Les transformations du monde du travail, dues à la mondialisation, se font principalement au profit de l’efficacité et l’efficience des entreprises. Ces changements, touchant aussi l’organisation du travail, ne sont pas sans effets sur la santé des travailleurs. Cette étude traite principalement de l’effet des horaires atypiques sur la santé mentale des travailleurs. Elle a pour objectifs 1) d’étudier l’association entre l’horaire atypique et les problèmes de santé mentale chez les travailleurs ; 2) d’explorer l’effet du conflit travail-famille, des demandes psychologiques et de l’autorité décisionnelle sur la santé mentale des travailleurs. Cette étude est basée sur un échantillon de 2 162 participants de l’enquête SALVEO, qui est une des plus importantes études réalisées sur la santé mentale et le travail au Canada. Préalablement, des analyses descriptives ont été effectués afin de dresser le portrait de la population à l’étude et de comparer la prévalence des problèmes de santé mentale chez les travailleurs. Afin de tester les hypothèses, des analyses de corrélation bivariée et de régression logistique ont été réalisées. Les résultats nous ont montré que les horaires atypiques n’ont pas d’association directe sur la santé mentale des travailleurs. Cependant, l’horaire atypique est associé à des problèmes de santé mentale. Le conflit travail-famille et les demandes psychologiques tendent à augmenter le risque de développer des problèmes de santé mentale, et inversement pour l’autorité décisionnelle. / The changes in the world of work due to globalization are mainly for the benefit of the effectiveness and efficiency of enterprises. These changes, which also affect the work organization, are not without effects on the health of workers. This thesis focuses on the effect of non-standard work schedules on the mental health of workers. Its objectives are 1) to study the association between non-standard schedules and mental health problems among workers; and 2) to explore the effect of work-family conflict, psychological demands, and decision latitude on workers' mental health. This study is based on a sample of 2,162 participants from the SALVEO survey, which is one of the most important mental health studies conducted in Canada. Preliminary, descriptive analyses were conducted in order to draw up a portrait of the study population and compare the prevalence of mental health problems among workers. In order to refute or confirm the hypotheses put forward, bivariate correlation and logistic regression analyses were carried out. All analyses were performed using version 25 of the SPSS software. The results showed us that non-standard schedules have no direct effect on the mental health of workers. However, people working non-standard schedules are at greater risk of developing mental health problems compared to those working standard schedules. Work-family conflict and psychological demands tend to increase the risk of developing mental health problems, while decision-making latitude has the opposite effect.

Suite à la globalisation des affaires et aux multiples changements démographiques, de plus en plus de professionnels vont travailler à l’étranger de leur propre initiative ou encore, pour réaliser un mandat au sein d’une filiale de leur entreprise localisée à l’étranger. L’objectif de cette recherche consiste à étudier le bien-être des travailleurs à l’international en s’appuyant sur deux courants théoriques, celui du bien-être psychologique et du bien-être subjectif. Le bien-être subjectif se réfère à l’évaluation que font les personnes des conditions et des caractéristiques de l’environnement. Le bien-être psychologique fait référence à l’ampleur avec laquelle la personne se sent bien avec elle-même et à la cohérence de son projet de vie avec ses valeurs et ses objectifs de vie. Tenant compte du fait qu’un travail à l’étranger affecte tout autant les vies professionnelle, personnelle et souvent de couple et familiale, cette étude analyse les incidences du conflit et de l’enrichissement travail-famille sur le bien-être des travailleurs en mobilité à l’international. Notre recherche permet aussi d’explorer comment l’articulation travail-famille (tant par les perceptions de conflit que d’enrichissement) des TMI peut être expliquée par trois grands déterminants: le soutien social, l’autoévaluation de soi et l’intelligence culturelle des TMI. L’étude a été menée auprès de 284 travailleurs en mobilité à l’international vivant et travaillant dans différents pays. Au terme de multiples analyses, nos résultats confirment l’importance pour les TMI de ne pas ressentir de conflit travail-famille, mais de percevoir de l’enrichissement travail-famille pour ressentir plus de bien-être. Nos résultats démontrent que le conflit travail-famille est lié négativement aux deux types de bien-être évalués, alors que l’enrichissement travail-famille est seulement lié au bien-être subjectif. Nos résultats confirment aussi les liens négatifs entre d’une part, le soutien offert par l’organisation et la famille et le sentiment d’autoévaluation de soi et d’autre part, sur le conflit travail-famille que ressentent les TMI. Il apparaît aussi que le soutien offert par les collègues a un effet positif sur le sentiment d’enrichissement travail-famille exprimé par les TMI. Cette thèse conclue sur les implications de ses résultats pour la recherche et la pratique. Pour finir, les limites et les perspectives de la recherche future sont exposées / As a result of the globalization of business and the many demographic changes, more and more professionals are working abroad on their own initiative or, to achieve a mandate within a branch of their company located abroad. The objective of this research is to study the concept of the foreign workers well-being. We associated this concept with two theoretical currents refereeing to the subjective well-being and the psychological well-being. The subjective well-being refers to the assessment made by the workers about the conditions and characteristics of the environment. The psychological well-being refers to the extent to which the individual feels good with himself and the consistency of his life project with its values and life goals. Taking into account that working in a foreign context can affect both the professional and personal lives of the individual, often affecting the couple and family, in this study we aim to examine the impacts of work-family conflict and enrichment experienced by workers (that are) in international mobility. Our research also allows us to explore how the work-family articulation (both by perceptions of conflict and enrichment) of workers in international mobility can be explained by three major determinants: social support, self-esteem and cultural intelligence. The study was conducted among 284 workers in international mobility that was living and working in different countries. After multiple analyzes, our results confirm the importance for these workers in international mobility to feel no work-family conflict, but to perceive work-family enrichment in order to experience more well-being. Moreover, our results show that work-family conflict is negatively related to both types of well-being assessed, while the work-family enrichment is only related to subjective well-being. Our results also highlight the negative links between on the one hand, the support offered by the organization and the family with the feeling of self-esteem and on the other, with work-family conflict experienced by workers in international mobility. It also appears that support from co-workers has a positive effect on work-family enrichment experienced and expressed by workers in international mobility. This thesis concludes on the implications of its results for research and practice. Finally, limitations and vision statement for the future research are explained

Diploma thesis "Woman family-work life balance and social state" is dealing with the issue of woman coming back to work/on the job market after maternity leave as well as the conflict of family and work roles. Thesis is focusing also on other impacting factors of this issue - legislative, institutional and structural factors. Part of the diploma thesis is based on qualitative research (group discussion, one-on-one interviews), which is offering a different perspective on the topic from the side of personal attitudes and opinions of respondents. Main methods used in diploma thesis are secondary source analysis, respondent analysis, partly-structured interviews and "focus-group" method. The thesis is based on several theoretical approaches, mainly the welfare state theory, theory of labour market and theory of society, respectively family as a social institution. Diploma thesis is divided into 14 chapters. The main part of the thesis consists of eight chapters, first one is oriented on stakeholder analysis of researched problem. The second surveys the current situation of families and the evolution of the situation. Next chapter concentrates on the structural conditions of the job market, its changes and the position of women on the current job market. Following part is focused on strategies of...

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.

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En France, les politiques de conciliation travail-famille reposent principalement sur le développement de modes de garde institutionnels. Les grands-parents continuent pourtant d’occuper une place importante dans les arrangements quotidiens des familles. Comment expliquer leur implication dans la garde des jeunes enfants ? En alliant sociologies de la famille et de l’articulation des temps sociaux, et en croisant méthodes qualitatives et quantitatives, cette thèse s’intéresse aux bricolages des parents au quotidien pour articuler vies familiale et professionnelle, à travers l’étude du cas limite qu’est le recours à l’aide des grands-parents. Cette thèse met l’emphase sur deux logiques. 1) S’il existe une norme de bonne grand-parentalité qui règle la façon dont les grands-parents s’impliquent dans la garde de leurs petits-enfants, celle-ci émane des catégories sociales supérieures et n’est pas intériorisée de façon homogène dans tous les milieux sociaux. Les stratégies éducatives des parents et les attentes vis-à-vis des grands-parents diffèrent selon l’origine sociale. 2) Les contextes professionnels, familiaux et institutionnels jouent comme des contraintes et des opportunités qui influent sur les arrangements quotidiens des parents et les conduisent à infléchir leurs stratégies éducatives quant à l’implication des grands-parents. L’analyse de l’articulation de ces logiques permet d’identifier quatre types de garde grand-parentale : dépannage, routine, intensif et loisirs. Cette thèse montre enfin la corrélation entre développement des enfants et garde grand-parentale, invitant à penser cet objet comme un ensemble diversifié de pratiques vectrices d’inégalités sociales. / In France, work-family policies rely mainly on the development of formal childcare. Yet grandparents still have an important role in the daily arrangements of families. How can this involvement of grandparents be explained? By allying the contributions of the sociology of the family and the studies on work-family reconciliation, and based on the combination of qualitative and quantitative methods, this thesis examines to what extent the efforts of parents to articulate professional time and family aspirations are often stopgap solutions made on a daily basis. The use of grandparental childcare is a case study for such analysis.This thesis focuses on two logics. First, while there is a norm of what is good grandparenting that determines the way grandparents should get involved in childcare, it originates from the upper-classes and is not homogeneously internalized in all social categories. Parents' educational strategies and expectations regarding grandparents differ according to their social background. Second, professional, family and institutional contexts act as constraints and opportunities that influence parents' daily arrangements and lead them to modify their educational strategies as to the degree and forms of grandparents' involvement. The analysis of the articulation of these logics makes it possible to identify four types of use of grandparents for the care of young children: temporary fix care, routine care, intensive care and leisure care. This thesis also shows how grandparent involvement affects child development. It invites us to consider grandparental childcare as a broad set of practices through which inequalities can be transmitted.

Indiana University-Purdue University Indianapolis (IUPUI) / With an increased interest in work-family conflict, researchers have recently turned much of their attention to understanding what puts people at risk of experiencing higher levels of work-family conflict. The purpose of this paper is to examine how gender might influence work-family conflict (WFC) experienced. While past research has explored this topic, results have remained inconclusive. Although some research indicates that women experience more conflict, other research indicates that men experience more conflict, while still other research indicates no gender difference. It is proposed here that these mixed results indicate other factors may be present which moderate the effect of gender on work-family conflict. Drawing on the theory of work-family conflict and role congruity theory, this paper looks specifically at how the gender-type of a job moderates the relationship between gender and experienced levels of work-family conflict. Data from alumni from a large Midwestern University were analyzed using hierarchical regression. Job gender-type (i.e., femininity) was found to moderate the relationship between gender and work-family conflict such that women in jobs that were less stereotypically feminine reported higher levels of time based-conflict than women working in jobs that were more stereotypically feminine. Men reported similar levels of WFC regardless of their job type. Directions for future research on gender and WFC are discussed.

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This master thesis highlights employees’ perceptions and experiences of working remotely in the presence of the Covid-19 pandemic. The aim of the thesis is to understand how remote work during pandemic times impacts employees’ perception of their overall working life. In addition to that, it highlights employees’ experience of their social interaction, impression exchange, feedback sharing, trust-building, and performance at work. It strives to illuminate employees’ impression of their work-life balance and the specific company’s organizational culture when working remotely in pandemic times. The research problem is built upon possible reductions of informal interaction between employees when working remotely, which further on can cause separation of teams and a decreased employee identification with the organization. The research problem also has its foundation in the possible blurring of boundaries between two components, personal- and professional life, when working from home. The thesis was formed by a qualitative research approach where the empirical data was collected through semi-structured interviews with employees at a specific company. The analysis illuminates insightful findings with support from previous research, theories, and concepts. The empirical results show that employees have a variety of opinions about their work situation. Some argued for positive work-life balance, workflow, and collaboration, whereas other interviewees pointed out that informal interaction, trust-building, and feedback-sharing suffer when working remotely. Empirical data claim that remote work influences employees’ identification and sense of belonging within organizations, especially for new employees. Additionally, work-life balance became more balanced for some but challenging for others. Another finding shows that the perception and experience about the overall work life and organizational culture might not only be impacted by Covid-19 but also by the fast-growing company size.

Indiana University-Purdue University Indianapolis (IUPUI) / Theoretically, inter-role conflict can occur between any life domains that place competing demands on an individual. However, inter-role conflict research has mainly focused on the conflict between only two domains: work and family. This limited focus is problematic because it has excluded many other potential life domains in which people participate. In order to focus more attention on other life domains, however, it is necessary to understand which life domains people are participating in. As such, the goal of the present qualitative research was to identify and define the full spectrum of life domains by asking two questions: What life domains are relevant to work-life conflict, and how do people value the various life domains in which they are involved? A total of 13 life domains emerged from the data. Participants engaged in an average of 9 of these domains, indicating that people engage in many activities in life outside just work and family.