Career and life balance of professional women in a South African context
- Authors: Whitehead, Thana
- Date: 2012-08-15
- Subjects: Work and family , Businesswomen , Women - Employment , Career development
- Type: Thesis
- Identifier: uj:9346 , http://hdl.handle.net/10210/5785
- Description: D.Comm. , The aim of this study is to develop an in-depth understanding of the phenomenon of life balance in the lives of South African professional women, and to develop a Life Balance Questionnaire to measure this phenomenon. The study was approached qualitatively, applying the Grounded Theory method, with a systematic set of procedures to develop and derive at a theory inductively. The purposeful sampling method was used in combination with the chain reference sampling technique. In-depth interviews were conducted with twenty four selected participants, then a group session was held to confirm identified themes and concepts and to form a theoretical framework. The literature review reveals that professional women in the 21 st century face an exceptional challenge in balancing the multiple tasks associated with their homemaker and work roles. The phenomenon of life balance therefore seems to become an important consideration in the lives of professional women. The main findings in this study indicate that South African professional women of different cultural backgrounds experience similar pressures and challenges. The findings also indicate that, to define the phenomenon of life balance, all roles performed by an individual throughout her life need to be considered, as what constitutes life balance for one person might not apply to another. Selfawareness is identified as the main point of departure for achieving life balance. This implies that it is important to accept "who you are" and "what is important to you", and to take responsibility for the choices you make. It is concluded that life balance is cyclical, so it is important to be aware of it as a process, rather than an end, and as a tool for achieving personal growth. Life balance is, therefore, not defined as "one, single ultimate experience", but as individual experiences over time, or, rather, as "life balance moments". The final conclusion is that two main types of factors influence and support life balance, namely internal or influential factors and external or supporting factors. Internal factors include self-awareness, the ability to know and understand oneself, to take responsibility for decisions and life choices, to understand and deal with personal fears, the application of proactive coping strategies, a positive attitude towards life and chosen demands, and trust in others for assistance and support. External variables include situational conditions, societal views and attitudes, support structures, organisational values and support, and literature and training programmes. To illustrate and confirm the conclusions of this study, two Life Balance Models are developed to represent a definitional and process approach to the theme. The study concludes with a proposed "Life Balance Questionnaire" aimed at measuring life balance in the lives of professional women. The testing and validation of the "Life Balance Questionnaire" do not form part of the study.
- Full Text:
- Authors: Whitehead, Thana
- Date: 2012-08-15
- Subjects: Work and family , Businesswomen , Women - Employment , Career development
- Type: Thesis
- Identifier: uj:9346 , http://hdl.handle.net/10210/5785
- Description: D.Comm. , The aim of this study is to develop an in-depth understanding of the phenomenon of life balance in the lives of South African professional women, and to develop a Life Balance Questionnaire to measure this phenomenon. The study was approached qualitatively, applying the Grounded Theory method, with a systematic set of procedures to develop and derive at a theory inductively. The purposeful sampling method was used in combination with the chain reference sampling technique. In-depth interviews were conducted with twenty four selected participants, then a group session was held to confirm identified themes and concepts and to form a theoretical framework. The literature review reveals that professional women in the 21 st century face an exceptional challenge in balancing the multiple tasks associated with their homemaker and work roles. The phenomenon of life balance therefore seems to become an important consideration in the lives of professional women. The main findings in this study indicate that South African professional women of different cultural backgrounds experience similar pressures and challenges. The findings also indicate that, to define the phenomenon of life balance, all roles performed by an individual throughout her life need to be considered, as what constitutes life balance for one person might not apply to another. Selfawareness is identified as the main point of departure for achieving life balance. This implies that it is important to accept "who you are" and "what is important to you", and to take responsibility for the choices you make. It is concluded that life balance is cyclical, so it is important to be aware of it as a process, rather than an end, and as a tool for achieving personal growth. Life balance is, therefore, not defined as "one, single ultimate experience", but as individual experiences over time, or, rather, as "life balance moments". The final conclusion is that two main types of factors influence and support life balance, namely internal or influential factors and external or supporting factors. Internal factors include self-awareness, the ability to know and understand oneself, to take responsibility for decisions and life choices, to understand and deal with personal fears, the application of proactive coping strategies, a positive attitude towards life and chosen demands, and trust in others for assistance and support. External variables include situational conditions, societal views and attitudes, support structures, organisational values and support, and literature and training programmes. To illustrate and confirm the conclusions of this study, two Life Balance Models are developed to represent a definitional and process approach to the theme. The study concludes with a proposed "Life Balance Questionnaire" aimed at measuring life balance in the lives of professional women. The testing and validation of the "Life Balance Questionnaire" do not form part of the study.
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Flexible working arrangements, work-family conflict and well-being among working mothers during Covid-19 lockdown
- Authors: Jordaan, Elaine
- Date: 2020
- Subjects: Flexible work arrangements , Work and family , COVID-19 (Disease) - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/478368 , uj:43231
- Description: Abstract: Please refer to full text to view abstract. , M.Phil. (Industrial Psychology)
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- Authors: Jordaan, Elaine
- Date: 2020
- Subjects: Flexible work arrangements , Work and family , COVID-19 (Disease) - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/478368 , uj:43231
- Description: Abstract: Please refer to full text to view abstract. , M.Phil. (Industrial Psychology)
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Life role salience : black dual-career couples in the South African context
- Authors: Kgaladi, Busisiwe M.
- Date: 2012-06-05
- Subjects: Dual-career families , Married people - Employment , Work and family , Blacks - Employment , Career development
- Type: Thesis
- Identifier: uj:2439 , http://hdl.handle.net/10210/4898
- Description: M.Comm. , The rise of the dual-career family has meant that "men and women have ambitions and commitments in both the work and family simultaneously" (Amatea, Cross, Clark & Bobby, 1986 831). Managing the demands of life roles has therefore become a challenge for both men and women. Rajadhyaksha and Bhatnagar (2000 490) noted that, while contemporary career development theories elaborate extensively on the differences in the career development of men and women, such theories may pose challenges when generalised across cultural contexts. The purpose of this study is to replicate Rajadhyaksha and Bhatnagar s (2000) ndian study, where differences in the manifestation of career development for men and women were found, in the black African South African context. The research questions of the study are broadly The research questions of the study are broadly articulated as follows: • Does the importance attached to different life roles differ for married black South African dual-career men and women across their life span? • What are the implications of such differences for career development theories? Data were collected from black African dual career couples through the Life Role Salience Scale as developed by Amatea et al. (1986). The general results of the study indicated that black African couples received more personal satisfaction or fulfilment from life roles than the level of commitment of personal resources they were willing to dedicate to these roles. The study results indicated little support for the results of Rajadhyaksha and Bhatnagar s (2000) study. Black African women displayed the same level of salience towards career as men, while no segmented view towards work and family roles was noted. Within the Indian context the opposite holds true.
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- Authors: Kgaladi, Busisiwe M.
- Date: 2012-06-05
- Subjects: Dual-career families , Married people - Employment , Work and family , Blacks - Employment , Career development
- Type: Thesis
- Identifier: uj:2439 , http://hdl.handle.net/10210/4898
- Description: M.Comm. , The rise of the dual-career family has meant that "men and women have ambitions and commitments in both the work and family simultaneously" (Amatea, Cross, Clark & Bobby, 1986 831). Managing the demands of life roles has therefore become a challenge for both men and women. Rajadhyaksha and Bhatnagar (2000 490) noted that, while contemporary career development theories elaborate extensively on the differences in the career development of men and women, such theories may pose challenges when generalised across cultural contexts. The purpose of this study is to replicate Rajadhyaksha and Bhatnagar s (2000) ndian study, where differences in the manifestation of career development for men and women were found, in the black African South African context. The research questions of the study are broadly The research questions of the study are broadly articulated as follows: • Does the importance attached to different life roles differ for married black South African dual-career men and women across their life span? • What are the implications of such differences for career development theories? Data were collected from black African dual career couples through the Life Role Salience Scale as developed by Amatea et al. (1986). The general results of the study indicated that black African couples received more personal satisfaction or fulfilment from life roles than the level of commitment of personal resources they were willing to dedicate to these roles. The study results indicated little support for the results of Rajadhyaksha and Bhatnagar s (2000) study. Black African women displayed the same level of salience towards career as men, while no segmented view towards work and family roles was noted. Within the Indian context the opposite holds true.
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Managing work-life balance of working mothers
- Authors: Van Zyl, H.F.
- Date: 2014-01-14
- Subjects: Working mothers , Work and family , Work-life balance
- Type: Thesis
- Identifier: uj:7901 , http://hdl.handle.net/10210/8792
- Description: M.Comm. (Business Management) , Changes in the corporate landscape and an increase in female participation rates in corporate workforces necessitate a better understanding of female career paths and how organisations can accommodate them better. The purpose of this study is to identify the most appropriate work-life balance benefits organisations can offer to female employees to assist them in achieving greater work-life balance. The study further aims to identify learning and development opportunities that females who have exited from their professions can follow to remain relevant and up to date in their fields. Through the literature review the study examines the need for women in corporate workforces, and inspects reasons for the underrepresentation of women in workforces. It further investigates alternative career models female professionals often embark on in an attempt to gain more balance between family responsibilities and career demands and subsequently discusses the costs associated with losing female talent. It then explores how organisations can assist female employees by offering work-life balance benefits. The study was conducted by using an online questionnaire and respondents were selected by employing a snowball sampling method. In this study research found that the most appropriate work-life balance benefits are flexible working hours, on-site childcare facilities, parental leave, part-time work, mobile working and virtual or cyber working. Conversely, the most inappropriate work-life balance benefits are weekend work, shift work, overtime, temporary or casual work, term-only working and fixed term contracts. It further found that employees who have exited from their professions can follow certain learning and development opportunities to assist them to remain relevant and up-to-date in their fields and assist them to return to full-time employment. The following learning and development opportunities were listed as being most appropriate: Attending continuous professional development courses and workshops, reading and further studies, keeping in touch with colleagues to stay updated with new developments at the office and the organisation, attending seminars and doing ad hoc, private, part-time or consulting work.
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- Authors: Van Zyl, H.F.
- Date: 2014-01-14
- Subjects: Working mothers , Work and family , Work-life balance
- Type: Thesis
- Identifier: uj:7901 , http://hdl.handle.net/10210/8792
- Description: M.Comm. (Business Management) , Changes in the corporate landscape and an increase in female participation rates in corporate workforces necessitate a better understanding of female career paths and how organisations can accommodate them better. The purpose of this study is to identify the most appropriate work-life balance benefits organisations can offer to female employees to assist them in achieving greater work-life balance. The study further aims to identify learning and development opportunities that females who have exited from their professions can follow to remain relevant and up to date in their fields. Through the literature review the study examines the need for women in corporate workforces, and inspects reasons for the underrepresentation of women in workforces. It further investigates alternative career models female professionals often embark on in an attempt to gain more balance between family responsibilities and career demands and subsequently discusses the costs associated with losing female talent. It then explores how organisations can assist female employees by offering work-life balance benefits. The study was conducted by using an online questionnaire and respondents were selected by employing a snowball sampling method. In this study research found that the most appropriate work-life balance benefits are flexible working hours, on-site childcare facilities, parental leave, part-time work, mobile working and virtual or cyber working. Conversely, the most inappropriate work-life balance benefits are weekend work, shift work, overtime, temporary or casual work, term-only working and fixed term contracts. It further found that employees who have exited from their professions can follow certain learning and development opportunities to assist them to remain relevant and up-to-date in their fields and assist them to return to full-time employment. The following learning and development opportunities were listed as being most appropriate: Attending continuous professional development courses and workshops, reading and further studies, keeping in touch with colleagues to stay updated with new developments at the office and the organisation, attending seminars and doing ad hoc, private, part-time or consulting work.
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The relationship between family adjustment and expatriate performance
- Authors: Trompetter, Diane
- Date: 2014
- Subjects: Expatriation - Psychological aspects , Employees - Relocation , Work and family , Dual-career families - Employment , Emigration and immigration - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/63342 , uj:17053
- Description: Abstract: Please refer to full text to view abstract , M.Phil. (Human Resource Management)
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- Authors: Trompetter, Diane
- Date: 2014
- Subjects: Expatriation - Psychological aspects , Employees - Relocation , Work and family , Dual-career families - Employment , Emigration and immigration - Psychological aspects
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/63342 , uj:17053
- Description: Abstract: Please refer to full text to view abstract , M.Phil. (Human Resource Management)
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The work-life balance of journalists
- Authors: Thankge, Clarah Thandi
- Date: 2014-05-05
- Subjects: Work-life balance , Work and family , Social responsibility of business
- Identifier: http://ujcontent.uj.ac.za8080/10210/389875 , uj:10921 , http://hdl.handle.net/10210/10495
- Description: M.Com. (Business Management) , South Africa is currently tackling more basic challenges such as poverty alleviation, job creation and Broad-Based Black Economic Empowerment issues, whereas developed countries are prioritising Work-Life Balance in an attempt to humanise the workplace. Globalisation, modern technology and lean business practices are challenging the old and familiar patterns of paid work while imposing new challenges on families, individuals and households. This contributes to long working hours, high stress levels, low energy, extended travel commitments, reduced healthy family meals and limited basic quality of personal and family lifestyle. Business benefits are observed in organisations that involve employees in identifying and implementing solutions that provide a workplace that inculcates a culture of work-life balance. The benefits for business include the ability to attract high calibre employees, staff retention, efficiency on the job (distractions), employee commitment, high morale and reduced absenteeism rate. The study investigates the perception and/or views of management and journalists on the work-life balance initiatives at BDFM (Pty) Ltd. The recommendation on how Wellness Strategy initiatives should be implemented to mitigate challenges faced by journalists in the media industry gives conclusion to the study. The attraction and retention of high calibre journalists at BDFM (Pty) Ltd will help reduce both the direct and indirect costs that the organisation incurs when there is an unplanned employee turnover. The direct costs pertain to the recruitment and training of new employees who will replace the previous incumbent and the costs of mistakes made during the settling in period. The indirect costs on the other hand relate to performance, the effect of increased stress and reduced job satisfaction.
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- Authors: Thankge, Clarah Thandi
- Date: 2014-05-05
- Subjects: Work-life balance , Work and family , Social responsibility of business
- Identifier: http://ujcontent.uj.ac.za8080/10210/389875 , uj:10921 , http://hdl.handle.net/10210/10495
- Description: M.Com. (Business Management) , South Africa is currently tackling more basic challenges such as poverty alleviation, job creation and Broad-Based Black Economic Empowerment issues, whereas developed countries are prioritising Work-Life Balance in an attempt to humanise the workplace. Globalisation, modern technology and lean business practices are challenging the old and familiar patterns of paid work while imposing new challenges on families, individuals and households. This contributes to long working hours, high stress levels, low energy, extended travel commitments, reduced healthy family meals and limited basic quality of personal and family lifestyle. Business benefits are observed in organisations that involve employees in identifying and implementing solutions that provide a workplace that inculcates a culture of work-life balance. The benefits for business include the ability to attract high calibre employees, staff retention, efficiency on the job (distractions), employee commitment, high morale and reduced absenteeism rate. The study investigates the perception and/or views of management and journalists on the work-life balance initiatives at BDFM (Pty) Ltd. The recommendation on how Wellness Strategy initiatives should be implemented to mitigate challenges faced by journalists in the media industry gives conclusion to the study. The attraction and retention of high calibre journalists at BDFM (Pty) Ltd will help reduce both the direct and indirect costs that the organisation incurs when there is an unplanned employee turnover. The direct costs pertain to the recruitment and training of new employees who will replace the previous incumbent and the costs of mistakes made during the settling in period. The indirect costs on the other hand relate to performance, the effect of increased stress and reduced job satisfaction.
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Towards a substantive workplace model: exploring workplace stress and family stress dynamics
- Le Roux, Christoffel Anthony
- Authors: Le Roux, Christoffel Anthony
- Date: 2010-02-24T10:02:16Z
- Subjects: Job stress , Work and family , Stress (Psychology)
- Type: Thesis
- Identifier: uj:6646 , http://hdl.handle.net/10210/3046
- Description: D.Comm. , The aim of my study was to attain new insights into the dynamic interactions between the family and the workplace. Furthermore, the aim of this research project is to contribute methodologically, theoretically, practically and scientifically to the theme of workplace and family stress. For the purpose of my study I believe that a qualitative as opposed to a quantitative methodology is more appropriate. Literature reviewed on these methodologies, led me to the opinion that I would be in a position to express myself fully, with my own worldview, which I would probably not have been able to do with quantitative research. A contemporary qualitative research method was used to ultimately develop my substantive model. My unit of analysis was people from an Enterprise Resource Planning (ERP) solutions provider. I made use of semistandardised interviews to gather my data and paid attention to the considerations for effective qualitative interviewing and preparation as pointed out by Mason (1996). I ended up interviewing six individuals after reaching a point of saturation. This is the point where I ascertained that the interviews could not contribute meaningfully to the information that I had already gathered with regard to the categories. I followed the law as laid down by the Health Professions Council of South Africa (HPCSA). The interviews were transcribed and I commenced with the Grounded Theory process. Furthermore, I adhered to the guidelines for assessing the quality of my study as indicated by Lincoln and Guba (1985) and Marshall and Rossman (1999). The results of this Grounded Theory process enabled me in the design of my substantive model. Three core dimensions emerged from the design process, namely, the job, the family and the personality, which I termed the internal environment. These dimensions formed the central part of the substantive model. The substantive model depicted the unidirectional interactions of the core dimensions mentioned. The model also depicts the external environment and the universe as influencing forces on the core dimensions. Even though the external environment and the universe were not part of the scope of the study I felt that it was necessary to include them in the model. In essence the model described my definion of the family setting, namely: “The family setting is a complex, meaningful system of unidirectional interactions between the family, the job, the personalities, the external environment and the universe of all the individuals concerned” (as defined by the author). In closure, I believe that the theoretical, methodological and practical, contributions derived from this study will add significant value to further exploration of this topic.
- Full Text:
- Authors: Le Roux, Christoffel Anthony
- Date: 2010-02-24T10:02:16Z
- Subjects: Job stress , Work and family , Stress (Psychology)
- Type: Thesis
- Identifier: uj:6646 , http://hdl.handle.net/10210/3046
- Description: D.Comm. , The aim of my study was to attain new insights into the dynamic interactions between the family and the workplace. Furthermore, the aim of this research project is to contribute methodologically, theoretically, practically and scientifically to the theme of workplace and family stress. For the purpose of my study I believe that a qualitative as opposed to a quantitative methodology is more appropriate. Literature reviewed on these methodologies, led me to the opinion that I would be in a position to express myself fully, with my own worldview, which I would probably not have been able to do with quantitative research. A contemporary qualitative research method was used to ultimately develop my substantive model. My unit of analysis was people from an Enterprise Resource Planning (ERP) solutions provider. I made use of semistandardised interviews to gather my data and paid attention to the considerations for effective qualitative interviewing and preparation as pointed out by Mason (1996). I ended up interviewing six individuals after reaching a point of saturation. This is the point where I ascertained that the interviews could not contribute meaningfully to the information that I had already gathered with regard to the categories. I followed the law as laid down by the Health Professions Council of South Africa (HPCSA). The interviews were transcribed and I commenced with the Grounded Theory process. Furthermore, I adhered to the guidelines for assessing the quality of my study as indicated by Lincoln and Guba (1985) and Marshall and Rossman (1999). The results of this Grounded Theory process enabled me in the design of my substantive model. Three core dimensions emerged from the design process, namely, the job, the family and the personality, which I termed the internal environment. These dimensions formed the central part of the substantive model. The substantive model depicted the unidirectional interactions of the core dimensions mentioned. The model also depicts the external environment and the universe as influencing forces on the core dimensions. Even though the external environment and the universe were not part of the scope of the study I felt that it was necessary to include them in the model. In essence the model described my definion of the family setting, namely: “The family setting is a complex, meaningful system of unidirectional interactions between the family, the job, the personalities, the external environment and the universe of all the individuals concerned” (as defined by the author). In closure, I believe that the theoretical, methodological and practical, contributions derived from this study will add significant value to further exploration of this topic.
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Work-family conflict and personality : the moderating role of gender
- Authors: Louw, Cherise
- Date: 2014-05-05
- Subjects: Work and family , Personality
- Type: Thesis
- Identifier: uj:10913 , http://hdl.handle.net/10210/10487
- Description: M.Com. (Industrial Psychology) , Orientation – Working men and women are finding it increasingly challenging to establish a balance between their family environments and working environment, especially with the increase in the number of roles they have adopted. Personality may impact the experience of work-family conflict. Research purpose – The main objective of this study was to determine whether gender moderates the relationship between personality variables- specifically extraversion, conscientiousness and neuroticism- and work-family conflict. This study also looked at whether levels of work-family conflict, extraversion, neuroticism and conscientiousness differ significantly between men and women. Motivation for the study – There is little research done on working men and women and how they experience work-family conflict. Research design, approach and method – A quantitative, cross-sectional survey design was utilised to gather information. The sample (N=791) was comprised of working men and women from a variety of organisations. Data were gathered by making use of the Work-to-Family Conflict Questionnaire (Netemeyer, Boles, & McMurrian, 1996) and the Basic Traits Inventory (BTI) (Taylor & De Bruin, 2006). Main finding – The results indicated that levels of work-family conflict do not differ significantly between working men and working women, however, differences did occur in personality between men and women. Women experience higher levels of conscientiousness and neuroticism than men. Men and women, however, do not differ in terms of levels of extraversion. Neuroticism positively predicted work-family conflict. The results also indicated that gender does not moderate the relationship between these three personality variables and work-family conflict. Practical/ managerial implications - The study supplements a thin database on the experiences in terms of work-family conflict among working men and women in South Africa. Organisations should provide men and women with equal opportunities as well as support in facing challenges of work-family conflict (e.g. flexible working hours).
- Full Text:
- Authors: Louw, Cherise
- Date: 2014-05-05
- Subjects: Work and family , Personality
- Type: Thesis
- Identifier: uj:10913 , http://hdl.handle.net/10210/10487
- Description: M.Com. (Industrial Psychology) , Orientation – Working men and women are finding it increasingly challenging to establish a balance between their family environments and working environment, especially with the increase in the number of roles they have adopted. Personality may impact the experience of work-family conflict. Research purpose – The main objective of this study was to determine whether gender moderates the relationship between personality variables- specifically extraversion, conscientiousness and neuroticism- and work-family conflict. This study also looked at whether levels of work-family conflict, extraversion, neuroticism and conscientiousness differ significantly between men and women. Motivation for the study – There is little research done on working men and women and how they experience work-family conflict. Research design, approach and method – A quantitative, cross-sectional survey design was utilised to gather information. The sample (N=791) was comprised of working men and women from a variety of organisations. Data were gathered by making use of the Work-to-Family Conflict Questionnaire (Netemeyer, Boles, & McMurrian, 1996) and the Basic Traits Inventory (BTI) (Taylor & De Bruin, 2006). Main finding – The results indicated that levels of work-family conflict do not differ significantly between working men and working women, however, differences did occur in personality between men and women. Women experience higher levels of conscientiousness and neuroticism than men. Men and women, however, do not differ in terms of levels of extraversion. Neuroticism positively predicted work-family conflict. The results also indicated that gender does not moderate the relationship between these three personality variables and work-family conflict. Practical/ managerial implications - The study supplements a thin database on the experiences in terms of work-family conflict among working men and women in South Africa. Organisations should provide men and women with equal opportunities as well as support in facing challenges of work-family conflict (e.g. flexible working hours).
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Workplace flexibility : job-sharing as an alternative to create sustainability in organisations and families
- Authors: Naude, Corlien
- Date: 2015-03-18
- Subjects: Job sharing , Hours of labor, flexible , Work and family
- Type: Thesis
- Identifier: uj:13448 , http://hdl.handle.net/10210/13485
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
- Full Text:
- Authors: Naude, Corlien
- Date: 2015-03-18
- Subjects: Job sharing , Hours of labor, flexible , Work and family
- Type: Thesis
- Identifier: uj:13448 , http://hdl.handle.net/10210/13485
- Description: M.Com. (Business Management) , Please refer to full text to view abstract
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