choice, thereby attracting high-calibre talent. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

I en ny kontext där en berövas på sin vanliga sociala interaktion kan ensamhetskänslor uppstå. Att få barn är en annan omställning som kan ge ensamhetskänslor. Vad händer i mötespunkten av dessa två faktorer som kan leda till ensamhetskänslor? Och hur hanterar män dessa känslor? Genom semistrukturerade intervjuer har åtta män mellan 26 och 40 år delat med sig av sina upplevelser av ensamhet under föräldraledighet. Majoriteten av männen upplevde ensamhet under sin föräldraledighet i någon grad. Med tre teman som ”mäns upplevda ensamhet”, ”barncentrerat tänk” och ”copingstrategier” samt 11 underteman besvarar studien mer ingående hur män upplever ensamhet och hanterar dessa känslor under sin föräldraledighet. Det finns variation i hur mycket männen upplever ensamhet, vissa av männen känner sig exkluderade vid aktiviteter som mammaträning och brist på föräldrastöd från barnhälsovården. Gemensamt för männen är hur livet fått en annan meningsfullhet med barn och barnets bästa ligger ofta i fokus. / In a new context, where one is deprived of their regular social interactions, feelings of loneliness may occur. Having children is another adjustment that can lead to feelings of loneliness. What happens when these two factors meet? Through semi structured interviews eight men between the ages of 26 and 40 shared their experiences of loneliness during their parental leaves. The majority of the men experienced feelings of loneliness to some degree. Through the three themes "mens perceived loneliness", "child centered thinking" and "coping strategies" in addition to eleven sub-themes, the study provides more detailed information on how men experience and handle feelings of loneliness while on parental leave. There are variations to what extent the men experience loneliness. A common denominator for all the men is the feeling that life has a different meaning after having children, and that the childs best interest is the main focus.

While the transition back to work following maternity leave is a stage of a woman’s career that can have significant impact on the rest of her working life, this remains an under-researched topic. The current study examines mothers’ return to work experiences, with a specific focus on the downgrading to their jobs they encounter, perceived as demotions, which no previous study has pursued. Drawing from research investigating mothers’ psychological contracts and their turnover intentions, the current study examines the relationship between demotions, psychological contract violation and employment outcomes. Also of interest was whether psychological contract violation initiated a process of grieving, as mothers struggled to separate from their identities as valued employees. In-depth interviews were conducted with eight mothers. Mothers who perceived their restructured jobs as demotions experienced psychological contract violations in response, and also described emotions consistent with a process of grieving. However, not all mothers who experienced psychological contract breach or violation quit their jobs. Implications for working mothers and for future research are discussed. / Thesis / Master of Arts (MA)

This thesis looks at how parental leave and early child care policies in the U.S. can reshape our understanding of the role of government, parental responsibility, and gender within paid labor in order to dismantle the systems of oppression and domination that lead to motherhood inequality. The United States is the only developed economy without mandated paid parental leave, and privatized child care costs can be greater than tuition at public universities. As a result, mothers, still overwhelmingly the primary caregivers in families, are forced to juggle the responsibilities of paid and domestic labor in a way that leads to employment discrimination. Because policies have a unique power to incentivize behavior and change socially ingrained biases, I propose that Congress institute paid parental leave through the FAMILY Act and revives the Comprehensive Child Development Act of 1971 to establish public child care.

The thesis will deal with the views and ideas of expectant parents how to articulate concerns for their child with employment and unpaid domestic work. The thesis will also focus on the transition to parenthood as a new phase of family life. The author will try to uncover the current situation and strategies of young couples. Keywords Maternity leave, parental leave, strategies, housework Obsah Úvod............................................................................................................................................7 1. Teoretická část........................................................................................................................8 1.1 Rodina...............................................................................................................................8 1.1.1 Proměny rodiny..........................................................................................................8 1.1.2 Demografické trendy vývoje české rodiny................................................................9 1.2 Představy a změny očekávané s narozením potomka - kvantitativní pohled.................11 1.3 Rodinné a pracovní dráhy...............................................................................................13 1.4 Slaďování rodinného a...

Thesis (MPA) -- University of Limpopo, 2011

This dissertation examines the effects of career interruptions on workers’ wages. In chapter four I examine whether controlling for the type of interruption differently affects men’s and women’s wages and therefore can be used to explain the remaining gender wage differences. The increased participation of married women in the labor force has increased their wages from just 30% of men’s wages in 1890 to nearly 80% as of 2001. Thus, although the gender wage gap has narrowed over time, it has yet to be eliminated. One argument for the persistence of the gender wage gap is that previously researchers have used poor measures of experience to estimate men’s and women’s wages. Although previous studies have made strides in measuring experience, including controls for the timing of work experience, the gender wage gap persists. I extend the wage-gap literature by including controls for the types of interruptions men and women encounter. Because they typically experience different types of interruptions, I examine whether the varying types affect wages differently. I control for the types of interruptions and find similar effects for men’s and women’s wages. My study shows that types of job interruptions do not explain the remaining wage differentials. The fifth chapter extends from the fourth chapter by including controls for all periods of unpaid leave from work. I examine whether wage differences exist between workers who return to their current employer post-interruption versus those who change employers post-interruption. I find differences in the wage effects from different types of unpaid leave for men and women. Chapter six extends from previous chapters by including controls for all periods of paid leave from work in addition to unpaid leaves from work. I examine whether depreciation effects occur when women spend time out of work but receive compensation through paid maternity leaves. I find no evidence that time out of work because of paid maternity leaves depreciates skills.

Syftet: Syftet med denna uppsats är att studera och kartlägga i vilken utsträckning användandet av formella styrmedel, i ambitionen att minska sjukfrånvaron, skiljer sig mellan stora och små företag. Metod: Vi har i denna studie tillämpat en kvantitativ forskningsmetod för att besvara uppsatsens forskningsfråga och syfte. Detta sker med hjälp av en explorativ studie, baserad på 60 slumpmässigt utvalda konsultföretag inom ekonomisk och juridisk verksamhet. Vi har utifrån befintliga teorier skapat hypoteser som testats på verkligheten och vi följer därför en deduktiv ansats. Det empiriska materialet har samlats in via telefonintervjuer och svaren har sedan sammanställts i olika tester i SPSS. Slutsats: Vi kan utifrån vår studie konstatera att användandet av formella styrmedel skiljer sig mellan stora och små företag i tre av fyra avseenden, nämligen användandet av nyckeltal, kalkyler som beslutsunderlag och användandet av förebyggande åtgärder. Detta trots att sjukfrånvaron inte skiljer sig åt mellan stora och små företag. / Purpose: The purpose of this paper is to study and map out to what extent the use of management control systems vary between small and large companies in their ambition to decrease sick leave. Method: To fulfill the purpose of this study, we have used a deductive approach. We have conducted telephone interviews with 60 randomly selected consultancy companies within the accounting and legal field. The data has been analyzed using the computer software SPSS. Conclusion: We have come to the conclusion that the use of management control systems vary between small and large companies in three of four aspects, namely, the use of KPI’s, costs accounting and preventive measures.