Trabalhar e ter família sempre foram fatos presentes na vida dos seres humanos. Em cada momento histórico os significados atribuídos ao trabalho e à família foram diversos, bem como os modos de viver e de relacionar estes dois âmbitos. Este estudo propõe uma reflexão sobre a interação entre as esferas do trabalho e da família, remetendo um olhar específico para a sociedade contemporânea. No momento atual, confrontados pelas características peculiares de organização social e econômica, os indivíduos experienciam a velocidade, a incerteza, a impermanência e a complexidade como fatos corriqueiros em suas vidas. O avanço tecnológico, a informatização e a globalização também fazem parte hoje do trabalho e da família. Os indivíduos hoje convivem com as exigências de um mercado dinâmico, embasado na rentabilidade econômica e no consumo, cujos efeitos são refletidos em todas as esferas da vida. Utilizando-se de histórias de vida como técnica investigativa, este estudo propiciou a análise desta realidade a partir de compreensões particulares de quatro gestores intermediários atuantes em indústria petroquímica. O relato de histórias pessoais possibilitou aos narradores um retorno a momentos específicos de suas vidas, onde compreensões e valores foram destacados. Os resultados demonstram a complexidade do relacionamento entre o trabalho e a família. Os modos de se experienciar a confluência de solicitações do trabalho e da família dependem de momentos de vida e variam de indivíduo para indivíduo, não sendo possível afirmar que são conflitantes e causadores de sofrimento em todas as situações. É possível identificar também situações de ganho em ambas as esferas, tendo a família um efeito positivo no trabalho e vice-e-versa. Do mesmo modo, é possível identificar nos relatos que o trabalho e a família hoje são territórios habitados por ambos os sexos: a administração do lar, a criação e educação dos filhos devem ser também funções masculinas, sinalizando as mudanças nos modos de viver e de se relacionar. Contudo, percebe-se que as crenças sobre trabalho e família destes gestores ainda estão arraigadas a padrões culturais da época de sua formação profissional, educacional e moral, seguindo as conformações de trabalho e de família da geração dos seus pais. O transitar entre concepções antigas e novas remete às características da sociedade contemporânea, traduzindo um momento incerto e de mudança. / To work and to have a family have always been basic in human life. In every historical moment, different meanings were given to work and family, as well as were different the ways of living and interacting between these two domains. This study aims to allow thought about work-family interactions, especially regarding the contemporary society. At this particular social/economical moment, people are being confronted with particular characteristics and are experiencing uncertainty, constancy of changes and complexity. The information technology revolution and globalization are part of work and family: individuals face today the demands of the economical market, based on profitability and consumption, and its effects are spread in both work and family domains. Using life stories as the methodological approach, this study analyses this reality through the personal experiences of four middle managers working in a petrochemical industry. The act of telling about their lives gave them the possibility to re-experience some critical moments, where values and beliefs were enunciated. The results confirmed the complexity of work-family interactions, and showed that there are different ways of facing the multiplicity of demands, with choice differing from person to person and depending on the moment of life. It is not possible to assure that family and work are conflicting spheres and that there are always negatives spillovers. In this study, work-family interactions with positive spillovers were identified s well. It is also possible to conclude, based on their speeches, that nowadays work and family are common territories: household tasks and child care and education are also men requirements and this fact enlightens the changes in the way people live and interact in the work and in the family. However, it was perceived that their beliefs about work and family are still strongly based on their parents values and realities, under which these middle managers were raised. Applying at the same time old and new values leads to the present society specificities, reinforcing the uncertainty and the lack of patterns.

Trabalhar e ter família sempre foram fatos presentes na vida dos seres humanos. Em cada momento histórico os significados atribuídos ao trabalho e à família foram diversos, bem como os modos de viver e de relacionar estes dois âmbitos. Este estudo propõe uma reflexão sobre a interação entre as esferas do trabalho e da família, remetendo um olhar específico para a sociedade contemporânea. No momento atual, confrontados pelas características peculiares de organização social e econômica, os indivíduos experienciam a velocidade, a incerteza, a impermanência e a complexidade como fatos corriqueiros em suas vidas. O avanço tecnológico, a informatização e a globalização também fazem parte hoje do trabalho e da família. Os indivíduos hoje convivem com as exigências de um mercado dinâmico, embasado na rentabilidade econômica e no consumo, cujos efeitos são refletidos em todas as esferas da vida. Utilizando-se de histórias de vida como técnica investigativa, este estudo propiciou a análise desta realidade a partir de compreensões particulares de quatro gestores intermediários atuantes em indústria petroquímica. O relato de histórias pessoais possibilitou aos narradores um retorno a momentos específicos de suas vidas, onde compreensões e valores foram destacados. Os resultados demonstram a complexidade do relacionamento entre o trabalho e a família. Os modos de se experienciar a confluência de solicitações do trabalho e da família dependem de momentos de vida e variam de indivíduo para indivíduo, não sendo possível afirmar que são conflitantes e causadores de sofrimento em todas as situações. É possível identificar também situações de ganho em ambas as esferas, tendo a família um efeito positivo no trabalho e vice-e-versa. Do mesmo modo, é possível identificar nos relatos que o trabalho e a família hoje são territórios habitados por ambos os sexos: a administração do lar, a criação e educação dos filhos devem ser também funções masculinas, sinalizando as mudanças nos modos de viver e de se relacionar. Contudo, percebe-se que as crenças sobre trabalho e família destes gestores ainda estão arraigadas a padrões culturais da época de sua formação profissional, educacional e moral, seguindo as conformações de trabalho e de família da geração dos seus pais. O transitar entre concepções antigas e novas remete às características da sociedade contemporânea, traduzindo um momento incerto e de mudança. / To work and to have a family have always been basic in human life. In every historical moment, different meanings were given to work and family, as well as were different the ways of living and interacting between these two domains. This study aims to allow thought about work-family interactions, especially regarding the contemporary society. At this particular social/economical moment, people are being confronted with particular characteristics and are experiencing uncertainty, constancy of changes and complexity. The information technology revolution and globalization are part of work and family: individuals face today the demands of the economical market, based on profitability and consumption, and its effects are spread in both work and family domains. Using life stories as the methodological approach, this study analyses this reality through the personal experiences of four middle managers working in a petrochemical industry. The act of telling about their lives gave them the possibility to re-experience some critical moments, where values and beliefs were enunciated. The results confirmed the complexity of work-family interactions, and showed that there are different ways of facing the multiplicity of demands, with choice differing from person to person and depending on the moment of life. It is not possible to assure that family and work are conflicting spheres and that there are always negatives spillovers. In this study, work-family interactions with positive spillovers were identified s well. It is also possible to conclude, based on their speeches, that nowadays work and family are common territories: household tasks and child care and education are also men requirements and this fact enlightens the changes in the way people live and interact in the work and in the family. However, it was perceived that their beliefs about work and family are still strongly based on their parents values and realities, under which these middle managers were raised. Applying at the same time old and new values leads to the present society specificities, reinforcing the uncertainty and the lack of patterns.

This research has been studying if there is a difference in work-life balance for people working in England (n=30) and in Sweden (n=32), and if well-being can be related to this in any way. The study has used an online survey including the Perceived Stress Scale (PSS) which measured well-being and QPS Nordic which measured work-life balance and work-family conflict. The result shows that there is a significant difference (p<.005) between wellbeing and work-life balance together with a significant higher level (p<.001) of work-life balance for the participants working in England compared to the once working in Sweden. The study also shows a significant correlation (p<.003) between work-life balance and the number of hours which the individual participants are normally working per day. However, the study cannot tell what is causing the significant relation between work-life balance and well-being regarding to the non-statistic significant difference between well-being and the participants working in England verses Sweden or between any of the covariates which has been included in the analysis.

Cette étude exploratoire a pour objectifs de cerner les modalités de réaction des personnes atteintes de cancer face à la reprise du travail et de repérer les ressources ou les facteurs de vulnérabilité face à cette reprise. Quatre-vingts sujets sont répartis en trois groupes : 33 sujets qui ne bénéficient d’aucun accompagnement spécifique, 44 sujets reçus à la consultation d’aide à la reprise du travail après un cancer du CHU de Rouen et 3 sujets qui ne souhaitent plus reprendre le travail. Les caractéristiques psychologiques, médicales et socioprofessionnelles des sujets non consultants et des sujets consultants sont comparées. Les données relatives aux sujets qui ont abandonné leur projet de reprise du travail sont analysées sur un plan qualitatif. Nous nous attendions à ce que les sujets consultants soient plus vulnérables que les sujets non consultants. Nos résultats soulignent que les sujets des deux groupes ne sont pas si différents. Les facteurs de vulnérabilité présentés par les sujets consultants n’ont pas eu d’incidence sur la reprise du travail. L’aide de la consultation a pu favoriser une forme de résilience et l’autonomie psychique chez ces sujets. Les situations des sujets qui ne souhaitent plus reprendre un travail ont amené des éléments de compréhension face à la sortie de l’emploi après le diagnostic de cancer. Ce travail confirme la singularité de chaque situation de cancer et souligne un besoin spécifique à cette population, celui d’un accompagnement individualisé. Celui-ci doit être envisagé tout au long du processus de reprise du travail pour prévenir des difficultés susceptibles d’apparaître bien au-delà de cette reprise. / This exploratory study aims to identify the modalities of reaction of people with cancer who face the resumption of work and identify the resources or the vulnerabilities facing return to work. Eighty persons divided into three groups: 33 persons who return to work without accompaniment, 44 persons who solicit the department of ‘return to work after a cancer’ (University Hospital of Rouen) and 3 persons who no longer wish to return to work. The psychological, medical, social and professional characteristics of non consultants and consultants are compared. A qualitative analysis (case studies) is performed for the results concerning the three persons that have abandoned their plans to return to work. We expected that consultants are more vulnerable than non consultants. Our results emphasize that both groups are not so different. The vulnerability factors presented by consultants did not have any impact on return to work. The help provided by the department had probably promoted a form of resilience and psychological autonomy for these patients. The situations of persons that have no intention to return to work have highlighted elements of understanding of the reasons which encourage them to quit their job after cancer diagnosis. This study confirms the uniqueness of each situation of cancer. Our results highlight a specific need for this population that of an individualized support. The possibility of being supported throughout the return to work process should be considered in order to prevent issues that may appear beyond this resumption.

Magister Commercii (Industrial Psychology) - MCom(IPS) / The aim of this research study was to assess the existence and impact of career barriers on women in a municipal environment and to understand whether career salience explains some of the differences in the perception of career barriers. To answer the research hypothesis, permission was obtained from the municipal management to embark on the study and the respondents were notified in writing of the purpose and benefits of the study. A cross-sectional, convenience sample of 89 female employees in post levels one to ten was used. The survey questionnaire consisted of a demographical questionnaire, The Career Barriers Inventory-Revised (CBI-R) (Swanson, Daniels & Tokar, 1996) and a career salience scale. The statistical analyses included descriptive, inferential statistics and analysis of variance. The data was also subjected to a Scheffe’s test to determine the differences in perceptions. The results (N = 89) of this study do not support the hypothesis that there is a significant difference between age and women’s experiences of sex discrimination as a career barrier. The first and second hypothesis, which meant to prove a significant relationship between career salience and career barriers and a significant difference in women’s perceptions of career barriers based on their career salience, was partially accepted

No description available.

Research shows that although the representation of women in the workforce has increased over the past couple of decades, there are many industries that still remain male dominated. In addition, it is generally known that such male-dominated industries have minimal female representation at their managerial levels. One such male-dominated industry in South Africa is the air traffic control (ATC) industry. Women represent about 30 percent of the industry, which suggest their status in the industry is still quite low. The purpose of this study was to examine male and female air traffic controllers’ perceptions of factors that facilitate and constrain women’s career advancement, and to determine whether there were any significant differences in their opinions. The study also identified what male and female air traffic controllers (ATCOs) think the industry can do to help prepare women for leadership positions in the industry, and how to eliminate barriers that may exist to women’s career advancement. Data for this study were collected through an online questionnaire adapted from Zhong’s (2006) study on a convenience sample (N = 147) of male and female ATCOs in South Africa. The data analysis was executed by using factor analysis and analysis of variance (ANOVA). Content analysis was used to analyse the two open-ended questions. The findings from the ANOVA suggest that there were four significant gender differences in perceptions of the Personal effort/External support, Attitude/Internal character, Equity, and Family issues. There also were significant differences in opinion on External support/Personal effort, Attitude/Internal character, Equity and Family issues, depending on the number of children the respondents had, and significant differences of marital status on the External support/Personal effort and Family issues. Finally, significant differences were found in the years’ experience variable for Attitude/Internal character. In response to the open-ended questions, most of the respondents suggested that the ATC industry should offer training programmes to improve awareness of possible barriers within the industry, as well as to offer advice on how to overcome them and improve their leadership skills. This could be done by creating programmes on the knowledge and skills needed to advance one’s career or by providing mentors or role models. Future research could compare the perceptions of employees from different race groups and their perceptions of women’s career advancement in male-dominated industries. It is also recommended that researchers conduct in-depth qualitative interviews together with the current questionnaire to evaluate perceptions of the career advancement of women more critically. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

The thesis is focused on family and marriage counseling centers, currently established by the state in accordance with law no. 108/2006 Coll. on social services. The aim is to map out their development, with emphasis on the period from 1990 to the present, and try to understand this development in connection with external factors and legislation. Another objective of this work is to map the development of professional work within these centers and its potential evolution. Related to this is the implementation of supervision and its current use within these centers. Keywords: Family and marriage counseling centers, social work, counseling, psychotherapy, supervision

Due to the COVID19-pandemic many companies and organisations in Sweden have changed their ways of working from location dependent to teleworking. It has been discussed if flexible working conditions benefits or disadvantages workers possibilities to balance work life and family life. Previous research show that women and men traditionally have been responsible for different parts of the unpaid work at home. Studies also show that women tend to spend more time on unpaid work than men. The purpose of this study is to examine if and how the increase of teleworking, as a result of the pandemic, is perceived to have changed the boundaries between work life and family life. The purpose is also to examine whether the experience of the conflict between work and family life has changed due to the pandemic. The aim of the study is also to examine if the distribution of unpaid work is perceived to have changed. The results of the study are based on the answers from qualitative interviews of four women and three men who were teleworking as a result of the pandemic. The results of the study indicate that the responsibility for the boundaries between work life and family life has shifted from the employer to the employee. The conflict between work life and family life is expressed in different ways and has to some extent changed as a result of teleworking. When and how the unpaid work is performed has changed but the distribution between the sexes seems to be the same as before. The social aspect seems to be an important factor for the wellbeing and is lacking in this new way of working. / Till följd av COVID-19-pandemin har många företag och organisationer i Sverige ändrat sin verksamhet från platsberoende till arbete på distans. Det har diskuterats huruvida flexibla arbetsförhållanden gynnar eller missgynnar arbetstagarens möjligheter att balansera arbetsliv och familjeliv. Tidigare forskning visar att kvinnor och män traditionellt sett har ansvarat över olika delar av det oavlönade arbetet i hemmet. Samtidigt visar studier att kvinnor lägger mer tid på oavlönat arbete än män. Syftet med denna studie är därför att undersöka om och hur det ökade distansarbetet till följd av pandemin upplevs ha förändrat gränsdragningen mellan arbetsliv och familjeliv. Syftet är även att undersöka om upplevelsen av konflikten mellan arbete och familj har förändrats till följd av pandemin. Syftet med studien är dessutom att undersöka om fördelningen av det oavlönade arbetet upplevs ha förändrats. Studiens resultat baseras på svaren från kvalitativa intervjuer med fyra kvinnor och tre män som arbetar på distans till följd av pandemin. Studiens resultat tyder på att ansvaret för gränsdragningen mellan arbetsliv och familjeliv har förflyttats från arbetsgivaren till arbetstagaren. Konflikten mellan arbetsliv och familjeliv tar sig i uttryck på olika sätt och har till viss del förändrats till följd av distansarbetet. När och hur det oavlönade arbetet utförs har förändrats, men fördelningen mellan könen verkar vara densamma som innan. Den sociala aspekten verkar vara en viktig faktor för välbefinnandet som saknas i och med det nya arbetslivet.

The thesis focuses on work and personal life harmonization and strategies that can lead to this harmony. The theoretical part contains general introduction to work and personal life harmonization problematics. Then follows the core of theoretic part, the overview of these strategies in the work, the family and the personal area. In this part there is also summary of their pros and possible risks. The empirical part is using qualitative methodology and is based on findings from theoretical part. Using semi- structured interviews, there were found out strategies which are used by employees from one specific company. In the work area associates often mentioned flexible work hours and home office. Their manager's approach seems to be very important. In the family area there was often mentioned help from partner and grandparents. The main aspects in the personal were "mental setting" switching roles or breaking point (milestone in life, which made individual to change his or her approach to harmonization).