The Impact of Resources on Women's Strategies for Coping With Work–Home Conflict: Does Sociocultural Context Matter?

The study examined differences in the impact of resources on strategies for coping with work–home conflict (WHC) among Jewish (n = 59) and Muslim Arab (n = 87) women from dual-earner families in Israel. A distinction was made between three main types of coping strategies: taking initiative, help seeking (active strategies), and redefinition (a passive strategy). The explanatory variables were personal resources (hardiness, gender-role ideology, and income advantage) and environmental resources (support from the husband, egalitarian division of labor, and flexibility in the workplace). The research variables correlated mainly with the strategy of help seeking among the Jewish women and with the strategy of redefinition among the Arab women.     

Family Functioning Patterns as Predictors of Engagement: Which Families Participate in Services and Which Ones Do Not?

The present study examines the relationship between specific areas of family functioning and family engagement in prevention services. A sample of 147 families who initiated youth-centered treatment services from a non-profit agency was selected. Statistical analysis was used to test for relationships between family scores on the Family Assessment Measure (version III, General Scale) and family levels of engagement in services. Results of binary logistic regression analysis indicated that individual and family characteristics are associated with family engagement in services. In addition to demographic variables of age and race, family patterns of denial made a significant individual contribution to the evaluated model. Implications for engaging families in prevention services are discussed and suggestions are made for future research.     

Work–family conflict and job insecurity: are workers from different generations experiencing true differences?

This paper explores the question whether workers of different generations significantly diverge in their perceptions of work–family conflict and job insecurity and implications of such differences on affective commitment and job satisfaction. Given the explorative nature of this study, we use a multi-method approach which relies on a focus group with Italian graduated students and on a field study with workers from an Italian food processing company respectively grouped in three generational cohorts: Baby Boomers, gen Xers, and Millennials. Overall, our findings demonstrate that workers belonging to different generational cohorts display divergent perceptions of work–family conflict and job insecurity. However, the effects of such perceptions on work attitudes are not directly correlated with the experienced levels of job insecurity and work–family conflict. That is, although Millennials tend to perceive a higher level of job insecurity than Baby Boomers and gen Xers, job insecurity is more likely to produce negative consequences on work attitudes among Baby Boomers and gen Xers rather than among Millennials. Notably, our findings indicate that there are no significant differences with regard to the effects of work–family conflict on affective commitment and job satisfaction among the three generational cohorts considered.     

Work–family conflict and stress: indications of the distinctiveness of role combination stress for Belgian working mothers

Research on the relation between work-family conflict (WFC) and stress focuses either on domain/role-specific stress (e.g. work stress), which is by definition and, operationalisation attributed to the respective role, or it focuses on ‘general’ stress, which can be a too broad or too general concept to measure stress related to WFC. This study introduces the concept of ‘role combination stress’ to indicate a stress that is more specifically related to the work-family role system and WFC than general and role-specific stress. The analysis of data on 429 Flemish working mothers shows that role combination stress is indeed a distinct type of stress.     

Work–family attitudes and behaviours among newly immigrant Pakistani expatriates: the role of organizational family-friendly policies

The work–life interface literature is often criticized for its limited sample base, with the majority of research focusing on the experiences of white women living in nuclear family households in Western societies. This paper aims to address some of these criticisms by using a qualitative methodology to explore the impact of organizational family-friendly policies on the work–family attitudes and behaviours of 26 newly expatriate Pakistani employees in the UK. Individual, family and religious/cultural influences on these outcomes were also explored. Findings indicate that study participants undergo a shift of priorities that result from expatriation and the consequent attenuation of extended family and societal pressures to have children immediately after marriage; participants are delaying childbirth in order to gain educational qualifications and establish careers in a foreign country. A strong preference for familial childcare suggests that family-friendly policies such as part-time or flexible hours have the potential to significantly affect employment outcomes for Pakistani expatriate women, who, in the absence of extended family to provide care for children, might not otherwise return to work following childbirth. Other potential organizational interventions are also discussed.     

Helping mothers to combine paid and unpaid work–or fighting unemployment? the ambiguities of french family policy

The Family Law' passed by the French Parliament in July 1994 introduced important changes in family policy. Because the number of publicly subsidised childcare places is still very limited, and to encourage families to create employment (by employing childcare workers), the government has chosen to encourage the development of a variety of childcare provisions by increasing the financial incentives payable to parents employing a private nanny or child-minder. The same rationale of reducing unemployment has also prompted the decision to extend existing child rearing benefit to families having a second child. This measure has been very successful in encouraging women to retire from the labour market. The high cost of these changes has been shared by Social Security and the State. However, the changes have contributed to the increased polarisation between higher and lower wages families, with highly qualified mothers, who can afford childcare costs, remaining in paid employment after giving birth, and lower qualified mothers leaving the labour market.     

Theory,practice and use of self in the open dialogues approach to family therapy: A simple complexity or a complex simplicity?

In the family therapy literature there is increasing interest in the dialogical approach, particularly as it becomes well‐grounded in psychotherapy research. One embodiment is ‘open dialogues’, which has developed over a 30‐year period in Western Lapland, Finland. This paper outlines my experience of visiting Keropudas Hospital in Tornio, Finland, the birthplace of open dialogues. It explores the seven theoretical principles of open dialogues, associated elements of clinical practice, and the therapist use of self. The author utilises these aspects to reflect on dialogical moments through words and images based on three conceptual themes, which illustrate the relevance of open dialogues for family therapy practitioners and their contexts.     

With us or against us?: Nazi collaboration and the dialectics of loyalty and betrayal in postwar Poland, 1944–1946

Theory and Society - Given instances of widespread citizen cooperation with political regimes widely perceived as illegitimate, why are some individuals subsequently branded as collaborators who...     

Caregiver perceptions of children in their care and motivations for the care work in children's homes in Ghana: Children of God or children of white men?

The perceptions and motivations that workers have in their work and work environment are important determinants of the quality of work they do. For people who work in residential institutions where children who have lost the care of their parents receive care, these perceptions and motivations become a crucial part in determining the quality of services or care the children are given. This study set out to explore the perceptions and motivations of caregivers in the institutional context in Ghana. Adopting a qualitative, phenomenological approach, data were collected from 35 caregivers in two children's homes in Ghana through participant observations, focus group discussions and in-depth interviews. It emerged that caregivers perceived the children in their care first as children of God and then as children of white men and were predominantly motivated by their religious convictions to keep doing ‘the work of God’. Other motivations included personal life situations and economic aspects of the job. Implications for the workers and children in this environment are discussed.