Thesis (M.Soc.Sc.)--University of Hong Kong, 1990. / Also available in print.

The prevalence of work and family in people’s lives combined with limited time and resources often results in a moral decision between work and family, posing a dilemma between hedonistic values for work and altruistic values for family. This study aimed to understand the processes of decision-making in work-family dilemmas and tested three approaches. Therefore, the construal-level theory, time perspectives and logic of appropriateness were introduced. In line with research on construal-level theory and dilemmas, the impact of psychological distance and construal level theory on the decision was examined. Operationalizing social distance, participants were asked to either advise a closely related person (group 1) or someone they just met (group 2) on four work-family dilemmas. The total sample consisted of 212 participants from Germany (49.5%), Sweden (35.8%) and other countries (14.2%). t-tests between the two treatment groups did not reveal significant differences in the dilemma advice (p > .05). Exploratory analyses did not find time perspectives to be related to the decision (p > .005) but work-family centrality was found to be significantly associated to the decision-making in the dilemma (p <.005). With the limitations of the study in mind, the construal level theory could not be supported but values have shown to impact attitudinal decisions, supporting the logic of appropriateness. In work-family conflicts, it, therefore, does not matter whom one advises but whether the advisor values work or family more, influences the given advice. Based on this study, implications for further research are pointed out.

This study focuses on the importance of considering the interaction between gender and family life stages to properly understand gender similarities and differences in the work and family interface. Data for this study come from the IBM 2004 Global Work and Life Issues Survey representing 79 countries (N=41,813). This study is a first step toward a better understanding of similarities and differences among male and female workers across the life course and it shows that work, family and life outcomes are similar across groups, independent of life stages or gender. Six family life stage groups were created: no children and workers age 35 or less, transition to parenthood, preschool children, elementary children, teenagers, and empty nest (workers age 50 years or older and no children dependent). The findings indicate that gender differences increase when young children are present. Parenthood creates or maintains a more gendered family and work life. A key characteristic of the first stage is that gender differences are smaller than in later stages. In the transition to parenthood stage, gender differences increase substantially. For example, the difference in work hours increases four times from the previous life stage and males experience substantially more work-to-family conflict than females. The preschool stage is the stage in which gender differences in work hours and work-to-family conflict reach their highest point. In the elementary children stage, gender differences in work hours and work-to-family conflict decrease to a level very similar to the transition to parenthood stage. In the teenager children stage, differences in work-to-family conflict decrease to levels similar to the first life stage and differences in access-use of work-family programs decrease to levels similar to the transition to parenthood stages. Finally, in the empty nest stage gender differences are small and some are unique to this stage. Future research could benefit from exploring how the fit of the model may change with the addition of other important work-family variables that were not adequately measured in this study because the data were collected in a corporate setting. Employers could benefit from applying these research findings to the development of work policies and programs attentive to shifts in work-family linkages over the life course.

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.

I Sverige upplever sjuksköterskor höga nivåer av psykosociala arbetsmiljörelaterade besvär. Kliniskt ledarskap är ett relativt nytt, obeforskat begrepp som syftar till att identifiera ledarskapsbeteenden hos sjuksköterskor. Det saknas dock forskning om dess eventuella samband med psykosociala arbetsmiljöfaktorer. Föreliggande studies syfte är därför att undersöka hur upplevd stress, arbetskrav och work-family conflict predicerar kliniskt ledarskap hos sjuksköterskor i offentlig vård. För att undersöka detta svarade 239 sjuksköterskor på en webbenkät, där de skattade sin upplevda stress, arbetskrav, work-family conflict och kliniska ledarskap. Arbetsmiljövariablerna användes som prediktorer i en standard MRA med kliniskt ledarskap som utfallsvariabel. Resultaten visade att modellen förklarar 9,5 % av kliniskt ledarskap, där upplevd stress och känslomässiga krav är signifikanta enskilda prediktorer. Resultaten diskuteras bland annat utifrån tidigare forskning om stress, eget ledarskap och kliniskt ledarskap samt arbetskrav utifrån krav-kontroll modellen. / In Sweden, nurses experience high levels of troubles related to the psychosocial work environment. Clinical leadership is a new concept, which aims to identify leadership behaviors for nurses. However, there is a lack of studies about its possible relationship with psychosocial work environmental factors. Therefore, the purpose of this study was to investigate how perceived stress, work demands and work-family conflict predict clinical leadership in nurses in public sector health care. In this study, 239 nurses participated in a web-based questionnaire, where they rated perceived stress, work demands, work-family conflict and clinical leadership. The work environment variables were used as predictors in a standard MRA with clinical leadership as the dependent variable. Results showed that the model explained 9,5 % of clinical leadership, with perceived stress and emotional demands as significant predictors. Findings are discussed based on previous research on stress, self-leadership and clinical leadership, and job demands based on the Demand-Control model.

Abstract Employees experience challenges managing home and work. The increase of women in the workforce, single-parents, childcare, elder care responsibilities, and men in nontraditional roles warrant changes in traditional working hours and flexibility in work schedules. Through the theoretical frameworks of work-family conflict, spillover, border, and boundary theories, the purpose of this phenomenological study was to explore how flexible work arrangements (FWAs) assisted employees in meeting work and family obligations. Minimal research is available in the defense industry and the use of FWAs. A nonprobability, convenience sample was used to explore how management and nonmanagement participants from a Midwest defense contractor used FWAs. An online questionnaire consisting of 59 questions and 14 face-to-face (FTF) interviews were used to collect data. There were 27 participants that responded to all online questions. FTF interviews were audio recorded and member-checked. The research questions were focused on how employees used FWAs and whether work-family balance (WFB) was achieved. Both data collection media were transcribed and inductively coded tracking emerging themes and patterns. Dominant themes showed that FWA increased WFB, employees worked longer hours, employees were loyal to the organization, and telecommuting was the ideal FWA. The implications for social change are providing a realistic view to employers on the importance of balancing work and family. FWAs are also shown to contribute to employee satisfaction and attract and retain highly-skilled workers.

Made available in DSpace on 2014-12-17T13:53:34Z (GMT). No. of bitstreams: 1 KadmaLSM_DISSERT_CAPA_A_PAG 55.pdf: 4418826 bytes, checksum: 1352411c9af22967fd6a7a925ca3aef7 (MD5) Previous issue date: 2012-08-28 / The balance between the demands of two important spheres of human life, work and family, has become a challenge due to the pressures of the contemporary that is expanding around the difficulties of reconciling these two com?nios. In this sense, this research aimed to understand the work-family interaction in the perception of executive secretaries. The analysis approach used was qualitative research, by worrying about a reality that can not be quantified due to the subjectivity of his goal. The data collection technique used was the semistructured interview to twenty executive secretaries, servants of a Federal Institution of Higher Education. For the understanding and interpretation of the data, we used the technique of content analysis. The results of both analyzes identified the existence of conflict as enrichment in this interaction. The time was identified as the largest generator of conflict work. The overload, relationship stress and conflict emerged as elements common to both domains. As main implications of labor disputes, were revealed: problamas health for secretaries and stress. As main implications of family conflicts emerged: motivation for work, lower performance and lack of concentration. The attempt at balance was identified as the strategy most used by secretaries to minimize work-family conflict. The work-family enrichment was seen as resources that contribute to improving the lives of the secretary in both domains. The opportunity to add knowledge was highlighted as enriching element of work and family values ??as elements enriching family. The support and experience emerged as enrichment items common to both domains. Regarding the implications of enrichment resulting from the interaction of work and family, the more perceived by respondents were: increased knowledge and skills, material and psychological benefits, improved quality of life and personal and professional fulfillment. From the perception of executive secretaries, work and family spheres of human life are essential and complementary, and that help is contrary, however, this relationship is the primary management of conflicts, ie, how the individual sees and manages the negative side of the work-family / O equilibrio entre as demandas de duas esferas importantes da vida humana, o trabalho e a fam?lia, tornou-se um desafio em decorrencia das press?es do contempor?neo que vem ampliando as dificuldades em torno da concilia??o entre esses dois com?nios. Nesse sentido, esta pesquisa objetivou compreender a intera??o trabalho-fam?lia na percep??o de secret?rios executivos. A abordagem de an?lise utilizada foi a pesquisa qualitativa, por preocupar-se com uma realidade que n?o pode ser quantificada devido ? subjetividade do seu objetivo. A t?cnica de coleta de dados utilizada foi a entrevista semiestruturada, aplicada a vinte secret?rios executivos, servidores de uma Institui??o Federal de Ensino Superior. Para a compreens?o e interpreta??o dos dados, foi utilizada a t?cnica de an?lise de conte?do. Os resultados das an?lises identificaram a existencia tanto de conflito quanto de enriquecimento nessa intera??o. O tempo foi identificado como o maior gerador de conflito do trabalho. A sobrecarga, o relacionamento e o estresse emergiram como elementos de conflito comuns aos dois dom?nios. Como principais implica??es dos conflitos de trabalho, foram revelados: problamas de sa?de para os secret?rios e estresse. Como principais implica??es dos conflitos da fam?lia, emergiram: desmotiva??o para o trabalho, queda no rendimento e falta de concentra??o. A tentativa de equil?brio foi identificada como a estrat?gia mais utilizada pelos secret?rios para minimizar o conflito trabalho-fam?lia. O enriquecimento trabalho-fam?lia foi entendido como recursos que contribuem para a melhoria da vida do secret?rio em ambos os dom?nios. A oportunidade de agregar conhecimentos foi destacada como elemento enriquecedor do trabalho e os valores da fam?lia como elementos enriquecedor da fam?lia. O apoio e a experiencia emergiram como elementos de enriquecimento comuns aos dois dom?nios. Quanto ?s implica??es do enriquecimento resultante da intera??o trabalho-fam?lia, as mais percebidas pelos entrevistados foram: aumento de conhecimento e habilidades, benef?cios materiais e psicol?gicos, melhoria da qualidade de vida e realiza??o pessoal e profissional. A partir da percep??o dos secret?rios executivos, fam?lia e trabalho s?o esferas da vida humana essenciais e complementares, que se ajudam e se contrar?am, contudo, o primordial nessa rela??o ? o gerenciamento dos conflitos, ou seja, a maneira como o indiv?duo encara e administra o lado negativo da rela??o trabalho-fam?lia

Diploma thesis "Služby péče o předškolní děti v České republice jako nástroj úspěšného slaďování práce a rodiny" evaluates the current system of pre-school childcare services in the Czech Republic as a tool for a successful reconciling work and family and tries to recommend particular steps that would contribute to improve the functioning of the system in the future. Within the current system evaluation, on the one hand, the aspects, which contribute to the functionality of the system were identified, but on the other hand, some of the deficiencies which may limit the functionality of the system were detected. Afterwards, the study devoted to the shortcomings in detail and to detecting their causes, which allow to think about the next steps in the future. To develop a new conception of family policy with the aim of removing shortcomings of the current system is presented as the main recommendations for the future. When working on a new concept, a discussion among all the actors who play the role in the current system of pre- school childcare services should take place, the recommendations of supra- national and international bodies and non-profit organizations should be taken into account and inspiration for specific measures should be taken from examples of good practice from abroad.

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.

Cette recherche s’intéresse au vécu des célibataires géographiques dans la marine nationale. Le but de ce travail est, d’une part, de comprendre leur ressenti de l’interface travail-famille et de la satisfaction professionnelle et, d’autre part, d’analyse le lien entre ces deux variables et la relation qu’elles entretiennent avec le turnover volontaire. Nous faisions l’hypothèse que les célibataires géographiques ressentiraient davantage de conflit travail-famille et d’insatisfaction professionnelle que les marins qui n’étaient pas dans cette situation. De plus, la satisfaction professionnelle a été envisagée comme un antécédent du vécu de l’interface travail-famille. Finalement, nous faisions l’hypothèse que le lien entre satisfaction et interface travail-famille aurait une répercussion sur le turnover volontaire. Pour tester ces différentes hypothèses, une étude qualitative et trois études quantitatives ont été réalisées sur 5 787 marins. Il existe bien des différences entre célibataires géographiques et non célibataires géographiques. De plus, la satisfaction professionnelle réduit l’apparition du conflit et augmente l’enrichissement. Indépendamment de la situation maritale, l’insatisfaction professionnelle et le conflit travail-famille augmentent le risque de turnover volontaire chez les marins. Le lien entre insatisfaction et départ volontaire est médié par le conflit travail-famille. / This research studies the experience of geographical celibacy in French Navy. The aim of this study is, on the one hand, to understand their perception of work-family conflict and enrichment and job satisfaction, and, on the other hand, to analyze the link between these two variables and the relationship they have with voluntary turnover. We hypothesized that geographical celibates feel more work-family conflict et job dissatisfaction than sailors that weren’t in that situation. Moreover, job satisfaction was considered as an antecedent of the experience of work-family interface. Finally, we hypothesized that the link between satisfaction and work-family interface would cause voluntary turnover. To test these different hypotheses, one qualitative and three quantitative studies were realized on 5 787 sailors. There are differences between geographical celibates and non-geographical celibates. In addition, job satisfaction reduces the appearance of conflict and increases enrichment. Independently of marital situation, job dissatisfaction and work-family conflict raise the risk of voluntary turnover of the sailor. The link between job dissatisfaction and voluntary turnover is mediated by work-family conflict.