Thesis (Ph. D.)--Georgia State University, 2007. / Title from file title page. JoAnna F. White, committee chair; Gregory Brack, Catherine Brack, Catherine Chang, committee members. Electronic text (119 p.) : digital, PDF file. Description based on contents viewed July 11, 2008. Includes bibliographical references.

Thesis (Ph.D.)--George Mason University, 2009. / Vita: p. 94. Thesis director: Eden B. King. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Psychology. Title from PDF t.p. (viewed June 10, 2009). Includes bibliographical references (p. 89-93). Also issued in print.

Thesis (Ph. D.)--University of Hong Kong, 1995. / Includes bibliographical references (leaf 408-428).

Magister Psychologiae - MPsych / Women's roles in the workplace have increased but expectations within their family roles have not diminished. Work-family conflict (WFC) occurs when work and family roles are mutually incompatible in some respect. Mothers' representations of their own particular personal contexts seem largely absent from the cultural iconography and so motivations for the study included bringing to light the phenomenological experiences of contemporary full-time working mothers by developing a rich description of their lived experience. These ideas have not been widely explored in South Africa. The study aimed to explore how full-time working mothers experience work-family conflict, including how they conceptualise their dual roles, how salient each role is to them, the factors in the work and family domains which are particularly pertinent for them and any coping strategies they might employ. The study used as a theoretical framework the model of work-family conflict developed by Greenhaus and Beutell in 1985, together with an extension from the work of Amstad, Meier, Fasel, Elfering and Semmer in 2011. The study used a phenomenological methodology. Eight middle-class, professional, full-time working mothers from the Southern Suburbs and City Bowl of Cape Town were interviewed individually, using a semi-structured interview schedule. A qualitative paradigm was used to analyse the interviews. Emotional and cognitive repercussions of WFC were many, including feelings of unsustainability. Some participants acknowledged a need to compromise in order to cope, but the current normative messages are not conducive to this. Participants aspire, not to stop working, because the role of worker is regarded as important for self-definition, but to reduce their overall load. The generalisability of this study was reduced because of its localised ambit, its small size and some similarities in socio-economic profile among the participants. Future studies could further explore the choices or strategies which are successful in reducing WFC.

Corporate culture does not allow for talented women to return to the workplace or continue to operate effectively in the workplace whilst managing their domestic responsibilities. This is directly influencing the retention and progression into senior positions of female talent (Baggallay, 2011). While the above statement may be a narrow view considering shifts in many companies' policies aimed at supporting work-family balance, working mothers still have many concerns. Some of these concerns have been highlighted by the participants in this study, and confirm the need to better understand the challenges faced by female employees returning to work after maternity leave. The primary purpose of this study is to identify common themes arising from South African female employees' experience of returning to work following maternity, and to ultimately gain an understanding of the interests of both mothers in the workplace and employers looking to retain and nurture top female talent. The results of this study revealed that, despite viewing work positively, the participants found that returning to work after childbirth was difficult. A significant change in the attitudes of the participants towards their careers after childbirth was also found. This change is not necessarily negative and should not be interpreted as an indication of employees' loss of interest in their careers; it does, however, highlight the need for adequate management of the "workplace pregnancy" to ensure that female employees return to work. Employers who are open to the evolution of best practice for maternity leave, the management of family responsibilities, and striking a balance between employee productivity and fulfilment will position themselves as an employer of choice, thereby attracting high-calibre talent. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

This project aims to build a system that helps users achieve a delicate work-life balance and decrease stress. Evidence shows that most dual-earner families currently live in multitasking contexts. The increase of multitasking behaviors and experiences among working mothers has led to negative emotions, stress, and work-family conflict. Studies have confirmed that balancing work and family is challenging for parents. After the COVID-19 pandemic, work-life balance became more challenging to achieve. Due to gender inequality, research shows that telecommuting mothers report feelings of depression and anxiety much more than fathers. The study highlights work-life conflict experiences with working mothers through qualitative and quantitative approaches involving specific numbers of interviews and online surveys. Based on research, I developed the system Leto, an application and product design to help mothers in dual-earner families build a better inner and outer system. Further, the design combines functions of the mother community, reminders, customized schedules, and a stress reliever. The design outcome was prototyped and assessed through a heuristic evaluation.

No description available.

The sex-role orientation was determined for 352 high school seniors in Plano, Texas. Using maternal employment status as the independent variable, the students were divided according to full-time employed mothers or full-time homemaker mothers. Results indicated that adolescents of employed mothers had a more liberal sex-role orientation and attitude towards the division of household tasks than adolescents of homemaker mothers. When male and female scores were analyzed separately, the order from most liberal to least liberal was females of employed mothers, females of homemaker mothers, males of employed mothers, and males of homemaker mothers. The mean scores indicated a nontraditional attitude. The study also indicated that maternal happiness with employment did not affect male and female sex-role orientation.

王燦妮. / "2008年9月". / "2008 nian 9 yue". / Thesis (M.Phil.)--Chinese University of Hong Kong, 2008. / Includes bibliographical references. / Abstracts in Chinese and English. / Wang Canni. / 論文摘要 / Chapter 第一章 --- 引言 --- p.1-10 / Chapter 1、 --- 硏究背景 / Chapter ´Ø --- 「母職」實踐的不平等現象 / Chapter ´Ø --- 以女性爲主要觀眾的電視劇文化 / Chapter 2、 --- 硏究目的及重要性 / Chapter ´Ø --- 電視劇中的角色隱現 / Chapter ´Ø --- 大眾傳播與個人性別實踐 / Chapter 3、 --- 論文結構 / Chapter 第二章 --- 文獻回顧及理論框架 --- p.11-26 / Chapter 1、 --- 女性主義中的「母職」硏究 / Chapter 2、 --- 電視劇中的性別 / Chapter ´Ø --- 再呈現的刻板形象 / Chapter ´Ø --- 符號消亡 / Chapter 3、 --- 電視劇與女性觀眾 / Chapter ´Ø --- 媒體製碼 / Chapter ´Ø --- 觀眾解碼 / Chapter ´Ø --- 電視劇對女性觀眾產生的作用 / Chapter 第三章 --- 硏究設計 --- p.27-36 / Chapter 1、 --- 硏究問題 / Chapter 2、 --- 硏究方法及抽樣原則 / Chapter ´Ø --- 文本分析 / Chapter ´Ø --- 觀眾訪問 / Chapter 第四章 --- 硏究結果及分析 / Chapter 1、 --- 「雙職婦女」在電視劇中的形象特色 --- p.37-50 / Chapter ´Ø --- 平凡中的不平凡 / Chapter ´Ø --- 刻板形象的包裝 / Chapter 2、 --- 時代背景和角色轉變的關係 --- p.51-74 / Chapter ´Ø --- 八十年代´ؤ´ؤ不受重視 / Chapter ´Ø --- 九十年代´ؤ´ؤ單親當道 / Chapter ´Ø --- 千禧年代´ؤ´ؤ價値回歸 / Chapter 3、 --- 不同類別的女性觀眾對該類電視劇的觀感 --- p.75-91 / Chapter ´Ø --- 接受、抗拒或妥協 / Chapter ´Ø --- 緊扣生活中的「母職」經驗 / Chapter ´Ø --- 「雙職婦女」的宏觀現象 / Chapter 第五章 --- 總結 --- p.92-95 / 參考資料

Thesis (M.A.)--University of Manitoba, Spring 2001. / Includes bibliographical references (p. 175-179).