Cette thèse vise à mieux comprendre les choix des femmes et des hommes dans le domaine professionnel, pour mieux comprendre et dépasser la pérennisation des inégalités professionnelles entre les sexes, en particulier dans la Fonction Publique Territoriale, système organisationnel qui se veut neutre et égalitaire par définition. Une série de travaux réalisés dans le cadre d'une CIFRE visent la mise en place d'un dispositif interne de promotion de l'égalité professionnelle entre les femmes et les hommes sous forme de projet transversal.Sur le plan théorique, nous avons articulé la théorie de la catégorisation sociale et celle des représentations sociales (Moscovici, 1961). Nous observons les effets des variables de sexe, de genre – e.g. l'identification aux stéréotypes de genre (Bem, 1974) -, de statut hiérarchique et de filière d'emploi sur les représentations sociales de l'égalité hommes-femmes, de la réussite professionnelle et de la compétence. Nous utilisons l'analyse catégorielle et prototypique (Vergès, 1992) et l'analyse discriminante intergroupes (Doise et al., 1992). De plus, nous analysons l'effet du genre en interaction avec le sexe notamment sur la conciliation entre vie professionnelle et vie privée. Nos résultats révèlent la nécessité de prendre en compte certains facteurs culturels tels que les stéréotypes de genre et les représentations sociales pour expliquer les différences sexuées dans le domaine professionnel. Enfin, nous discutons nos résultats pour les inscrire dans une dimension sociétale et idéologique dont certains éléments peuvent servir d'espace de négociation des valeurs du féminin et du masculin dans la division sexuelle du travail. / This thesis aims to better understand men and women's choices in the workplace, to better understand and overcome the perpetuation of professional gender inequalities in the public sector, as this organizational system is supposed to be neutral and equal by definition. This work, composed of a series of studies, was carried out under a convention to establish an internal device for promoting equality between men and women as a cross-cutting project.On the theoretical aspect, social categorization theory and social representation theory (Moscovici, 1961) are articulated. We analyze the effects of sex, gender – e.g. gendered stereotypes identification (Bem, 1974) - hierarchical status and job sector on social representations of gender equality, professional success and competence. We use categorical and prototypical analyses (Vergès, 1992) and discriminant analysis (Doise et al., 1992). In addition, we analyse the effect of gender in interaction with sex on work and private life balance. Our results reveal the need to take into account cultural factors, such as gender stereotypes and social representations, in order to explain the gender gap in the professional field. Finally, we discuss our results at a societal and ideological level which contain elements that can be used to negotiate feminine and masculine values in the sexual division of labor.

Made available in DSpace on 2014-12-17T14:52:48Z (GMT). No. of bitstreams: 1 ElviaFT_DISSERT.pdf: 1717706 bytes, checksum: 50527d3fe910ed3ef6e674dc7f8f8968 (MD5) Previous issue date: 2009-12-09 / Information Age has been providing accelerated development of technologies in teaching, which is making the increase in distance courses and flexibility in the tutors everyday work. In this context, it was aimed to study the influence of flexible work in the development of activities and personal life of the tutors in Distance Education at Universidade Federal do Rio Grande do Norte. More specifically, they have been sought to compare the types of flexibility detected, identifying the extent of the day's work in mentoring; investigating the relationship between flexible working time and productivity; evaluating the Quality of Working Life (QWL) and for Work and Family Relationship of the tutors. Thus, work is justified by the importance of academic and organizational achievement. To meet the goals, it was obtained a sample of 75 respondents (45.73% of the population). The data collection instrument was comprised of 48 variables mainly based by Walton (1975) and Paschoal, Tamayo and Barham (2002). The statistical techniques used were: analysis of frequency, ratio test, factor analysis and regression. The results collected have shown that the presence and distance tutors experience similar realities, but have different profiles; the day of their work is on average three hours daily; in view of the tutors, flexibility has a relation with the production, QWL work-family balance were evaluated in a satisfactory manner and the statistical techniques used have shown significant influence between the QWL and flexible working day. It is therefore concluded that flexibility at work can influence the development of activities and personal life of the tutors. Thus, the flexible working day may be used in a strategy way of routine in many organizations / A Era da Informa??o vem proporcionando o desenvolvimento acelerado das tecnologias na doc?ncia, o que est? viabilizando o aumento de cursos ? dist?ncia e a flexibilidade na jornada de trabalho dos tutores. Nesse contexto, objetivou-se estudar a influ?ncia do trabalho flex?vel no desenvolvimento das atividades e na vida pessoal dos tutores na Educa??o ? Dist?ncia da Universidade Federal do Rio Grande do Norte. Mais especificamente, buscou-se comparar os tipos de flexibilidade detectados; identificar a extens?o da jornada de trabalho na tutoria, investigar a rela??o entre o hor?rio flex?vel e a produtividade, avaliar a Qualidade de Vida no Trabalho (QVT) e a Rela??o Trabalho e Fam?lia dos tutores. Diante disso, o trabalho justifica-se pela relev?ncia dos resultados alcan?ados no meio acad?mico e organizacional. Para atender aos objetivos obteve-se uma amostra de 75 respondentes (45,73% da popula??o). O instrumento de coleta de dados foi composto por 48 vari?veis fundamentadas principalmente em Walton (1975) e Paschoal, Tamayo e Barham (2002). As t?cnicas estat?sticas utilizadas foram: an?lise de freq??ncia, teste de propor??o, an?lise fatorial e regress?o. Os resultados coletados demonstram que os tutores presenciais e a dist?ncia, vivenciam realidades semelhantes, por?m apresentam perfis distintos. A jornada de trabalho deles ? em m?dia tr?s horas di?ria. Na vis?o dos tutores, a flexibilidade apresenta rela??o positiva com a produ??o. A QVT e o equil?brio trabalhofam?lia foram avaliados de modo satisfat?rio e as t?cnicas estat?sticas aplicadas demonstraram influ?ncia significativa entre a QVT e as horas de trabalho flex?veis. Assim, conclui-se que a flexibilidade no trabalho pode influenciar o desenvolvimento das atividades e a vida pessoal dos tutores. Desse modo, a jornada flex?vel de trabalho pode ser utilizada de modo estrat?gico no cotidiano de muitas organiza??es

Magister Commercii - MCom / Research indicates that approximately fifteen years ago there were over three (3) million dualcareer couples representing 20% of dual-worker couples. It is expected that the amount of dual-career couples will continue to increase, as most college students, both men and women, anticipate participating in a career as well as in a family (Spiker- Miller & Kees, 1995).Individuals and organizations are confronted with a hyper turbulent environment and individuals are also faced with a myriad of challenges and adversity in their work and personal lives. Due to the economy and the changing needs of individuals, today very few families reflect the configuration of a typical family (a husband who worked outside the home, a wife who fulfilled the duties of homemaker and child-carer), as both partners are normally employed. The dual-career couple phenomenon has added to the pressure of managing multiple demands and has a considerable impact on the nature of people's careers(Greenberg & Baron, 2003). Dual-career couples‘ career advancement is largely affected by the career barriers they perceive to encounter. The perceptions of career barriers encountered differ from one couple to another based on factors such as: age, race and parental demand(children). Differences may also exist between partners in a dual-career relationship based on their gender.Most studies that have been conducted have looked at work-life balance of dual-career couples or have focused on the problems dual-career couples face solely from the woman‘s perspective. The aim of this study is to look at dual-career couples not only from female‘s perspective and to tap into their perceptions regarding career barriers encountered in the workplace. The findings could help organisations realize the importance of assisting dualcareer couples and how they could improve their career development. Dual-career couples therefore warrant attention as a special group seeing as the career salience, strategies and transitions of one partner inevitably affects those of the other, which could also have repercussions for their employers (Smith, 1997).A self-developed Demographic Questionnaire and the Career Barriers Inventory (Revised) was used to gather the data. The research was conducted within a large retail organisation. The sample comprised of men and women, permanent and contract employees within the following departments: Human Resources, Marketing, Logistics, Finance, Group Merchandise Procurement (GMP), Buying, Sourcing, Audit, Planning and Group Services.The sampling procedure that was utilised was non-probability sampling. Statistical analyses involved descriptive statistics (Frequencies, Means and Standard deviations) and inferential statistics (T-Test and Analysis of variance). The study revealed that the most highly rated career barriers which respondents perceived to experience or which affected their career advancement were multiple-role conflict, decisionmaking difficulties, sex discrimination and racial discrimination. Whilst, the career barriers which were rated the lowest by respondents included disapproval by significant others, disability/health concerns and discouraged from choosing non-traditional careers.Furthermore, the findings indicated that the perceptions of dual-career couples based on gender regarding career barriers in the workplace is partially accepted because there are statistically significant differences regarding the perceptions amongst females and males in terms of lack of confidence as a career barrier. The hypothesis proposing that there are significant differences in the perceptions of dual-career couples who have and those who do not have children, is partially accepted, as there was a statistically significant difference regarding disapproval by significant others. The findings for the perceptions of dual-career couples based on race regarding career barriers in the workplace is partially supported because significant differences were found for the following career barriers: difficulties with network/socialisation, lack of confidence and race discrimination based on employees‘ race.Lastly, significant differences in the perceptions of dual-career couples based on age regarding career barriers in the workplace was rejected, as no significant differences regarding career barriers based on employees‘ age were found.Amongst others, a limitation of this study is evident. The study may lack generisability as the sampling procedure used was non-probability sampling and only included those employees who were easily accessible. Additionally, a quantitative study was used by making use of questionnaires, but no observation or interviews were used. The present study also only focuses on the differences in perceptions of dual-career couples, based on biographical factors such as; gender, age, number of children (parental demands), race and age. Ideally all research should have a broad speck of people or participants, to ensure higher generalizability.In an effort to deal with the limitations of the current study, the following are recommended, future research should use a large proportionate stratified random sample as this would allow the findings to be reliably generalised to the population. A combination of both quantitative and qualitative methodology would help to develop detailed understanding of dual-career couple‘s and their differences in perceptions of career barriers.It is important for organisations to have continuous negotiations with employees in order to integrate the demands of the organisation and the career needs of its employees. Furthermore,they should respond to the shifting demographics by adopting voluntary policies such as alternative work schedules and child and elder care assistance to help workers meet family needs, which in turn will be beneficial to the organisation by attracting and retaining the best talent.

This work represents one of the first detailed views on psychological aspects of work-family relationship in our country. I was interested in the relationships between various factors from work and family domains and the part they have in predicting work-family and family-work conflict. The aim of the reseach was to investigate direct relations of variables representing objective engagement of the individual in work and family areas. From the variables influencing the individual on the work side of the work-family interface we focused on work load, work hours, frequency of business trips and work status of the employee as antecedents of WFC. On the family side of the border we were interested in the influence of factors of primary childcare and household resposibilites, family work hours, number and age of children on FWC. Besides, we also focused on direct and mediation role of family-friendly organizational culture, family-friendly benefits used, work/family salience and sense of control over one's work on the relationship between objective role engagement variables and WF interference. We tested for differences between groups of individuals according to sex, partner and parental status and also how work, family, demographic and family-friendly org. culture variables relate to the forms of WFC....

The COVID-19 pandemic has been a great challenge, especially for families. We aimed to analyze the impact of the pandemic on childcare for and the work–family balance of pediatric surgeons in Germany. An anonymized questionnaire on the working and familial situation before and during the COVID-19 pandemic was sent to the members of the German Society of Pediatric Surgery and trainees in pediatric surgery (April–July 2021). One-hundred-fifty-three participants (59% female) completed the questionnaire. A total of 16% of the males and 62% of the females worked part-time. Most (68%) had underage children. During the COVID-19 pandemic, 36% reported a decrease in patients and interventions, and 55% reported an increase in the organizational workrelated burden. Childcare for underage children during lockdown was organized mainly with the help of institutional emergency childcare (45%), staying home (34%), one parent working from a home office (33%), or staying home by themselves (34%). Before the lockdown, 54% reported a good work–family balance. During the lockdown, this worsened by 42%. Most of the families had to organize themselves. Different means such as a home office, flexible working hours, and different models for childcare can help to improve the situation.

This study investigated the subjectively constructed narratives of how veterans’ retrospective experiences of trying to balance career and parental roles. Narrative-oriented inquiry (NOI), which has not been used as a framework in previous research within the area of work-family balance in general and within research involving military families more specifically, was the primary orienting methodology in the current study. Five veterans, all male and who currently reside in the area of Victoria BC, participated in the process of co-constructing their individual 1st-person narratives with the primary researcher. The six stages of Arvay’s (2002) Collaborative Narrative Method were used as the guiding framework for the creation of these narratives. Implications that came out of these narratives in regards to future research and counselling practice are also discussed.

隨著女性大量投入勞動就業市場，家庭結構的轉變，核心家庭中的雙薪家庭盛行，兒童照護將不再是女性責任。托兒問題加上少子女化的現況，也已成為目前國家安全的重要課題。 本研究之研究途徑採用「行為研究途徑」，研究方法係採文獻探討法及問卷調查法，樣本來源以北、中、南勞工密集的工業區或科學園區鄰近的12家托育機構為主，總共發出500份問卷，回收443份問卷，刪除無效問卷42份，問卷有效回收率80.2%，分別以描述性統計、t檢定、單因子變異數分析、皮爾遜積差相關及多元迴歸分析等統計方法來探討各變項間之關係。 本研究結果發現： 一、企業提供彈性工時（地點）、托育津貼、員工親職教育活動、員工優質托育機構與資訊的選擇、組成員工托育的成長團體或支持團體對於「工作與家庭平衡」結果顯示有差異，另外，企業提供托兒福利措施中，「產假（陪產假）」對於「員工工作績效」結果顯示沒有差異。 二、企業托兒福利使用程度對於工作與家庭平衡與員工工作績效有顯著相關，並且有預測力。 三、工作與家庭平衡對於員工工作績效有顯著相關，並且有預測力。 四、工作與家庭平衡在企業托兒福利使用程度與員工工作績效之間產生中介效果。 / Nowadays, the structure of family has been changed because the huge numbers of woman are working in labor market. There are many dual-earner household among of nuclear family. Taking care of children is no longer the responsibility of woman, therefore, the current situation of childcare and low fertility have been the most important issues of national security. Behavioral research approach and the method of literature review and structural questionnaire method have been used in this study. The targets of samples included 12 child care institutions which are located in the work-intensive industrial or the neighboring science park among the area of north, middle and south of Taiwan. A total of 500 questionnaires were issued, 443 questionnaires have been recovered, 42 questionnaires are invalid which have been deleted. The effective rate of questionnaire is 80.2%. To find out the relationship among these materials, the method of Descriptive Statistics, t Test, One Way Analysis of Variance, Pearson, Product Moment the Correlation, Multiple Regression have been used in this study. The results showed that: 1. It affects work-family balance if the enterprise provides: flexible working hours (location), child care allowance, the activities of staff parenting education , the information of choosing a quality child care institution and the growth or support group composed of staff. In addition, the result shows that there is no difference if the enterprise provides "maternity leave, (paternity leave)" which is one of the measures of child care welfare. 2. It will affect and predict work-family balance and job performance if the enterprise provides corporate child care. 3. It exists remarkable relationship between work-family balance and job performance. The relationship is also predictable. 4. Work-family balance has become the mediation role of corporate child care and job performance.

Family policy andreproductive behaviour in the VisegradGroup states after 1990 Abstract In post-communist countries, the fertility decline has been already subjected in many researches. Aim of this diploma thesis is to analyse trends in fertility and family policy in the Visegrad countries. The goal was to find out how the post-1990 approach on family policy and response to changing social conditions differed in the Czech Republic, Hungary, Poland and Slovakia. The study describes settings for each family benefits including the changes in the examined period of 1990-2013. On that basis 5-year periods were defined and assessed. The fertility analysis is focused on the total and completed fertility rate and also by parity and age-specific fertility rates. The period effect was estimated using age-period-cohort (APC) models which decompose fertility rates for age, period and cohort effects. Models were based on fertility of women aged 25-49 years in the Czech Republic, Hungary and Slovakia. Results in all three countries suggest that the decline in fertility in 1995-1999 wasa reaction to the changing socio-economic conditions in 1990-1994. However, the negative effect of this period was mitigated by changes in the distribution of cohorts. The period 2000-2004 has brought many positive changes that were behind...

The submitted text examines the relation between work-family balance policies and social construction of mothers with children under four years of age. The first part of the thesis outlines the context of work family balance. The research is positioned in the perspective of the theory of social construction of target population by Ingram and Schneider. The following chapter is devoted to the research methodology used throughout the analytical part of the thesis. The analytical part presents answers to questions regarding policy design, framing of the work family balance, stereotypes and social construction of mothers with children under the age of four.

Balancing the work and family domains is an ongoing concern for men and women in dual-earner relationships. However, most of the research studies that have explored work-family balance, have been conducted within the North American context using highly educated middle-class couples. Furthermore, no known South African studies have explored work-family balance experiences and strategies based on the couple as a unit. The aim of this study is therefore to understand how middle-class South African dual-earner couples experience and pursue work-family balance. A sample comprising ten multi-racial, middle-class, heterosexual dual-earner couples with children, who work in different employment sectors, and reside in Cape Town, South Africa, were selected purposefully through the use of convenience and snow-ball sampling techniques. The interpretive approach located within the qualitative paradigm was employed to understand the subjective experiences of couples through the method of semi-structured conjoint interviews. All conjoint interviews were audio-recorded and transcribed for later analysis. Patterns and themes within the data were identified using thematic analysis and later organised through the use of thematic networks. Two organising themes were uncovered for the global theme "subjective experiences of work-family balance amongst dual-earner couples", namely that work-family balance is a unique experience, and that work-family balance is a dynamic process. Furthermore, the data analysis revealed ten organising themes for the global theme "strategies dual-earner couples use to pursue a work-family balance", namely that striving towards an egalitarian marital relationship helps to promote couples' experience of work-family balance; proactively structuring opportunities for time with family contributes to a balanced work and family life; accessing familial and paid support promotes feelings of being successful in balancing work and family roles; shared planning and organisation facilitates a better balance of work and family roles; living within means relieves couples of unnecessary financial stress; creating opportunities for "alone time" supports couples' work-family balance; work validation and satisfaction encourages greater experiences ofwork-family balance; having the ability to control one's schedule ensures greater freedom to transition between work and family domains; setting boundaries around work and family domains helps couples maintain their balance; and relying on faith to cope with work and family stressors leads to a more balanced life. Each organising theme contained several basic themes which were discussed in relation to previous literature and/or research studies. / Psychology / M.A. (Psychology)