This thesis explores the experience ofWlemployment and re-employment for managers who experience a job loss and are compensated financially and supported by career transition counselling during Wlemployment. It also explores the experience for the partners ofthese managers. The unique characteristics ofthis group provide an insightful perspective on Wlemployment and this thesis makes a theoretical contribution to the Wlemployment, family and the work stress cross over literature. Career transition counselling cushions Wlemployment but managers continue to be vulnerable to psychological strain. For this group it is the cognitive and emotional demands associated with loss, and lack ofstructure and the constraints ofagency which are the dominant drivers ofpsychological strain, rather than financial security, while a positive outlook is protective. Underlying these dominant drivers, family relationships and social support also provide some protection. These variables combine elements ofWarr's (1987), Jaboda's (1972) and Fryer's (1995) theory of unemployment, within the framework ofthe transactional model ofstress. Interestingly the female partners ofthese unemployed managers are also vulnerable to psychological strain, and there is evidence ofcross over ofpsychological strain between partners. Relationship characteristics ofcohesion, adaptability and relationship strain (Olson, 1993) also cross over between partners. The partners at highest risk ofpsychological strain are women in well paid positions with relationship .strain and lower levels ofsocial support. After re-employment the supported managers are significantly less vulnerable to psychological strain, although their partners' levels ofpsychological strain remain high. Relationship characteristics and social support appear to have less effect on psychological strain after re-employment, although there continues to be evidence of cross over between partners. Job quality is important to psychological strain, with congruency and job satisfaction rather than money being most important. A change in career and low fmancial security are associated with increased psychological strain for the partners. Managers who change careers are more committed, have greater confidence and feel more effective, although this increased confidence is associated with their partners' psychological strain.
| Identifer | oai:union.ndltd.org:bl.uk/oai:ethos.bl.uk:487997 |
| Date | January 2006 |
| Creators | Johnson, Anya Madeleine |
| Publisher | University of Manchester |
| Source Sets | Ethos UK |
| Detected Language | English |
| Type | Electronic Thesis or Dissertation |
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