Psychological detachment from work during off-job time has great significance in the field of Occupational Health Psychology because it affects the process of work recovery. Recovery from work helps people to achieve a work-life balance that leads to psychological health and general well-being.

The inextricable ties between work and family have been extensively studied, however, with both societal and organizational change there is a continuing need for organizational research to elucidate the effects work can have on family, individual, and job well-being. Through three studies, this body of work demonstrates the role of supervisors, psychological contextual factors, and workplace work-family resources for improving employee and spouse family well-being and employee psychological and job well-being. This dissertation drew upon data from the Study for Employment Retention of Veterans (SERVe) and the Work-family Health Network (WFHN). Study 1 investigated the link between a supportive supervisor training and employee and spouse ratings of spouse and parent-child relationship quality at 3 and 9 months, while examining the moderating effects of baseline stress. Results revealed that the supportive supervisor training is associated with improved spouse reports of spousal relationship quality 3 months following the training. Additionally, results suggested that the training protects against employee and spouse declines in relationship quality under conditions of higher baseline employee stress. Study 2 examined the daily within and between-person link between work-to-family conflict (WFC) and affective well-being for employees and their spouses, with a focus on how daily family supportive supervisor behaviors (FSSB) can protect against WFC associated declines in mood. Findings from Study 2 revealed that daily WFC is related to declines in both employee and spouse mood at the within and between-person levels, however the associations between WFC and spouse mood are nuanced. Specifically, employee WFC was associated with spouse positive mood at the within-person level, but with spouse negative mood at the between-person level. Furthermore, FSSB protected against daily within-person WFC associated declines in employee positive mood. Study 3 utilized a novel theoretical integration of COR theory and climate framework, multi-level methodology, and a time-lagged design in order to elucidate the relationships between supervisor work-family views, unit-level work-family resources (e.g., FSSB and schedule control), and individual well-being. Results revealed that positive supervisor views about flexible work arrangements (FWA) for employees was associated with higher unit levels of FSSB, and that unit level FSSB and schedule control were both strongly related to subsequent employee burnout. Additionally, supervisor FWA was indirectly associated with job-burnout via FSSB. These three studies drew upon multi-level, multi-time points, and multi-source data to further work-family literature and theory, and demonstrate the importance of work-family resources for protecting employees and their families from stress related resource loss. The unique contributions of this dissertation and future directions are discussed.

In the past two decades the growth of the offshore oil and gas industry of Western Australia has resulted in an increased number of families experiencing the intermittent absence of a partner/parent. The gendered nature of the offshore oil and gas industry means workers tend to be male and the partner left at home tends to be female. This was the case for the participants in this study. For two/three weeks the family experience the absence of the male 'breadwinner', creating a gap within the family as the women and children experiences the loss of the partner/parent. Two/three weeks later the male worker returns home for his rest period and he reengages in his roles and the family is reunited. When the worker is absent the partner at home takes on the worker's gendered roles, tasks and responsibilities; upon his return she surrenders (sometimes willingly) his gendered roles, tasks and responsibilities. Solheim (1988) state families of offshore oil and gas workers experience three social realities; his life at work, her 'single' life when he is at work, and their couple life when the worker arrives home. The families can develop a range of methods to adjust to the flux that occurs within families due to the work schedule (Forsyth and Gramling 1989). The repeated cyclical patterns of parting and reunion, weaving and balancing their three lives, and renegotiation of family work contribute to the stressors and strains the partners of offshore workers experience. This study investigated how the offshore lifestyle impacts the at home partner of offshore workers and in addition, how at home partners use their social networks as means to help adapt to the offshore work schedule, and makes two major findings. Firstly, the at home partners of offshore workers participate in exchanging, at various levels, social support with family, friends and neighbours, although the most important form of support which helps the at home partner adapt to the offshore lifestyle is the support they receive from the offshore worker. Secondly, adapting to the offshore lifestyle is highly influenced by a process consisting of four reactions. The reactions are: the beginning; normalising his presence; normalising his absence; and balancing two lives. The identification of the four reactions can provide a greater understanding of how the offshore oil and gas industry impacts on the daily lives of partners of offshore workers as it helps make visible the day-to-day lives of partners of offshore oil and gas workers.

'Corporate warriors' and 'company animals' are common terms used to describe Japanese sarariman ( salarymen ), the former referring to salarymen as the samurai of Japan's post - war economic miracle and the latter suggesting servile creatures of Japanese corporations. This thesis explores Japanese salaryman masculinity, that is, the 'hegemonic masculinity' in Japan. The study collects the life - histories of 39 men across three generations of salarymen, so that the oldest men in my sample were in their 70s and the youngest in their 20s. While research on Japanese masculinities has expanded rapidly in recent years, no other study, to the author's knowledge, explores generational changes. This generational approach allows exploration of maintenance of and changes in hegemonic masculinity over time. This thesis pays attention to the phases of salarymen's lives. In the period of growing up, participants were continually confirmed in their self - worth through a hierarchy grounded on age and gender in the settings of the family, school and neighbourhood. Across the three generations, participants grew up in a homosocial and heterosexual world, barely mixing with the opposite sex and focusing on educational outcomes for successful careers after their schooling. Despite their immersion in comradeship, most participants ensconced themselves comfortably in the institution of marriage. While a few unconventional families emerged in the sons' generation, the traditional gendered division of labour is reproduced across the three generations. Many participants rejected equal opportunities for women in the workforce and participated very little in housework and childcare, claiming that providing the family income was their 'childcare'. Participants understood themselves as corporate warriors, or elite male workers, rather than company animals. Nevertheless, some young respondents evinced a tinge of jealousy for increasing number of ' freeters ' ( part - time workers ). Moreover, several men in the grandfathers' generation regretted their current minimal contact with their children and grandchildren as a result of their absence from home while children were growing up. Thus Japanese salarymen in this study expressed aspects of both the corporate warrior and the company animal in reflecting on their experiences. / Thesis (Ph.D.)--School of Social Sciences, 2006.

The effect of changes in employment hours on changes in household task hours was studied. Data were used from the National Survey of Families and Households (NSFH) waves one and two. Wave one was a probability sample of 13,017 age 19 and older in the United States who were interviewed in person in 1987-88. Wave two consisted of the original NSFH sample who were reinterviewed five years later in 1992-94. A subsample of 1233 men and women was created by selecting employed men and women who were continuously married to the same spouse, lived in the same household, and had a least one biological child under 18 living in the household at wave one and wave two. After controlling for age in years, education in years, race, wage rate, and age of youngest child, the subsample was used to determine if changes in employment hours caused changes in household task hours. Household task hours were categorized by feminine, masculine, and neutral, as well as total household task hours. Lag regression analysis without gender interaction effects found that a one hour increase in employment hours caused a sixteen minute decrease in total household tasks hours, a twelve minute decrease in feminine household task hours, and a two minute decrease in neutral household tasks among married men and women with children. Lag regression analysis with gender interaction effects found that a one hour increase in employment hours caused a sixteen minute decrease in total household tasks hours and a fourteen minute decrease for married women with children only. No statistically significant relationship between changes in employment hours and changes in any category of household tasks hours was found for married men with children when gender interactions were controlled. The results of this study supports the interaction of time availability and gender in explaining changes in household tasks hours. / Graduation date: 2001

No description available.

Thesis (Ph. D.)--Florida State University, 2005. / Includes vita. Includes bibliographical references (p. 97-103). Also available online via the Florida State University website (http://etd.lib.fsu.edu/).

Since the industrial revolution, work and family have been viewed as separate spheres, with women relegated to the family sphere. With the advent of women into the paid labor force, few studies have considered the potentially complex context of women's work and family experiences. The purpose of this study was to examine the impact of family structure, occupational status, and workplace relationships on women workers' perceptions of stress. The sample for this study included 379 women dental assistants and hygienists who responded to mailed questionnaires sent to the dental offices where they worked. The dependent variables used in this analysis were mental stress, physical stress, and four social stress items. Analysis of variance was performed for the family structure groups on physical, mental, and social stress items. Single parents and parents in general were especially stressed in terms of financial stress and marital stress. The second series of analyses included t-tests on stress by occupation. Dental assistants had more financial stress than hygienists. Hygienists had more mental stress than assistants. Workplace relationships were assessed in the full regression models. Frequency of talking with fellow workers was strongly and positively associated with financial problems. The full regression models supported the findings in earlier analyses that tensions from children and financial problems were associated with the presence of children in the home. The findings in this study suggest that for women workers, work and family do not occupy separate spheres. Women workers think about family matters at the workplace and discuss them with their other women workers. Further research needs to focus on women workers, especially those in traditionally female occupations, and the work and family connections for these workers. / Graduation date: 1992

published_or_final_version / Sociology / Master / Master of Philosophy

In 2000, 79 percent of married Canadian women between the ages of 25 and 44 were in the labour force and 75 percent were employed.1 Many Canadian families with working parents use costly child-care, and many of these families take advantage of the child-care expense deduction (CCED): in 1998, 71 percent of families with pre-school children used child-care services to work or study at a given point in time,2 and 868,460 taxfilers reported nearly $2.4 billion in child-care expenditures on 1,390,200 children.3 In this thesis, I examine the effects of parental labour supply and child-care use on children, the impacts that child-care costs have on the labour supply of married mothers, and the fairness of the tax system with respect to child-care costs. Chapters I, and V are introductory and concluding chapters, respectively. In chapter II, I consider the question of whether parental labour supply and child-care use affect child cognitive and behavioural outcomes. Parental labour supply reduces the amount of time parents have for their children. On the other hand, parents can replace their own time with child-care services and can also purchase more market goods with additional income earned at work. I examine this question using the first three cycles of the National Longitudinal Survey of Children and Youth (NLSCY), which provide both a large sample size and a rich source of data, including controls for parenting skills. The possible joint detennination of labour supply and child outcomes is also tested. In chapter III, I estimate the impact of child-care costs on the return to work of married Canadian women with children under three, using data from the 1988 Canadian National Childcare Survey (CNCCS) and Labour Market Activity Survey (LMAS). Data from the 1995 Canadian General Social Survey indicate that Canadian mothers have split views on the issue of whether parental labour supply has deleterious effects on child outcomes. Furthermore, women's views on these issues tend to be consistent with their labour supply, suggesting their views may affect whether they choose to work or not. If women's preferences for work are based on thenviews and are correlated with other explanatory variables such as education and cost of care, the estimated coefficients on these explanatory variables will be biased. In order to allow for these potential differences in responsiveness to childcare costs, I estimate separate models where current or previous occupation and weeks worked in the previous 12 months are used as control variables in the estimation to account for heterogeneity of preferences. In chapter IV of the thesis, I use data from the CNCCS and LMAS to examine the vertical and horizontal equity of the CCED. Vertical equity is evaluated by comparing CCED benefit rates for different family levels of earnings. This is done for dual earner families with childcare costs and similar characteristics. Horizontal equity is examined by investigating whether the existence of the CCED increases or decreases the difference between effective tax rates of families with similar earnings but different labour supplies. I use measures of actual and potential earnings to evaluate both vertical and horizontal equity.