For public assistance agencies in the United States, administrative suggestion and legislative direction has been increasingly focused on the encouragement and even coercion of mothers of dependent children to take paid employment. This has been concurrent with increasing public assistance costs during a period of relative prosperity. A common concern of social work, however, is that maternal absence from the family, whether for employment or for other reasons, promotes, under certain circumstances, family failure. This has occasioned value conflict for social work oriented personnel in public welfare agencies, and a searching after a refined methodology to apply to determinations of employability. The methods and results of the implementation of such a legislative directive to remove employable ADC mothers from grants in Washington State In 1959 are explored. A sample of 800 cases in which mothers had been removed from grants because of employability between July 1, 1959 and January 1, 1960 was read to schedule. The study is concerned with what criteria seemed to have been selected by caseworkers as relevant to employability. In relation to the desired result of self-support for employable mothers, the study explores what criteria seemed to have been most relevant. The criteria used and the criteria most effective are analyzed. Certain popularly expounded criteria were found to be valid and others invalid. The study applies value assumptions and theory to certain practical aspects of casework and proposes that success or lack of success relative to an employment goal can be predicted through an understanding of the value system of the public assistance recipient. / Arts, Faculty of / Social Work, School of / Withers, John Robert / Graduate

The effect of mothers' employment on their children has been investigated repeatedly; however, there is little research on how motherhood affects womens' employment attitudes. The research being reported here addresses this question. Subjects consisted of 126 working pregnant women and a comparable group of 45 working non-pregnant women who completed four questionnaires soliciting measures of the following attitudes: job involvement, home role attitude, employment role attitude, and interaction strain. Modest support was found for the prediction that giving birth would affect mothers' attitudes. Job involvement was found to decline, and home role attitude was found to be less favorable after the birth of a child.

The purpose of the study was to determine whether the self-perceptions of mothers who remained at home with infants differed from self-perceptions of mothers who were employed outside the home with infants. Selected aspects of the mothering role and employment orientation were examined. The sample consisted of seventy-five mothers of twelve- to eighteen-month-old infants. The subjects resided in northeast Indiana and northwest Ohio.A survey instrument was developed through a pilot study to gather information needed to test the null hypothesis. All subjects were interviewed personally in their own homes to obtain data for the study. The .05 level of significance was established as the probability level for the nonacceptance of the hypothesis.The subjects were placed in one of two groups, mothers who remained at home with their infant and mothers who were employed outside the home for more than twenty hours a week. Those employed outside the home must have been employed for the six months before and including the month of the interview. A multivariate analysis of variance and associated univariate analysis of variance were used to test the study hypothesis.The two groups of mothers were found to differ significantly from one another on one of the six measures of self-perception. The six measures statistically analyzed were:(1) self-esteem, (2) childrearing behavior, (3) guilt, (4) employment orientation, (5) monetary consideration relative to employment and intrinsic motivation relative to employment, and (6) effect on the family. The measure that contributed to the rejection of the hypothesis was the variable "effect on the family." There was no difference between the. two groups on the remaining five variables.A descriptive analysis of open-ended questions yielded further information: (1) mothers with infants preferred their present roles, whether they remained at home or were employed outside the home; (2) mothers enjoyed their roles whether at home or at work outside the home; (3) mothers employed outside the home were more likely to express feelings of guilt when leaving their infants than mothers who remained at home; and (4) mothers were supported by their husbands in their decisions to remain at home or to be employed outside the home.

M.B.A. / As a result of globalisation, today's organisations have to deal with increased competition in all sectors. Organisations need to focus on increasing their output and at the same time decreasing the inherent costs in producing the output. It has become essential for organisations to be viewed as employers of choice amongst the labour market and its competitors. This reduces a company's cost base substantially by attracting top talent and retaining essential employees. It has been estimated that an organisation spends up to two times an employee's annual salary when they first employ an individual, due to the recruitment, initiation and training costs. The retention of highly skilled employees has become a global issue as organisations identify that their competitive advantage lies in the minds of these talented individuals. Within the market place, there is a common misperception that women will be in the job market for a few years, and then leave to start a family. Because of this, many organisations often overlook women in the recruiting phase as well as when promotional opportunities arise. However, the workplace of the future will be characterised by increasing numbers of women and single parents, as women will join the workforce at twice the rate of men. These heads of non-traditional households will require benefits that allow them to balance their work and family life. Women may choose to work for different reasons, but many may need to work. Whether she chooses to work or needs to work, the work that she does and the hours that she completes it in is based on a decision the woman makes. This decision is influenced by the organisations that are committed to overall employee well being and adequate work-life benefits ...

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This thesis employed secondary analysis of data compiled by the National Opinion Research Center. The sample consisted of 1,530 respondents which were selected by full probability sampling techniques from the universe of the total non-institutionalized English speaking population of the continental United States, eighteen years of age or older.In order to research sex-role attitudes two dependent variables were chosen, FEFAM and FEPRESCH. On the FEFAM questions respondents were asked to agree or disagree with the statement "It is much better for everyone involved if the man is the achiever outside the home and the woman takes care of the home and family." On the FEPRESCH item respondents were asked to agree or disagree with the statement "A preschool child is likely to suffer if his or her mother works." Two models were created one with selected characteristics for the total sample, the other with selected characteristics for the total sample, the other with selected characteristics for women only. The log-linear technique was employed to estimate these models. Through the use of this statistical procedure the magnitude and the nature of the effects of the independent variables on the dependent variables was calculated.

This thesis examines the dual-career family in two birth cohorts of won-en. It seeks to determine variables, other than economic necessity, that lead to the adoption of this lifestyle. In turn, the study, in part a replication of Hoffman (1963), seeks to note what revisions in the division of household labor occur when wives are employed.The thesis reveals that wives with high educational attainment and wives reared in families with high socio-economic status, working mothers, and highly educated mothers are likely to be working wives. Wives reared as oldest children are also likely to be employed. The results also indicate that a revision in the division of household labor occurs in the dual-career family. Working wives do less of the household tasks and receive more help from other members than do housewives. While a revision in the division of household labor occurs, working wives retain nest of the responsibility of the household and domestic labor tasks.

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