Research on organizational citizenship behaviors (OCB) has focused on the positive aspects of the construct, neglecting the possibility that individuals who engage in OCB may suffer negative consequences. Thus, the present study expands the literature by examining the possibility that OCB is also related to negative individual-level factors, such as work-to-family conflict (WIF). In a replication and extension of Bolino and Turnley's (2005) research, the present study offers an in-depth analysis of the relationship between OCB and WIF, examining two potential mediators (work time and role overload) and two potential moderators (gender and perceptions of OCB as discretionary). Two hundred and ninety-six participants, recruited from the alumni database of a large southeastern university, Craig's List, and a snowball approach, completed surveys. Additionally, supervisor-ratings of OCB were obtained for a sub-sample of 35 participants. Study hypotheses were tested using zero-order correlations and multiple regression analyses. No support was found for a relationship between OCB and WIF, nor was there support for the moderating role of gender and perceptions of OCB as discretionary. Theoretical and practical implications, as well as future directions, are discussed.

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

This study demonstrates the complex place stress has in the workplace by investigating both positive (eustress) and negative (distress) stress responses. An international sample of 140 individuals was recruited from various industries and organisational levels and these individuals participated in a confidential online survey. A moderated mediation model was proposed in which organisational stressors (person-job fit and role overload) influenced employee affective wellbeing directly and indirectly through stress responses, moderated by individual factors (work-family conflict and self-efficacy). Person-job fit influenced eustress which had positive effects on employee affective wellbeing. Role overload influenced distress which negatively impacted affective wellbeing. Self-efficacy moderated these relationships, with high levels increasing stress responses both negative and positive. Work-family conflict moderated relationships by reducing the positive effect of eustress and increasing the negative effect of distress. The findings not only advance current knowledge but have implications for organisational stress management practices.

Over the last five decades, there has been an increase in the number of immigrants coming to and settling in the United States (U.S.). Limited research has explored the job and workplace characteristics that contribute to work-family conflict among immigrant workers. To fill this gap in knowledge this study examines the relationship of job demands, social support and worker characteristics to work-family conflict among immigrant and native workers in the U.S. Using the 2002 National Study of Changing Workforce (NSCW), this exploratory study identifies the job demands, social support and socio-demographic factors related with time-based, and strain-based, work-family conflict among immigrant (n=157) and native workers (n=165). Four research questions were posited to examine the differences between the immigrant and native workers’ experiences of job demands, workplace social support, and work-family conflict; the relationship between job demands, workplace social support and time-based and strain-based work-family conflict; and the job demands, workplace social support and socio-demographic characteristics that predicted time-based, and strain-based work-family conflict. Independent sample t-tests, cross-tabulations, and stepwise multiple regressions via backward elimination method were used to address specific research questions. Findings indicate that only two job demands, work schedule and learning requirements, are significantly different between immigrant and native workers. Multivariate analysis suggests that among immigrant workers, workload pressure, total hours worked, and lack of co-worker social support are significantly associated with time-based, work-family conflict; being married, lack of supervisor social support, lack of learning requirements, increased work hours and workload pressure are associated with strain-based, work-family conflict. Among native workers childcare responsibilities, lower levels of income, a job with rotating or split shifts, high workload pressure, increased work hours, and lower learning requirements are associated with time-based work-family conflict. Being younger, having lower supervisor social support, lower learning requirements, higher workload pressure, working at rotating/split shift, and having work role ambiguity are significant predictors of strain-based, work-family conflict among native workers. Drawing on person-in-environment perspective, this study has implications for social work practice at individual, organizational, and policy levels, and also for work-life research among immigrant working populations.

Work-family conflict refers to the stress and tension which arise when demands from work and family are competing and incompatible. The aim of this study was to examine the experience of work-family conflict among men and women in Sweden and Germany, and whether there was an association between work-family conflict and self-rated health. Special attention was paid to the directions of the conflict: work to family (WIF) and family to work (FIW). Moreover, the importance of gender attitudes and family policy was examined. By using cross-sectional data from the European Social Survey, the associations were analysed using regression analysis. The results showed that men in Germany experience the highest levels of work-family conflict and women in Germany the lowest. Having egalitarian gender attitudes was associated to slightly lower conflict among men only. Furthermore, high levels of work-family conflict were related to poorer self-rated health. Gender attitudes did not play a significant role in moderating this association. Altogether, the study demonstrated the importance of gender attitudes and family policy for individuals’ possibility to reconcile work and family. Hence, by facilitating for men and women to successfully combine the two domains, the risk of negative health consequences from work-family conflict may be reduced.

This thesis focuses on the relations between job insecurity and its consequences by addressing several specific research aims. The first research aim focused on expanding the range of job insecurity consequences by studying the relation between job insecurity and work–family conflict over time. In Study 3 it was found that job insecurity affected work–family conflict one year later among men. The second research aim addressed mechanisms involved in the job insecurity–outcome relations, focusing on factors that might make employees more vulnerable to, or buffer against the negative effects of job insecurity. Coping styles were investigated as potential moderating factors in Study 1, where it was found that problem-focused coping did not function as a buffer, nor did devaluation or avoidance coping. Avoidance coping was actually a vulnerability factor for men, and related to more negative reactions to job insecurity in terms of well-being. Two forms of job dependence as potential moderating factors of the relations between job insecurity and its outcomes were investigated in Study 2. It was found that the relative contribution to the household income functioned as a vulnerability factor for men. Higher levels of work centrality combined with either quantitative or qualitative job insecurity were related to higher levels of job satisfaction among women. Finally, in Study 3, workload was investigated as a mediating variable of the relation between job insecurity and its outcomes, where workload linked job insecurity to work–family conflict one year later among men. The third research aim of this thesis addressed gender, where differences between men and women were found in all three studies. Overall men seemed to suffer more from job insecurity. The results of the thesis confirm the negative impact of job insecurity, but also provide information regarding important areas for future research to study, such as the investigation of mechanisms and the role of gender. / At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 1: Submitted. Paper 2: Submitted.

Work-Life Balance (WLB) is defined as the ability to manage both work-life and non-work life successfully. WLB can be evaluated by examining individual’s experience of Work-Family Conflict (WFC) and Family-Work Conflict (FWC), both of which can be assessed by a questionnaire developed by Netemeyer, Boles and McMurrian (1996). The aim of this study was to explore if responses to the questionnaire, the amount of time spent on studies, household chores and sick leave, were gender related or not, among civil-accountants students. The survey included 138 respondents (74 woman and 64 men). The results confirmed previous findings of a gender difference in WFC, but disconfirmed a gender difference in FWC. Additionally, women scored higher in all variables (the amount of time spent on studies, household chores and sick leaves). The result also showed a correlation between time spent on studies and the WFC and FWC, respectively. Finally the result showed a weak correlation between the number of sick days during the semester and WFC and FWC. Thus, results may suggest that gender socialization could be a contributing factor of the observed gender differences. / Work-Life Balance (WLB) definieras som förmågan att balansera arbetslivet och hemmalivet på ett framgångsrikt sätt. WLB kan utvärderas genom att undersöka individens upplevelse av Work-Family Conflict (WFC) och Family-Work Conflict (FWC), som båda mäts i Netemeyers, Boless och McMurrians (1996) enkät. Syftet med studien var att undersöka om det fanns några könsskillnader hos civilekonomsstudenter avseende WFC, FWC, tiden som spenderades på studier, på hushållsarbete samt sjukdagar per termin. Studien omfattade 138 respondenter (74 kvinnor och 64 män). Resultatet bekräftade tidigare upptäckt, att det fanns en könsskillnad i WFC, men motsatte att det skulle finnas en könsskillnad i FWC. Vidare framkom det att kvinnorna hade högre värden i samtliga variabler (antalet studietimmar per dag, hushållstimmar per dag och sjukdagar per termin). Resultatet visade även ett samband mellan antalet studietimmar per dag och WFC samt FWC. Slutligen visade resultatet en svag korrelation mellan sjukdagar per termin och WFC samt FWC. Möjligen kan köns- socialiseringen vara en bidragande faktor till de observerade könsskillnaderna.

Abstract The majority of young Australian women aspire to be married with at least one child and in some form of paid employment by the time they are 35 years of age. In an age of increasing female labour force participation, it seems then that young women really can have it all. However, while younger generations of women are now more likely than their male counterparts to go to university, Australian women, compared to women in other countries, have low workforce participation rates after childbearing; and many move to part-time positions characterised by lower earnings, less responsibility and less opportunity for training and promotion. Further, there continues to be significant occupational segregation in the workplace, and women continue to earn significantly less than men. Why are Australian women not utilizing their skills to their full potential? The issue of balancing paid work with family responsibilities is central to this debate; and crucial is the role of Australian work-family legislation, which has previously focussed on improving Australia’s low fertility rate through financial aids rather than recognising women’s increased attachment to the paid workforce. This underscores the need for further research on how young Australian women negotiate work and family, to contribute to the evidence base for the formation of policy that supports the needs of young Australian women. This thesis takes an innovative approach of examining the work and family aspirations of a new generation of young Australian women negotiating work and family, transitioning from their late teens/early twenties to their early 30s. A prominent theoretical model of women’s work and family preferences, Lifestyle Preference Theory, postulates that women’s work and family outcomes are primarily the result of what they had always aspired, and that all women living in contemporary society can ‘choose’ their preferred type of lifestyle. However, as argued in this thesis, this model doesn’t take into account women’s circumstances, systemic-level supports and life changes that impact upon women’s decisions. Further, compared to previous generations of women, when most of the research on women’s aspirations was conducted, there is a new development process bridging adolescence and early adulthood, termed Emerging Adulthood. Using a mixed-methods approach of quantitative and qualitative analyses, this thesis examines young Australian women’s work and family aspirations according to their life experiences and within the social and structural constraints on their lives, during this developmental period of the life course and new socio-historical context. Chapter 1 provides a historical context to women’s changing roles and increasing workforce participation over past decades, while also discussing the pervasiveness of gender stereotypes and gender differences in the workforce. Chapter 2 discusses the Australian context in more depth; including work and family trends and systemic-level work-family support. This section also introduces theoretical contributions in the area of women’s aspirations, and developmental changes likely to affect young women. Chapter 3 then provides an analysis of young Australian women’s work and family aspirations, including the consistency of their aspirations over time, using nationally representative data from the younger cohort of the Australian Longitudinal Study on Women’s Health (ALSWH). Chapters 4 and 5 examine the representativeness of Lifestyle Preference Theory as a model of young Australian women’s work and family aspirations. Chapter 4 investigates whether Australian women can be categorised as ‘types’ committed to pursuing a particular lifestyle while Chapter 5 investigates whether women’s aspirations are independent of context, as theorised by Lifestyle Preference Theory, or correlated to women’s circumstances and the constraints on their lives. Chapters 6 and 7 aim to give voices to the experiences of young Australian women forming their aspirations during this period of the lifespan, by analysing qualitative comments from the younger cohort of the ALSWH. Chapter 6 provides a context of what is important and happening in the lives of young Australian women, while Chapter 7 provides a more thorough discussion of women’s comments about their aspirations and with a comparative discussion of their comments to current theoretical models. Through an analysis of focus group material, Chapter 8 continues to examine the experiences of young women during this developmental period of the lifespan. This Chapter reviews young women’s thoughts on their aspirations for work and family, how they anticipate making work and family decisions, and how they perceive and experience this developmental period of the lifespan. Chapters 9 and 10 return to the quantitative data of the ALSWH to investigate why women change their aspirations over time, and specifically look at the impact of first birth and life events on women’s motherhood and employment aspirations. These Chapters discuss the role of systemic-level work-family support on women’s changing aspirations. Chapter 11 provides an integrative conclusion of findings, which show that women are forming and adjusting their aspirations as best they can within their circumstances and the constraints on their lives, and the broader context of Australia’s work and family support systems. This Chapter provides recommendations for policy and directions for future research.

Thesis (M.S.W.)--University of Hong Kong, 1996. / Includes bibliographical references (leaf 121-126).

Thesis (M.A.)--University of Canterbury, 2001. / Typescript (photocopy). Includes bibliographical references (leaves 139-146). Also available via the World Wide Web.