This study adds to current understandings of the relationship between socioeconomic conditions and health by examining the influence of work-family strain on health in the context of the recent Great Recession and the preceding and following years in the United States. Analyses used data from the 2002 and 2008 National Survey of the Changing Workforce (NSCW) and 2002, 2006 and 2010 General Social Survey's Quality of Working Life modules. Findings suggest that work-family strain in general increased during the Great Recession compared to non-recessionary periods, that people who experience lower levels of work-family strain enjoy better health, and that health tends to be better during non-recessionary periods compared to recessionary periods. Work-family strain was shown to mediate a small portion of the impact of macroeconomic condition on health. While work-family strain does not appear to be a primary mediator of the relationship macroeconomic condition and health it remains significant and also a very alterable condition. Findings suggest that positive workplace environments can significantly lessen the negative impacts of work-family strain on health of employees. Improvements of workplace environments and conscious efforts to reduce work-family strain for employees could have significant impact on the health of the working US population with minimal costs during both recessionary and non-recessionary periods. / Ph. D.

Syftet med studien var att undersöka om upplevelsen av Work-Life Balance (uppdelat på Family-Work Conflict och Work-Family Conflict) var beroende av kön och av huruvida deltagarna hade barn under 13 år eller inte. Studien syftade även till att undersöka om kvantitativa arbetskrav och beslutskrav kunde predicera WLB.  En webbenkätundersökning användes för att genomföra studien, i vilken lärare från 10 olika gymnasieskolor i Sverige deltog. Totalt besvarade 125 gymnasielärare enkäten, varav 103 enkäter var fullständiga och användes i studien. Resultaten visade att män upplevde mer WFC än kvinnor samt att deltagare med barn under 13 år rapporterade större FWC än deltagare som inte hade det. Resultatet visade även att kvantitativa arbetskrav predicerade WFC, alltså att höga kvantitativa arbetskrav innebar att arbetslivet kom i konflikt med familjelivet, 30,5 % av variationen i WFC kan förklaras av variationen i kvantitativa arbetskrav. / The aim of the study was to investigate whether the experience of the Work- Life Balance (divided on Family -Work Conflict and Work -Family Conflict) was dependent on gender and whether the participants had children under 13 years old or not. The study also aimed to investigate whether quantitative work demands and decision demands could predict WLB. The study was conducted as a web survey, in which teachers from 10 different high schools in Sweden participated. A total of 125 surveys were submitted, 103 of these were complete surveys and were used in the study. The results of the study showed that men experienced WFC more than women and participants that had children under the age of 13 reported a higher level of FWC than participants that did not have children under the age of 13. The result also showed that quantitative work demands predicted WFC, thus high quantitative work demands resulted in a bigger conflict between work life and personal life, 30, 5 % of the variation in WFC can be explained by the variation in quantitative work demands.

I Sverige upplever sjuksköterskor höga nivåer av psykosociala arbetsmiljörelaterade besvär. Kliniskt ledarskap är ett relativt nytt, obeforskat begrepp som syftar till att identifiera ledarskapsbeteenden hos sjuksköterskor. Det saknas dock forskning om dess eventuella samband med psykosociala arbetsmiljöfaktorer. Föreliggande studies syfte är därför att undersöka hur upplevd stress, arbetskrav och work-family conflict predicerar kliniskt ledarskap hos sjuksköterskor i offentlig vård. För att undersöka detta svarade 239 sjuksköterskor på en webbenkät, där de skattade sin upplevda stress, arbetskrav, work-family conflict och kliniska ledarskap. Arbetsmiljövariablerna användes som prediktorer i en standard MRA med kliniskt ledarskap som utfallsvariabel. Resultaten visade att modellen förklarar 9,5 % av kliniskt ledarskap, där upplevd stress och känslomässiga krav är signifikanta enskilda prediktorer. Resultaten diskuteras bland annat utifrån tidigare forskning om stress, eget ledarskap och kliniskt ledarskap samt arbetskrav utifrån krav-kontroll modellen. / In Sweden, nurses experience high levels of troubles related to the psychosocial work environment. Clinical leadership is a new concept, which aims to identify leadership behaviors for nurses. However, there is a lack of studies about its possible relationship with psychosocial work environmental factors. Therefore, the purpose of this study was to investigate how perceived stress, work demands and work-family conflict predict clinical leadership in nurses in public sector health care. In this study, 239 nurses participated in a web-based questionnaire, where they rated perceived stress, work demands, work-family conflict and clinical leadership. The work environment variables were used as predictors in a standard MRA with clinical leadership as the dependent variable. Results showed that the model explained 9,5 % of clinical leadership, with perceived stress and emotional demands as significant predictors. Findings are discussed based on previous research on stress, self-leadership and clinical leadership, and job demands based on the Demand-Control model.

This study's aim was to investigate the difference between women's an men's experience of Work-Life Balance in a seasonal based proffesion. The study investigated eventual differences in employee's experiences of Work Life Balance during on-and off season in the organization. The study was conducted through a web-based survey made by Google forms with 74 completed answers. The results showed that there was a difference in the experience of WFC and FWC between on and off season. The results showed thah there was a significant difference in the experience of FWC during the on season. The results showed that there was a significant difference in the experiene of FWC between men end women, where men experienced a higher level of FWC. The results didn't show a significant difference in the experience of WFC between men and women.

Approved for public release; distribution is unlimited / Wolosin, 2003). Female officers are often overlooked in military QOL research, however they face the same, if not more difficult work/family conflicts than their civilian counterparts or their male military compatriots. Data from the 2002 Navy Quality of Life Survey were used to examine life domains where work/family conflict has the greatest impact on retention. Hierarchical regression was used to identify life domains (e.g., family factors, job experiences, job satisfaction, and commitment) that are key drivers of retention intent among female Naval officers. By identifying areas that are strongly related to female officer retention intentions, policymakers can explore developing strategies to support female officers, such as family support programs, mentoring programs, or professional support networks. / Lieutenant, United States Navy

Uppsatsens syfte var att undersöka om det finns ett samband mellan flexibla arbetstider och psykisk ohälsa samt om sambandet ser olika ut för kvinnor och män. Syftet är formulerat med bakgrund i tanken att flexibla arbetstider skulle underlätta vardagen för människor och på så sätt vara positivt för den psykiska hälsan. Tidigare forskning har visat på både positiva och negativa hälsoeffekter där friheten att styra sin egen tid delvis har visats vara positiv för den psykiska hälsan genom att det ger en bättre balans mellan arbete och familj. Den har även dels visat på negativa effekter då ansvaret som kommer med att kunna kontrollera sin tid kan leda till skuldkänslor. Konflikt mellan arbete och familj uppstår då förväntningarna på en person i den ena rollen försvårar möjligheten att leva upp till förväntningar i den andra. Denna typ av konflikt antas vara vanligare för kvinnor då de generellt har ett större ansvar för hemmet än vad män har. I och med detta testas även om sambandet mellan flexibla arbetstider och psykisk ohälsa ser olika ut för kvinnor och män. Datan i studien kommer från Levnadsnivåundersökningen 2010 och omfattar ett riksrepresentativt urval av Sveriges befolkning mellan 18-75 år. Urvalet har selekterats för personer vilka är anställda och sambanden har mätts genom linjär regressionsanalys (OLS). Resultatet visar inledningsvis ett samband mellan flexibla arbetstider och psykisk ohälsa för kvinnor men inte för män. Detta samband försvinner dock när vi kontrollerar för arbetsrelaterade krav- och kontrollvariabler varpå det ursprungliga sambandet visar sig vara en proxy för om en person har inflytande över arbetsuppgifter, inflytande över arbetsmetoder och/eller enformigt arbete. Vi diskuterar vidare om det kan vara så att de potentiellt positiva aspekterna av flexibla arbetstider som underlättar vardagen och de negativa, där friheten att styra blir en börda då tiden inte räcker till tar ut varandra. Vi föreslår även vidare forskning på flexibla arbetstider och psykisk ohälsa där även variabler för upplevd konflikt mellan arbete och familj inkluderas.

ABSTRACT Job satisfaction and life satisfaction have been two of the most researched social constructs for many decades. This study looks into the relationship that exists between job satisfaction, life satisfaction, and work–family conflict among salaried and self-employed male and female employees. It adds to existing literature by using Social Role Theory as a basis for explaining the variation in these relationships among males and females, and also makes the argument that gender is a propelling force in explaining the perceived conflict and its effect on life and job satisfaction. It also adds to existing literature by evaluating the above phenomenon among employed and self-employed males and females thereby bridging a significant gap in the literature on work-family conflict. The study makes use of data from the International Social Survey Program. Analyzing this data has led to a better understanding of the role of gender as a significant factor related to variations in work–family conflict. Also this paper reveals to us that the effect of work-family conflict is considerably lesser for self-employed individuals when compared to their salaried counterparts for both men and women. Other Key findings include the changing role of women in the society and the effect of children in a working household on work-family conflict, job and life satisfaction. INDEX WORDS: Job Satisfaction, Life Satisfaction, Work–Family Conflict, Employed and Self-Employed Males and Females

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal.

This correlational study investigates traditional gender roles, self-efficacy for career and parenting, and socioeconomic status (SES), as they relate to university undergraduates’ planning for career and family and anticipation of work-family conflict regarding their future families. Unmarried, undergraduate women and men of varying socioeconomic status will complete an online survey consisting of several scales. Proposed results predict that women must often choose between career goals and family care, whereas men usually do not. Expectedly, women will show higher self-efficacy for parenting and increased anticipation of work-family conflict and planning for career and family compared to men. It is proposed that men will exhibit greater self-efficacy for career. Women of lower SES and women who aspire to obtain leadership positions at work will likely report higher anticipated work-family conflict. Those of lower SES will likely hold more traditional gender beliefs than the middle and upper SES groups, and men whose fathers helped in the home will likely have higher self-efficacy for their own parenting. The anticipated results indicate a discrepancy between men’s and women’s and those of differing SES’s planning for work and family. Women will tend to undertake an increased burden; however, a switch to more family-friendly workplace policies for men and women would likely help couples become more egalitarian in their division of family and career labor and planning.

The study explored the relationships between role centrality, work-family culture, work-family balance and work-family conflict. Additionally, it examined the incorporation of work-family culture into border permeability as used in work-family border theory. A total of 103 participants from five organisations completed the questionnaires. Participants were employed in administrative, professional/skilled/specialist, supervisory or management positions. Data were analysed using Pearson’s Product Moment correlation and Simple Regression. Significant results were obtained between role centrality, home centrality and workfamily balance as well as work-family conflict. These were in support of Clark (2000) work-family border theory. However, work centrality produced insignificant relationships. Work-family culture produced significantly strong relationships and predictability on work-family balance and conflict. The study findings highlight a need for expansion of border theory to include work-family culture as an aspect of border permeability.