Research has shown that being in a romantic relationship has related negatively with work-family conflict. Using social exchange theory, the investment model, and role theory, this study examined the relationships among the dimensions of perceived partner support, romantic relationship interdependence, and work-family conflict. A sample of 192 adults in paid employment, currently involved in a romantic relationship, were recruited from SurveyMonkey Contribute. Study participants completed online a demographic survey, the revised Support in Intimate Relationships Rating Scale (SIRRS), the Investment Model Scale, and work-family conflict scales. Correlation analyses showed that work-to-family conflict and family-to-work conflict correlated negatively with commitment and positively with quality of alternatives as hypothesized. As hypothesized, regression analyses showed that quality of alternatives and informational support explained unique variance in work-to-family conflict and family-to-work conflict and that commitment explained unique variance in family-to-work conflict. PROCESS mediation analyses showed partial support for the hypothesis of mediation. Quality of alternatives and commitment mediated the relationships between esteem/emotional support and family-to-work conflict and instrumental/tangible support and family-to-work conflict. Quality of alternatives mediated the relationships between informational support and work-to-family conflict, informational support and family-to-work conflict, and instrumental/tangible support and work-to-family conflict. The findings contribute to positive social change by offering added knowledge about the occurrence of work-family issues in the lives of employees representing a large percentage of the workforce.

In many Western societies grandparents take on the role of occasional or short-term care providers of their grandchildren. However, recent years have witnessed a significant increase, both in Australia and overseas, in the number of children being raised by their grandparents due to the inability of the children’s parents to effectively meet their parenting responsibilities.This study is an interpretive inquiry that seeks to understand the meanings grandparents attach to their experiences of the grandparent-as-parent role, rather than the traditional grandparent role. The study also investigates how assuming the non-traditional grandparent role has influenced the identity of grandparent caregivers. A narrative inquiry approach was employed to ‘hear the voices’ of 34 grandparents who were raising their grandchildren in NSW, Australia. In-depth interviews were conducted with each of the participants and their narratives were subsequently analysed through the lens of identity theory.Findings from the study reveal that grandparents experience a significant degree of roleidentity conflict in their grandparent-as-parent role. The loss of their traditional grandparent role, together with the shift in commitment to the grandparent-as-parent role, has resulted in a ‘space of difference’ between the ‘ideal’ and the ‘real’ of being a grandparent. This ‘space of difference’ is made up of a series of binary experiences described as myth/reality, visible/invisible, deserving/undeserving, voice/silenced, included/excluded, which appear to have consequentially impacted grandparents’ selfesteem and self-verification processes. The study posits that grandparents lack adequate support, or doulia, resulting in a prevailing belief that their commitment to the grandparentas- parent role is not publicly acknowledged nor afforded the justice it deserves.The study concludes that both policy and practice in NSW have failed to recognise and address the complexity of experience, or the ‘space of difference’ occupied by grandparents who are raising their grandchildren, and provides a number of recommendations in response to the grandparent experiences narrated through this research.

<p>This paper aims to examine how employee motivation is affected during the operational combination stage of a merger between two relatively small Swedish professional service firms. This is done through a quantitative study conducted by examining the relationship between employee motivation and three approaches; social identity, role conflict and acculturation. Those approaches were first by themselves tested in order to examine the relationship between their respective indicators that represent respective approach. The main result of this study is that the three approaches have a positive significant impact on employee motivation. Therefore, it is important for the professional service firm to take those variables into consideration when formulating future strategies and when trying to improve the organizational climate.</p>

This paper aims to examine how employee motivation is affected during the operational combination stage of a merger between two relatively small Swedish professional service firms. This is done through a quantitative study conducted by examining the relationship between employee motivation and three approaches; social identity, role conflict and acculturation. Those approaches were first by themselves tested in order to examine the relationship between their respective indicators that represent respective approach. The main result of this study is that the three approaches have a positive significant impact on employee motivation. Therefore, it is important for the professional service firm to take those variables into consideration when formulating future strategies and when trying to improve the organizational climate.

This study aims to further Work-family conflict research for Social Workers by providing insight into what kind of impact the job role of social workers in Sweden has on their private lives and how they deal with it. The study operates from a qualitative approach and is based on three focus group-interviews and three semi-structured interviews with people working in different fields of social work. The empirical material has been analyzed through the Dramaturgical Perspective and Frame concept of Erving Goffman. The results of this study show that the job role impacts the psychological well-being of social workers, their family life and their social life to varying degrees, mainly due to organizational and client-based aspects, often resulting in role-conflicts and a lack of energy in their private lives. The primary strategies were found to be conversing with colleagues, spending time alone, embracing hobbies and having a clear understanding of individual responsibility.

Abstract Men and women are born in equal according to our constitution. The right of work for people shall be protected, and basic human rights for men and women are equal according to International Labor Code. However, basing on varied factors, currently the work relationship between men and women is not ideal. Subject to the data statistical records from Directorate-General of Budgets, Account & Statistics, Executive Yuan, the rate share for women manager and administrator in private organizations is only 13.6%. Even in the governmental organization, chief director selected by people and recommended women officials is also only 11.89%. The wage for women in Taiwan is always shared 73% of the men¡¦s. In the environment of practical situation, women are often restricted and affected by social structure, traditional culture value, and dull role-playing. On the other hand, they are often restrained and interfered by acting for different family roles. Those factors bring much pressure for women and their careers are greatly influenced. The researcher of this study is to serve in the governmental organization now. In so many years of working experience, she realizes deeply about the difficulties, obstacle, and decision for women unable to self-implement for achievement in the process of development under old social culture value. As viewing that women play important role gradually for national labor application in the future, and following the upgrade educational standard for women, the rate share for officials in governmental organization is increased year by year. Therefore, through pioneer model of female officials in the administrative organization, who are unable to reach for an equal treatment, this study is to research on personal disposition, sex role-playing, and pressure on role-playing, etc. factors. The successful result of personal presentation on how to overcome the obstacles and which kind of career policies adopted in the process of development are studied. In this study adopts individual interview, and the objects under this visiting are to serve in the administrative organization, including 4 higher/intermediate division women qualified by our national high-class examination, and aged from 35 to 50 years old to have more than 4 years of service span. The information collected is written by words, and after text classification and management, we build a title specified with explanation. Under comparison and analysis, the words told by the object will be directly narrated to prove our points of this study. Finally, the results are concluded below: ¤@¡BIn the aspect on sex role-playing ¡]¤@¡^Traditional social value affected to attitude for sex role-playing: in the traditional social value, women must take most of the duties to the household affairs and child raising. Even the modern women who have career feel guilty on care less for family members resulting from over devoted themselves to the work. ¡]¤G¡^Choosing stable work for themselves under assessment: except being affected by school domain, colleague, or models, etc. women look for stable work to let them can take care of family members and work simultaneously. ¡]¤T¡^Dull sex role-playing affected to their career development: for the factors of family role-playing, discrimination on sex for career and promotion, and not suitable for management, etc., women are restricted for career development. ¡]¥|¡^Sex role-playing and personal disposition affected to their career development: Most of the female officials in the administrative organization are trend to have personal disposition on both men and women with flexible space to meet the demand of actual condition. Women who have such kind of disposition are successful on career development. ¤G¡BIn the aspect of role conflicts ¡]¤@¡^Traditional social value affected to their role conflicts and career progress. ¡]¤G¡^Lower the role conflict, positive influence on career development. ¤T¡BIn the aspect of personal disposition ¡]¤@¡^Women with disposition of inner self-control get higher successful on career: As women who have inner self-control dare to receive challenge and take responsibility for better achievement. Therefore, they have high rate for successful on career. ¡]¤G¡^Smaller influenced by traditional culture value, they have higher motive to achieve the successful. Besides, the rate is higher to act as senior officials in the intermediate and higher division. ¥|¡BSuccessful policy factors for women career ¡]¤@¡^Looking for support and assistance from their family members: Looking for effective support system to cope with pressure, their career will be successful without burdens. ¡]¤G¡^Creating opportunity for competition priority: like to use the policies with ¡§organizational level and structure opportunity¡¨ ¡§increasing on training opportunity¡¨, ¡§striving for professional enrichment and in-service study opportunity¡¨, ¡§assessment on situation priority¡¨, and ¡§letting resistance turn into assistance¡¨, etc. to breakthrough for greater progress on career. ¡]¤T¡^Devoted themselves to the work with great efforts: being fully devoted to the work with progressive attitude and good faith, and this is the basic policy to win for a success. ¡]¥|¡^Having the opinion same as senior officers: Good coordination with senior officers, and appropriate application of the policy to avoid creating negative influence. ¡]¤­¡^Self-selling at appropriate time: self recommendation policy. ¡]¤»¡^Seeking for instruction from good instructor: A good instructor can appreciate your talent and will give instruction to you at appropriate time, and a timing recommendation as well as promotion helps greatly to the development of career without obstacles. ¡]¤C¡^Establishing the human network relations: Participating progressively and actively to expand human relations and set-up good information network. By means of the operation on human network, the development of career will be successful more easily. Key words: Sex role-playing, role conflict, personal disposition, career development, career development policy, men and women to work equal

Employees in the Occupational Risk Division (ORD) of a large petrochemical company experience many difficult situations on a regular basis. This division of the company comprises the emergency services, the security and the occupational health divisions of the company. Even though every precaution is taken to ensure the safety of employees in the company, accidents and incidents do happen. The employees of the ORD are confronted with gruesome accidents, dangerous accident scenes where they have to enter when everyone else is evacuated, and security breeches where they may have to enter and resolve serious conflict situations. The possibility that their work climate may contributed to their mental health status is suggested. It is suspected that the stress of the job affects the mental health of the employees of the OCD, and ways need to be found to reduce these effects. The objective of this research was to determine the relationship between core self-evaluations, role overload, powerlessness and health indicators of employees in the ORD of a large petro-chemical company and to determine whether core self-evaluations act as a moderator in the relationship between role overload and powerlessness on the one hand and health indicators on the other hand. A cross-sectional design was used. The sample consisted of 299 employees from the Occupational Risk Division of the organization. Age, gender and level of education were included as control variables. A comprehensive survey containing the measuring instruments was administrated. Descriptive statistics and inferential statistics were used to analyse the data. Results obtained indicated that some of the scales were not reliable. Powerlessness was dropped from the analysis and qualitative and quantitative role overload were collapsed into a total overload measure. The results showed that a negative relationship exists between role overload and core self-evaluations. A positive relationship exists between role overload and neuroticism, poor health and depression. Self-esteem, self-efficacy and locus of control are negatively related to neuroticism and health, and neuroticism is positively related to poor health. Depression was predicted by experiences of overload, levels of self-efficacy, locus of control and negative affect (Neuroticism). General health was predicted by experiences of overload, locus of control, neuroticism and the interaction between overload and self-esteem. None of the scales predict medication use to a significant degree. Results further indicated that only self-esteem acts as a moderator in the relationship between role overload and general health, but none of the variables of core self-evaluations act as a moderator between role overload and depression or between role overload and the use of medication. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

Mémoire numérisé par la Division de la gestion de documents et des archives de l'Université de Montréal

Employees in the Occupational Risk Division (ORD) of a large petrochemical company experience many difficult situations on a regular basis. This division of the company comprises the emergency services, the security and the occupational health divisions of the company. Even though every precaution is taken to ensure the safety of employees in the company, accidents and incidents do happen. The employees of the ORD are confronted with gruesome accidents, dangerous accident scenes where they have to enter when everyone else is evacuated, and security breeches where they may have to enter and resolve serious conflict situations. The possibility that their work climate may contributed to their mental health status is suggested. It is suspected that the stress of the job affects the mental health of the employees of the OCD, and ways need to be found to reduce these effects. The objective of this research was to determine the relationship between core self-evaluations, role overload, powerlessness and health indicators of employees in the ORD of a large petro-chemical company and to determine whether core self-evaluations act as a moderator in the relationship between role overload and powerlessness on the one hand and health indicators on the other hand. A cross-sectional design was used. The sample consisted of 299 employees from the Occupational Risk Division of the organization. Age, gender and level of education were included as control variables. A comprehensive survey containing the measuring instruments was administrated. Descriptive statistics and inferential statistics were used to analyse the data. Results obtained indicated that some of the scales were not reliable. Powerlessness was dropped from the analysis and qualitative and quantitative role overload were collapsed into a total overload measure. The results showed that a negative relationship exists between role overload and core self-evaluations. A positive relationship exists between role overload and neuroticism, poor health and depression. Self-esteem, self-efficacy and locus of control are negatively related to neuroticism and health, and neuroticism is positively related to poor health. Depression was predicted by experiences of overload, levels of self-efficacy, locus of control and negative affect (Neuroticism). General health was predicted by experiences of overload, locus of control, neuroticism and the interaction between overload and self-esteem. None of the scales predict medication use to a significant degree. Results further indicated that only self-esteem acts as a moderator in the relationship between role overload and general health, but none of the variables of core self-evaluations act as a moderator between role overload and depression or between role overload and the use of medication. By way of conclusion, recommendations for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2008.

In many Western societies grandparents take on the role of occasional or short-term care providers of their grandchildren. However, recent years have witnessed a significant increase, both in Australia and overseas, in the number of children being raised by their grandparents due to the inability of the children’s parents to effectively meet their parenting responsibilities.This study is an interpretive inquiry that seeks to understand the meanings grandparents attach to their experiences of the grandparent-as-parent role, rather than the traditional grandparent role. The study also investigates how assuming the non-traditional grandparent role has influenced the identity of grandparent caregivers. A narrative inquiry approach was employed to ‘hear the voices’ of 34 grandparents who were raising their grandchildren in NSW, Australia. In-depth interviews were conducted with each of the participants and their narratives were subsequently analysed through the lens of identity theory.Findings from the study reveal that grandparents experience a significant degree of roleidentity conflict in their grandparent-as-parent role. The loss of their traditional grandparent role, together with the shift in commitment to the grandparent-as-parent role, has resulted in a ‘space of difference’ between the ‘ideal’ and the ‘real’ of being a grandparent. This ‘space of difference’ is made up of a series of binary experiences described as myth/reality, visible/invisible, deserving/undeserving, voice/silenced, included/excluded, which appear to have consequentially impacted grandparents’ selfesteem and self-verification processes. The study posits that grandparents lack adequate support, or doulia, resulting in a prevailing belief that their commitment to the grandparentas- parent role is not publicly acknowledged nor afforded the justice it deserves.The study concludes that both policy and practice in NSW have failed to recognise and address the complexity of experience, or the ‘space of difference’ occupied by grandparents who are raising their grandchildren, and provides a number of recommendations in response to the grandparent experiences narrated through this research.