The main goal of this thesis was to examine the effects of family-to-work conflict on safety performance. Data were collected from a sample of 134 employees, consisting primarily of construction workers. Results found that levels of conflict from the family role to the work role negatively affected participants' workplace cognitive failure, or cognitively based errors that occur during the performance of a task that the person is normally successful in executing. Workplace cognitive failure, in turn, was a significant predictor of levels ofsafety performance, both employees' compliance with safety procedures and the extent to which they participated in discretionary safety-related activities. Although family-to-work conflict did not significantly predict levels of safety performance, results suggest that it is a practical antecedent of workplace cognitive failure, which is an important predictor of safety behaviors. Future research should explore further antecedents to workplace cognitive failure.

This study investigated the relationships between several work motivational process variables and work-life-conflict (WLC) and how these variables contribute to job related outcomes such as work performance, job satisfaction and life satisfaction. This survey study identified several correlations which suggest that a more comprehensive model of motivation should include variables such as energy pool and direction toward organizational objectives. Results also suggest that WLC contributes to the amount of energy pool available to workers and the amount of motivation exhibited by workers. WLC also impacts important job and life attitudes directly and through the above mentioned motivation process variables. The basis for a comprehensive work motivation model will be posited and theoretical and practical implications will be discussed.

No description available.

This study examined age span between children as a significant factor which affected the time use of wives and husbands in 1,983 two-parent, two-child families. Data were derived from the Northeastern Regional Project, NE 113, sponsored by the Science and Education Administration of the United States Department of Agriculture. Using a multiple regression technique to investigate the individual activities that comprised household work time, it was found that age of the younger child, age of the older child, and age span, the interaction between the ages of the children, were significantly related to and were responsible for 49% of the variation in wives’ and nearly 16% of the variation in husbands’ time devoted to the physical care of other family members. Age span was not related to travel time use for any activity but was significantly related to secondary time use for non-physical care of family members by both parents. Age span, the interaction variable, accounted for differences between the ages of the children and explained the variation in effects of the differences at various ages. Plotting the significant interactions revealed five patterns of time use. The most prevalent pattern was when the age of the younger child was very young and the age of the older child increased, the most time was used for the activity; as the age of the younger child approached school age, and the age of the older child increased, the amount of time used for the activity leveled off, or, neither increased or decreased. Then, as the age of the younger child increased still further, and the age of the older child increased, time used for the activity, increased. This pattern fit wives’ time used for total work, household work, and physical care of family members; husbands’ time used for physical care of family members; and both parents’ secondary time used for physical care of family members. Wives’ time used for paid work and volunteer work followed an opposite pattern. The data have show that spacing of children has a direct bearing on parents’ time use decisions. / Ph. D. / incomplete_metadata

In this study, ecosystems were examined to reveal the adaptational processes of individual, family environments, and work environments during and following organizational restructuring. Reorganizing the workplace was expected to lead to changes in the employee's organizational ecosystem as well as the family ecosystem. Transactions between the family and work ecosystems and the individual were examined. The sample of 10 women and 5 men were from a restructured state agency. Transactional human ecology provided the theoretical framework for the study. In-depth interviews were used to gather the data. Document analysis and personal viewpoint provided additional data. Experiences that facilitated the adaptation process were individuals' choosing change, work support groups, families who listened, personal attitudes, and manager's style. Bringing a language of community and concepts of support from the family environment into the work ecosystem also aided adaptation. Experiences that hindered adaptation were the competitive hiring process, conflicts between team work and function work, misinformation, and "little bureaucratic things." In addition, apparent contradictions between the rhetoric of the restructuring vision and reality from the participants' perspective hampered adaptation. Analysis of the collected data provided the beginning of a grounded theory of adaptation to organizational restructuring. Under restructuring implemented in a manner like that at the agency, employees remaining after the downsizing required time to adapt. They also needed time to grieve for their colleagues who were laid off. Participants' feelings of uncertainty and tension increased if they did not have time to adapt to the new structure and to grieve for laid off colleagues. / Ph. D.

While there is a growing body of literature on the effect of unemployment on individuals, and their marriages and families, a paucity of research has focused on job insecurity, or employment uncertainty, as a stressor on employees and their families. In addition, research on women in the workplace is relatively new. The incidence and severity of personal stress among male (n = 79) and female (n = 53) employees is compared during a period of job insecurity at a small midwestern university. Patterns of marital and family functioning for both male and female employees during the period of employment uncertainty also are compared. No significant differences were found in either the incidence and severity of personal stress among male and female employees or in the way their marriages and families functioned during the period of job insecurity. / Master of Science

This study investigates first-generation Chinese and Taiwanese immigrant women faculty's workplace experiences and their strategies for managing work and family demands. By looking at how immigration, ethnicity, gender, and work processes shape these women's ideology and practices, this study addresses the following questions: How do married Chinese and Taiwanese immigrant women in research-intensive universities handle work and family conflicts? How do they negotiate their gender-role expectations and actual practices at work and home? And, finally, do their practices vary by academic disciplines based on the work processes involved in conducting research? This study points to the dynamic nature of cultures such that immigrant women can challenge some aspects of the traditional culture and retain those aspects that help them to receive support for managing work and family demands. Findings from this study also suggest that based on different work processes, what may seem to be flexible can, in fact, present particular barriers and impede workplace performance. Finally, these findings show that in some academic fields, being women may place obstacles for career advancement, but that co-ethnic network provides alternative opportunities for them and can lead to greater research productivity. This study resonates with previous studies showing that childcare responsibilities place women faculty at a disadvantageous position in terms of job evaluation and career advancement. As well, it illuminates how disciplinary differences concerning work process shape women faculty's capability of arranging work schedule flexibly. / Ph. D. / This study investigates first-generation Chinese and Taiwanese immigrant women faculty’s workplace experiences and their strategies for managing work and family demands. By looking at how immigration, ethnicity, gender, and work processes shape these women’s ideology and practices, this study addresses the following questions: How do married Chinese and Taiwanese immigrant women in research-intensive universities handle work and family conflicts? How do they negotiate their gender-role expectations and actual practices at work and home? And, finally, do their practices vary by academic disciplines based on the work processes involved in conducting research? Findings from this study suggest that based on different work processes, what may seem to be flexible can, in fact, present particular barriers and impede workplace performance. Finally, these findings show that in some academic fields, being women may place obstacles for career advancement, but that co-ethnic network provides alternative opportunities for them and can lead to greater research productivity.

Law Man Kay Matthew. / "Architecture Department, Chinese University of Hong Kong, Master of Architecture Programme 2000-2001, design report." / Includes bibliographical references. / Chapter CHAPTER 1 --- Initiation --- p.P.0?-P.0? / Chapter CHAPTER 2 --- Concept Development --- p.P.07-P.0? / Chapter CHAPTER 3 --- Program Development --- p.P.??-P.?? / Chapter CHAPTER 4 --- Site Issue & Planning --- p.P.??-P.?? / Chapter CHAPTER 5 --- Design Development --- p.P.??-P.?? / Chapter CHAPTER 6 --- Final Design --- p.P.??-P.?? / Chapter CHAPTER ? --- Appendix & Bibliography --- p.P.??-P.??

Zugl.: Bamberg, Univ., Diss., 2006

Thesis (MA)--University of Stellenbosch, 2000. / ENGLISH ABSTRACT: Family Resilience is a relatively new construct describing how families recover after experiencing stress and adversity. Defined within the salutogenic paradigm, resilience implies the ability to bounce back after being "stretched" or challenged, as well as being able to rise above adversity and to survive stress. Using a cross-sectional, survey research design the present study aimed to further explore and explicate those resiliency factors which enable families to maintain established patterns of functioning when threatened by risk factors. It also aimed to examine those recovery factors which foster the families ability to bounce back from crisis and disruption. Teachers who had accepted the voluntary severance package from the South African Department of Education between 1996 and 1998 were approached to take part in this study on behalf of their family. Thirty participants completed a biographical questionnaire as well as the Family Index of Regenerativity and Adaptation (FIRA-G) which measures the major components of the Resiliency Model of Family Stress, Adjustment and Adaptation (McCubbin & Thompson, 1991). Results confirmed the relationship between family stressors, family strains and family distress, implying that if stressors and strains are not managed, they pile up, deplete resources and lead to family tension and stress (Lavee, McCubbin & Patterson, 1985; Lavee et al. 1987; McCubbin & Patterson, 1983). Results also highlighted the protective nature of good financial management, suggesting that there are measurable factors which act as crisis-meeting resources, diminish the negative impact and degree of the stressor and ultimately foster resilience and facilitate recovery. Finally, social support was highlighted as a resilience variable. Family schema (encompassing concepts of reframing and spiritual support) remains one of the crucial factors which contributes towards, firstly, the resistance of decay in the face of stressors, and secondly, which facilitates the recovery trajectory. It is maintained that this could be one of the most crucial factors for ongoing investigation in resiliency research. / AFRIKAANSE OPSOMMING: Gesinsveerkragtigheid ("resilience") is 'n relatiewe nuwe konstruk wat verwys na gesinne se vermoë om te herstel nadat hulle spanning en terugslae ervaar het. Dit word beskryf vanuit die salutogenese paradigma en word gedefinieer as gesinne se vermoë om terug te bons nadat hulle teenspoed ervaar het. 'n Dwarsnit navorsingsontwerp is gebruik om die twee aspekte van gesinsveerkragtigheid, naamlik weerstand en herstel, te ondersoek en te beskryf. Weerstandsfaktore verwys na dié faktore wat gesinne in staat stelom gevestigde patrone van funksionering, tydens bedreiging deur risiko-faktore, te handhaaf, terwyl herstel-faktore verwys na dié faktore wat gesinne se vermoë om terug te bons na 'n krisis, bevorder. Onderwysers wat tussen 1996 en 1998 die vrywillige uittredingspakket van die Departement van Onderwys aanvaar het, is genader om namens hul gesinne deel te neem aan hierdie ondersoek. Dertig deelnemers het 'n biografiese vraelys sowel as die "Family Index of Regenerativity and Adaptation" (FIRA-G) voltooi. Die FIRA-G vraelyste meet die hoofkomponente van die "Resiliency Model of Family Stress, Adjustment and Adaptation" (McCubbin & Thompson, 1991 ). Resultate het die verband tussen gesinstressors, gesinspanning en gesinsnood bevestig, met die implikasie dat indien 'n opeenhoping van stressors en spanning nie hanteer word nie, gesinshulpbronne uitgeput word en dat dit tot gesinspanning en stres kan lei. Die beskermende aard van goeie finansiële bestuur is bevestig. Sosiale ondersteuning is geïdentifiseer as 'n belangrike faktor in gesinsweerstand. Gesinskemas, wat herformulering en geestelike ondersteuning insluit, blyk 'n deurslaggewende gesinsveerkragtige faktor te wees en behoort in die toekoms verder ondersoek te word.