One of the many issues facing dual-career families today is work family conflict (WFC). WFC is a source of stress due to incompatible roles that conflict with each other in terms of ones time and energy. This study was done to develop a valid reliable measure of career and family responsibility in hopes of adequately determining the source of WFC. The key point was to look at real and ideal selves, in terms of work and family responsibilities.

一般社會大眾的刻板印象為：女性事業成就高，一定還沒結婚，或家庭不幸福；本研究即據此導出研究問題：「有婚姻家庭與無婚姻家庭之高成就女性主管，其事業發展與家庭生活的種種面向為何，其自我評價是否會因為婚姻家庭的有無而有所不同？」研究者採用質性研究方法，藉由訪問四位四十歲以上的高階女性經理人(已婚者與單身者各半)，來了解女性經理人面對家庭與事業的心理調適歷程與自我評價狀況。 研究結果如下： 1. 已婚受訪者積極主動、勇於面對和解決問題的人格特質，對於其工作與家庭生活的適應具有決定性的影響，且處於不同的家庭發展階段，其適應的狀況也不同，無法單純以「資源有限假說」或「資源擴張假說」來解釋。 2. 已婚女性受訪者的家庭與工作生活是處於同一個系統當中，彼此會相互影響、扶持。 3. 無論結婚與否，受訪者都或多或少能從家庭中獲得社會支持，如單身者因為與父母同住，所以能得到原生家庭的支持。 4. 單身受訪者因為沒有婚姻的負擔，所以初期對工作的承諾感和企圖心很高，往往因過度投入工作而忽略了其他生活面向的平衡發展。 5. 對於本研究的受訪者而言，結婚與否對其目前的自我評價並無影響。 最後，研究者根據研究過程與結果提出建議。 第一章 研究動機 ……………………………….1 第二章 文獻探討…………………………………5 第一節 工作生活的適應 ……………………7 一、 學習男性典範……………………7 二、 高階女性主管的適應……………9 第二節 家庭生活的適應 ………………12 一、已婚者 …………………………12 1. 資源有限假說 ……………13 2. 資源擴張假說 ……………17 二、單身者 ………………………19 第三節 女性主管的生涯曲線 …………22 第三章 研究問題 ……………………………27 第四章 研究方法 ………………………………28 第五章 結果與討論 …………………………36 第一節 女性經理人的工作歷程 ……36 第二節 已婚女性經理人的家庭生活歷程 51 第三節 單身女性經理人的生活 ……66 第四節 女性經理人的生涯特徵 ………74 第六章 結論 …………………………………81 第七章 研究限制與建議 …………………85 參考文獻 ……………………………………87 附錄一：研究參與同意書 附錄二：訪談大綱 / Managers are often stereotyped as a man’s job in the public eye. Thus, female managers usually have to conceal their feminine characteristics and imitate their male colleagues’ behaviors in order to fit in the existing managerial culture. This may cause high pressure for them and make them lose their flexibility and energy. At the same time, married female managers are expected to be good wives and mothers. As for single females, although they can devote all their efforts to their work, the social support they have is less than married female managers. Many negative impressions are put upon them, such as people regarding them as too ambitious to be good women. To sum up, female managers are faced with many difficulties both in their work and family lives. This study would focus on how they deal with their demanding lives and how they evaluate themselves under traditional value system of our society. Four female executives- two of them are married, and the others are single- were interviewed in depth. Due to high pressures in the working environment, all four interviewees reported they tried to act like men in the beginning of being managers. Two of them (one is married, and the other is single) had a very difficult period in their careers. They felt extremely tired and anxious all the time. They were irritated because they were so worried about their performance that they became burnt out. Fortunately, they both left their work temporary and found ways of releasing the pressures so that they could get rid of the ‘ burn out’ syndromes and promote their quality of lives. The married interviewees’ life qualities depended on which family stages they were in. When the interviewees’ children were very young, they needed to spend lots of time and energy on being mothers. They reported that they were exhausted then, and could not handle so many requirements of different roles at the same time. But as their children grew up, the load of being mothers decreased. Meanwhile, as a manager for several years, they learned many problem-solving skills in their jobs, so they could take active strategies to solve the problems in their families. They felt they could manage these roles well now. It was also reported that the married interviewees’ family and work lives interacted with each other. Their work experiences could diffuse into their family lives. What they learned from the families could also help them deal with business. Different from the married interviewees, the single female managers mainly concentrated on their works. They still lived with their original family so they could get support from their parents and siblings. But they indeed got involved in their work too much that they started to ignore other aspects of their lives. One interviewee discovered that she was completely sensible and could not feel the emotions in her mind. She lost her feelings due to putting on professional mask for a long time. The other felt really unhappy in her thirties because of exhaustion. Now they both try to enrich their lives with things other than work. The four interviewees were not satisfied with themselves before. However, after reflecting the meanings of their lives in the middle age, they gained new insights about themselves. They all said they were satisfied with themselves now, despite being married or single, and all believed they would be better in the future.

Throughout the world, weather-related and other natural phenomena claim thousands of lives and devour billions of dollars annually in recovery efforts. Destruction of life and property in the wake of disasters is devastating, and can have a dramatic impact on families and businesses around the globe. Yet, published works specifically in the field of Family Resource Management (FRM) reveal a limited understanding of how families respond when these critical events strike with little or no warning, particularly for business-owning families. This paper explores family business responses to a particular natural disaster through case study research from the FRM perspective. Essentially, its purpose is to ascertain whether the FRM description of management is useful for family business systems in the wake of a natural disaster. A review of the FRM and family business literature is offered, followed by a broad description of qualitative methods and a justification for the case study methodology for this project. In-depth information about the successful management of a natural disaster was gathered through face-to-face and phone interviews with five leaders of family-owned businesses. The interviews were transcribed and analyzed, followed by member checks and peer reviews to strengthen the trustworthiness of the findings. Based on the experiences of the five CEOs that participated in this study, it appears that the FRM conceptualization of management generally captured their experience and can perhaps be a useful tool in conceptualizing the preparation for, and recovery from, critical events. It was also found, as anticipated, that access to tangible resources (money, materials, equipment) and intangible resources (communication processes, family unity, adaptability, relationships) was a key to successful management. What was somewhat surprising, however, was the emphasis placed on the power of relationships in the management process. A discussion on how this study relates to previous work on family stress and coping models is offered, and implications for researchers, practitioners, and government agencies that interface with families in business are provided. / Graduation date: 2003

This thesis analyzes the right to reconcile work and family responsibilities which is recognized as crucial in women&amp / #8223 / s participation in the labor market. When women can not fully enjoy their right to work due to the burden of unequal gender division of labor, they become more vulnerable to poverty and male violence which impede them from developing their basic human capabilities. States should acknowledge that this is a human rights problem which is deriving from women&amp / #8223 / s overburden as primary caregivers. In order to overcome this problem and transform the patriarchal structure of the market and the family / state intervention in the private sphere is required. Two alternative reconciliation models are examined. The first is the equality driven model that encompasses parental leave and childcare facilities, which necessitate positive intervention of the state and more likely to trigger structural change. The other is the flexibility or market driven model which is based on part-time work and homeworking strategies. They target women&amp / #8223 / s participation in the labor market without necessarily leading to any change in the gender divisionof labor. The effectiveness of these strategies is analyzed within a feminist jurisprudence method. While the focus is on the international framework, including the EU Member States, the specific case of Turkey is also considered. Given Turkey&amp / #8223 / s socio-economic particularities, childcare largely depends on kinship relations and social policies regulating women&amp / #8223 / s labor market participation are market driven. The data shows that women in Turkey do not equally enjoy their economic and social rights. Therefore, by examining the international framework for right to reconcile work and family responsibilities, it is hoped that a case can be made to call on Turkey to abide by its international obligations to grant this right.

Šiame darbe apibrėžiama palankios šeimai politikos sąvoka, išanalizuojamos pagrindinės palankios šeimai politikos priemonės ir jų taikymo galimybės Lietuvoje. Darbe siekiama atskleisti darbdavių požiūrį į darbuotojų, auginančių vaikus, šeimos ir darbo sferų derinimą. Pagal Barnett (1999) suformuotus teorinius darbo ir šeimos sąveikos modelius, darbe mėginama įrodyti, jog Lietuvoje darbdaviai remiasi požiūriu, kad darbuotojai turi palikti šeimos problemas už darbovietės ribų. Palankios šeimai politikos sąvoka darbe apibrėžiama kaip visuma priemonių, padedančių asmenims derinti darbo ir šeimos sferas. Šių priemonių įgyvendinimas priklauso ne tik nuo valstybės vykdomos valdžios sprendimų, bet ir nuo darbdavių požiūrio, motyvacijos taikyti palankios šeimai politikos priemones darbovietėse. Palanki šeimai politika yra įgyvendinama tuomet, kai taikomas visas komplektas priemonių, nukreiptų į šeimos ir darbo derinimo galimybes. Kuriant bei vykdant palankią šeimai politiką, susiduriama su lyčių, ypač moterų, lygybės klausimais, todėl priemonės turi būti nukreiptos į tai, kad visiems asmenims būtų suteiktos vienodos galimybės dalyvauti darbo rinkoje. Autorės atlikto tyrimo kiekybiniai apklausos rodikliai rodo gana teigiamą darbdavių požiūrį palankios šeimai politikos priemonių atžvilgiu, tačiau gauti kokybiniai rezultatai išryškina neigiamas darbdavių nuostatas į darbuotojų darbo ir šeimos derinimo sunkumus. Remiantis gautais kokybiniais duomenimis, taip pat galima daryti... [toliau žr. visą tekstą] / This study defines the concept of family-friendly policy, also analyzes the means of family-friendly policy and the practice of their implementation in Lithuania. Further more this work reveals the attitude of employers towards exertions of employees with children to reconciliation work and family. According Barnett (1999) theory of interaction model of work and private life this study verifies the hypothesis that employers want their employees leave their family problems out of work boundaries. Family-friendly policy is understood as those that facilitate a better work and family balance for individual employees. The implementation of means of family-friendly policy depends on legislative either the attitude and motivation of employers to build family-friendly workplace. Only the whole package of measures with great emphasis on gender equality can be an effective response to the conflict of work and family spheres. The quantitative data of author made survey shows fairly friendly attitude of employers towards family-friendly policy. Despite that, the qualitative results of the survey highlighting negative attitude of employers to in reconciliation of work and private lives of the employees. According to the finding it is worth to mention employers’ belief that generally women are required of the family-friendly workplace. It verifies the patriarchal attitude of employers to the gender roles in the family.

Thèse numérisée par la Division de la gestion de documents et des archives de l'Université de Montréal

“Although the subject of female leadership is very well documented at an international level, Pakistan still lacks enough research in this area. This scarcity of research gives rise to a commonly held belief that gender equality has been achieved in Pakistan which hides the gender stereotypes and discrimination practices still prevailing in the country.” “Digging into the experiences of thirty working women, this study examined the effect indigenous culture of Pakistan has in shaping their life experiences as well as career success. The study followed a qualitative research approach with phenomenological theoretical framework. Fifteen females were interviewed from urban areas and fifteen from rural areas to draw a holistic picture of indigenous culture of Pakistan and its effect on career success of females.” “Female participants of this study were interviewed on skype and the data gathered through these interviews was analysed using grounded theory approach. Interviews were taken in Urdu and transcriptions were prepared in English to conduct analysis for this study. Seven categories were initially developed through open coding, followed by three clusters through axial coding an lastly the study created a theoretical framework through selective coding. Findings of the study indicate that indigenous culture strongly effects the career success of working women in Pakistan. Based on thematic analysis, the study concludes that indigenous culture of Pakistan puts taboos on females in the form of family bevahior, expectations and the structurally enforced inferior status of females which effects their leadership skills negatively and restricts their career growth.” “Indigenous culture of Pakistan creates mobility issues for women which restricts the possibility to join better jobs at other places instead of their home town and it also effects expansion of entrepreneurial ventures by restricting females to their home towns. Apart from social mobility, culture restricts the decision making power of females which effects their self-recognition and vision development and other skills necessary to become a better leader. Females also face difficulty managing work and family life because of the uneven domestic work burden on females and the concept that woman is the caretaker of house no matter how tough her job gets. Single females don’t face the problem of managing house work and family life however they face issues such as social immobility, preference of male colleagues over them because of their perceived short work life, lack of decision making power and lack of self-confidence.” “The participants were of the view that despite of all the challenges brought by culture, they are still struggling for their career and fighting against the taboos put by culture.” “Respondents of this study agreed that their family support is most important factor for them to stand against the cultural taboos and pursue their dreams. Therefore, this study concludes that there is a strong need to change the mind-set prevailing in these societies that female is a creature who has to be agreeable and caretaker of family and who is responsible for saving relationships. Although efforts have been done to give women equal rights in Pakistan, these efforts will become more meaningful if general perception of society about women and their role starts to change which will require awareness programmes and cooperation from academic institutions and policy makers.” Page 4 of 97 Impact of Indigenous culture on Female Leadership in Pakistan “This study recommends a future research on the perception of males about female colleagues working with them in order to examine if males of countries like Pakistan are ready to accept female leaders. As this study was conducted on females only, for future it is recommended to examine the mind set of males of the society to draw a comparison between situation of females and impact of males mind set on this situation.”

鑑於現今社會對於員工工作與家庭責任平衡議題的關注，無論是社會政策或企業雇主，都越來越重視員工的家庭生活。然而，企業中所提供的友善育兒政策究竟能否確實地被需要的人使用，卻仰賴主管對於員工使用行為的支持態度。因此，本研究希望了解主管對友善育兒政策的態度以及影響主管對友善育兒政策支持態度的因素。 　　本研究以立意抽樣方式，於三所國立大學之EMBA發放問卷，另以滾雪球方式蒐集網路問卷，共獲得227份主管的有效樣本，研究結果為： 1、在主管個人變項中，僅年齡、婚姻狀況、是否撫養子女與總支持態度或各措施呈現顯著關係。35歲以下者僅對於育嬰假支持態度較高、已婚及未婚者較離婚者更支持公司托兒制度、無撫養子女者的總支持態度也高於有撫養子女者；性別則與支持態度未呈現顯著差異。 2、企業環境之變項中，包含企業規模、產業類型、是否成立工會、是否實施性騷擾防治政策、員工屬性以及企業中友善家庭文化的氛圍皆與總支持態度或各措施呈現顯著關係。任職於企業規模250人以上、金融業、實施性騷擾教育訓練、專業人員比例高或具備友善家庭文化企業之主管，呈現較高的支持態度。 3、主管認知與經驗變項中，主管過去對於友善育兒政策的使用經驗、對於政策的功能認知以及主管的性別意識亦與總支持態度或各措施呈現正相關。 　　研究最後針對政策、企業及未來研究提出建議，包含加強輔導中小企業實施友善育兒政策、了解企業未能實施友善育兒政策原因據以對症下藥、加強查察未落實之企業並加以嚴懲、邀請有使用經驗者於輔導講座中分享心得、營造使用者觀點的友善企業環境、對管理階層的家庭關懷再教育、設計創意的工作模式等。 / In accordance with the rising social awareness of work-family balance issue, governmental policies and employers are more concerned with employees’ family life. However, whether the childcare-friendly policy in the firm can be applicable for the employees in need or not depends largely on the attitude of their managers in the workplace. Therefore, the purpose of this study is to understand the managers’ attitude to childcare-friendly policy and the related factors influencing their attitude. A total of 227 valid samples from managers were collected through 2 means: (1) Purposive sampling in 3 EMBA classes in national universities and (2) Snowball sampling online. The findings are as follows: 1. Among all the related factors of the managers, only their age, marital status, and whether they have children on their own are significantly correlated with their supportive attitude towards the childcare friendly policy. Managers aging less than 35 years old only support on parental leave. Managers who are married or not married support on-site childcare more than the divorced ones. As for managers who don’t have children support friendly childcare policies more than those do. There is a not significant correlation between managers’ gender and their supportive attitude. 2. As for corporate environment factors, significant correlation to supportive attitude on child-care friendly policy exists with the scale of firm, the industrial classification of firm, union in existence, preventing policies of sexual harassment in place, the attribute of employee, and family-friendly culture. Managers who work in firms (1) with more than 250 employees, (2) positioned in finance industry, (3) implanting sexual harassment education (4) with high proportion of professionals and (5) family-friendly culture, have higher supportive attitude. 3. There are significant positive correlation between manager’s experience of utilizing childcare-friendly policies, their functional awareness of the policies, and their gender consciousness to their total supportive attitude among managers’ cognitive and experience measures. Lastly, there are some suggestions provided as follows. First, the government should enforce stronger supervision over small and medium enterprises on the execution of the policy, understand why some enterprises cannot implement the policy to devise solutions, inspect and pose proper punishment on enterprises not fully complying with the policy. Further, government should also invite experienced specialists to share their thoughts in sessions, create friendly corporate environment from user’s perspective, re-educate managers on family care, and design creative working modes and so on.

From our earliest history, gifted women from Sappho and Harriet Tubman to Eleanor Roosevelt and Nadine Gordimer have enhanced our lives through their gifts and accomplishments. Since many of these gifted women have succeeded in the face of almost insurmountable obstacles, it is often assumed that all gifted women will be able to achieve without outside help. However, many gifted women do not realize their potential and end up squandering their gifts in menial tasks, underpaid jobs, and unfulfilled lives. Thus, career development for gifted women is an essential task.For women who possess a variety of talents, one of the best ways to be fulfilled is through the balancing of multiple roles, such as family and work. Consequently, one aspect of career development, which is of great importance to gifted women in particular, is the decision about whether to engage in multiple roles and how to do so successfully. Since juggling multiple roles requires prior planning and serious commitment, one of the best ways to assist gifted young women in these tasks is to gain information about how the decision was made and determine their level of commitment to it. As with many career decisions, knowledge about, and encouragement for, particular choices may depend upon mentors and role models.Mentors and role models can be invaluable but their impact in helping with preparation for a lifestyle involving multiple roles is unknown. To determine who their mentors and role models are and how they affect attitudes toward multiple roles, 101 gifted high school women completed a demographics question and the Attitudes Toward Multiple Role Planning scale (ATMRP). Data were analyzed via frequency counts, chisquare, and MANOVA procedures.Contrary to expectations, study participants did not have significantly more role models than they did mentors nor was any one group mentioned most often as mentors and role models. As anticipated, most gifted young women did plan to combine family and paid employment in their lives. However, no significant group differences on the A'TMRP were found between those with mentors and role models and those without. Conclusions and implications are discussed. / Department of Counseling Psychology and Guidance Services

Behavioural and emotional problems in children have been linked with a number of deleterious effects for the child, their family and the community at large. Research has demonstrated that targeting parents through behavioural family interventions is an effective way of ameliorating the negative long term effects of early behaviour problems. A number of evidence-based interventions have been shown to be effective in reducing dysfunctional parenting practices and reducing the severity and intensity of behaviour problems however less than 10% of parents’ access parenting services and even fewer access evidence-based interventions. Some researchers now advocate that a population approach that emphasizes prevention rather than treatment and considers parenting in its broader ecological context is required to increase parental access to evidence-based parenting interventions and reduce population levels of disruptive behaviour problems. One important context that affects parenting is the workplace. Changing economic and demographic climates mean the majority of parents are now employed and must balance the competing demands of work and family commitments leading to increased levels of work and family conflict as functioning in one domain invariably effects functioning in the other. High levels of work and family conflict have been shown to increase psychological distress and dysfunctional parenting and are associated with a range of negative organisational outcomes such as increased turnover and absenteeism. Additionally, levels of work and family conflict are highest in parents of young children indicating that balancing work and parenting is particularly difficult at a point in a child’s life where there is greatest development plasticity. This thesis argues that one way to improve parents’ access to services and to reduce work and family conflict is to provide support to working parents in the form of a workplace parenting intervention. Such an intervention has the potential to ease the burden on working parents, increase parental access to evidence-based parenting support and reduce population levels of disruptive behaviour problems. This research comprises of a randomised controlled trial of Workplace Triple P, a variant of Triple P- Positive Parenting Program that is tailored to the specific needs of working parents. Two studies are presented. Study 1 examined the utility of a model that posits that the relationship between parental exposure to disruptive behaviour problems and occupational stress is mediated by family-work conflict. Data analyses supported the hypothesised model. The relationship between parental exposure to disruptive behaviour problems and occupational stress was fully mediated by family-work conflict. The results of this study provide a rationale for examining parenting in a workplace context by demonstrating that disruptive behaviour problems in the children of employees are related to higher levels of occupational stress and that reducing disruptive behaviour and family-work conflict should result in reductions in occupational stress. Study 2 built on the findings of Study 1 by evaluating the effectiveness of Workplace Triple P, a workplace parenting intervention that aims to assist parents to more effectively manage work and family demands. Using a sample of teachers balancing work and parenting commitments, a randomised controlled trial was conducted comparing Workplace Triple P to a waitlist control condition. Results indicated that participants who completed the Workplace Triple P intervention reported improvements in five key outcome areas: disruptive behaviour problems, parenting style and satisfaction, personal adjustment, work and family conflict and occupational wellbeing. Specifically, compared with participants in the waitlist control condition participants in the intervention condition reported that their child displayed lower numbers of disruptive behaviours and engaged in problem behaviour less frequently, that they themselves engaged less in verbose, over-reactive and lax parenting styles, that they felt more confident in dealing with a range of behaviour problems across a range of home and community settings and enjoyed parenting more. Participants in the intervention condition also reported lower levels of personal anxiety and depression. The intervention was also effective at improving work-related variables. Participants who completed the Workplace Triple P intervention reported lower levels of work-family conflict, family-work conflict and occupational stress, as well as reporting increased levels of occupational efficacy. No changes were reported for participants in the waitlist control condition. Participants in the intervention condition were reassessed at 4-months post intervention. Results indicated that all intervention gains were maintained. Together these studies contribute significantly to our understanding of work-family interface by providing insight into the mechanisms by which family life exerts an influence on occupational stress and by demonstrating that a workplace parenting intervention has the potential to improve functioning both family and occupational domains. The findings have significant implications for assisting parents more effectively manage work and family demands, for increasing parental access to services, and informing family-friendly policies and practices. Research, clinical and policy implications are discussed.