An examination of the intersection between work and family for small college coaches was conducted via an online questionnaire to explore variables that affect coaches’ work-family fit. Specifically, the work variables of autonomy, supervisor support, and working hours were hypothesized to be related to all or some of the work-family variables of work-family conflict, family-work conflict, work-family enrichment, and family-work enrichment. Likewise, family variables such as spousal support, spousal working hours, spouse job-type, number of children, child sport involvement, and child sport attendance were hypothesized to be related to all or some of the same work-family variables.Ecological theory was used to explain and predict the expected relationships between work and family factors with the work-family interface variables.Confirmatory factor analysis results suggested that the fit for coaches and their work-family interface is best explained by four work-family dimensions—two directional conflict dimensions and two directional enrichment dimensions. Structural equation modeling was used to explore the effects of three work factors on the four work-family variables: supervisory support, autonomy, and hours worked. Multiple regression was used to examine the effect of family variables on the work-family constructs.. Additionally, gender differences within spousal job hours and type were explored. Results suggest that supervisory support correlates with lower conflict and greater enrichment. Additionally, coaches reported that an autonomous workplace correlated with lower conflict and greater work enrichment with family. No hypothesis was supported with hours worked. In the family domain, spousal sport support, like supervisory support, was correlated with lower conflict and greater enrichment. No other family variables were significantly related to the work-family variables within the multiple regression analysis. Two hypotheses involving spouses of coaches, however, were supported as coaching mothers had spouses/partners who were more likely to work longer hours than fathers. Additionally, coaching mothers were more likely to have spouses/partners who were more likely to work in a career-type job. Besides theoretical and practical applications, an exploration contrasting male and female coaches was done. Additionally, in aligning with ecological theory, coaches’ work-family fit needs to be considered when hiring and retaining parents who coach.

An examination of the intersection between work and family for small college coaches was conducted via an online questionnaire to explore variables that affect coaches’ work-family fit. Specifically, the work variables of autonomy, supervisor support, and working hours were hypothesized to be related to all or some of the work-family variables of work-family conflict, family-work conflict, work-family enrichment, and family-work enrichment. Likewise, family variables such as spousal support, spousal working hours, spouse job-type, number of children, child sport involvement, and child sport attendance were hypothesized to be related to all or some of the same work-family variables.Ecological theory was used to explain and predict the expected relationships between work and family factors with the work-family interface variables.Confirmatory factor analysis results suggested that the fit for coaches and their work-family interface is best explained by four work-family dimensions—two directional conflict dimensions and two directional enrichment dimensions. Structural equation modeling was used to explore the effects of three work factors on the four work-family variables: supervisory support, autonomy, and hours worked. Multiple regression was used to examine the effect of family variables on the work-family constructs.. Additionally, gender differences within spousal job hours and type were explored. Results suggest that supervisory support correlates with lower conflict and greater enrichment. Additionally, coaches reported that an autonomous workplace correlated with lower conflict and greater work enrichment with family. No hypothesis was supported with hours worked. In the family domain, spousal sport support, like supervisory support, was correlated with lower conflict and greater enrichment. No other family variables were significantly related to the work-family variables within the multiple regression analysis. Two hypotheses involving spouses of coaches, however, were supported as coaching mothers had spouses/partners who were more likely to work longer hours than fathers. Additionally, coaching mothers were more likely to have spouses/partners who were more likely to work in a career-type job. Besides theoretical and practical applications, an exploration contrasting male and female coaches was done. Additionally, in aligning with ecological theory, coaches’ work-family fit needs to be considered when hiring and retaining parents who coach.

Past research has found that work-family conflict is related to trait mindfulness, a unique disposition due to its amenability to change through training. This longitudinal study incorporated a mindfulness-based intervention including a mindfulness-based workshop and behavioral self-monitoring (BSM) in an attempt to reduce work-family conflict in employees. Trait mindfulness was correlated with work-family conflict across time. The intervention increased participants' trait mindfulness and decreased WIF, but did not reduce FIW. There was minimal support for the moderating roles of negative affect and perceived stress on the impact of the intervention. Overall the results provide support for the efficacy of mindfulness-based training as a provision to mitigate WIF. Theoretical and practical implications, as well as future research directions, are also discussed.

Thesis (Ph. D.)--University of Chicago, School of Social Service Administration, June 2002. / Includes bibliographical references. Also available on the Internet.

Due to the increase in dual-income families, work-family conflict has become a more prevalent phenomenon in today's society. Home healthcare workers have been previously identified as an employment group that is susceptible to high levels of burnout and low levels of job satisfaction, yet work-family conflict concerns have yet to be examined. Particularly because of the great deal of care being provided within a home, both at work and in life, this population is of particular interest for examining work-family conflict. The purpose of this study is to empirically investigate the relationships among work-family conflict, job satisfaction, affectivity, and burnout within a sample of rural, home healthcare employees. More specifically, four distinct models are proposed which include the following variables: positive and negative affectivity, number of hours providing care for others outside of work, number of hours worked per week, family-interference with work conflict, work-interference with family conflict, job satisfaction and three facets of burnout (personal accomplishment, depersonalization, and emotional exhaustion). While models predicting job satisfaction and emotional exhaustion accounted for the most variance, all four models provided information regarding the direct, indirect and mediating relationships of the aforementioned variables. More specifically, the findings suggest that the two types of work-family conflict uniquely mediate the proposed outcome variables highlighting the importance of examining work-family conflict from a more refined perspective. Exploratory group differences are also examined. This study contributes to a gap in the literature examining individuals' experiences of work-family conflict, job satisfaction, and burnout who are employed in a specific career field. Practical, research, and theoretical implications are discussed.

Recent years have witnessed a growing concern for individuals’ abilities to effectively manage work and family. Employees are demanding balance between work and personal life and employers, who are interested in attracting and retaining talent, are looking for ways to respond. One way employers are responding is by implementing work-family initiatives and encouraging a family-supportive culture. In this thesis, I investigate the relationship of such resources (family-supportive organizational perceptions-FSOP and perceptions of implementation of work-family initiatives) and contextual demands (role overload) with the work-family interface (work-to-family conflict and enrichment). In response to research calls to highlight the role of the individual in shaping the relationships between work and family experiences, I introduce the construct and measure of balance self-efficacy. I define balance self-efficacy as one’s beliefs about one’s own ability to manage resources, demands, and stakeholders from the work and family domains. I argue that balance self-efficacy mediates the relationships between resources and demands from one side and the work-family interface from the other side. I draw on the Conservation of Resources Theory and the Work-Home Resource Model to propose that balance self-efficacy is a personal resource that enables the individual to perceive less conflict and more enrichment between work and family. I propose that balance self-efficacy is largely drawn from the individual’s perception of his or her context. Hypotheses were tested in a sample of 420 participants employed at a financial institution in the United Arab Emirates. Hypotheses were tested using multiple regression and Bootstrapping techniques using PROCESS by Preacher and Hayes (2008). The results show that the individual’s cognitive assessment of their own ability to manage work and family (balance self-efficacy) relates negatively to work-to-family conflict and positively to work-to-family enrichment, thus suggesting that balance self-efficacy is not only a resilience resource that employees refer to in moments of conflict but also an enriching resource that allows the individual to view participation in the work domain as beneficial for participation in the family domain. Results also suggest that the employee’s perception of the messages emitted by the organization in the form of perceptions of family supportiveness and perceptions of implementation of work-family initiatives relate positively to an increased sense of balance self-efficacy. Contextual demands, in the form of role overload, relate negatively to balance self-efficacy. This thesis aims to contribute to the resource-view of the work-family interface and highlight personal agency in determining perceptions of conflict and enrichment between work and family. It does so by focusing on the individual’s assessment of their beliefs in their own ability to manage work and family and the role of organizational context in determining that sense of efficacy. By doing so, the purpose is to shed the light on the malleable aspects of the work-family experiences that can be positively manipulated. / Thesis / Doctor of Philosophy (PhD)

The study explored the relationships between role centrality, work-family culture, work-family balance and work-family conflict. Additionally, it examined the incorporation of work-family culture into border permeability as used in work-family border theory. A total of 103 participants from five organisations completed the questionnaires. Participants were employed in administrative, professional/skilled/specialist, supervisory or management positions. Data were analysed using Pearson’s Product Moment correlation and Simple Regression. Significant results were obtained between role centrality, home centrality and workfamily balance as well as work-family conflict. These were in support of Clark (2000) work-family border theory. However, work centrality produced insignificant relationships. Work-family culture produced significantly strong relationships and predictability on work-family balance and conflict. The study findings highlight a need for expansion of border theory to include work-family culture as an aspect of border permeability.

Gender development in Sweden is in the forefront and an increasing number of women choose to work.However, women still have the primary responsibility for home and family even though she and her partnerare working to the same extent. This leads to women, more than men, experience conflict between work andfamily. The conflict arises when then role, time and behavioral demands from one domain interfere orcompete with duties and responsibilities in the other domain. The purpose of the study is to examine femalemanagers' experiences of combining work and family as well as how they try to cope with demands from thetwo domains. I wanted to further explore the coping strategies used to handel the family demandsinterferance withthe work demands. This is a qualitative study and data was collected through semi-structured interviews. The results show that women primarily use problem-focused coping strategiesbytrying to solve the problem, planing and priortizing. Although, the problem-focused strategy to seek help andthe emotion-focused strategies to seek support and to accept the situation were also used.

No description available.

Achieving work-family balance is a challenge for many families in Canada, especially for dual-earner families with children in the household. Prior research regarding the predictors of work-family balance has mainly focused on work characteristics; therefore, the current study aimed to assess the predictive effect of a key family characteristic -- quality time with children -- on work-family balance. The two objectives of this study were: (a) to describe the association between time with children and parents’ work-family balance among Canadian dual-earner parents, and (b) to understand the effects of age of the youngest child, parent’s gender, and parent’s age on the association between work-family balance and quality time with children. This study used cross-sectional national time-use data from the General Social Survey (GSS) 2010, Cycle 24. T-test and logistic regression analyses were used to address the two research objectives, and all analyses were weighted. Findings indicated that work-family balance was negatively associated with quality time with children. Age of the youngest child, parent’s gender, and parent’s age were found to moderate the effect of quality time with children on work-family balance: The negative effect of quality time with children on work-family balance was stronger for parents who had a youngest child of an older age than for those who had a youngest child of a younger age, for parents who were older than for those who were younger, and for mothers more than for fathers. Findings of this study can add strength to the understanding of work-family balance of Canadian parents and have implications for helping Canadians balance their paid work and family life demands. As well, the findings indicate a more nuanced exploration of how parents’ relationships with their children affect their experience of work-family balance is needed in future research. / October 2016