Syftet med studien var att undersöka om upplevelsen av Work-Life Balance (uppdelat på Family-Work Conflict och Work-Family Conflict) var beroende av kön och av huruvida deltagarna hade barn under 13 år eller inte. Studien syftade även till att undersöka om kvantitativa arbetskrav och beslutskrav kunde predicera WLB.  En webbenkätundersökning användes för att genomföra studien, i vilken lärare från 10 olika gymnasieskolor i Sverige deltog. Totalt besvarade 125 gymnasielärare enkäten, varav 103 enkäter var fullständiga och användes i studien. Resultaten visade att män upplevde mer WFC än kvinnor samt att deltagare med barn under 13 år rapporterade större FWC än deltagare som inte hade det. Resultatet visade även att kvantitativa arbetskrav predicerade WFC, alltså att höga kvantitativa arbetskrav innebar att arbetslivet kom i konflikt med familjelivet, 30,5 % av variationen i WFC kan förklaras av variationen i kvantitativa arbetskrav. / The aim of the study was to investigate whether the experience of the Work- Life Balance (divided on Family -Work Conflict and Work -Family Conflict) was dependent on gender and whether the participants had children under 13 years old or not. The study also aimed to investigate whether quantitative work demands and decision demands could predict WLB. The study was conducted as a web survey, in which teachers from 10 different high schools in Sweden participated. A total of 125 surveys were submitted, 103 of these were complete surveys and were used in the study. The results of the study showed that men experienced WFC more than women and participants that had children under the age of 13 reported a higher level of FWC than participants that did not have children under the age of 13. The result also showed that quantitative work demands predicted WFC, thus high quantitative work demands resulted in a bigger conflict between work life and personal life, 30, 5 % of the variation in WFC can be explained by the variation in quantitative work demands.

This study's aim was to investigate the difference between women's an men's experience of Work-Life Balance in a seasonal based proffesion. The study investigated eventual differences in employee's experiences of Work Life Balance during on-and off season in the organization. The study was conducted through a web-based survey made by Google forms with 74 completed answers. The results showed that there was a difference in the experience of WFC and FWC between on and off season. The results showed thah there was a significant difference in the experience of FWC during the on season. The results showed that there was a significant difference in the experiene of FWC between men end women, where men experienced a higher level of FWC. The results didn't show a significant difference in the experience of WFC between men and women.

The individual's ability to balance between family and work depends on social support from the individual's environment. Social support has been shown to be an important source for an individual's well-being. The purpose of this study was to study Family-to-Work Conflict (FWC) in Sweden in order to discover: which preferences have participants regarding the sources of social support during the FWC: society, family, work? A questionnaire based on the WAFCS scale was answered by 350 participants between 18-65 years who were living in Sweden, of whom 172 women. Participants reported a low level of FWC, partly explained by their life priorities and social support from the society. Despite this they did not consider society as a primary source of support. Results showed that the family is no longer a single cause for the FWC but accepted by the participants as an important supportive source. During the study gender and age-related differences were also found.

Thesis (M.A. (Psychology)) --Universtity of Limpopo, 2013 / South African nursing environments are defined by extensive workloads, heightened stress levels, long working hours, reduced productivity and lack of support from supervisors. Nurses working with HIV/AIDS patients are further challenged with being exposed to death and dying patients, the stigma attached to the disease and fear of infection. These workplace characteristics lead to experiences of imbalanced work and family responsibilities which lead to W-F and F-W conflicts. The aim of this study was to explore W-F and F-W conflicts and their psychological impact on nurses working with HIV/AIDS patients at government hospitals within Capricorn and Mopani districts, Limpopo province. A convenience sample of nurses (N = 91) working with HIV/AIDS patients was used, within a cross-sectional design, to investigate the hypotheses of the study. Findings of the study did not generally support the hypotheses. However, F-W conflict predicted work satisfaction while W-F conflict predicted intention to leave job. Moreover, significant other support had a direct effect on family satisfaction while supervisor support moderated reports of W-F conflict and experiences of job satisfaction. Keywords: work-family conflict, family-work conflict, social support from supervisor, significant other support, family satisfaction, job satisfaction, family-work conflict family-work conflict

The mining industry is acknowledge to be a very stressful and demanding profession, driven by performance and intense working environments, hazardous working conditions and socially undesirable working hours. These factors could impact on the interaction between work and nonwork roles of employees. The objectives of this research were to investigate the prevalence of the different work-nonwork conflict scales and to determine the demographic differences of work-nonwork conflict in a sample of mining employees. A random sample of 245 mining employees was taken from a platinum mine in the Rustenburg area. A newly developed Work-nonwork Interference Scale of Koekemoer (2009), measuring the interference between work and other nonwork roles, was used as measuring instrument. Descriptive statistics, Cronbach alpha coefficients, Paired-sample t-tests, Multivariate analysis of variance (MANOVA) and one-way analysis of variance (ANOVAS) were used to analyse the data. Work-nonwork conflict was more prevalent than nonwork-work conflict. The results also indicated that work-family conflict is more prevalent than work-domestic conflict and work-religion conflict. However, work-domestic conflict was more prevalent than work-religion conflict. Statistically significant differences exist between demographic groups based on marital status and language regarding work-nonwork conflict. The results obtained indicated that African-speaking participants experienced higher levels of private-work conflict compared to Afrikaans and English-speaking participants. The results also revealed that participants who are not married experienced higher levels of private-work conflict than those who are married. Some recommendations made in this study included that the mining industry should focus on providing support in terms of available resources and effectively managed work-nonwork role conflicts. Recommendations for future research include larger sample sizes, administration of questionnaires to various occupational groups, investigation of positive interaction between work and other life roles as well as longitudinal and research designs. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

The mining industry is acknowledge to be a very stressful and demanding profession, driven by performance and intense working environments, hazardous working conditions and socially undesirable working hours. These factors could impact on the interaction between work and nonwork roles of employees. The objectives of this research were to investigate the prevalence of the different work-nonwork conflict scales and to determine the demographic differences of work-nonwork conflict in a sample of mining employees. A random sample of 245 mining employees was taken from a platinum mine in the Rustenburg area. A newly developed Work-nonwork Interference Scale of Koekemoer (2009), measuring the interference between work and other nonwork roles, was used as measuring instrument. Descriptive statistics, Cronbach alpha coefficients, Paired-sample t-tests, Multivariate analysis of variance (MANOVA) and one-way analysis of variance (ANOVAS) were used to analyse the data. Work-nonwork conflict was more prevalent than nonwork-work conflict. The results also indicated that work-family conflict is more prevalent than work-domestic conflict and work-religion conflict. However, work-domestic conflict was more prevalent than work-religion conflict. Statistically significant differences exist between demographic groups based on marital status and language regarding work-nonwork conflict. The results obtained indicated that African-speaking participants experienced higher levels of private-work conflict compared to Afrikaans and English-speaking participants. The results also revealed that participants who are not married experienced higher levels of private-work conflict than those who are married. Some recommendations made in this study included that the mining industry should focus on providing support in terms of available resources and effectively managed work-nonwork role conflicts. Recommendations for future research include larger sample sizes, administration of questionnaires to various occupational groups, investigation of positive interaction between work and other life roles as well as longitudinal and research designs. / Thesis (M.Com. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2010.

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.

Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 104-106).

Thesis (Psy. D.)--Wheaton College Graduate School, 2005. / Abstract. Includes bibliographical references (leaves 104-106).

Work and family embody two of the most fundamental areas of adult life. The increased participation in the labour force of working women with children has had a major impact on the work and family interface. Theories of work and family have been incorporated to analyse potential relationships of conflict with undesirable work outcomes such as reduced job satisfaction and burnout. The study investigates whether work-family conflict ultimately leads to working women with children’s experiences of burnout and lower job satisfaction. The research study also explores the effects of the mother-role identity on the manifestation of family and work conflict in working women with children and posits that working women with children experience role salience differently from other working women without children. The study employed a quantitative research design using electronic self-administered questionnaires. Using the data from 545 employees in a fast-moving consumer goods industry showed that working women with children who identified closer with the mother-role identity, experienced greater work-family conflict. The mother-role identity forms a greater part of working women with children’s self than that of the employee-role identity and the results infer that role identity plays a significant role when conflict is experienced. In working women with children, strong relationships were found between family-work conflict and burnout, and moderate inverse relationships between work-family conflict and job satisfaction. Work-family conflict may ultimately lead working women with children to experience higher burnout and lower job satisfaction owing to their preoccupation with family-related responsibilities. The concept of role identity is introduced as a significant variable to consider into the work and family conflict investigation, as well as in the development of burnout and job satisfaction for working women with children. The current research also assists in understanding the work and family role integration of working women with children and provides a consolidated overview of the current work and family theories within a conceptual and unifying model. This research offers an explanatory model that outlines the relationship between the independent and dependent variables, by investigating the mechanisms by virtue of which such relationships exist. / Thesis (PhD)--University of Pretoria, 2013. / Human Resource Management / unrestricted