Thesis (Ph. D.)--Georgia State University, 2007. / Title from file title page. JoAnna F. White, committee chair; Gregory Brack, Catherine Brack, Catherine Chang, committee members. Electronic text (119 p.) : digital, PDF file. Description based on contents viewed July 11, 2008. Includes bibliographical references.

Magister Psychologiae - MPsych / Women's roles in the workplace have increased but expectations within their family roles have not diminished. Work-family conflict (WFC) occurs when work and family roles are mutually incompatible in some respect. Mothers' representations of their own particular personal contexts seem largely absent from the cultural iconography and so motivations for the study included bringing to light the phenomenological experiences of contemporary full-time working mothers by developing a rich description of their lived experience. These ideas have not been widely explored in South Africa. The study aimed to explore how full-time working mothers experience work-family conflict, including how they conceptualise their dual roles, how salient each role is to them, the factors in the work and family domains which are particularly pertinent for them and any coping strategies they might employ. The study used as a theoretical framework the model of work-family conflict developed by Greenhaus and Beutell in 1985, together with an extension from the work of Amstad, Meier, Fasel, Elfering and Semmer in 2011. The study used a phenomenological methodology. Eight middle-class, professional, full-time working mothers from the Southern Suburbs and City Bowl of Cape Town were interviewed individually, using a semi-structured interview schedule. A qualitative paradigm was used to analyse the interviews. Emotional and cognitive repercussions of WFC were many, including feelings of unsustainability. Some participants acknowledged a need to compromise in order to cope, but the current normative messages are not conducive to this. Participants aspire, not to stop working, because the role of worker is regarded as important for self-definition, but to reduce their overall load. The generalisability of this study was reduced because of its localised ambit, its small size and some similarities in socio-economic profile among the participants. Future studies could further explore the choices or strategies which are successful in reducing WFC.

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

This project aims to build a system that helps users achieve a delicate work-life balance and decrease stress. Evidence shows that most dual-earner families currently live in multitasking contexts. The increase of multitasking behaviors and experiences among working mothers has led to negative emotions, stress, and work-family conflict. Studies have confirmed that balancing work and family is challenging for parents. After the COVID-19 pandemic, work-life balance became more challenging to achieve. Due to gender inequality, research shows that telecommuting mothers report feelings of depression and anxiety much more than fathers. The study highlights work-life conflict experiences with working mothers through qualitative and quantitative approaches involving specific numbers of interviews and online surveys. Based on research, I developed the system Leto, an application and product design to help mothers in dual-earner families build a better inner and outer system. Further, the design combines functions of the mother community, reminders, customized schedules, and a stress reliever. The design outcome was prototyped and assessed through a heuristic evaluation.

No description available.

The sex-role orientation was determined for 352 high school seniors in Plano, Texas. Using maternal employment status as the independent variable, the students were divided according to full-time employed mothers or full-time homemaker mothers. Results indicated that adolescents of employed mothers had a more liberal sex-role orientation and attitude towards the division of household tasks than adolescents of homemaker mothers. When male and female scores were analyzed separately, the order from most liberal to least liberal was females of employed mothers, females of homemaker mothers, males of employed mothers, and males of homemaker mothers. The mean scores indicated a nontraditional attitude. The study also indicated that maternal happiness with employment did not affect male and female sex-role orientation.

Thesis (M.A.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 90-94).

Thesis (M.A.)--University of Hong Kong, 1999. / Includes bibliographical references (leaves 90-94). Also available in print.

Thesis (Ph. D.)--Ohio State University, 2006. / Title from first page of PDF file. Includes bibliographical references (p. 98-103).

As multiple regions in the global south urbanize and transform, their social-environmental challenges also reshape. Climate change and ecological degradation intertwine with these processes in ways that have an uneven impact on people and firms with various degrees of vulnerability. In this dissertation, I look at such issues through the lens of sustainable development, with a regional emphasis on Mexico. Standard economic analyses of environmental policy focus on either reducing pollution externalities through mitigation or reducing the harms from exposure by encouraging adaptation. In practice, these issues are both critical, particularly when looking at the health effects of local air pollutants, which can be acute, and policymakers often pair information provision with short and long-run mitigation actions. In Chapter 1, I explore whether, in the context of the Mexico City air quality alert program, information policy is more effective when paired with mitigation. I find that the policy did not improve air quality or health outcomes until the mitigation component, which limited transport emissions, was introduced. I also use sensor-level traffic data, geo-tagged accident reports, and search data as a measure of awareness of the policy to unveil the mechanisms through which considerable short-run improvements in air quality and health are achieved after issuing an alert. I find that the alert reduces car usage even before the driving restrictions enter into place, suggesting that, due to an increased awareness of pollution, people reduce their trips. Chapter 2 studies the effects of regional exposure to extreme temperatures on credit delinquency rates for firms in Mexico. Our exposure variable is defined as the number of days in a quarter that minimum and maximum temperature are below 3°C and above 36°C, respectively, which correspond to the bottom 5 percent and top 5 percent of daily minimum and maximum temperature distribution in the country. We find that extreme temperatures increase delinquency. This effect is mostly driven by extreme heat, and it is concentrated on agricultural firms, but there is also an effect on non-agriculture firms. The impact on non-agricultural firms seems to be driven by general equilibrium effects in rural areas. Chapter 3, provides the first estimation of child penalties in the Mexican labor market. Using an event study approach and an instrumental variable as a robustness check, we estimate the impact of children on employment and wages, unpaid labor, and transitions between informal and formal sectors. We are the first to show that a child’s arrival significantly affects mothers’ paid and unpaid work, and it impacts members of the extended family unevenly, reinforcing traditional gender roles. While low- and middle-income women account for most of the effect of childbirth on wages, all mothers increase time spent on unpaid work.