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This study adds to current understandings of the relationship between socioeconomic conditions and health by examining the influence of work-family strain on health in the context of the recent Great Recession and the preceding and following years in the United States. Analyses used data from the 2002 and 2008 National Survey of the Changing Workforce (NSCW) and 2002, 2006 and 2010 General Social Survey's Quality of Working Life modules. Findings suggest that work-family strain in general increased during the Great Recession compared to non-recessionary periods, that people who experience lower levels of work-family strain enjoy better health, and that health tends to be better during non-recessionary periods compared to recessionary periods. Work-family strain was shown to mediate a small portion of the impact of macroeconomic condition on health. While work-family strain does not appear to be a primary mediator of the relationship macroeconomic condition and health it remains significant and also a very alterable condition. Findings suggest that positive workplace environments can significantly lessen the negative impacts of work-family strain on health of employees. Improvements of workplace environments and conscious efforts to reduce work-family strain for employees could have significant impact on the health of the working US population with minimal costs during both recessionary and non-recessionary periods. / Ph. D.

Syftet med studien var att undersöka om upplevelsen av Work-Life Balance (uppdelat på Family-Work Conflict och Work-Family Conflict) var beroende av kön och av huruvida deltagarna hade barn under 13 år eller inte. Studien syftade även till att undersöka om kvantitativa arbetskrav och beslutskrav kunde predicera WLB.  En webbenkätundersökning användes för att genomföra studien, i vilken lärare från 10 olika gymnasieskolor i Sverige deltog. Totalt besvarade 125 gymnasielärare enkäten, varav 103 enkäter var fullständiga och användes i studien. Resultaten visade att män upplevde mer WFC än kvinnor samt att deltagare med barn under 13 år rapporterade större FWC än deltagare som inte hade det. Resultatet visade även att kvantitativa arbetskrav predicerade WFC, alltså att höga kvantitativa arbetskrav innebar att arbetslivet kom i konflikt med familjelivet, 30,5 % av variationen i WFC kan förklaras av variationen i kvantitativa arbetskrav. / The aim of the study was to investigate whether the experience of the Work- Life Balance (divided on Family -Work Conflict and Work -Family Conflict) was dependent on gender and whether the participants had children under 13 years old or not. The study also aimed to investigate whether quantitative work demands and decision demands could predict WLB. The study was conducted as a web survey, in which teachers from 10 different high schools in Sweden participated. A total of 125 surveys were submitted, 103 of these were complete surveys and were used in the study. The results of the study showed that men experienced WFC more than women and participants that had children under the age of 13 reported a higher level of FWC than participants that did not have children under the age of 13. The result also showed that quantitative work demands predicted WFC, thus high quantitative work demands resulted in a bigger conflict between work life and personal life, 30, 5 % of the variation in WFC can be explained by the variation in quantitative work demands.

I Sverige upplever sjuksköterskor höga nivåer av psykosociala arbetsmiljörelaterade besvär. Kliniskt ledarskap är ett relativt nytt, obeforskat begrepp som syftar till att identifiera ledarskapsbeteenden hos sjuksköterskor. Det saknas dock forskning om dess eventuella samband med psykosociala arbetsmiljöfaktorer. Föreliggande studies syfte är därför att undersöka hur upplevd stress, arbetskrav och work-family conflict predicerar kliniskt ledarskap hos sjuksköterskor i offentlig vård. För att undersöka detta svarade 239 sjuksköterskor på en webbenkät, där de skattade sin upplevda stress, arbetskrav, work-family conflict och kliniska ledarskap. Arbetsmiljövariablerna användes som prediktorer i en standard MRA med kliniskt ledarskap som utfallsvariabel. Resultaten visade att modellen förklarar 9,5 % av kliniskt ledarskap, där upplevd stress och känslomässiga krav är signifikanta enskilda prediktorer. Resultaten diskuteras bland annat utifrån tidigare forskning om stress, eget ledarskap och kliniskt ledarskap samt arbetskrav utifrån krav-kontroll modellen. / In Sweden, nurses experience high levels of troubles related to the psychosocial work environment. Clinical leadership is a new concept, which aims to identify leadership behaviors for nurses. However, there is a lack of studies about its possible relationship with psychosocial work environmental factors. Therefore, the purpose of this study was to investigate how perceived stress, work demands and work-family conflict predict clinical leadership in nurses in public sector health care. In this study, 239 nurses participated in a web-based questionnaire, where they rated perceived stress, work demands, work-family conflict and clinical leadership. The work environment variables were used as predictors in a standard MRA with clinical leadership as the dependent variable. Results showed that the model explained 9,5 % of clinical leadership, with perceived stress and emotional demands as significant predictors. Findings are discussed based on previous research on stress, self-leadership and clinical leadership, and job demands based on the Demand-Control model.

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.

This study's aim was to investigate the difference between women's an men's experience of Work-Life Balance in a seasonal based proffesion. The study investigated eventual differences in employee's experiences of Work Life Balance during on-and off season in the organization. The study was conducted through a web-based survey made by Google forms with 74 completed answers. The results showed that there was a difference in the experience of WFC and FWC between on and off season. The results showed thah there was a significant difference in the experience of FWC during the on season. The results showed that there was a significant difference in the experiene of FWC between men end women, where men experienced a higher level of FWC. The results didn't show a significant difference in the experience of WFC between men and women.

Approved for public release; distribution is unlimited / Wolosin, 2003). Female officers are often overlooked in military QOL research, however they face the same, if not more difficult work/family conflicts than their civilian counterparts or their male military compatriots. Data from the 2002 Navy Quality of Life Survey were used to examine life domains where work/family conflict has the greatest impact on retention. Hierarchical regression was used to identify life domains (e.g., family factors, job experiences, job satisfaction, and commitment) that are key drivers of retention intent among female Naval officers. By identifying areas that are strongly related to female officer retention intentions, policymakers can explore developing strategies to support female officers, such as family support programs, mentoring programs, or professional support networks. / Lieutenant, United States Navy

Uppsatsens syfte var att undersöka om det finns ett samband mellan flexibla arbetstider och psykisk ohälsa samt om sambandet ser olika ut för kvinnor och män. Syftet är formulerat med bakgrund i tanken att flexibla arbetstider skulle underlätta vardagen för människor och på så sätt vara positivt för den psykiska hälsan. Tidigare forskning har visat på både positiva och negativa hälsoeffekter där friheten att styra sin egen tid delvis har visats vara positiv för den psykiska hälsan genom att det ger en bättre balans mellan arbete och familj. Den har även dels visat på negativa effekter då ansvaret som kommer med att kunna kontrollera sin tid kan leda till skuldkänslor. Konflikt mellan arbete och familj uppstår då förväntningarna på en person i den ena rollen försvårar möjligheten att leva upp till förväntningar i den andra. Denna typ av konflikt antas vara vanligare för kvinnor då de generellt har ett större ansvar för hemmet än vad män har. I och med detta testas även om sambandet mellan flexibla arbetstider och psykisk ohälsa ser olika ut för kvinnor och män. Datan i studien kommer från Levnadsnivåundersökningen 2010 och omfattar ett riksrepresentativt urval av Sveriges befolkning mellan 18-75 år. Urvalet har selekterats för personer vilka är anställda och sambanden har mätts genom linjär regressionsanalys (OLS). Resultatet visar inledningsvis ett samband mellan flexibla arbetstider och psykisk ohälsa för kvinnor men inte för män. Detta samband försvinner dock när vi kontrollerar för arbetsrelaterade krav- och kontrollvariabler varpå det ursprungliga sambandet visar sig vara en proxy för om en person har inflytande över arbetsuppgifter, inflytande över arbetsmetoder och/eller enformigt arbete. Vi diskuterar vidare om det kan vara så att de potentiellt positiva aspekterna av flexibla arbetstider som underlättar vardagen och de negativa, där friheten att styra blir en börda då tiden inte räcker till tar ut varandra. Vi föreslår även vidare forskning på flexibla arbetstider och psykisk ohälsa där även variabler för upplevd konflikt mellan arbete och familj inkluderas.

ABSTRACT Job satisfaction and life satisfaction have been two of the most researched social constructs for many decades. This study looks into the relationship that exists between job satisfaction, life satisfaction, and work–family conflict among salaried and self-employed male and female employees. It adds to existing literature by using Social Role Theory as a basis for explaining the variation in these relationships among males and females, and also makes the argument that gender is a propelling force in explaining the perceived conflict and its effect on life and job satisfaction. It also adds to existing literature by evaluating the above phenomenon among employed and self-employed males and females thereby bridging a significant gap in the literature on work-family conflict. The study makes use of data from the International Social Survey Program. Analyzing this data has led to a better understanding of the role of gender as a significant factor related to variations in work–family conflict. Also this paper reveals to us that the effect of work-family conflict is considerably lesser for self-employed individuals when compared to their salaried counterparts for both men and women. Other Key findings include the changing role of women in the society and the effect of children in a working household on work-family conflict, job and life satisfaction. INDEX WORDS: Job Satisfaction, Life Satisfaction, Work–Family Conflict, Employed and Self-Employed Males and Females

The individual's ability to balance between family and work depends on social support from the individual's environment. Social support has been shown to be an important source for an individual's well-being. The purpose of this study was to study Family-to-Work Conflict (FWC) in Sweden in order to discover: which preferences have participants regarding the sources of social support during the FWC: society, family, work? A questionnaire based on the WAFCS scale was answered by 350 participants between 18-65 years who were living in Sweden, of whom 172 women. Participants reported a low level of FWC, partly explained by their life priorities and social support from the society. Despite this they did not consider society as a primary source of support. Results showed that the family is no longer a single cause for the FWC but accepted by the participants as an important supportive source. During the study gender and age-related differences were also found.