Thesis (doctoral)--Uppsala universitet, 2002. / "Essay 2 (with Anders Klevmarken) ... Essay 4 (with Per Johansson)"--Abstract. Added t.p. with thesis statement inserted. Includes bibliographical references.

Work-family conflict is a type of interrole conflict in which psychological stress arises when demands from work domain interfere with one’s capability to carry out responsibilities associated with family. Social support, on the other hand, is commonly regarded as a valuable coping resource that can alleviate job stress. In the past few decades, different models have been proposed to understand the role of work-family dynamics in the workplace. However, some of these models are mutually exclusive. While some studies found that either positive or negative experience from one domain will spill to the other domain, a different stream of research found that the negative experience from one domain can be compensated by the positive experience from another domain. In an attempt to understand the underlying mechanism of work-family conflict, a moderated-mediation model was proposed. The model encompasses the indicators, the consequences, and the moderators into the study of work-family conflict. More importantly, the model puts forward the importance of a situational fit between the source of stress and the type of social support being offered (Study 1). It also emphasizes the significance of relationship closeness in affecting the effectiveness of social support (Study 2). Adopting the Job Demand-Resources model, Study 1 attempted to test the contextual variability of social support. In particular, the buffering role of two types of domain-specific support, namely the coworker support and family support, were tested in the work context. The results showed that there is a domain difference of the effectiveness of social support. The moderating effect of within-domain social support was stronger than the cross-domain social support. Coworker support was found to buffer against the linkage between job demands and psychosomatic symptoms, whereas family support was found to strengthen the lethal impact of the same relationship. Based on a sample with two time points of 18- to 20-month interval, Study 2 further tested the impact of relationship closeness on social support. Work-family conflict was found to be a mediator between the linkage of job demands and psychological well-being. A main effect was shown for both coworker support and family support in which the both types of social support from Time 1 significantly predicted Time 2 work-family conflict reported by participants. Peer support was found to be a negative buffer in the moderated mediation model in which a higher level of peer support was shown to intensify the negative relationship of job demands on psychological well-being through work-family conflict. The findings from the current research challenge the perspectivethat views social support as favorable at all times. In particular, the proposed model showed that receiving social support in a right context, or social support from significant others will be beneficial to employees’ psychological well-being, whereas social support from non-significant others in a misfit context will be hazardous. / published_or_final_version / Psychology / Doctoral / Doctor of Philosophy

The primary concern of this thesis is to understand why the "public-private dichotomy" has such resilience in contemporary Western society. Feminist reflection on the dichotomy reveals that at it serves the patriarchal purposes of misrepresenting, masking and devaluing women's lives. Teleworkers are individuals who work at home; they often opt for this work arrangement because they want to better integrate their public (or work) and private (or nonwork) spheres. Ironically, however, teleworkers reify the dichotomy between public and private in their daily lives. Through in-depth qualitative interviews with female and male teleworkers, I explore the mechanisms which reinforce this. These mechanisms include first, the sexual division of labour in the home and second, the gendered notion of "professionalism." Comparing female and male teleworkers I show how workers at home are physically removed from the office environment but work in a way that largely reproduces the "gendered professionalism" inherent in the organizational culture of this environment. Perceiving the opportunity to telework as a privilege, they have to legitimate this work arrangement by continuing to make sharp distinctions between public "work" and private "nonwork" which in turn reinforces the sexual division of labour in the home. These mechanisms keep the public-private dichotomy in place. I argue, however, that teleworkers interpret the dichotomy in a critical manner; through a "critique from within" they challenge the dichotomy. This challenge originates in their experiences that the best work (which they often call "real work") is carried out in the private sphere of the home. In fact, the office is identified as inappropriate for "real work" precisely because it is public. The dichotomy between public/work and private/nonwork begins to be prized open. I argue that the long term consequences of this critique will depend upon the guided entrenchment of telework within organizations.

Thesis (MEd(Sociopedagogics))--University of Pretoria, 1999. / Includes bibliographical references.

Thesis (M. Phil.)--University of Hong Kong, 1995. / Declaration statement inserted. Photocopy of the original. Includes bibliographical references (leaf 196-208).

Thesis (M.Psych.Org.) - University of Queensland, 2004. / Includes bibliography.

M.Com. (Industrial Psychology) / Orientation – Working men and women are finding it increasingly challenging to establish a balance between their family environments and working environment, especially with the increase in the number of roles they have adopted. Personality may impact the experience of work-family conflict. Research purpose – The main objective of this study was to determine whether gender moderates the relationship between personality variables- specifically extraversion, conscientiousness and neuroticism- and work-family conflict. This study also looked at whether levels of work-family conflict, extraversion, neuroticism and conscientiousness differ significantly between men and women. Motivation for the study – There is little research done on working men and women and how they experience work-family conflict. Research design, approach and method – A quantitative, cross-sectional survey design was utilised to gather information. The sample (N=791) was comprised of working men and women from a variety of organisations. Data were gathered by making use of the Work-to-Family Conflict Questionnaire (Netemeyer, Boles, & McMurrian, 1996) and the Basic Traits Inventory (BTI) (Taylor & De Bruin, 2006). Main finding – The results indicated that levels of work-family conflict do not differ significantly between working men and working women, however, differences did occur in personality between men and women. Women experience higher levels of conscientiousness and neuroticism than men. Men and women, however, do not differ in terms of levels of extraversion. Neuroticism positively predicted work-family conflict. The results also indicated that gender does not moderate the relationship between these three personality variables and work-family conflict. Practical/ managerial implications - The study supplements a thin database on the experiences in terms of work-family conflict among working men and women in South Africa. Organisations should provide men and women with equal opportunities as well as support in facing challenges of work-family conflict (e.g. flexible working hours).

No description available.

The majority of companies in Taiwan are small and medium businesses, and most of companies are run by couples. Therefore, it is very common to see boss¡¦s wife in the company. Nonetheless the boss¡¦s wife puts different amounts of effort in the family field and the work field depending on the amount of her participation in managing family business and which stages of the family life cycle she is in. That is, the boss¡¦s wife frequently has a trade off between family and work life. The purpose of this study is to discover what kinds of conflicts the boss¡¦s wife experiences when looking after both work and family and how they cope with conflicts and thus balances their work and family life. This study has adapted case study method, a way of qualitative research to collect and analyze data. The propositions are as follows: Proposition 1: If the boss¡¦s wife takes her participation in family business, it is the extension of family responsibility, and they will be involved in managing the company. Proposition 2: Housekeeping is remained as the boss¡¦s wife¡¦s major responsibility. However, the boss and his parents will lower their expectations of housekeeping quality in order to lessen the loading of the boss¡¦s wife in the family field. Proposition 3: Motivated by family responsibilities, the boss¡¦s wife will look after both family and family business. Proposition 4: Prerequisites of maternity and intentions to take on the family role first, even if the permeability of family boundary is higher, the work and family conflicts come mainly from family interference with work, not vice versa. Proposition 5: One of characteristics embedded in the boss¡¦s wife¡¦ work is work-family boundary ambiguity. Proposition 6: It is because the boss is considerate to the fact that his wife is too busy to look after both the work filed and the family filed and vice versa, spouses can eliminate each other¡¦s role conflicts.

Thesis (M.B.A.) - Carleton University, 2002. / Includes bibliographical references (p. 153-161). Also available in electronic format on the Internet.