abstract: This study investigated work-family conflict and related phenomena reported by female teachers in primary and secondary schools in Kenya. Specifically, it sought to first identify general work and family stressors and profession specific stressors, and how these stressors influenced teachers’ work-family conflict (WFC) and burnout. Second, it investigated whether support from home and work reduced these teachers’ perceived work-family conflict and burnout. Third, it investigated the impact of marital status, number and ages of children, length of teaching experience, and school location (city vs town) on perceived work-family conflict (WFC). In this study, 375 female teachers from Nairobi and three towns completed a survey questionnaire with both closed- and open-ended questions. Data analysis was conducted through descriptive and inferential statistics, and content analyses of qualitative data. There were five primary findings. (1) Teachers clearly identified and described stressors that led to work-family conflict: inability to get reliable support from domestic workers, a sick child, high expectations of a wife at home, high workloads at school and home, low schedule flexibility, and number of days teachers spend at school beyond normal working hours, etc. (2) Work-family conflict experienced was cyclical in nature. Stressors influenced WFC, which led to adverse outcomes. These outcomes later acted as secondary stressors. (3) The culture of the school and school’s resources influenced the level of support that teachers received. The level of WFC support that teachers received depended on the goodwill of supervisors and colleagues. (4) Work-family conflict contributed to emotional exhaustion, cynicism, and professional efficacy. Time and emotional investment in students’ parents was related to emotional exhaustion; time and emotional investment in students’ behavior, the number of years teaching experience, and number of children were related to professional efficacy. Support from teachers’ spouses enabled teachers to cope with cynicism. (5) While marital status did not influence WFC, school location did; teachers in Nairobi experienced more WFC than those in small towns. The study highlighted the importance of culture in studies of work-family conflict, as some of the stressors and WFC experiences identified seemed unique to the Kenyan context. Finally, theoretical implications, policy recommendations, and further research directions are presented. / Dissertation/Thesis / Doctoral Dissertation Communication 2015

abstract: In recent years, women have made significant advances in traditionally male occupations. Despite this progress, women are still underrepresented in many science, technology, engineering, and mathematics (STEM) fields. Social cognitive career theory (SCCT) and the model of Achievement Related Choices are two widely accepted career development theories. Both theories highlight the importance of self-efficacy and personal factors in career development; yet, neither of them has considered the predictive power of a specific outcome expectation, anticipated work family conflict (AWFC), in relation to the career development of men and women in STEM undergraduate programs. The purpose of this study was to assess the incremental validity of AWFC over and above that of self-efficacy and role salience, in predicting educational and occupational aspirations of undergraduate students in STEM programs at a large southwestern university. The study provides evidence that the factor structure of the AWFC scale does not hold up with the undergraduate population, and this finding was seen as reason to combine the AWFC subscales into one composite score. In a hierarchical multiple regression higher levels of STEM self-efficacy predicted higher intentions to persist in STEM. Role salience, AWFC, and the gender-AWFC interaction were not significantly related to intentions to persist. Although the study does not provide evidence for the incremental validity of AWFC, it does suggest that work-family balance considerations that have been observed in mature STEM populations may not yet be salient for students at the undergraduate level. / Dissertation/Thesis / M.A. Counseling Psychology 2014

Magister Commercii (Industrial Psychology) - MCom(IPS) / Work and family are the central and salient domains in an individual's life. Juggling work and family life have always been a challenge for many employees and families (Hammer et al., 2005). However, with the increased interest in the construct of workfamily enrichment, more attention was given to the positive influences across the life domains. Grzywacz and Butler (2005) found that work-family enrichment improved mental and physical well-being. The objective of this study was twofold; (i) to explore and add to existing research done on work-family enrichment and (ii) investigate the relationships between workfamily enrichment, psychological health and subjective wellbeing of employees within a financial services organisation in South Africa. Three hundred and forty seven questionnaires were administered and one hundred and sixty eight completed questionnaires were returned. Purposive sampling was used to select employees to participate in the study. Data was collected by a self-developed biographical questionnaire, Calson, Kacmar, Wayne, and Grzywacz's (2006) Enrichment Scale, General Health Questionnaire developed by Kalliath, O'Driscoll and Brough (2004) and the Personal Wellbeing Index developed by the International Wellbeing Group (2006). The Statistical Package for Social Sciences (SPSS) was used to analyse the data and to interpret the descriptive and inferential statistics. Specifically the Pearson Moment Correlation analysis and the T-Test was used. The results indicated that a relationship between work-to-family enrichment and psychological health exist. There was a significant relationship for family-to-work enrichment and psychological health. Furthermore, results indicated a significant relationship between work-to-family enrichment and subjective wellbeing. A significant relationship between family-to-work enrichment and subjective wellbeing was also found. However, no significant differences were found for gender for both work-to-family and family-to-work enrichment. Future considerations, theoretical implications and recommendations for organisations are discussed.

Work and family embody two of the most fundamental areas of adult life. The increased participation in the labour force of working women with children has had a major impact on the work and family interface. Theories of work and family have been incorporated to analyse potential relationships of conflict with undesirable work outcomes such as reduced job satisfaction and burnout. The study investigates whether work-family conflict ultimately leads to working women with children’s experiences of burnout and lower job satisfaction. The research study also explores the effects of the mother-role identity on the manifestation of family and work conflict in working women with children and posits that working women with children experience role salience differently from other working women without children. The study employed a quantitative research design using electronic self-administered questionnaires. Using the data from 545 employees in a fast-moving consumer goods industry showed that working women with children who identified closer with the mother-role identity, experienced greater work-family conflict. The mother-role identity forms a greater part of working women with children’s self than that of the employee-role identity and the results infer that role identity plays a significant role when conflict is experienced. In working women with children, strong relationships were found between family-work conflict and burnout, and moderate inverse relationships between work-family conflict and job satisfaction. Work-family conflict may ultimately lead working women with children to experience higher burnout and lower job satisfaction owing to their preoccupation with family-related responsibilities. The concept of role identity is introduced as a significant variable to consider into the work and family conflict investigation, as well as in the development of burnout and job satisfaction for working women with children. The current research also assists in understanding the work and family role integration of working women with children and provides a consolidated overview of the current work and family theories within a conceptual and unifying model. This research offers an explanatory model that outlines the relationship between the independent and dependent variables, by investigating the mechanisms by virtue of which such relationships exist. / Thesis (PhD)--University of Pretoria, 2013. / Human Resource Management / unrestricted

This study examines the role of race, socioeconomic status, and individualism-collectivism as moderators of the relationship between selected work and family antecedents and work-family conflict and evaluates the contribution of energy-based conflict to the work-family conflict (WFC) research. The study uses data obtained from a survey questionnaire given to 414 participants recruited from an online labor market. Study hypotheses were tested through structural equation modeling. The results indicate that while moderating effects were slight, a proposed model where energy-based conflict is included outperforms traditional time/strain/behavior-based models and that established variables may drop to non-significance when additional variables are included in prediction. In addition, novel individual difference variables such as individualism and collectivism were demonstrated to have effects beyond moderating antecedent-outcome relationships in the model. The findings imply that WFC models would benefit from the inclusion of variables found in the current study.

This study employs qualitative diaries and in-depth interviews with dual-earner couples in order to investigate how the demands of work and family responsibilities are negotiated on a daily basis. The methods used are novel in that in-depth interviews were conducted initially with both members of the couple present, and subsequently with each individual separately. Diaries were also completed by each individual privately, as a means of eliciting their experiences of decision-making in a real-time basis. It is argued that the use of such in-depth qualitative analysis enabled new and important findings to emerge, including distinguishing between different types of decision-making, uncovering important new decision-making cues, and gaining a greater insight into those cues previously acknowledged. The findings also demonstrate how these cues have an impact on decision-making in the context of both parties in the couple. In using both couples and individuals as levels of analysis it is possible to identify how this interdependence is manifested whilst also allowing for the discovery of important strategies used by the couples on a daily basis to resolve work-family conflicts. Balancing work and family is shown to be a continuous work in progress and the methodology used here allowed the daily dynamics of that work in progress to be revealed.

Syftet med denna studie var att undersöka enhetschefers upplevelser av arbete-familj konflikten i en mellanstor kommun i Sverige, med fokus på eventuella könsrelaterade skillnader. Datamaterial samlades in via semistrukturerade intervjuer med 9 enhetschefer i en mellanstor kommun i Sverige. Genom kriteriestyrt urval valdes respondenter med barn i åldrarna 0–12 år ut att medverka i studien. Respondenterna kontaktades via mail och bokades in till en fysisk eller digital intervju. Det insamlade materialet analyserades genom en induktiv tematisk analys. I den tematiska analysen framkom emotionellt ansvar, socialt stöd, egen tid och känslan av otillräcklighet som återkommande teman. Respondenterna upplevde sig sammantaget vara ganska nöjda och ansåg sig leva i jämställda parrelationer. Trots den upplevda tillfredställelsen påvisade resultatet i studien vissa könsrelaterade skillnader, främst gällande emotionellt ansvar. De kvinnliga respondenterna uttryckte i större uträckning att de tog ett större emotionellt ansvar, vilket kan tolkas vara en orsak till upplevd obalans och bidra till högre nivåer av arbete-familj konflikt. Hos de manliga respondenterna var avsaknad av socialt stöd och låg energi två anledningarna till upplevd obalans och högre nivåer av arbetefamilj konflikt.

Syfte och frågeställningar Syftet med denna studie var att undersöka förekomsten av, samt faktorer som bidrar till work-family conflict (WFC) och burnout bland ideella och icke-ideella U16-tränare inom alpin skidåkning. För att besvara syftet ställdes frågeställningarna: “hur ser förekomsten av burnout och WFC ut hos ideella respektive heltidsanställda alpina U16-tränare?”, “finns det något samband mellan WFC och burnout för alpina U16-tränare?” och “finns det något samband mellan arbetade timmar, burnout och WFC hos alpina U16-tränare?”. Metod Studien var kvantitativ och bestod av en enkät, som besvarades av 11 svenska alpina U16-tränare, varav tio ideella med ett heltidsarbete vid sidan av, och en heltidsanställd tränare. Enkäten syftade till att ta reda på hur många timmar de arbetat de senaste sju dagarna, samt vilken typ av arbetsform; ideell eller heltid, de hade. Den syftar även till att mäta respektive tränares grad av burnout och WFC. För att ta reda på om det fanns något samband mellan WFC och burnout så analyserades data gällande WFC och burnout genom Spearmans korrelation för icke parametriska data. Samtliga beräkningar gjordes i Excel Version 2021.  Resultat Medelvärdet för burnout hos de ideella tränarna var 3,07 och 1,32 för den heltidsanställda tränaren. Medelvärdet för WFC hos de ideella tränarna var 15,64 och heltidsanställda tränarens värde var 7. Sambandet (R-värdet) mellan WFC och burnout för samtliga tränare var 0,31, men P-värdet var 0,35, vilket innebar avsaknad av signifikans och låg power. För de ideella tränarna så fanns två tendenser vid fler arbetade timmar; en ökning av burnoutvärden och en sänkning av WFC-värden. Slutsats För att få signifikanta resultat hade ett högre deltagarantal behövts men det finns ändå tendenser till ett samband mellan WFC och burnout för svenska alpina U16-tränare, även om detta samband var svagare än i tidigare studier. Det fanns även tendenser kring att ideella tränare upplever både en högre grad av burnout och en högre grad av WFC än heltidsanställda alpina U16-tränare, där dels typen arbetsform, och dels antalet arbetade timmar verkar vara två nyckelfaktorer. / <p>Ämneslärarprogrammet, Specialidrott</p>

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Syftet med studien var att undersöka upplevelsen av Work-life balance (WLB) för poliser i yttre tjänst. Metoden som användes var en induktiv tematisk analys och materialet insamlades genom 10 semistrukturerade intervjuer med poliser som arbetade som polis i yttre tjänst. Resultatet genererade tre huvudteman: Hantera tankar och känslor, Polis som identitet och Upplevda framgångsfaktorer. Resultatet visade att WLB kunde upplevas av flera faktorer. Dessa faktorer innebar bland annat extraordinära arbetsuppgifter som exempelvis hantera dödliga utgångar och arbeta i obehagliga miljöer. Resultatet av studien berör upplevelsen av work-family conflict och family-work conflict. Resultatet visade att yrket medförde en upplevelse av att identifiera sig som polis och att det snarare blev en livsstil mer än ett yrke där livet ibland behövde anpassas på grund av yrket. Detta medförde slutsatsen att det upplevdes vara utmanande för poliser i yttre tjänst att uppnå en bra WLB. / The purpose of the study was to investigate the experience of work-life balance (WLB) for police officers on external duty. The method used was an inductive thematic analysis and the material was collected through 10 semi-structured interviews with police officers who worked as police officers in external service. The results generated three main themes: Managing thoughts and feelings, Police as identity and Perceived success factors. The result showed that WLB could be experienced by several factors. This included, among other things, extraordinary tasks such as handling deadly outcomes and working in unpleasant environments. The result of the study refer to the experience of work-family conflict and family-work conflict. The result showed that the profession entailed an experience of identifying oneself as a police officer and that it rather became a lifestyle more than a profession where life sometimes had to be adapted because of the profession. This led to the conclusion that it was perceived to be challenging for police officers on external duty to achieve a good WLB.