The sport industry is a popular and competitive career field with employees drawn to work in a dynamic, yet often untraditional work environment. The challenge of achieving work-life balance has received considerable study in sport, as employees often find a conflict in balancing their job and other life responsibilities, such as family (work-family conflict) and outside activities. This study introduces a new area of potential conflict (work-extracurricular conflict), the outside activities that may be neglected due to a job, which may impact employees. This area may be especially pertinent to a younger segment of the industry which has not been studied, graduate assistants who work in athletic departments while continuing their education. The purpose of this exploratory study was to assess work-life balance in graduate assistants (GAs) and their supervisors by comparing their levels of work-family conflict, work-extracurricular conflict, job satisfaction, and life satisfaction. Secondly, the study introduced the work-extracurricular conflict construct. Data were collected from GAs and supervisors (N = 47) working in five Division I university athletic departments. Descriptive statistics and ANOVA revealed significant differences between GAs’ and supervisors’ job satisfaction, while determining they did not differ on work-family conflict, work-extracurricular conflict and life satisfaction levels. They reported moderate levels of family and extracurricular conflict. Sport managers can utilize this information to better understand the work-life balance of GAs and establish dialogue on ways to improve GAs experience in hopes of keeping these sport professionals in the industry long-term.

Negativöverspridning från arbetsliv till privatliv och från privatliv till arbetslivuppkommer när beteenden, humör, stress eller känslor från den ena sfären på ettnegativt sätt påverkar den andra sfären. Denna uppsats har en kvalitativ ansatsoch undersökte lärares upplevelse av negativ överspridning mellan arbetsliv ochprivatliv och tvärtom. Respondenterna var 16 lärare inom grundskola ochgymnasieskola som förde dagbok kring negativ överspridning. De typer av negativöverspridning som nämndes oftast var 1) hög arbetsbelastning, 2) tankar ellerkänslor som stör, 3) trötthet, 4) problem med andra människor samt 5) problemmed maskiner. Resultatet visade att respondenterna rapporterade mer negativöverspridning mellan arbetsliv och privatliv än tvärtom. Respondenterna uppgavatt de arbetade mycket och att förtroendetiden oftast inte räckte till. Deflesta lärare som avböjde medverkan i studien gjorde detta på grund av överbelastningi arbetssituationen. / Negative spillover from work to family and vice versa often occurs when forinstance behaviour, mood, stress and feelings from one domain negatively affectthe other domain. This qualitative thesis investigated teachers perceptions ofnegative spillover from work to family and vice versa. The respondents were 16teachers in primary and secondary school which wrote a diary about negativespillover. The types of negative spillover that occured most frequently were 1)high workload, 2) disturbing thoughts or feelings, 3) fatigue, 4) problems withother human beings and 5) problems with machines. The results showed that therespondents reported more negative spillover from work to family, than fromfamily to work. Most of the respondents worked a lot and the time of trust werenot enough. The respondents who declined participation in the study did thisbecause of an overload in their work situation.

Syftet med denna undersökning har varit att titta på hur uppfattningar kring sociala medier ser ut på en mediekoncern i Östergötland samt hur sociala medier används. Vi har även studerat behovet av en policy som kan vägleda användningen av sociala medier och vad denna i så fall bör innehålla. Detta har undersökts genom åtta djupgående intervjuer samt en mindre enkät.Resultatet visar att det råder en positiv syn kring sociala medier men även en viss skepticism. Användningen av sociala medier skiljer sig åt mellan olika verksamhetsområden och organisationskulturen spelar en avgörande roll. Ett dilemma som har framkommit är svårigheten att hantera balansen mellan arbetsliv och privatliv. Att använda sociala medier uppmuntras inte i så stor utsträckning i dagsläget och användningen skulle kunna öka om en det finns en policy. En slutsats vi har kunnat dra är att det finns ett behov av en koncernövergripande policy.

The subject of this research is the investigation officials from eight different regions. With convenience sampling, data are collected through questionnaire survey. Individual variable is set as independent variable, and the quality of work life, work pressure and job satisfaction are set as dependent variables. Differences and correlation are explored within each variable. Next, the quality of work life is set as mediator variable to investigate the mediator effect and the paths of relations on the dependent variables of work pressure and job satisfaction. The total number of 231 copies of effective questionnaires is collected. The return rate is 68.69%. Data are analyzed with descriptive statistics analysis, reliability analysis, factor analysis, t-test, One-way ANOVA, Pearson¡¦s product-moment correlation and canonical correlation analysis. The research reaches several significant conclusions: 1. The officials hold positive opinions toward their working quality. Result also shows that factors of marital status, age, years of working, and job position may cause obvious differences. 2. The officials¡¦ general work pressure reveals the fact of acceptable pressure. The region of service, job position and job duty are the factors that cause different levels of work pressure. 3. The officials¡¦ job satisfaction shows that officials are generally pleased with their works. Differences can be found in marital status, age, years of working and education level. 4. The officials¡¦ quality of work life and work pressure are partially related. 5. The officials¡¦ quality of work life and job satisfaction are partially related. 6. The officials¡¦ work pressure and job satisfaction have partial correlation. 7. The officials¡¦ quality of work life has partial effect on work pressure and job satisfaction. With practical investigation and relevant literature review, this research also advances suggestions for the Bureau of Investigation and its supervising department, officials, and other researchers as the reference for future implementation of management.

It has been a trend that employees of new generations pay much more attention to individual leisure than before. Job is no longer the only essential issue for lives, work-life balance has become a leading topic for human resource management. Compare to foreign enterprises which usually provide well employee benefits, the local companies in Taiwan, especially for the high-tech industry, had also attach importance to provide well-planned employee benefits to foster a dynamic and fun work environment for employees. Production or performance is not the only successful factor for running companies, keeping talents within organizations is significant as well. No matter economic or non-economic employee benefits, the business owners never stop thinking for providing innovative and various employee benefits to attract talents. It was obviously for high-tech industry that the employees are under high job pressure and intense competition. Moreover, to have well employee benefit programs for employees could not only help employees achieving work-life balance to improve well-being for reducing business cost, but also enhance labor relations which is no doubt the substantial element for successful companies. This study examined the relationship between employee benefits and labor relations through questionnaire survey on 228 employees from the first 1500 companies in Taiwan. The results indicated that: 1. Employee benefits satisfaction was positively significant to labor relations. 2. Employee communication was positively significant to employee benefits satisfaction and labor relations. 3. Employees with different personal features show different satisfaction at employee benefits, except for marital status and job position. 4. Employees with different personal features show different satisfaction at labor relations, except for seniority and job position. 5. No differences were found within different industries toward employee benefit satisfaction.

Research on the quality of work life, job satisfaction and intention to quit of emotional labor ¢w based on the examples of the receptionists of Chunghwa Telecom. Abstract With change of industrial structure and structure of labor force, service sector has become the major trend of the economical society in lieu of agriculture and industry, and play quite an important role in the global economic. The service quality has always been a competitive tool emphasized by the organizations among the service sectors. Therefore, the primary service personnel turn to be the key factor deciding whether the service quality is good or not. Rafaeli & Sutton (1989) thought that customers viewed a whole and overall impression on those organizations out of the emotions expressed by the employees. When emotions are turned from private behaviors to commercialization, the organizations also start to think how to make use of a variety of managerial methods to let the emotional labors performance their best at work. Since relative research on emotional labor is not mature theoretically, and the job behavior, characteristic, outcomes etc. of the performers of such fields are not that clear relatively, this research tends to proceed an empirical research on the job behavior and feeling of the emotional labors (the receptionists) of the service sector (Chunghwa Telecom), in order to flesh out the relative empirical explores on such field, and wish to provide appropriate advices through the explored outcomes of this research; moreover, these can be important references to management proposal of the emotional labor human resources while the companies are being transformed (privately owned by the people). This research used the questionnaire, and adapted the descriptive statistical analysis, validity analysis, factor analysis, t-test on independent samples, one-way ANOVA, Pearson¡¦s relative and regressive analysis to explore the relationship among the quality of work life, the job satisfaction and intention to quit of the receptionists, and further took the job satisfaction as the moderating factor to explore its moderating effect to the relationship between the job satisfaction and intention to quit. The important findings are as follows: 1.The receptionists identify themselves least with the ideas that the quality of work life is based on the components of the company system and growth of esteem. 2.The receptionists are discontented most with that external satisfaction is based on the components of job satisfaction. 3.The receptionists tend to quit generally. 4.The receptionists tend to be of middle and old aged from the view of distribution of overall age. 5.There are significant positive correlations and positive influences on the quality of work life and job satisfaction of the receptionists; especially, the relation and ability of the components of superiors¡¦ attitude to predict external satisfaction are the highest; moreover, the relation and ability of the components of job nature to predict internal satisfaction and general satisfaction are the highest. 6.There are significant negative relative and negative influences on the job satisfaction and intention to quit of the receptionists; especially, the relation and ability of the components of external satisfaction to predict the intention to quit are the highest. 7.There are significant negative relative and negative influences on the quality of work life and intention to quit of the receptionists; especially, the relation and ability of the components of company system to predict the intention to quit are the highest. 8.Only partial moderating effect exists between the relationships of job satisfaction versus quality of work life and intention to quit. Key words: emotional labor, quality of work life, job satisfaction, intention to quit

This study is to explore the staffs of Kaohsiung city government for: (1) The relationships among job stress, quality of work life, humor leadership, and worksite health promotion; (2) The moderating effect of humor leadership toward job stress and quality of work life; (3) The moderating effect of worksite health promotion toward job stress and quality of work life; (4) The differences of sample characters on job stress, quality of work life, humor leadership, and worksite health promotion. The questionnaire survey was conducted in the study. Based on the data from Department of Budget, Accounting and Statistics of Kaohsiung city government, the budgeted staffs in 2009 are 10,840 persons who were located into 11 institute¡¦s catagories. According to the staffs numbers, we measured by ratio sampling (8%-10%), and associated with convenient sampling. Total 1005 questionnaires were distributed to the government staffs and 71 public schools staffs, and the valid questionnaires were 800 copies with return rate of 79.6%. This study adopted exploratory factor analysis (EFA), confirmatory factor analysis (CFA), reliability analysis, descriptive statistics, independent-sample t-test, one-way ANOVA, Structural Equation Modeling (SEM), correlation analysis and multiple regression. The findings are: (1) The government staffs have more stress on outside-giving, and they were mostly satisfied with leadership style of their supervisors; (2) Extrinsic effort and Overcommitment negatively and significantly affect quality of work life; Self-esteem and job promotion positively and significantly affect quality of work life; (3) Extrinsic effort and overcommitment negatively and significantly affect the balance of job/life; Self-esteem and job promotion positively and significantly affect quality of work life; (4) Humor leadership is a moderator toward extrinsic effort, self-esteem, overcommitment and quality of work life; (5) Health life, comfortable environment, friendly worksite are partial moderators toward self-esteem, job promotion, overcommitment and job characteristics; (6) Part of personal characters have significant differences in job stress, quality of work life, humor leadership, and worksite health promotion. This study aims to the relationship between job stress and quality of work life from the staffs of Kaohsiung city government, and could confirm humor leadership and worksite health promotion to be a moderator partially affecting job stress and quality of work life. The results could be the reference to provide Kaohsiung city government and related institutes to work on the strategy for reducing job stress and increasing quality of work life.

Syftet med denna studie var att undersöka om det förelåg någon skillnad i den upplevda graden av Work-Life Balance (WLB) genom delskalorna Work-Family Conflict (WFC) och Family-Work Conflict (FWC). Mätinstrumentet baserades på Netemeyers, McMurrians och Boles (1996) indikatorer och de oberoende variablerna Arbetstidsform (förtroendearbetstid vs flexibel arbetstid), Kön (kvinna vs man), Civilstatus (i ett förhållande vs inte i ett förhållande) och Barn (inga barn, yngre barn 0-10 år, äldre barn 10 år eller äldre, både yngre och äldre barn) undersöktes. I studien deltog 114 anställda vid en statlig myndighet vid olika enheter i Sverige. Resultaten visade en huvudeffekt av arbetstidsform där anställda med förtroendearbetstid jämfört med anställda med flexibel arbetstid upplevde en högre grad av arbetsgenererad rollkonflikt (WFC). Anställda i ett förhållande jämfört med anställda som inte var i ett förhållande hade ha en högre grad av arbetsgenererad rollkonflikt (WFC). Dessutom upplevde anställda med yngre barn en högre grad av familjegenererad rollkonflikt (FWC) än anställda utan barn, med äldre barn samt anställda med både yngre och äldre barn. Resultaten visade inga köns- och interaktionseffekter.

Industrial Psychology (IP) has a major impact on millions of workers and thousands of organisations and is given increasing reign in deciding and influencing human affairs within the organisation, thereby playing an important role in society. The field of IP however has been used to uphold the status quo, showing a preference for management over workers. There is also a lack of self-reflexivity, and a failure to address ideology and power relations and the methodological assumptions underlying research and practice. This research project aims to address these problems through the analysis of research articles on a contemporary topic, namely, quality of work life. The aim is to find out whether published research on quality of work life reflects a managerialist ideology in both its’ latent and manifest content. A review of previous research and a theoretical and conceptual background is presented. Critical discourse analysis was used to analyse research articles. It was found that research articles draw on an HRM discourse and uphold power relations and dominant ideologies. There exists within published research and in all likelihood, social practice, the dominance of a managerial perspective and the presence of a managerial ideology. Critical perspectives tend to be marginalised. It is necessary that the critical perspective be brought more into the mainstream, and for industrial/organisational psychologists to challenge the status quo. Points for discussion and recommendations are presented. / Thesis (M.A.)-University of KwaZulu-Natal, Durban, 2010

Little is known about the work life of those employed in the residential construction sector or the conditions under which they work that might influence the quality of the house they build. The main goals of this investigation were to uncover the work-life balance issues faced by male residential construction workers and how the structural organisation of residential construction work impacted them. While a growing body of literature exists on work-life balance, most of it has concentrated on working women and/or those employed in professional occupations. In semi-standardised interviews conducted with new home construction workers in Southern Ontario, it was found that these men were, for the most part, content with their work-life balance. It would seem that a culture of long work hours remains predominant in home construction, which is problematic for an industry seeking to recruit young workers and women workers, who may want a better work-life balance.