This diploma thesis is focused on the harmonization of work and family life. Specifically focused to the return of women with completed secondary education without leaving exam to the labor market after the maternity leave. The aim of this work is to find the unique determinants that affect transition between maternity leave and labor market. Next step is to compare unique factors with those that can be seen in the literature and specific determinants that can be seen in the financical sector. Adopted research strategy is qualitative approach, specifically semi-structured interview and questionnaire, which is conducted on nine preselected respondents. Collected data are analyzed by using open coding method, which brings us following details and conclusions. The respondents with completed secondary education without leaving exam are not interested in harmonization of work and family life, they would rather separate both spheres.The biggest barrier of return to the labour market is low education, the lack of kindegartens, night shifts and the lack of work experience. On the other hand there is an advantage on labor market if the mother have enough work experiences. Newly identified determinants are: poor financial situation of the family, the lack of information and sick child as a barrier of the transition between maternity leave and labor market. Vice versa contacts in the work field makes huge advantage when the mother has them. The results of this study provide hypotheses for further research. The contribution of this work is an insight to the return of a particular group of women to the labor market. It is possible that these women could experience different barriers than better educated mothers.

This thesis deals with the support of the preschool children's care. The main aim of this work is to focus on the support of facilities such as nursery schools and kindergartens. The theoretical part is concerned with the problems of family as such and its support made by the state. The thesis further is focused on the search for importance of preschool facilities for all involved subjects including family, government, municipalities and companies, followed by the introduction of various forms of the extra familiar care with an emphasis on private services. In the practical part of the thesis, there is analysed the demand and supply of childcare services by demographic, regional and economic development. It points out the main problems in this area and compares the Czech system with European states. The final section presents new directions, where the area is approaching. It also brings an appraisal with findings that without the support of the state surveyed area cannot be developed further. Suggestions how to improve the whole system are mentioned as well.

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The employment status of persons caring for a child Abstract The content of this thesis is the employment status of persons caring for a child. It is a topic that affects most people, mainly women, as it is a very current issue with a high social importance. Parenthood and childcare have a significant impact on an employee's working life, as the position of these persons under labor law is considerably more difficult and their protection is therefore absolutely essential in this area. The thesis deals in a comprehensive way with individual areas of labor law that are affected by child care. The thesis is concentrating on all phases of child care and according to this the thesis is divided systematically into five chapters. The first chapter analyzes the current legislation not only on national but also international level as well as it analyzes the European Union law. The second chapter is devoted to the working conditions of women during their pregnancy, the third chapter deals with the time after childbirth, such as maternity, the institution of maternity leave and the corresponding benefit of social security law. The rights of the father of the child after childbirth are also taken into account. The fourth chapter deals with parental leave together with parental allowance. The final chapter deals with...

1 ABSTRACT The current European family is based on the ideal of gender equality and considers the interest of the child to be fundamental. The European Union strategy is to involve as many women as possible in the labour market and encourages national governments to adopt measures to enable women to reconcile their work and care for children. Developed countries also promote both parents being equally involved in the care of children, including preschool children. Czech legislation conforms to European standards and creates the preconditions for reconciling family and work life. In practice, the conservative attitude of both parents and employers persists. The mother usually stays at home with a child under the age of three and employers are not very accommodating to flexible forms of work that enable mothers of young children to get involved in the work process. The way to change the situation is to increase corporate social responsibility and family friendliness and to change the attitudes of parents themselves, increasing the involvement of fathers in care of children in particular. Solutions to the protection and support of pregnancy, maternity and parenthood, as well as the protection of the child in the Czech Republic can be considered as above-standard and comparable to the situation in the most...

7 ABSTRACT Topic: Mothers manager - can cope with motherhood and career? is topical and is an area where there are still certain provisions regarding gender equality, which indicates the fact that women are represented only less than a third, although almost half the working population. It is clear that career managers are affected by many factors that are slowing down, which probably has the most significant effect of motherhood. In their qualitative research, I took aim at women who work as managers and have small children. Analyze in detail the four key areas: the experience of women returning after maternity / parental leave for managerial position, the impact of motherhood on their careers, strategies and experiences in balancing work and family and any experience with any form of discrimination in the labor market. The basic research question was: "What are the challenges facing the mother-manager gender inequality in our society?"

The objectives of the research were: (1) to conceptualise work-family conflict, stress, work engagement and personality from a theoretical perspective, exploring definitions, theoretical models and dimensions; (2) to investigate the relationship between work-family conflict, stress and work engagement; and (3) determine whether the Big Five personality traits influence how working women manage work-family conflict, stress and work engagement. A non-probability sample (n = 450) of working women aged 25 and older with children between 18 years and younger participated in the study. The findings of the study and the practical implications provide useful information about how working women with different personalities manage work-family conflict and stress, and how they can be engaged at work. / Industrial and Organisational Psychology / M. Com. (Industrial and Organisational Psychology)

Few studies to date have investigated associations among work, family, and sleep outcomes. The following dissertation includes three studies that attempt to further understanding of such relationships by utilizing data from information technology workers within the Work, Family, and Health Network study. In Study 1, which is published in the Journal of Occupational Health Psychology, associations between work-to-family conflict, family-to-work conflict, family-supportive supervisor behaviors, and sleep outcomes, measured both subjectively and objectively, are examined in a cross-sectional sample. Study 2 investigates associations among work-to-family conflict, family-supportive supervisor behaviors, and subjective sleep outcomes within a seven-day daily diary framework. Furthermore, workplace characteristics are examined as moderators of these relationships. Study 3 explores the effect of a work-family intervention on sleep outcomes at the 18-month follow-up time point, in addition to mediators of the intervention effect on sleep outcomes over time.

Horizontal workplace aggression is a workplace stressor that can have serious negative outcomes for employees and organizations. In the current study, hierarchical regression analyses were used to investigate the hypotheses that horizontal workplace aggression has a relationship with turnover intentions, work-to-family conflict and family-to-work conflict. Coworker social support was investigated as a potential moderator in these relationships. Surveys measuring these constructs were administered to a group of 156 direct-care workers (specifically, certified nursing assistants, or CNAs) in a long-term assisted living facility corporation in the Northwestern United States. Results indicated that horizontal workplace aggression had a significant and positive relationship with work-to-family conflict, family-to-work conflict, and turnover intentions, and that coworker social support significantly moderated the relationship between horizontal workplace aggression and work-to-family conflict, though not in the hypothesized direction. No other hypothesized moderations were significant. Potential explanations, practical implications and directions for future research are discussed.

Indiana University-Purdue University Indianapolis (IUPUI) / Work-life conflict has been repeatedly demonstrated to have a negative impact on individuals and organizations alike. Although the negative impact of work-life conflict has been recognized in the Industrial Organizational Psychology and Organizational Behavioral literature, very few researchers have developed interventions to reduce it. Moreover, the interventions currently in existence tend not to be practical, grounded in relevant theory, or experimentally tested. Thus, the present study sought to create and test an intervention based upon concepts from border theory and conservation of resources theory. Specifically, using these theories, the intervention sought to provide segmentation techniques as a resource for participants to reduce work-life conflict. The intervention was tested on a group of university employees. Results were unsupportive of predicted hypotheses, the intervention was not found to significantly impact segmentation, work-life conflict, work outcomes, or personal outcomes. Future directions, theoretical and practical contributions, and limitations are discussed. Despite insignificant findings, the present study offers practical and theoretical guidance for organizations and researchers interested in developing interventions to reduce work-life conflict.