The question of working hours, their length and allocation engages workers around the world. Today we see an increasing flexibility in the working life and an increasing interest regarding the question of working hours. Being able to balance work-family life is universally accepted to be a challenge for living a sustainable life. Previous research regarding a shortened working week indicates that shorter working hours increase well-being and reduce stress. The aim of this study is to create an understanding for the puzzling everyday life of families and for the extent to which men and women believe that a four-day work week could ease their everyday challenges. The aim of the investigation is to focus on the allocation of household work between men and women, thus if these opinions and experiences differ between men and women. The purpose is to create an understanding of how the individual demands and expectations within family-life differ depending on gender. In this study, twelve qualitative interviews with six women and six men were carried out to compare their feelings, opinions, and reflections regarding a four-day work week. The result shows that most men and women are positive to the idea of a four-day work week: women to a somewhat greater extent than men. It also shows that women would use their free day to do household chores to a greater extent than men, who would to a greater degree prioritize their own activities for free time and hobbies. The results raise important questions regarding the allocation of household chores in families. / Diskussionerna om arbetstiden, dess längd och förläggning engagerar medarbetare världen över. Idag ser vi en ökad flexibilisering i arbetslivet och ett växande intresse kring frågan om arbetstid. Att kunna balansera familje-och arbetsliv är en universell utmaning för att kunna leva ett hållbart liv. Tidigare forskning om förkortad arbetsvecka visar att minskad arbetstid leder till ökat välmående och minskad stress. I denna studie undersöks hur livspusslet ter sig för familjer och i vilken utsträckning män och kvinnor tror att en fyra dagars arbetsvecka skulle förändra vardagslivet. Undersökningen ämnar fokusera på fördelning av hushållsarbete mellan könen genom att undersöka hur åsikter och erfarenheter skiljer sig åt mellan kvinnor och män. Syftet är att skapa en förståelse för hur individuella krav och förväntningar i familjelivet skiljer sig åt beroende på kön. I studien genomförs tolv kvalitativa intervjuer med sex kvinnor och sex män där fokus ligger på att jämföra deras känslor, åsikter och reflektioner kring en fyra dagars arbetsvecka. Resultaten visar att majoriteten av män och kvinnor är positiva till idén om genomförandet av en fyra dagars arbetsvecka, kvinnor i något större omfattning än män. Det visar även att kvinnor skulle använda sin lediga dag till att göra hushållsarbete i högre utsträckning än män, som till större grad skulle prioritera egna aktiviteter och hobbys. Resultaten lyfter viktiga frågor om upplevelser av fördelningen av hushållsarbete inom familjer.

Thèse numérisée par la Direction des bibliothèques de l'Université de Montréal. / De nos jours, l'emploi et la famille renferment la majorité des rôles qu'un travailleur est amené à jouer au cours de sa vie. Par conséquent, les hommes et les femmes employés éprouvent de plus en plus un conflit dans leur tentative quotidienne à gérer la dualité de ces rôles. Toutefois, si la prise en conscience du conflit travail-famille date du 19e, l'émergence de l'intérêt pratique et académique que ce conflit a suscité demeure lié à un flot de changements et de mutations survenus dans le marché du travail et dans la famille depuis la mondialisation. Ces changements et ces mutations font que l'interface travail-famille cristallise de plus en plus un ensemble de défis pour le travailleur, pour l'organisation et pour la société. Dans ce contexte, l'on reconnaît toute l'importance du soutien social pour les travailleurs afin de concilier vie professionnelle et vie de famille. L'objet de notre recherche porte sur l'examen de l'efficacité du soutien du conjoint, de l'organisation et du supérieur à travers quatre types de soutien susceptibles d'être prodigués par chacune de ces sources : émotionnel, évaluatif/approbatif, informatif et instrumental. Deux modes d'influence dudit soutien sont examinés dans cette recherche : le modèle de l'effet additif (« Main Effect Model ») et celui de l'effet interactif (« Buffer Effect Model »). Notre question de recherche est la suivante : le soutien social, agit-il plus efficacement à l'égard du conflit travail-famille de manière additive ou interactive ? Deux hypothèses de recherche sont testées dans cette étude : a) le soutien social aura des effets réducteurs sur l'intensité du conflit travail-famille comme le précise le modèle de l'effet additif (« Main Effect AIodel ») et b) le soutien social aura des effets modérateurs sur la relation entre les stresseurs (inhérents à la vie professionnelle et à celle de famille) et le conflit travail-famille, conformément au modèle de l'effet interactif (« Buffer Effect Model »). Le modèle de recherche testé s'articule sur une batterie de variables qu'on peut préfigurer comme suit : l) les variables indépendantes représentées par les stresseurs inhérents aussi bien à la vie professionnelle qu'à la vie de famille; 2) la variable dépendante concrétisée par le conflit travail-famille; 3) les types de soutien social tantôt utilisés comme des variables indépendantes, tantôt, comme des variables modératrices. Enfin, un ensemble de variables psychodémographiques ont été considérées ici, à titre de variables de contrôle, afin de bien vérifier la validité interne de notre modèle de recherche. Notre méthode de recherche repose sur une stratégie non-expérimentale avec un devis transversal (« cross-sectional design »). Les données ont été collectées par voie d'un questionnaire écrit et auto-administré, auprès d'un échantillon d'individus susceptibles de vivre le conflit travail-famille : les professionnels et les cadres. L'échantillon définitif de cette étude est constitué de 490 enquêtes sur une population cible de 3713 (soit un taux de réponse de 13.2 %). La majorité des enquêtes est constituée de femmes (62.4%). L'âge moyen des répondants est de 39.1 ans. De même, 87.4 % des répondants dispose au moins d'un premier cycle universitaire. Parmi nos répondants, 57.1 % ont au moins un enfant de 6 ans et moins. Enfin, l'écrasante majorité de enquêtes est constituée de cadre (51.2 %) et de professionnels (33.1 %). Au ternie des différents tests (corrélation simple et partielle) et analyses (factorielles et de régression hiérarchique multivariée), ayant été effectués sur nos données, nous avons fait les constats généraux suivants : l) s'agissant de l'hypothèse de l'effet additif (« Main Effect Model »), force est de constater l'effet du soutien s'avère un mécanisme beaucoup moins lié audit conflit (une fois contrôlé l'effet des variables psychodémographiques et des stresseurs familiaux et professionnels). En témoigne aussi bien le nombre limité des effets additifs significativement lié au conflit travail-famille après lesdits contrôles (9 effets sur 32 testés, soit 29 %) que le fait que parmi ces 9 effets additifs significatifs enregistrés, 3 sont dans un sens contre-intuitif aux hypothèses. 2) les mêmes remarques sont réitérées à l'endroit de l'hypothèse de l'effet interactif («Buffer Effect Model ») : l'effet interactif du soutien du conjoint, de l'organisation et du supérieur s'avère peu efficace à l'égard du conflit travail-famille et ce, une fois les variables psychodémographiques et les stresseurs contrôlés. Ce fait a été relevé aussi bien au niveau du modèle général de nos répondants, des enquêtes ayant un conjoint qu'à celui des répondants dont le conjoint travaille. Témoigne de ce constat, la quantité faible des termes interactifs (14 seulement sur les 432 testés) qui sont demeurés d'un effet significatif sur l'intensité dudit conflit (soit 3.2 %) que celle, encore plus faible (0.46 %), des termes interactifs qui se sont avérés efficacement modérateurs de ce conflit (2 seulement et à 5 % sur les 432 testés). Cela dit, plusieurs perspectives demeurent à emprunter par la recherche future afin d'éviter les sentiers battus et partant pouvoir cerner davantage la problématique des modes d'influence du soutien social dans un contexte de conflit travail-famille (ex. le modèle antécédent et le modèle intermédiaire). ' En conclusion, et bien que les résultats de la présente recherche, ne confirment que partiellement les hypothèses de départ, il n'en est pas moins vrai qu'ils constituent d'abord, une contribution aux champs de connaissances respectives au modèle des déterminants du conflit travail-famille et à l'étude des modes d'influence du soutien social; ensuite, ces résultats cristallisent une portée pratique car plusieurs implications managériales peuvent en être déduites afin d'aider le milieu organisationnel à ajuster ses stratégies d'équilibre travail-famille.

[pt] Esta tese teve como objetivo compreender, por meio de uma análise de narrativa temática interseccional, as experiências de conciliação trabalho-família das diferentes mulheres que compõem circuitos de cuidado infantil. Para atingir esse objetivo, foram realizadas entrevistas com quatro mulheres que realizam a atividade de cuidado em domicílio, de forma remunerada ou não, a crianças de 0 a 6 anos de idade e que fazem parte dos diferentes elos de um circuito de cuidado. Para análise dos depoimentos recolhidos, foi utilizado o método análise de narrativa temática reflexiva, proposto por Braun e Clarke (2022), junto a um modelo analítico de narrativa interseccional, sugerido pela autora deste estudo. Os resultados encontrados foram apresentados em três grandes temas: 1) Peculiaridades Individuais Inseridas em Conjunturas Sociais de Opressão; 2) Configurações e Estratégias em um Circuito de Cuidado; e 3) Conflito Trabalho-Família e Interseccionalidade no Trabalho de Cuidado. Diante da análise de um perfil de entrevistadas heterogêneo, inicialmente, as peculiaridades individuais de cada uma foram apresentadas, e colaboraram para dar visibilidade ao contexto social, que foi pano de fundo para a análise dos outros grandes temas. Em seguida, a análise das configurações do circuito de cuidado (Guimarães, 2020) pesquisado demonstrou o entrelaçamento das diferentes interações que constituem a estrutura de cuidado infantil - destacando quem realiza a atividade de cuidado, qual significado atribui ao trabalho, qual o tipo de relação social é estipulado para realização do trabalho (mercantil ou não mercantil) e qual o modo de retribuição (monetária ou não) está envolvida nessa relação. Foi identificado que as diferentes relações sociais que são tecidas na organização do cuidado infantil garantem que mulheres que são mães e que trabalham fora conciliem as suas demandas de cuidado e profissionais. Nesse sentido, constatou-se que dependente do trabalho de cuidado não é só a criança que é cuidada, mas também quem depende do trabalho de cuidado executado por outras pessoas para trabalhar. Além disso, este estudo ratifica que são as mulheres negras e pobres que realizam a maior parte do trabalho de cuidado no Brasil. Em relação aos resultados do terceiro grande tema, Conflito Trabalho-Família e Interseccionalidade no Trabalho de Cuidado, foram demonstrados os motivos individuais que levam as entrevistadas a vivenciar o conflito trabalho-família, que foram agrupados em três temas: 1) O Acúmulo de Atividades e o Sentimento de Culpa; 2) Barreiras da Vida Familiar; e 3) Obstáculos Ligados ao Trabalho Remunerado. Esses temas surgiram com base na leitura prévia sobre o assunto, mas dois subtemas foram desvelados à posteriori. São eles: 1) Afetos e Desafetos com a Trabalhadora de Cuidado Remunerado, que destacou os conflitos vivenciados pela patroa em relação a trabalhadora de cuidado profissional, que impactam a sua vida profissional; e 2) Os des(Acordos) e os Efeitos do Trabalho Informal, referindo-se aos conflitos experimentados pela trabalhadora doméstica que afetam a sua vida familiar e demonstram a falta de valorização e reconhecimento desse ofício. A análise de narrativas temática interseccional permitiu identificar, de forma relacional, as diferentes relações de poder que estão presentes em um circuito de cuidado, que moldam a forma como as mulheres diversas que o compõem equilibram as demandas do trabalho e da família. Desta maneira, constatou-se que o patriarcado, o racismo e a desigualdade econômica são fatores interligados que privilegiam determinados grupos em detrimento de outros e mantém viva a exploração das trabalhadoras de cuidado (remuneradas ou não). Desvelar esta complexa relação que se estabelece de forma invisível aos que olham, mas é presente aos que a experimentam, as possíveis causas da criação e manutenção das desigualdades sociais são destacadas e se torna possível iniciar um processo de justiça social. Nesse sentido, o presente estudo buscou contribuir : 1) para as organizações, relações de trabalho e estudos de gênero, ao analisar as experiências das diferentes mulheres que realizam atividades de cuidado no seu cotidiano, as relações sociais as quais se envolvem e que as permitem se engajar no mercado de trabalho, os fatores geradores do conflito trabalho-família vivenciado por elas e que impactam o bom desempenho organizacional e, diante disso, criticar a lógica patriarcal dominante responsável pela manutenção da divisão sexual do trabalho; e 2) para a sociedade, com um maior entendimento acerca das experiências desiguais vivenciadas por essas mulheres, provocando uma conscientização acerca do papel das relações individuais, organizacionais e do Estado na organização do cuidado e sua incidência na apropriação do tempo de trabalho e energia das mulheres. Por fim, o estudo buscou explicitar a necessária disponibilização de serviços públicos, tais como: creches públicas, proteção social e acesso à previdência às donas de casa, e garantia de direitos que impeçam a exploração do trabalho doméstico e de cuidado. / [en] This thesis aimed to understand, through an intersectional thematic narrative analysis, the experiences of work-family reconciliation of the different women who make up child care circuits. To achieve this objective, interviews were carried out with four women who provide home care, paid or unpaid, to children aged 0 to 6 years old and who are part of the different links of a care circuit. To analyze the statements collected, the reflective thematic narrative analysis method, proposed by Braun and Clarke (2022), was used, along with an analytical model of intersectional narrative, suggested by the author of this study. The results found were presented in three major themes: 1) Individual Peculiarities Inserted in Social Conjunctures of Oppression; 2) Configurations and Strategies in a Care Circuit; and 3) Work-Family Conflict and Intersectionality in Care Work. Faced with the analysis of a heterogeneous profile of interviewees, initially, the individual peculiarities of each one were presented, and they collaborated to give visibility to the social context, which was the backdrop for the analysis of the other major themes. Next, the analysis of the configurations of the care circuit (Guimarães, 2020) researched demonstrated the intertwining of the different interactions that constitute the child care structure - highlighting who carries out the care activity, what meaning they attribute to work, what type of relationship social is stipulated for carrying out the work (commercial or non-commercial) and what form of retribution (monetary or not) is involved in this relationship. It was identified that the different social relationships that are woven into the organization of child care ensure that women who are mothers and who work outside the home can reconcile their care and professional demands. In this sense, it was found that dependent on care work is not only the child who is cared for, but also those who depend on care work carried out by other people to work. Furthermore, this study confirms that it is poor black women who carry out the majority of care work in Brazil. In relation to the results of the third major theme, Work-Family Conflict and Intersectionality in Care Work, the individual reasons that lead interviewees to experience work-family conflict were demonstrated, which were grouped into three themes: 1) The Accumulation of Activities and the Feeling of Guilt; 2) Barriers to Family Life; and 3) Obstacles Linked to Paid Work. These themes emerged based on previous reading on the subject, but two subthemes were revealed afterwards. They are: 1) Affections and Disaffections with the Paid Care Worker, which highlighted the conflicts experienced by the employer in relation to the professional care worker, which impact her professional life; and 2) Disagreements and the Effects of Informal Work, referring to the conflicts experienced by domestic workers that affect their family life and demonstrate the lack of appreciation and recognition of this job. The analysis of intersectional thematic narratives allowed us to identify, in a relational way, the different power relations that are present in a care circuit, which shape the way in which the diverse women who make up it balance the demands of work and family. In this way, it was found that patriarchy, racism and economic inequality are interconnected factors that privilege certain groups to the detriment of others and keep the exploitation of care workers (paid or unpaid) alive. By unveiling this complex relationship that is established invisibly to those who look, but is present to those who experience it, the possible causes of the creation and maintenance of social inequalities are highlighted and it becomes possible to initiate a process of social justice. In this sense, the present study sought to contribute: 1) to organizations, work relations and gender studies, by analyzing the experiences of different women who carry out care activities in their daily lives, the social relationships in which they engage and that allow them to engage in the labor market, the factors that generate the work-family conflict experienced by them and that impact good organizational performance and, in light of this, criticize the dominant patriarchal logic responsible for maintaining the sexual division of labor; and 2) for society, with a greater understanding of the unequal experiences lived by these women, raising awareness about the role of individual, organizational and State relationships in the organization of care and their impact on the appropriation of work time and energy of women. women. Finally, the study sought to clarify the necessary provision of public services, such as: public daycare centers, social protection and access to social security for housewives, and guaranteeing rights that prevent the exploitation of domestic and care work.

Introduction: La participation sociale "optimale" peut se définir comme une congruence parfaite entre les attentes de l'individu et sa réalité. La conciliation travail-famille fait appel à l'équilibre des différentes sphéres de vie du travailler. On peut alors s'interroger sur la perception de l'optimalité qu'ont les professionnels de la réadaptation quant à leur propre niveau de participation, conciliant plusieurs sphéres de vie et les facteurs qui influencent cette participation. But: Explorer la perception de l'optimalité de la participation sociale chez des professionnels de la réadaptation et les facteurs identifiés par ces derniers comme l'influençant. Méthode: Étude qualitative d'orientation phénoménologique auprés de treize professionnels de la réadaptation à l'aide d'un guide d'entrevue composé de questions ouvertes. Les données recueillies ont été enregistrées sur bande audio et transcrites intégralement (verbatim) suivi d'une analyse de contenu. Résultats: Les participants, majoritairement des femmes (12/13) étaient âgés de 31 à 44 ans et avaient entre un et trois enfants dont l'âge variait de 7 mois à 12 ans. L'optimalité de la participation est perçue comme: la possibilité (ou non) d'accomplir ses activités significatives tout en prenant en charge ses différentes responsabilités. Parmi les cinq facteurs environnementaux perçus comme ayant une influence (l'aspect financier, le soutien du conjoint, le temps, la flexibilité des horaires au travail et la structure familiale) la structure familiale apparait comme déterminante du possible et influence ainsi grandement les attentes individuelles.Conclusion: La conciliation travail-famille est un phénomène complexe qui gagne à être étudié dans sa globalité plutôt qu'en silo. / Introduction: Optimal social participation, which is the ultimate goal targeted by rehabilitation professionals for their clients, can be defined as perfect congruence between an individual's expectations and reality. Work-family dynamic requires balance between the different spheres of a worker's life. This raises questions about the perception that rehabilitation professionals have regarding their own optimal social participation, reconciling various life spheres, and the factors influence this participation. Purpose: To explore the perception of rehabilitation professionals regarding their optimal social participation, and the factors they identify as influencing this participation. Method: Qualitative study with a phenomenological orientation among 13 rehabilitation professionals using an interview guide consisting of open questions. The data was audio-recorded and transcribed in full (verbatim) followed by content analysis. Results: Participation were mostly women (12/13) aged 31 to 44 years having one to three children aged from 7 months to 12 years old. Optimality of participation is perceived as the ability (or not) to carry out important activities while fulfilling one's various responsibilities. Of the five environmental factors perceived to have an influence (financial aspects, spousal support, time, flexible work schedule, and family organization), family organization appears to be a determinant of possibility and thus greatly influences individual expectations. Conclusion: Work-life balance is a complex phenomenon that should be studied holistically rather in a siloed mode.

L’objectif principal de ce mémoire est d’approfondir l’état des connaissances au niveau des explications sociales des problèmes de santé mentale au sein de la main-d’œuvre. Il porte plus particulièrement sur le rôle médiateur du conflit travail-famille dans la séquence causale entre les conditions de l’organisation du travail et le développement des symptômes dépressifs. Les analyses nécessaires pour cette étude ont été effectuées à partir de données issues de l’enquête SALVEO qui portait sur les déterminants de la santé mentale au travail dans la population canadienne. Les analyses de cheminement de causalité multiniveaux ont révélé que le conflit travail-famille était significativement associé aux symptômes dépressifs. Cependant, les résultats ne permettaient pas de conclure que l’effet de toutes les conditions de l’organisation du travail était totalement médiatisé par le conflit travail-famille. Les résultats issus d’une démarche exploratoire indiquent néanmoins que certaines associations entre les conditions de l’organisation du travail et les symptômes dépressifs sont complètement médiatisées, que certaines sont partiellement médiatisées et que certaines sont associées directement avec les symptômes dépressifs. L’effet des demandes psychologiques, des heures de travail, de l’horaire de travail, du soutien des collègues et du revenu professionnel est complètement capturé par le conflit travail-famille. L’association entre l’insécurité d’emploi et les symptômes dépressifs est plutôt médiatisée partiellement. C'est-à-dire qu’une partie de l’effet de cette condition de travail agit directement sur les symptômes dépressifs, tandis qu’une partie de l’effet est indirect et passe par le conflit travail-famille. Par conséquent, ces résultats invitent les recherches futures ainsi que les interventions en entreprise à considérer le rôle central et complexe du conflit travail-famille dans la relation entre les conditions de l’organisation du travail et les symptômes dépressifs. / The main objective of this master’s thesis is to advance the state of knowledge in social explanations of mental health problems in the workforce. It focuses on the mediating effect of work-family conflict in a causal sequence between the conditions of work organization and the development of depressive symptoms. The statistical analyses required for this study were performed using data from the SALVEO’s survey on determinants of mental health in the Canadian population. Multilevel path analysis supported that work-family conflict relate significantly with more depressive symptoms. However, the results did not suggest that work-family conflict fully mediated the relation between work organization conditions and depressive symptoms. Nevertheless, in an exploratory approach, some associations between the work organization conditions and depressive symptoms were completely mediated, some were partially mediated and some were only associated with depressive symptoms. Psychological demands, hours worked, work schedule, coworkers support and professional income were fully mediated by work-family conflict. Furthermore, work-family conflict partially mediated the relationship between job insecurity and depressive symptoms. Part of the effect of job insecurity was direct, while part of the effect was indirect through work-family conflicts. Therefore, these findings suggest that future researches and organizational interventions need a more complete understanding of the relationship between work organization and depressive symptoms, which can be achieved if work-family conflict is considered as a mediator in this dynamic.

Work is an essential part of most people’s lives. With increasing flexibility in work life, many employees experience job insecurity – they perceive that the future of their jobs is uncertain. However, job insecurity is not just an individual experience; employees can perceive that there is a climate of job insecurity at their workplace as well, as people collectively worry about their jobs. The overall aim of this thesis was to investigate the job insecurity climate construct and how it relates to work- and health-related outcomes and to individual job insecurity. Three empirical studies were conducted to investigate this aim. Study I investigated the dimensionality of the job insecurity construct by developing and testing a measure of job insecurity climate − conceptualized as the individual’s perception of the job insecurity climate at work − in a sample of employees working in Sweden. The results indicated that individual job insecurity and job insecurity climate are separate but related constructs and that job insecurity climate was related to work- and health-related outcomes. Study II examined the effects of individual job insecurity and job insecurity climate on work- and health-related outcomes in a sample of employees working in a private sector company in Sweden. The results showed that perceiving higher levels of job insecurity climate than others in the workgroup was associated with poorer self-rated health and higher levels of burnout. Study III tested the relationship between individual job insecurity and job insecurity climate in a sample of Flemish employees. The results indicated that individual job insecurity is contagious, as individual job insecurity predicted perceptions of job insecurity climate six months later. In conclusion, by focusing on perceptions of the job insecurity climate, the present thesis introduces a new approach to job insecurity climate research, showing that employees can perceive a climate of job insecurity in addition to their own individual job insecurity and, also, that this perception of the job insecurity climate at work has negative consequences for individuals and organizations. / <p>At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 2: Manuscript. Paper 3: Manuscript.</p>

Darbo tikslas – ištirti ekspatriantų pasitenkinimo darbu įtaką ketinimui išeiti iš įmonės. Darbo tikslui pasiekti buvo iškelti uždaviniai išanalizuoti ekspatriantų valdymo esmę, nustatyti ekspatriantų pasitenkinimą darbu įtakojančius veiksnius, išnagrinėti ketinimą palikti organizaciją įtakojančius veiksnius, empiriškai patikrinti ekspatriantų pasitenkinimo darbu įtaką ketinimui palikti įmonę. Darbo pradžioje analizuojama su ekspatriantais, pasitenkinimu darbu ir ketinimu palikti įmonę susijusi literatūra, parenkami literatūroje minimi veiksniai, turintys įtakos ekspatrianto pasitenkinimui darbu. Taip pat literatūros pagrindu konstruojamas teorinis modelis. Vėliau atliktas empirinis tyrimas, kurio tikslas - empiriškai patikrinti siūlomą ekspatriantų kaitos valdymo modelį. Atlikus kokybinį tyrimą buvo suformuluotas galutinis ekspatriantų pasitenkinimą darbu įtakojančių veiksnių sąrašas. Kiekybinio tyrimo metu atlikta ištisinė vienos įmonių grupės darbuotojų apklausa, išanalizuoti modelio veiksnių reikšmių lygiai bei tarpusavio ryšiai. Tyrimas dalinai patvirtino teorinį modelį bei atskleidė ekspatrianto pasitenkinimo lygio ryšį su ketinimu palikti įmonę. Darbo pabaigoje pateikiamos išvados bei praktinė interpretacija vadovams. / The purpose of this work is to explore the influence of expatriate job satisfaction on propensity to leave the company. List of tasks was established in order to achieve the purpose of the master work, i.e. analysis of the essence of expatriates’ management, identification of the factors that influence expatriate job satisfaction, identification of the factors that influence propensity to leave the company, empirical test of the influence of expatriate job satisfaction on propensity to leave the company. Literature about expatriates, job satisfaction and propensity to leave the company was analysed in the first part of the work. Afterwards, elements that have influence on expatriate job satisfaction were selected. Finally, theoretical model based on the literature analysis results was created. Empirical test was executed in order to test proposed expatriate turnover management model. Final list of elements that have influence on expatriate job satisfaction was created as a result of qualitive research. Later on quantitive research was executed during which means of model elements and relations between them were evaluated. Research partly approved the theoretical model and showed that there was relation between expatriate job satisfaction and propensity to leave the company. Conclusions and practical interpretation for managers was proposed at the end.

Introduction: La participation sociale "optimale" peut se définir comme une congruence parfaite entre les attentes de l'individu et sa réalité. La conciliation travail-famille fait appel à l'équilibre des différentes sphéres de vie du travailler. On peut alors s'interroger sur la perception de l'optimalité qu'ont les professionnels de la réadaptation quant à leur propre niveau de participation, conciliant plusieurs sphéres de vie et les facteurs qui influencent cette participation. But: Explorer la perception de l'optimalité de la participation sociale chez des professionnels de la réadaptation et les facteurs identifiés par ces derniers comme l'influençant. Méthode: Étude qualitative d'orientation phénoménologique auprés de treize professionnels de la réadaptation à l'aide d'un guide d'entrevue composé de questions ouvertes. Les données recueillies ont été enregistrées sur bande audio et transcrites intégralement (verbatim) suivi d'une analyse de contenu. Résultats: Les participants, majoritairement des femmes (12/13) étaient âgés de 31 à 44 ans et avaient entre un et trois enfants dont l'âge variait de 7 mois à 12 ans. L'optimalité de la participation est perçue comme: la possibilité (ou non) d'accomplir ses activités significatives tout en prenant en charge ses différentes responsabilités. Parmi les cinq facteurs environnementaux perçus comme ayant une influence (l'aspect financier, le soutien du conjoint, le temps, la flexibilité des horaires au travail et la structure familiale) la structure familiale apparait comme déterminante du possible et influence ainsi grandement les attentes individuelles.Conclusion: La conciliation travail-famille est un phénomène complexe qui gagne à être étudié dans sa globalité plutôt qu'en silo. / Introduction: Optimal social participation, which is the ultimate goal targeted by rehabilitation professionals for their clients, can be defined as perfect congruence between an individual's expectations and reality. Work-family dynamic requires balance between the different spheres of a worker's life. This raises questions about the perception that rehabilitation professionals have regarding their own optimal social participation, reconciling various life spheres, and the factors influence this participation. Purpose: To explore the perception of rehabilitation professionals regarding their optimal social participation, and the factors they identify as influencing this participation. Method: Qualitative study with a phenomenological orientation among 13 rehabilitation professionals using an interview guide consisting of open questions. The data was audio-recorded and transcribed in full (verbatim) followed by content analysis. Results: Participation were mostly women (12/13) aged 31 to 44 years having one to three children aged from 7 months to 12 years old. Optimality of participation is perceived as the ability (or not) to carry out important activities while fulfilling one's various responsibilities. Of the five environmental factors perceived to have an influence (financial aspects, spousal support, time, flexible work schedule, and family organization), family organization appears to be a determinant of possibility and thus greatly influences individual expectations. Conclusion: Work-life balance is a complex phenomenon that should be studied holistically rather in a siloed mode.

在高度競爭的全球化環境下，僅僅被動完成工作指令的員工，已不足以支持組織的生存，因而個體的前瞻性行為，對於組織的重要性與日俱增。然而，過去研究大多只注重前瞻性行為於工作場域的作用，鮮少比較前瞻性行為外溢至不同情境中，可能產生的效果差異。因此，本研究同時將個體的工作場域與家庭場域納入考量，以邊界理論為框架，探討前瞻性行為與工作-家庭衝突的關聯，更進一步提出個體通訊科技產品的使用，以及個體建構的邊界強度可能存在的調節效果。本研究採時間間隔的方式，以問卷調查法施測，共得189份有效樣本，研究結果發現，前瞻性行為外溢至家庭場域中，不僅不會造成更多時間基礎、壓力基礎衝突，還能減少行為基礎衝突的發生，並且在前瞻性行為與時間基礎衝突的關聯上，家庭邊界強度能夠調節科技使用的調節效果，形成三階調節效果，即科技使用對於前瞻性行為與時間基礎衝突的關聯的影響，在個體家庭邊界強度高的狀況下最強。最後，針對本研究之結果進行討論，並說明理論貢獻、管理意涵、研究限制與未來建議。 / Due to highly competitive environment of global economy, employee’s proactive behavior becomes even more critical for organizations’ survival. However, most research focused on the effect of proactive behavior only in workplace, seldom research investigated the possible different effect when proactive behavior spillover to other context, such as family context. As a result, current study applied the theoretical framework of boundary theory, examined the relationship between proactive behavior and work-family conflict, which takes both work and family context into consideration. Our research further proposed the use of communication and information technology and boundary strength constructed by individual as moderator. We conducted time-lag questionnaire survey to test our hypothesis, which generated 189 valid data. Contrary to our hypothesis, result showed that proactive behavior did not cause individual to experience more time-based and strain-based conflict, but it even lead individual to experience less behavior-based conflict. Moreover, proactive behavior, technology use and family boundary strength interacted in a way that the strongest moderating effect of technology use between proactive behavior and time-based conflict occured when individuals were high in their family boundary strength, which is a three-way interaction. Based on our findings, we discussed our theoretical contributions, practical implications, limitation and directions for future research.

This study investigated the subjectively constructed narratives of how veterans’ retrospective experiences of trying to balance career and parental roles. Narrative-oriented inquiry (NOI), which has not been used as a framework in previous research within the area of work-family balance in general and within research involving military families more specifically, was the primary orienting methodology in the current study. Five veterans, all male and who currently reside in the area of Victoria BC, participated in the process of co-constructing their individual 1st-person narratives with the primary researcher. The six stages of Arvay’s (2002) Collaborative Narrative Method were used as the guiding framework for the creation of these narratives. Implications that came out of these narratives in regards to future research and counselling practice are also discussed.