「部分工時工作」被視為是平衡婦女工作-家庭的策略之一。我國政府亦有意透過提倡部分工時工作來提升女性勞動參與率。在此一政策思維下，需更進一步探討，影響我國婦女選擇部分工時工作的因素為何？再者，部分工時工作是否能夠真正「促進」婦女就業？抑或是形成婦女就業的「陷阱」？ Hakim的偏好理論認為，現今婦女已經可以依據個人的自由意願選擇工作；且選擇從事部分工時工作的婦女，其偏好扮演家中照顧者的角色，對工作並無投入的熱忱。本研究發現，Hakim所稱的“home-centered”婦女，依據其所擁有的社會環境資源不同，會影響其執行個人偏好的能力，而使其工作-家庭傾向呈現異質性。且“home-centered”婦女大多並不認同傳統的家務角色，性別分工通常是在環境限制因素與父權體制下所形成。 我國現有的部分工時工作，大多缺乏工時彈性與勞動條件的平等待遇。在婦女教育程度普遍提升下，低就業品質的部分工時工作，不但無法滿足我國婦女的工作需求，亦可能使婦女落入低度就業的情形。政府應移除部分工時制度中的性別觀念，尊重勞工「個人」的工作與家庭需求，避免在性別迷思中，使部分工時工作成為女性就業的「陷阱」。 / “Part-time Job” has been seen as a solution for women to find a balance between their work and family. Government also wants to increase the labor participant rate of women by promoting them with part-time jobs. However, we need to figure out that what factors cause women to choose part-time job, and does part-time job really “improve” women’s employment or becomes an employment “trap” for them? Hakim’s “Preference Theory” refers that women could choose their works as their wills nowadays, and who choose part-time jobs prefer to play the role of “home” and lack of passion for work. This research finds out that women who Hakim called “home-centered” have heterogeneity with their work-home orientations. The ability to execute one’s preference depends on one’s possession of social resources, and “home-centered” do not identify themselves with the traditional “home role” for women. The gender division usually formed under the limitation in society and patriarchy. Most part of part-time jobs in Taiwan are inflexible in working hours and unequal labor standards. With the trend that women with higher education, the low employment quality of part-time jobs could not fulfill their expectations for work or they would get into underemployment situation. Government should remove the gender concept in promoting part-time work and consider the “personal” work-family needs to avoid part-time job becoming an employment trap for women under the myth of gender.

Au cours des dernières décennies, le thème de la conciliation travail-famille s’est taillé une place importante dans le discours populaire, médiatique et politique tant au Québec, dans les pays industrialisés que dans les organismes internationaux. L’expression désigne les défis que posent pour les individus, les couples, les familles, les milieux de travail et la société en général la relation nouvelle qui s’est développée entre ces deux sphères de vie avec le passage d’une société industrielle à une société dite postindustrielle. Ces défis perçus, ressentis, identifiés et définis différemment par l’un ou l’autre de ces acteurs se sont traduits par l’inscription de cette question à l’agenda politique des gouvernements, ici comme ailleurs. L’objet de la recherche est de comprendre les dynamiques entourant le développement des actions de l’État québécois sur le thème de la conciliation travail-famille. La recherche s’intéresse aux acteurs (Intérêts) qui ont participé aux processus de développement des mesures de conciliation travail-famille et au contexte Institutionnel qui encadre leurs interactions avec les décideurs. À ce titre, la recherche permet de vérifier si le développement de la politique familiale québécoise peut être situé dans ce qui a été désigné comme le « modèle québécois de développement ». La variable « Idée » complète le cadre théorique de l’analyse du développement de la politique de conciliation travail-famille au Québec selon l’approche dite « des 3 I ». / In recent decades, the topic of balancing work and family has earned an important place in popular discourse, media and politics in Québec, as well as in industrialized countries and in international organizations. The term refers to the challenges for individuals, couples, families, workplaces and society in general, and the new relationship that has developed between these two spheres of life with the transition from an industrial to a post-industrial society. These perceived challenges, identified and defined differently by each of these players have resulted in the inclusion of this issue on the political agenda of governments, both here and abroad. The purpose of this research is to understand the dynamics surrounding the development of actions by the Québec government on the issue of reconciling work and family. The research focuses on the actors (Interests) who participated in the process of developing measures to reconcile work and family and the Institutional environment in which they interact with policy makers. As such, research to verify whether the development of Québec's family policy can be located in what was designated the "Québec model of development." The variable "Idea" completes the theoretical analysis of the development policy of balancing work and family in Québec.

Abstract Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.

Cette thèse porte sur les dynamiques identitaires et plus précisément sur l'appréhension et la présentation de soi en tant qu'individu de genre masculin lorsque celles-ci posent problème au sens schutzéen du terme, au travers de l'étude de la transgression des normes de la division sexuelle du travail opérée par les pères « au foyer ». La thèse s'articule autour de trois chapitres principaux. Le premier (chapitre 4) se centre sur les réactions d'autrui a la paternité au foyer, telles qu'elles sont relatées par les pères interrogés. Le second (chapitre 5) met au jour les stratégies mises en place par les pères au foyer pour gérer le manque de légitimité auquel ils sont confrontés. Le troisième (chapitre 6) propose une analyse phénoménologique de l'appréhension genrée de soi. Au travers de cette thèse, c'est une nouvelle définition de l'identité de genre qui est proposée. / This thesis deals with identity dynamics and, more precisely, with masculine self-presentation and self-definition when these become problematic. This is done through the study of gender norms transgression operated by “at-home” dads. The three main chapters of the thesis are the following. Chapter 4 is focussed on peoples' reactions to at-home fatherhood, based on the accounts of housefathers. Chapter 5 analyses at-home dads' strategies to deal with the lack of legitimacy they are confronted to. Chapter 6 proposes a phenomenological analysis of gendered self-definition. Through this work, the author proposes a new definition of gender identity.

Cette thèse porte sur les dynamiques identitaires et plus précisément sur l'appréhension et la présentation de soi en tant qu'individu de genre masculin lorsque celles-ci posent problème au sens schutzéen du terme, au travers de l'étude de la transgression des normes de la division sexuelle du travail opérée par les pères « au foyer ». La thèse s'articule autour de trois chapitres principaux. Le premier (chapitre 4) se centre sur les réactions d'autrui a la paternité au foyer, telles qu'elles sont relatées par les pères interrogés. Le second (chapitre 5) met au jour les stratégies mises en place par les pères au foyer pour gérer le manque de légitimité auquel ils sont confrontés. Le troisième (chapitre 6) propose une analyse phénoménologique de l'appréhension genrée de soi. Au travers de cette thèse, c'est une nouvelle définition de l'identité de genre qui est proposée. / This thesis deals with identity dynamics and, more precisely, with masculine self-presentation and self-definition when these become problematic. This is done through the study of gender norms transgression operated by “at-home” dads. The three main chapters of the thesis are the following. Chapter 4 is focussed on peoples' reactions to at-home fatherhood, based on the accounts of housefathers. Chapter 5 analyses at-home dads' strategies to deal with the lack of legitimacy they are confronted to. Chapter 6 proposes a phenomenological analysis of gendered self-definition. Through this work, the author proposes a new definition of gender identity.

This thesis consists of four empirical studies on women and men in European labour markets. Study I examines effects of the sex of the immediate supervisor on the time men and women spend in initial on-the-job training (OJT) in Sweden. The results show that men receive longer initial OJT than women do, but men’s time in training is independent of the supervisor’s sex. For women in the private sector, the chances of receiving long initial OJT are higher if the immediate supervisor is a man. Study II analyses effects of labour market institutions on the quality of part-time work by comparing the skills and autonomy of female part-time jobs in Britain and Sweden. The results show that female part-time employees in Sweden hold positions of higher skill and have more autonomy compared to their equivalents in Britain. Both British and Swedish part-time employees face relative disadvantages when compared to female full-time workers. Study III examines associations between maternal employment policies and wage penalties for mothers by skill in 10 European countries. The results indicate that, net of variation in female labour force participation, extensive publicly funded childcare is associated with a modest decrease in the motherhood wage penalty, regardless of skill. By contrast, paid maternity leave is weakly associated with a larger motherhood wage gap in less skilled jobs only. Study IV examines the extent to which women’s opportunities to attain positions of high workplace authority are related to maternal employment policies, such as paid parental leave and part-time work. Based on data from 25 European countries, the results show that a high proportion of women working long part-time hours is associated with a wider gender gap in the attainment of high authority positions, to the disadvantage of women. However, paid parental leave appears to be unrelated to the gender authority gap. / At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Manuscript. Paper 2: In press. Paper 3: Manuscript. Paper 4: Manuscript.

Au cours des dernières décennies, le thème de la conciliation travail-famille s’est taillé une place importante dans le discours populaire, médiatique et politique tant au Québec, dans les pays industrialisés que dans les organismes internationaux. L’expression désigne les défis que posent pour les individus, les couples, les familles, les milieux de travail et la société en général la relation nouvelle qui s’est développée entre ces deux sphères de vie avec le passage d’une société industrielle à une société dite postindustrielle. Ces défis perçus, ressentis, identifiés et définis différemment par l’un ou l’autre de ces acteurs se sont traduits par l’inscription de cette question à l’agenda politique des gouvernements, ici comme ailleurs. L’objet de la recherche est de comprendre les dynamiques entourant le développement des actions de l’État québécois sur le thème de la conciliation travail-famille. La recherche s’intéresse aux acteurs (Intérêts) qui ont participé aux processus de développement des mesures de conciliation travail-famille et au contexte Institutionnel qui encadre leurs interactions avec les décideurs. À ce titre, la recherche permet de vérifier si le développement de la politique familiale québécoise peut être situé dans ce qui a été désigné comme le « modèle québécois de développement ». La variable « Idée » complète le cadre théorique de l’analyse du développement de la politique de conciliation travail-famille au Québec selon l’approche dite « des 3 I ». / In recent decades, the topic of balancing work and family has earned an important place in popular discourse, media and politics in Québec, as well as in industrialized countries and in international organizations. The term refers to the challenges for individuals, couples, families, workplaces and society in general, and the new relationship that has developed between these two spheres of life with the transition from an industrial to a post-industrial society. These perceived challenges, identified and defined differently by each of these players have resulted in the inclusion of this issue on the political agenda of governments, both here and abroad. The purpose of this research is to understand the dynamics surrounding the development of actions by the Québec government on the issue of reconciling work and family. The research focuses on the actors (Interests) who participated in the process of developing measures to reconcile work and family and the Institutional environment in which they interact with policy makers. As such, research to verify whether the development of Québec's family policy can be located in what was designated the "Québec model of development." The variable "Idea" completes the theoretical analysis of the development policy of balancing work and family in Québec.

本研究旨在探討國小教師之工作-家庭平衡、正向情緒、組織公民行為之關係，並探究正向情緒在工作-家庭平衡與組織公民行為之間是否具有中介效果。研究採用問卷調查法，以新北市公立國小教師做為樣本母群體，採用分層隨機抽樣，抽出64所小學共計760位受試者，回收有效問卷616份，所得資料分別以描述統計、t考驗、單因子變異數分析、Pearson積差相關、迴歸分析、Sobel檢定等統計方法進行研究，根據研究結果加以分析歸納，研究結論如下： 一、新北市國小教師工作-家庭平衡屬中高程度，WFC高於FWC、FWE高於WFE。 二、新北市國小教師正向情緒屬中高程度。 三、新北市國小教師組織公民行為屬於中高程度，以OCB-I最高。 四、婚姻狀況、未滿18歲子女數、服務總年資、學歷、現任職務在WFC上有顯著差異；性別、年齡、婚姻狀況、未滿18歲子女數、服務總年資、學歷、現任職務在FWC上有顯著差異；年齡在WFE上有顯著差異；現任職務在FWE上有顯著差異。 五、學歷、現任職務在整體OCB上有顯著差異；未滿18歲子女數、現任職務在OCB-I上有顯著差異；性別、年齡、婚姻狀況、服務總年資、學歷、現任職務、學校規模在OCB-O上有顯著差異；現任職務在TASK上有顯著差異。 六、學歷在正向情緒上有顯著差異。 七、工作-家庭平衡教師在正向情緒、OCB-I、TASK、整體OCB顯著高於非平衡教師。 八、「工作-家庭增益」與正向情緒對組織公民行為具顯著相關及預測力。 九、正向情緒在「工作-家庭增益」與組織公民行為間具有部份中介效果。 最後，根據研究結果提出建議，以供學校校長、教師及後續研究之參考。 / The purpose of this study is to investigate the relationship between teachers’ work-family balance, positive emotion and organizational citizenship behavior (OCB) in elementary school. Furthermore, the mediation of positive emotions on work-family balance and OCB was examined. A survey research was conducted using a sample of elementary school teachers in New Taipei City. Data from a sample of 616 teachers within 64 schools was analyzed and processed with the methods of descriptive statistics, t-test, one-way ANOVA, Pearson correlation, multiple regression analysis and Sobel test. The major findings of this study are as follows: 1. Teachers’ work-family balance is above average and WFC higher than FWC, FWE higher than WFE. 2. Teacher’s positive emotion is above average. 3. Teacher’s OCB is above average, “OCB-I” ranks the top. 4. Five demographic variables, including marriage, children under the age of 18, total serving years, education and position show significant differences in work-to-family conflict. Seven demographic variables, such as gender, age, marriage, children under the age of 18, total serving years, education and position, show significant differences in family-to-work conflict. One demographic variable, age, shows significant differences in work-to-family enrichment. One demographic variable, position, shows significant differences in family-to-work enrichment. 5. Two demographic variables, education and position, show significant differences in OCB. Two demographic variables, including children under the age of 18 and position, show significant differences in OCB-I. Seven demographic variables, including gender, age, marriage, total serving years, education, position and school classes, show significant differences in OCB-O. One demographic variable, position, shows significant differences in TASK. 6. One demographic variable, education, show significant differences in positive emotion. 7. Teachers with work-family balance are higher at positive emotions, OCB-I, TASK, and OCB than others. 8. Work-to-family enrichment and positive emotion are positively correlated with OCB. 9. Positive emotion as a mediator of the work-family enrichment and OCB. Based on the results of the research, suggestions for school principals, teachers and future related studies are proposed.

Cette thèse porte sur la genèse de la politique familiale en Corée du Sud. Cette recherche présente dans un premier temps comment les mesures politiques en direction de la famille se sont développées depuis les années 1990. La démocratisation politique et sociale de la société coréenne a entraîné l’apparition de lois et de dispositifs dans le domaine de l’égalité entre les sexes et de la conciliation entre vie familiale et vie professionnelle. Le phénomène de la baisse de natalité était plus directement à l’origine de la naissance de la politique familiale dans les années 2000. Malgré le retard notable, le domaine de la politique familiale a évolué rapidement. Le ‘centre du soutien pour la famille saine’ est un exemple significatif et également symbolique de cette évolution récente, avec toutes ses limites. Malgré les efforts de l’Etat, ce centre affiche de nombreuses lacunes. Les dépenses réelles d'aides aux ménages sont faibles et les centres se contentent d'apporter un soutien d'ordre moral et préventif. On constate également la vulnérabilité de la condition des femmes dans leur travail professionnel et l’inégalité entre les femmes. Une minorité de femmes peuvent bénéficier du progrès acquis dans ce domaine. La dernière partie de la thèse situe le cas coréen dans les comparaisons internationales. Dans cette perspective, les typologies de la politique familiale et les expériences d’autres pays comme la France, le Japon, ou les pays d’Europe du Sud sont examinées. On peut constater le caractère résiduel des politiques menées en Corée du sud. Si la politique familiale y est désormais devenue explicite, elle demeure très limitée. L’auteur souligne donc le caractère limité de l’effort de l’Etat qui s’explique, en partie, par le maintien absolu du principe de la solidarité intrafamiliale. La raison de cette limite de la politique familiale réside en somme dans sa finalité même. Les institutions dans le domaine de la famille n’ont pas pour objectif de s’attaquer à l’origine des maux familiaux, mais d’aider les familles à les résoudre eux-mêmes ou en s’appuyant sur les réponses du marché. / This doctoral thesis deals with the genesis of family policy in South Korea. In the first chapter, we discuss in which context policies in support of family have appeared in Korea since 1990’s. It’s a political and social democratization which brought about the expansion of laws and regulations in the fields of gender equality and work-family balance. The decrease of birth rate influenced more directly the development of family policy in 2000’s. Despite its late development, family policy progressed rapidly. The ‘healthy family support center’ is a symbolic example of this recent change. However, despite of state’s efforts, this center is flawed. The direct financial support for inhabitants is too weak and the centres only offer moral and preventive supports. Women are still facing vulnerable conditions in their job and inequality between women is still important. Few women can benefit from this new development in family policy. The last part of the thesis positions South Korea in the comparative literature. In order to do this, diverse typologies of family policy and experiences of different countries like as France, Japan and South Europe are examined. In short, we can see residual characteristic of Korean welfare system. From now on, the family policy in South Korea became explicit, but still very limited in its applications. The thesis notes the limited effect of public interventions in the domain of family. Among the main reasons, the author underlines the maintenance of family support obligation principle. The reason of the limits of Korean family policy lies in its purpose itself. Main institutions of the field of family do not aim to attack the roots of family problems, but to help the family to solve them herself or through the market.

Doctor of Philosophy / Psychological Sciences / Patrick A. Knight / Satisfaction with work-family balance is a relatively new construct that differs from other work-life constructs in several ways: it is not focused on conflict between work/family domains, does not include cross-domain transfer processes, has no directional implications, and is not multidimensional. The current study has three purposes: 1. Examine work-family balance issues for both blue-collar and white-collar employees, as the literature has focused mainly on white-collar employees. 2. Examine relationship between technology and satisfaction with work-family balance. 3. Assess how role salience influences satisfaction with work-family balance. Participants were recruited and compensated for completing a 60 item online survey via Qualtrics. Blue-collar participants were recruited from manufacturing industries, while no industry was specified for white-collar employees. The sample consisted of 210 participants (105 blue-collar, 105 white-collar). Several checks were included throughout the survey to ensure data quality. Two hierarchical regression analyses were conducted. The first regression revealed that boundary control and autonomy predict satisfaction with work-family balance, while employee type and boundary interruptions do not. Boundary control, family identity, and stress significantly predicted satisfaction with work-family balance in the second regression, while boundary interruptions, work identity, hours worked, and technology use did not. Results indicate white-collar workers have higher satisfaction with work-family balance, lower stress, and lower turnover intentions compared to blue-collar workers. Results also reveal that technology use to complete work outside of work hours is significantly and positively related to stress. Nearly half of participants report feeling expected to utilize technology to complete work outside of work hours. In addition, while it was hypothesized that those higher on family identity would have lower satisfaction with work-family balance when they used technology outside of work hours, worked longer hours, and had more frequent boundary interruptions than would those lower on family identity, the opposite effect was found for each of these variables. Implications of the study include: 1. Organizations may improve employee satisfaction with work-family balance by increasing autonomy and boundary control. 2. Employees may improve satisfaction with work-family balance by taking time to de-stress from work and limiting use of technology to complete work outside of work hours.