Duas dimensões afetam fortemente a vida das pessoas, o trabalho e a família. A dual career, favorece a relação trabalho-família, pois o envolvimento dos cônjuges no atendimento das demandas das duas esferas possibilita o avanço da carreira ao mesmo tempo em que se ajustam na vida familiar. Estar seguro nessa relação endossa a prontidão para lidar com as mudanças de carreiras. A adaptabilidade de carreira envolve a capacidade de um indivíduo de usar vários recursos para lidar com mudanças na carreira. Dessa forma, a fim de conhecer os recursos que as pessoas casadas utilizam para se ajustar ao mundo dinâmico atual, este trabalho propôs-se a compreender como se dão as configurações familiares de pessoas casadas na relação dual career, sob o enfoque da adaptabilidade de carreira? Com base no objetivo proposto, foi realizada uma pesquisa descritiva e quantitativa, com 634 participantes, dos quais 331 pessoas eram casadas e com filhos e 303 pessoas eram casadas e sem filhos. Os resultados foram obtidos pela análise descritiva de dados, utilizando-se a Análise Fatorial Exploratória e análise de conglomerados (cluster). Os resultados a partir dos grupos com filhos e sem filhos revelaram os seguintes agrupamentos: casados com filhos; resolvidos, balanceados, desamparados e desapaixonados. Para o grupo de pessoas casadas e sem filhos outros quatro agrupamentos se destacam, sendo: os indiferentes, desapegados, influenciados e apegados. Os resultados obtidos permitiram caracterizar o perfil de pessoas casadas com filhos e sem filhos, verificando quais deles demonstraram domínios de adaptabilidade de carreira quando relacionadas a perspectiva da dual career. Para aqueles que sentem o apoio (do cônjuge ou organizacional), a adaptabilidade de carreira é percebida, demonstrando que a cooperação e o suporte social estimulam o acesso aos recursos de enfrentamento interno e reforçam as respostas apropriadas as decisões de carreira. / Two dimensions strongly affect the lives of people, work and family. The dual career favors the work-family relationship, since the involvement of the spouses in meeting the demands of the two spheres makes it possible to advance the career while adjusting for family life. Being secure in this relationship endorses readiness to cope with career changes. Career adaptability refers to the ability of an individual to use various resources to deal with career changes. Thus, in order to know the resources which married people use to adjust to the current dynamic world, this study aims to verify how the family configurations of married people work in the dual career relationship, under the approach of career adaptability. Based on the objective, a descriptive and quantitative survey was conducted with 634 participants, of whom 331 were married with children and 303 people were married without children. The results were obtained through descriptive data analysis, using exploratory factorial analysis and cluster analysis. The results from the groups with children and without children revealed the following groupings: married with children; resolved, balanced, helpless and dispassionate. For the group of married without children, four other groups stand out: the indifferent, detached, influenced and attached. The results obtained allowed to characterize the profile of married people with children and without children, verifying which of them demonstrated domains of career adaptability when related to the perspective of the dual career. For those who feel the support (of the spouse or organizational), career adaptability is perceived, demonstrating that cooperation and social support stimulate access to internal coping resources and reinforce appropriate responses to career decisions.

Thesis advisor: Maureen E. Kenny / Work can be a very satisfying experience; for many people, work defines a large piece of their identity. Yet work sometimes intrudes into other aspects of our lives in ways that are problematic. Work-family conflict results when the needs of the family and the needs of the workplace cannot both be met, because the time and effort required by one of these roles makes it difficult to fulfill the other. When it is present in people's lives, work-family conflict can have negative effects on physical and psychological health and the overall quality of life. Certain personality characteristics and learned skills can mediate or exacerbate the effects of work-family conflict. A family systems perspective aids in understanding the many ways in which work-family conflict can affect and can be affected by different subsystems and family members. Finally, the employer has a role in mediating work-family conflict by creating formal programs and fostering an organizational culture that help people to reduce or eliminate work-family conflict in their lives. / Thesis (BA) — Boston College, 2004. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: Education, Lynch School of. / Discipline: College Honors Program.

Tidigare studier har visat att kvinnor upplever mer arbetefamiljkonfliktoch stress samt kopplingar mellan begreppen. Syftetmed studien var att undersöka arbete-familjkonflikt och stress blandstudenter och förvärvsarbetare, samt kopplingen mellan begreppen.En enkät med ”PSS14” samt ”Work-family conflict scale”användes. Forskningsfrågorna var följande: 1) Finns det någraskillnader mellan studenter och förvärvsarbetare när det kommer tillarbete-familjkonflikt och stress?, 2) Finns det några skillnader påarbete-familjkonflikt och stress beroende på studenter ellerförsvarsarbetares kön? och 3) Finns det en korrelation mellanarbete-familjkonflikt och stress?. I studien deltog 147 studenter och123 arbetande. Resultatet visade att studenter upplevde störretidsbaserad arbete-familjkonflikt och stress, vilket kan bero på attskolarbete görs i hemmamiljö. Kvinnor upplevde mer stress samt merarbete-familjkonflikt, vilket kan bero på att kvinnor ägnar sig mer åthushållsarbete än män. En positiv korrelation mellan stress ocharbete-familjkonflikt hittades som tyder på en koppling mellandessa. / Previous studies have shown that women experience more workfamilyconflict and more stress than men and that there is aconnection between work-family conflict and stress. The purpose ofthis study was to examine work-family conflict and stress amongstudents and workers and their gender, and relationship betweenthem. To examine this, a questionnaire with “PSS14” and “Workfamilyconflict scale” was used. The research questions were: 1)Are there differences between students and workers on work-familyconflict and stress?, 2)Are there gender differences between studentsand workers on work-family conflict and stress?, 3) Is there acorrelation between work-family conflict and stress?. The samplewas consisted of 147 students and 123 workers. The results showedthat students experienced more time-based conflict and m o r estress, which could be a result of studying in a home environment.Women experienced more stress and strain-based conflict, whichcould be because women spend more time doing house-work thanmen. The results also showed a positive correlation between stressand work-family conflict.

Les entrepreneurs sont confrontés à des stresseurs professionnels qui peuvent affecter leurs capacités professionnelles à travers le développement du burnout. Pourtant, ils ne sont pas intégrés dans les études sur les risques psychosociaux, alors que les effets négatifs des conditions de travail, de la relation de l’individu à son travail et les facteurs améliorant la performance ont été identifiés. La problématique abordée dans ce travail entend répondre à cette lacune en proposant une investigation des facteurs et des conséquences liés au burnout chez les entrepreneurs. La collecte et l’analyse des récits de vie nous a permis de mettre en évidence de tels facteurs et conséquences chez cette population. Ces résultats ont permis de construire un modèle d’étude tenant compte des modélisations existantes, tout en les enrichissant de variables propres à la population des entrepreneurs. Ce modèle a ensuite été testé, par la méthode des équations structurelles, auprès d’un échantillon de 280 dirigeants propriétaires de PME sur la base d’un questionnaire en ligne. Les hypothèses de médiation du burnout entre les demandes et l’ensemble des conséquences : satisfaction professionnelle, conflit travail-famille et orientation entrepreneuriale, sont validées. Néanmoins, les deux hypothèses de modération, par la latitude décisionnelle et le soutien social familial et amical,ne sont pas validées. Les demandes professionnelles réduisent la satisfaction professionnelle, l’équilibre travail-famille et l’orientation entrepreneuriale par le moyen du burnout. Les demandes affectent aussi directement la satisfaction professionnelle et le conflit travail-famille. Les demandes excessives et le burnout interfèrent avec le processus entrepreneurial. Ces interférences interrogent : les situations qui amènent au burnout, le fort attachement émotionnel des entrepreneurs à leur projet ainsi que les répercussions négatives sur la santé de l’entrepreneur et sur le devenir de l’entreprise. La prévention devient un enjeu pour les structures professionnelles destinées aux entrepreneurs et aux dirigeants. / Entrepreneurs are confronted to occupational stressors that may affect their professional capacities through burnout. However, they are rarely considered in psychosocial risks issues. A large body of research have established negative outcomes of occupational conditions, factors enhancing performance, and critics of relationship of individual to its job. The aim of this research is to contribute to identify factors and outcomes related to burnout among entrepreneurs. The analysis of life story interviews led to the identification of several factors and consequences related to work stress. Comparing these elements with those highlighted from previous empirical results led to construct the research model. Data was collected from 280 owner managers of SME through an online questionnaire, was analysed with structural equation modeling. The hypothesis of mediation was validated between occupational demands (psychological and emotional) and three variables : job satisfaction, work-family conflict and entrepreneurial orientation. The mediation through burnout was confirmed. Hypothesis of moderated mediation (decisional latitude and social support from family and friends) were rejected. First, results show that psychological and emotional demands reduce job satisfaction, work-family balance and entrepreneurial orientation through burnout. Second, direct effects of these demands on job satisfaction and work-family conflict are amplified in exhaustion state. The existence of burnout risk’s and mainly psychosocial risks for entrepreneurs interfere with entrepreneurial process. Interferences are related : to situations that lead to burnout, the emotional attachment of entrepreneurs to their project,and negatives outcomes on entrepreneur health and business development. Prevention becomes at the forefront of actions to implement through professional structure for entrepreneurs and owner-managers

Although there is still a gender division of labour in post-industrial countries, evidence seems to suggest that there are some fathers more involved than others, and interestingly, a growing number of fathers that want to be more involved with their children. Using the Catalan Survey on the Use of Time, this thesis aims to understand how paternal time devoted to children under 10 years old differs across educational level, income, age, number of (paid) working hours, occupation and partner’s occupation among other independent variables. Understanding patterns of those fathers involved with their children will presumably give some clues on how to promote gender equality in parenting. Furthermore, it will contribute to the fatherhood literature by expanding the research to Catalonia. Furthermore, while we know that fatherhood involvement is positively related with child outcomes and gender equality, less is known about the benefits of having both work and family roles for working fathers themselves and their jobs. Using the conceptual framework of WFE elaborated by Greenhaus and Powell (2006), this thesis seeks to explore how resources developed at home are positively transferred and applied at work, and vice versa. For that aim, 20 interviews with Catalan working fathers have been conducted. Understanding and shedding light on these hidden sources of enrichment between work and family domains might be a positive way to challenge the disproportionate attention to the conflict perspective in the work-family literature and to counteract the benefits of the “ideal worker” and “organization man”. The methodological contribution of this thesis is that it is the first study to use the Catalan Survey on the Use of Time to look at fathers as well as offering one of the first qualitative studies to examine the work-family enrichment process for fathers. Regarding the empirical contribution, the analysis of the time use data reveals that father’s age, educational level and partner’s occupation is positively associated with paternal time devoted to children. On the other hand, working hours is negatively associated with time devoted to young children. The qualitative analysis suggests that enrichment occurs under certain conditions. Interestingly, the sources of enrichment reported from family to work (invisible rewards) were different from the sources of enrichment reported from work to family. This thesis also suggested that fathers employed in higher-levels occupation were more likely to experience high levels of enrichment, but at the same time high levels of conflict.

Problem: Many women experience problems when trying to enter the construction industry and perceive several barriers in professional practice. As a result, day by day women are losing their interest in building their career within this male-dominated industry and diverting towards other professions. The fact that women are showing less interest to work within construction industry and leaving the industry has been found as a major problem. Since in this male dominated industry around ninety percent labour are men and expecting a large numbers of retirement in the future, therefore today’s construction industry has a strong demand for labour. The construction industry’s representatives want to increase the number of women in this trade, but because of the previous reputation and discriminatory work environment it’s become difficult to attract more women. Therefore, to enhance the participation of women in construction trades, it is necessary to understand women’s perceptions about the nature of work and level of satisfaction or dissatisfaction with the job. It is also important to know what kind of changes in the work environment can motivate women not to leave this industry? How to eliminate the barriers in professional practice?                      Purpose: This thesis explores the current position of women in construction industry, and seeks to identify the reasons of women’s disinterest about the industry, job satisfaction and the barriers (professional and social) that compel women to think to change career and leave the construction industry.   Method: This study has been performed through a qualitative interview study based on themes, on the subject of women in male-dominated industry. The research data is collected by conducting semi-structured interviews with professionals from Sweden, the USA, Canada, Latvia, Greece, The Netherlands and Bangladesh. The participants were active within the construction industry, and had the designation of project manager, construction engineer or structural engineer. To analysis the data in this research the Thematic Analysis approach has been adopted.   Findings: The interviewed women stated that the unpleasant work environment, gender discriminatory behaviours from the male colleagues, less career development opportunities, unfair promotion system and unequal salary compel them to rethink about their career choice and leave the construction industry. The results of this study showed that the barriers women face in professional practice also depends on the geographical position and societal culture.

This study aims to further understand the mechanisms through which work interference with family (WIF) influences important attitudinal, behavioral, and well-being outcomes. First, the study expands the content of employees' psychological contract through creating a measure of Work-Family Psychological Contract Breach (WFPCB). The study also examines the mediating role of WFPCB in the relations between WIF and work-related outcomes. Finally, the study explores potential cultural influences by looking at the moderating role of individualism-collectivism on the relations between WIF and WFPCB as well as between WFPCB and the outcomes. Research was carried out in three stages: 1) telephone interviews were conducted to understand the content of work-family psychological contract; 2) the WFPCB measure was piloted; and 3) a final survey study was carried out to test the main hypotheses. Data were collected in both the U.S. and China, resulting in 20 participants each for the interview study, over 60 participants each for the pilot study and over 200 respondents each for the final stage. Support was found in both samples for the link between WIF and WFPCB, and some of the direct paths with the outcomes, especially the attitudinal variables. Full mediation effect of WFPCB was found for organizational commitment in the U.S. and for job satisfaction in China. Evidence for partial mediation was also found for the other attitudinal variables. The moderating role of individualism-collectivism at the individual level was only found in the Chinese sample for organizational commitment, such that the negative relationship between WIF and commitment was stronger when individualism was high. A country comparison of the hypothesized direct effect was posed as research questions. The present study contributes to the psychological contract and work-family literature by introducing the psychological contract theory and shedding some light on the potential mechanism through which work interference with family affects important outcomes such as employee job attitudes and well-being.

One of the most common sources of stress is one's job and the struggle to balance the demands of one's job with those of one's family and/or romantic relationship. Prolonged exposure to stress can lead to burnout, and it can affect various aspects of one's life and one's emotional and cognitive well-being. Firefighters, police officers, and corrections officers are susceptible to burnout. If their well-being is compromised, it can impact their job performance, which can negatively impact society. The purpose of this study was to determine if a relationship exists between work-family conflict (time-based, strain-based, behavior-based), job burnout (exhaustion, depersonalization, accomplishment), and couple burnout in high-stress occupations, using the work-family conflict model. Using standard multiple regressions, strain-based work-family conflict and behavior-based work-family conflict were significant predictors of emotional exhaustion, depersonalization, and couple burnout. Work-family conflict scores predicted levels of personal accomplishment. In addition, emotional exhaustion was a significant predictor of couple burnout. This study provided insight into the aspects of work-family conflict and job burnout and how they predict couple burnout. Future research may include females, spouses, and other variables that may also predict burnout. Increasing education on which aspects of work-family conflict and job burnout predict couple burnout can help to increase awareness and well-being for individuals working in high-stress occupations. It can also lead to social change by encouraging changes in hiring, training, and support services, which can increase occupational retainment and allow employees to deliver the highest level of service to the populations in which they serve.

Thesis (M.A. (Psychology)) --Universtity of Limpopo, 2013 / South African nursing environments are defined by extensive workloads, heightened stress levels, long working hours, reduced productivity and lack of support from supervisors. Nurses working with HIV/AIDS patients are further challenged with being exposed to death and dying patients, the stigma attached to the disease and fear of infection. These workplace characteristics lead to experiences of imbalanced work and family responsibilities which lead to W-F and F-W conflicts. The aim of this study was to explore W-F and F-W conflicts and their psychological impact on nurses working with HIV/AIDS patients at government hospitals within Capricorn and Mopani districts, Limpopo province. A convenience sample of nurses (N = 91) working with HIV/AIDS patients was used, within a cross-sectional design, to investigate the hypotheses of the study. Findings of the study did not generally support the hypotheses. However, F-W conflict predicted work satisfaction while W-F conflict predicted intention to leave job. Moreover, significant other support had a direct effect on family satisfaction while supervisor support moderated reports of W-F conflict and experiences of job satisfaction. Keywords: work-family conflict, family-work conflict, social support from supervisor, significant other support, family satisfaction, job satisfaction, family-work conflict family-work conflict

The present study examined how certain characteristics of flexible work, the home environment, and the individual impact the outcomes of work-family conflict, job satisfaction, organisational commitment, and psychological strain. A questionnaire measuring perceptions of control, flexibility, job involvement, family involvement, work to family and family to work conflict, organisational commitment, job satisfaction, family support, physical boundaries, workplace isolation, psychological strain, personality, and demographic information was created and posted online. An email was circulated to 390 virtual sales employees from one large organisation in the United States inviting them to participate in the study, and 278 people responded. Results identified characteristics of the type of work, work enivronment, and the individual that are predictive of individual and organisational outcomes. Findings supported hypotheses that control, flexibility, and family support positively impact the outcomes of conflict, satisfaction, and strain for virtual workers. Job involvement was found as predicted to positively impact work to family conflict, and family involvement was positively related to family to work conflict. Contrary to predictions, a negative relationship was found between job involvement and strain, suggesting that those who identify more highly with their job also experience less strain. Consistent with earlier studies, workplace isolation was associated with reduced job satisfaction and organisational commitment (Marshall, Michaels, and Mulki, 2007). In line with boundary theory (Voydanoff, 2005), it was hypothesised that the presence of physical boundaries between work and non work domains would significantly impact measures of conflict and strain for virtual workers. However, results indicated no significant effects. A comparison of perceptions of work-family conflict between individuals with children at home and those without illustrated no significant differences between employees with children at home and those without. Speculated explanations for inconsistent findings are addressed in the discussion chapter. Work to family conflict was predicted to mediate the relationship between flexibility and job satisfaction for virtual workers, and analysis supported the presence of partial mediation. Family to work conflict was also predicted to mediate the flexibility and job satisfaction relationship, however, results were not significant in this case. Uses of workspace (i.e. for work, leisure, family activities, etc.) were tested as mediator for the relationship between family to work conflict and job satisfaction, and results did not support a mediation effect. In sum, findings of this study identify sources of both positive and negative outcomes for people working from home. Although individuals' experiences working virtually differ greatly, this study identifies common challenges and issues they face. By pinpointing the sources of conflict, satisfaction, commitment, and strain in the home office, organisations and individuals can take steps to protect workers against negative outcomes, and maximise positive outcomes. Implications and limitations of this study are discussed in the final chapter.