Thesis (M.S.)--Virginia Polytechnic Institute and State University, 1989. / Vita. Abstract. Includes bibliographical references (leaves 80-83). Also available via the Internet.

National women in the Gulf Cooperative Council (GCC) countries are highly educated yet their work participation remains low when compared to the rest of the world. This thesis aims to assess the impact of religion and family in the shaping of national women’s careers in the GCC workforce, in particular the United Arab Emirates (UAE). This aim is fulfilled by conducting three interlinked research projects; a systematic literature review, a qualitative study and finally, a quantitative study. The first research project comprises a systematic review of the literature that identifies the barriers and enablers to the participation and advancement of female national managers in the GCC workforce. The synthesis of articles reveals findings at the societal, organizational, family and individual levels. At the societal level, barriers and enablers are identified as those influenced by socio-cultural and religious norms and practices. These norms and practices influence how organizations (public and private) engage with their employees, and families engage with their individual members. In the second research project, I choose to narrow the scope of my research from six GCC countries to one country, the UAE. I explore the influence of family on the experiences of ten senior female UAE national managers at key work decision stages; I employ semi-structured interviews and, based on their experiences, the findings reveal that the family has influence at both the role entry and role participation stages. No data were available for the role exit stage. Furthermore, the experiences are different for women from extended versus nuclear families. In the third research project I choose to focus on the factors that support and impact on the experiences of UAE national women during their career life cycle. The findings indicate that overall there are no differences between the experiences of women from nuclear families versus extended; however, there are differences between the model and the UAE sample, both at the overall level and individual age stages. My second research project; a qualitative study provides three contributions to knowledge. Firstly, I extend the understanding of work related decisions, taking into account family influences. However, in the UAE, based on my research, the outcome will primarily be in favour of family due to the influence of socio-cultural and religious norms and practices. I propose that the conceptual framework be extended by adding the component of religion to it when considering the context of the UAE. Secondly, I propose a modification to the framework enabling it to be used in the UAE context. Thirdly, no previous empirical research has been conducted using this framework, with the result that the data from my research contribute empirically. With respect to contribution to practice, this qualitative study identifies the need for enhanced recruitment strategies for women and more gender friendly policies and practices to ensure the effectiveness of Emiratization within both the public and private sectors. The evidence from my third research project; a quantitative study contributes theoretically as my research demonstrates that the O’Neil and Bilimoria (2005) three phase women’s career development model does not fit in the UAE context. The research also contributes from a practical perspective as it identifies the need to improve the development of networking, communication and leadership skills for women and the implementation of comprehensive flexible working practices for women.

Balancing a successful career with a family life can be challenging and impact on a person's satisfaction in their work and family roles, affecting not only the person but their partner and children as well. This study examined the influence of social support from family and work associates on the role satisfaction of female and male managers, and their children's adjustment. Participants were 96 male and 100 female managers and their families. The first aim of this study was to examine the relative importance of work and family support for satisfaction in the roles of paid worker, spouse and parent. Findings showed that social support had a domain-specific effect, with work support associated with job satisfaction, and family support associated with marital and parenting satisfaction. The second aim of the study was to evaluate gender differences in perceived social support, and the association of support with role satisfaction. Although there were considerable differences in the managers' work and family arrangements, female managers and male managers reported receiving similar levels of work and family support, and the strength of the relationship between social support and role satisfaction was similar for both genders. The final aim of the study was to examine the role of social support in the larger family system, as research has mainly focussed on the influence of social support on the support recipient. This study extended research on the relationship between social support and role satisfaction, by showing that family support was not only associated to managers' role satisfaction, but also to managers' interactions with their children, and their children's adjustment. Work support on the other hand, was related to job satisfaction, but not to parent-child interactions and child adjustment. The findings from this study could inform clinicians' treatment of families with children experiencing problems by addressing the relationship of family support with child adjustment. Findings could also inform governments' work and family agendas, which generally focus on providing assistance to employers with the development of workplace policies to improve work-family balance. Governments should also promote the role of family support, and provide information for families on how to arrange household and childcare tasks and provide support to each other to facilitate work-family balance. Furthermore, the current study showed that work support is positively related to employee's job satisfaction, which is important for employees as well as employers. Employers can promote supportive relationships among employees through establishing networking opportunities for their employees, such as breakfast meetings, workshops and seminars, and business planning days. This study showed that some people can have it all - a satisfying and successful career, a happy marriage, and fulfilling parenthood - and social support appears to play a significant role in achieving this.

Thesis (Ph. D.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 615-676).

Bibliographische Beschreibung Petra Hönigschmid Motivierung von Medizinstudenten zur allgemeinärztlichen Tätigkeit durch Hausärztliche Praktika – eine Prä-Post-Studie Universität Leipzig, Dissertation 62 Seiten, 20 Tabellen, 1 Abbildung, 36 Literaturverweise Referat: In der vorliegenden Arbeit wurde untersucht, inwieweit frühzeitige hausärztliche Praktika am Beispiel des Leipziger Wahlfachs Allgemeinmedizin Vorklinik die Einstellung und den Berufswunsch zur Hausarztmedizin beeinflussen. In einer Prä-Post-Studie wurden alle für dieses Wahlfach eingeschriebenen Medizinstudenten der Universität Leipzig von Februar 2008 bis Februar 2010 befragt. Es konnte gezeigt werden, dass bei einem geeigneten Lehrkonzept die Ausbildung bei niedergelassenen Hausärzten einen positiven Effekt auf die Karrierewahl Allgemeinmedizin hat. Die große Bandbreite an Erkrankungen, die Behandlung komplexer Krankheitsbilder und der Aufbau langfristiger Patientenbeziehungen wurden dabei sehr geschätzt. Nach dem Praktikum stieg der Berufswunsch Allgemeinmedizin signifikant an. Etwa die Hälfte der Studierenden konnte sich eine niedergelassene Tätigkeit vorstellen. Bezüglich der Kontrollierbarkeit der wöchentlichen Arbeitszeit und der Organisation eines vernünftigen Verhältnisses zwischen Arbeit und Freizeit gab es nach dem Praktikum keine wesentlichen Abweichungen. Die Studierenden schätzten dies als realisierbar ein. Auch eine höhere Arbeitsbelastung des Hausarztes im Vergleich zu anderen Fachärzten konnte nach dem Praktikum nicht bestätigt werden. Die vermutete Arbeitszeit eines Hausarztes wurde nach dem Praktikum nach oben korrigiert. Das Interesse an einer Famulatur, einem PJ-Tertial oder einer Promotion in der Allgemeinmedizin war nach dem Praktikum unverändert hoch. Die Evaluierung der Lehrveranstaltung zeigte, dass die Arbeitsweise des Lehrarztes und die damit verbundene Vorbildwirkung für die Studierenden einen wesentlichen Aspekt für die spätere Karrierewahl darstellen.

Background: To be able to counter the increasing shortage of general practitioners (GPs) in many countries, it is crucial to remain up‑to‑date with the decisive reasons why young physicians choose or reject a career in this field. Materials and Methods: Qualitative content analysis was performed using data from a cross‑sectional survey among German medical graduates (n = 659, response rate = 64.2%). Subsequently, descriptive statistics was calculated. Results: The most frequent motives to have opted for a GP career were (n = 74/81): Desire for variety and change (62.2%), interest in a long‑term bio‑psycho‑social treatment of patients (52.7%), desire for independence and self‑determination (44.6%), positively perceived work‑life balance (27.0%), interest in contents of the field (12.2%), and reluctance to work in a hospital (12.2%). The most frequent motives to have dismissed the seriously considered idea of becoming a GP were (n = 207/578): Reluctance to establish a practice or perceived associated risks and impairments (33.8%), stronger preference for another field (19.3%), perception of workload being too heavy or an unfavorable work‑life balance (15.0%), perception of too low or inadequate earning opportunities (14.0%), perception of the GP as a \"distributor station\" with limited diagnostic and therapeutic facilities (11.6%), perception of too limited specialization or limited options for further sub‑specialization (10.6%), rejection of (psycho‑) social aspects and demands in general practice (9.7%), and perceived monotony (9.7%). Conclusion: While some motives appear to be hard to influence, others reveal starting points to counter the GP shortage, in particular, with regard to working conditions, the further academic establishment, and the external presentation of the specialty.

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