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Journal articles on the topic 'Family responsibilities'

Author: Grafiati

Published: 4 June 2021

Last updated: 3 February 2022

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1

Jones, James W., Laurence B. McCullough, and Bruce W. Richman. "Patient responsibilities, family responsibilities." Journal of Vascular Surgery 37, no. 3 (March 2003): 698–99. http://dx.doi.org/10.1067/mva.2003.186.

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2

Edwards, Jeanette, Janet Finch, and Jennifer Mason. "Negotiating Family Responsibilities." Man 29, no. 1 (March 1994): 200. http://dx.doi.org/10.2307/2803532.

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3

Burgoyne, Carole. "Negotiating family responsibilities." Journal of Economic Psychology 16, no. 2 (July 1995): 351–53. http://dx.doi.org/10.1016/0167-4870(95)90001-2.

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4

Grotowska, Stella. "Changing family and family responsibilities." Studia Humanistyczne AGH 17, no. 4 (2018): 7. http://dx.doi.org/10.7494/human.2018.17.4.7.

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5

Gonyea, Judith G. "Family Responsibilities and Family-Oriented Policies." Employee Assistance Quarterly 9, no. 1 (November 10, 1993): 1–29. http://dx.doi.org/10.1300/j022v09n01_01.

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6

Fredriksen, Karen I., and Andrew E. Scharlach. "Employee Family Care Responsibilities." Family Relations 48, no. 2 (April 1999): 189. http://dx.doi.org/10.2307/585083.

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7

Angelov, Nikolay, Per Johansson, and Erica Lindahl. "Sick of family responsibilities?" Empirical Economics 58, no. 2 (September 6, 2018): 777–814. http://dx.doi.org/10.1007/s00181-018-1552-2.

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8

Pearl, David. "Family Responsibilities and Children's Welfare." Cambridge Law Journal 48, no. 1 (March 1989): 36–38. http://dx.doi.org/10.1017/s0008197300108293.

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9

Hein, Catherine. "Reconciling Work and Family Responsibilities." NHRD Network Journal 2, no. 6 (July 2009): 107–8. http://dx.doi.org/10.1177/0974173920090614.

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10

Compton, Neville. "Family Values and Ethical Responsibilities." Chemistry - A European Journal 12, no. 1 (January 2006): 4–7. http://dx.doi.org/10.1002/chem.200501437.

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11

Stewart, Lisa M. "Family Care Responsibilities and Employment." Journal of Family Issues 34, no. 1 (April 11, 2012): 113–38. http://dx.doi.org/10.1177/0192513x12437708.

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12

Maume, David J., Rachel A. Sebastian, and Anthony R. Bardo. "Gender, Work-Family Responsibilities, and Sleep." Gender & Society 24, no. 6 (December 2010): 746–68. http://dx.doi.org/10.1177/0891243210386949.

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13

London, Harlan, and Katherine R. Allen. "Chapter 13: Family Versus Career Responsibilities." Marriage & Family Review 9, no. 3-4 (April 24, 1986): 199–208. http://dx.doi.org/10.1300/j002v09n03_13.

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14

Steiner, Sue J. "AFDC Recipients and Family Caregiving Responsibilities." Journal of Poverty 1, no. 2 (April 21, 1997): 63–79. http://dx.doi.org/10.1300/j134v01n02_04.

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15

Anderson, Barbara J., Wendy F. Auslander, Kenneth C. Jung, J. Phillip Miller, and Julio V. Santiago. "Assessing Family Sharing of Diabetes Responsibilities." Journal of Pediatric Psychology 15, no. 4 (1990): 477–92. http://dx.doi.org/10.1093/jpepsy/15.4.477.

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16

Russell, G. "Workers with Family Responsibilities Adopting a Wider Family Outlook." Australian Journal on Ageing 13, no. 4 (November 1994): 161–63. http://dx.doi.org/10.1111/j.1741-6612.1994.tb00661.x.

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17

Bern-Klug, Mercedes, and Sarah Forbes-Thompson. "Family Members’ Responsibilities to Nursing Home Residents." Journal of Gerontological Nursing 34, no. 2 (February 1, 2008): 43–52. http://dx.doi.org/10.3928/00989134-20080201-02.

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18

Gallo, M. A. "The Family Business and Its Social Responsibilities." Family Business Review 17, no. 2 (June 2004): 135–48. http://dx.doi.org/10.1111/j.1741-6248.2004.00009.x.

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The social responsibilities of family businesses are still a little-studied area. This article is based on the opinions of 44 academics who are directly involved in studying and advising this type of company. The study's results indicate that family businesses are better at carrying out the responsibilities of wealth creation and delivery of goods to the market than the development of individual skills and guaranteeing their long-term continuity.

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19

Mullins, Lauren Bock. "Can Teachers “Lean in”? Family Responsibilities Discrimination." SAGE Open 6, no. 1 (January 25, 2016): 215824401663144. http://dx.doi.org/10.1177/2158244016631444.

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20

Truong-Vu. "Reflections on Academic Guilt and Family Responsibilities." Women, Gender, and Families of Color 8, no. 2 (2020): 216. http://dx.doi.org/10.5406/womgenfamcol.8.2.0216.

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21

Pongthippat, Weerati, Gunnel Östlund, Mehrdad Darvishpour, Jureerat Kijsomporn, and Lena-Karin Gustafsson. "Perceptions of transnational family responsibilities’ effects on subjective health and wellness – voices of Thai immigrant women." International Journal of Migration, Health and Social Care 16, no. 3 (June 17, 2020): 225–40. http://dx.doi.org/10.1108/ijmhsc-12-2019-0104.

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Purpose Globalisation provides new opportunities for immigrant women to supply financial benefits transnationally to uphold their families in their home countries. The purpose of this study is to explore the experiences of Thai immigrant women regarding transnational family responsibilities effects on their health and wellness. Design/methodology/approach Qualitative data were collected using semi-structured interviews with 40 Thai immigrant women, of which 34 described having transnational family responsibilities. The transcribed data were analysed using a phenomenographic approach. Findings The findings revealed five structural aspects of transnational family responsibilities of Thai immigrant women: being a dutiful daughter, being a caring mother, being a kind relative, being a “giving” person and striving for a wealthy life. The interviewees seldom encountered enough support from the spouse in handling their transnational family responsibilities. In general, a transnational marriage includes family responsibilities that are continuous and that often is the cause of migration. Practical implications This paper illuminates the transnational responsibilities of marriage migration and argues for women’s rights of culturally congruent health care. Originality/value Traditionally Thai women’s values are based on how they handle family responsibilities and acknowledging own health needs are not. These interviewees perceived doubled burden in terms of family responsibilities and workload in employed work, which contributed to poor health and wellness.

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22

González, María José. "Balancing Employment and Family Responsibilities in Southern Europe." Revue française des affaires sociales 1, no. 5 (2006): 189. http://dx.doi.org/10.3917/rfas.en605.0189.

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23

Mahmoudi, Hoda, and Richard Dabell. "Rights and Responsibilities in the Bahá’í Family System." Journal of Baha’i Studies 5, no. 2 (1992): 1–12. http://dx.doi.org/10.31581/jbs-5.2.1(1992).

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This article discusses the rights and responsibilities ascribed in the Bahá’í teachings to the members of the family. The complementary, rather than identical, functions of women and men are explored. It is asserted that through the application of Bahá’í teachings the institution of marriage and family emerges as a fundamental building block in the development of a new society and global civilization based on equality and unity among its members. The need for the application of the principle of gender equality in the family by focusing on the flexible aspects of gender roles as described in the Bahá’í writings is discussed. The importance of consultation as an instrument for effective communication within the family system is explained and its positive outcome in developing a loving egalitarian environment between and among family members is examined.

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24

Amato, Paul R., Gayle Kimball, and Malcolm Hill. "50/50 Parenting: Sharing Family Rewards and Responsibilities." Journal of Marriage and the Family 50, no. 3 (August 1988): 849. http://dx.doi.org/10.2307/352653.

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25

Jurik, Nancy, Alena Křížková, and Marie Pospíšilová (Dlouhá). "Czech copreneur orientations to business and family responsibilities." International Journal of Gender and Entrepreneurship 8, no. 3 (September 12, 2016): 307–26. http://dx.doi.org/10.1108/ijge-09-2015-0032.

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Purpose This paper aims to utilize a mixed-embeddedness approach to examine how state welfare policies, employment conditions and gender norms shape orientations to divisions of business and domestic labor among Czech copreneurs, i.e. romantic couples involved in businesses together. Design/methodology/approach Twelve copreneur couples were interviewed; male and female partners were interviewed separately. Women’s narratives are centered in analyzing motivations for business, divisions of labor, orientation to business/family and state policies. After detailing women’s orientations, correspondence with male partner orientations is considered. Findings Analysis reveals how state policies, employment conditions and gender norms inform copreneur narratives about business and family life in the Czech Republic. Female respondents expressed three orientations: business as opportunity, business for family and business/home as teamwork. Women tended both business and family, whereas most male partners focused exclusively on business. Research limitations/implications Although the small, purposive sample was not representative of all Czech copreneurs, findings detail how social context frames business/family dynamics. Practical implications This mixed-embeddedness perspective demonstrates how gender norms, state taxation and welfare shape the organization of Czech copreneurships and can support or discourage women’s entrepreneurship. Social implications Mechanisms producing gender inequality in copreneur businesses are revealed. Originality/value Findings identify connections between female copreneur business/family orientations and the context of gender regimes, state policy and employment practices in a post-socialist country. Also revealed are changing orientations across family and business stages.

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26

Brennan, Eileen M., and John Poertner. "Balancing the Responsibilities of Work and Family Life." Journal of Emotional and Behavioral Disorders 5, no. 4 (October 1997): 239–49. http://dx.doi.org/10.1177/106342669700500407.

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27

Fredriksen, K. I. "Family Caregiving Responsibilities among Lesbians and Gay Men." Social Work 44, no. 2 (March 1, 1999): 142–55. http://dx.doi.org/10.1093/sw/44.2.142.

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28

Shoenberg, Dana L. "Departures for Family Ties and Responsibilities after Koon." Federal Sentencing Reporter 9, no. 6 (May 1, 1997): 292–97. http://dx.doi.org/10.2307/20640009.

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29

Conatser, Cheryl. "Preparing the family for their responsibilities during treatment." Cancer 58, S2 (July 15, 1986): 508–11. http://dx.doi.org/10.1002/1097-0142(19860715)58:2+<508::aid-cncr2820581315>3.0.co;2-e.

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30

Wolcott, Ilene. "Between Tradition and Transition: Workers With Family Responsibilities." Australian Journal of Social Issues 25, no. 4 (November 1990): 290–300. http://dx.doi.org/10.1002/j.1839-4655.1990.tb01007.x.

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31

Levitt, Dana Heller. "Ethical Responsibilities in Training Marriage and Family Counselors." Family Journal 12, no. 1 (January 2004): 43–46. http://dx.doi.org/10.1177/1066480703258704.

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32

Kyriazis, Nota. "Women's Flexible Work and Family Responsibilities in Greece." South European Society and Politics 4, no. 2 (June 1999): 35–53. http://dx.doi.org/10.1080/13608740408539569.

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33

Clarke, M. C. "The Acquisition of Family Financial Roles and Responsibilities." Family and Consumer Sciences Research Journal 33, no. 4 (June 1, 2005): 321–40. http://dx.doi.org/10.1177/1077727x04274117.

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34

Williams, Karla, Dennis Eggett, and Emily Vaterlaus Patten. "How work and family caregiving responsibilities interplay and affect registered dietitian nutritionists and their work: A national survey." PLOS ONE 16, no. 3 (March 10, 2021): e0248109. http://dx.doi.org/10.1371/journal.pone.0248109.

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Healthcare professionals provide paid care at work and potentially have caregiving responsibilities outside of work; work responsibilities in addition to child and/or elder care is considered double- or triple-duty care. Employees may experience conflict and/or enrichment as their work and family responsibilities interface. This study’s purpose is to explore the work and family interface of Registered Dietitian Nutritionists (RDNs), determine the prevalence of work-family conflict and enrichment, and identify characteristics associated with higher work-family conflict and enrichment scores. A survey instrument assessing caregiving responsibilities and work-family conflict and enrichment was distributed electronically to 4,900 RDNs throughout the United States. Frequencies, means, correlative relationships, and ANCOVA were calculated using SAS software 9.04. Of 1,233 usable responses, nearly two-thirds of RDNs (65.5%) reported providing either double-duty or triple-duty care. About half of RDNs (47.2%) reported work-family conflict and fewer (14.8%) reported family-work conflict. Additionally, most RDNs (79.4%) reported work-family enrichment and even more (85.2%) reported family-work enrichment. Higher work-family conflict scores had correlative relationships with higher levels of burnout, lower life satisfaction, and higher intent to quit. Higher work-family enrichment scores had correlative relationships with lower burnout, higher job satisfaction, higher career satisfaction, higher life satisfaction, and lower intent to quit. Understanding the unpaid caregiving responsibilities of RDNs and the interface of work/family responsibilities may provide insight into career planning for RDNs and guide managers of RDNs in efforts to amplify the contribution of RDNs.

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35

Cantera, Leonor M., Mª Eugenia Cubells, Luz Mª Martínez, and Josep M. Blanch. "Work, Family, and Gender: Elements for a Theory of Work-Family Balance." Spanish journal of psychology 12, no. 2 (November 2009): 641–47. http://dx.doi.org/10.1017/s1138741600002006.

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Over last century, work was not only a means of economic survival, but also a very strong factor of psychological structuring and of organization of personal, family, and everyday life. The new world of work provides new challenges to the balance of work and family life. A questionnaire was administered to a sample of 453 people with the aim of analyzing the relation between variables such as family burdens and domestic responsibilities, and the appraisal of work and family, values involved in work-family balance. The results of this study show that, in the present economic and cultural context, assuming family burdens and domestic responsibilities increases the positive appraisal of work and family, both in men and women. This has theoretical and practical implications concerning the challenge of work-family balance.

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36

Miller, Nancy J., Margaret A. Fitzgerald, Mary Winter, and Jennifer Paul. "Exploring the Overlap of Family and Business Demands: Household and Family Business Managers' Adjustment Strategies." Family Business Review 12, no. 3 (September 1999): 253–68. http://dx.doi.org/10.1111/j.1741-6248.1999.00253.x.

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This study divided households in which at least one member is involved in managing a family business into two groups: those in which one individual performs two roles, family manager and business manager, and those in which two different individuals perform the two roles. The study compares adjustment strategies that the two groups use to manage the overlap of business and family demands within and across the two family types. Findings suggest that the individual performing dual roles is more likely than two separate managers to make adjustments by bringing the household responsibilities to the business and the business responsibilities home.

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37

Akoensi, Thomas D. "‘In this job, you cannot have time for family’: Work–family conflict among prison officers in Ghana." Criminology & Criminal Justice 18, no. 2 (March 9, 2017): 207–25. http://dx.doi.org/10.1177/1748895817694676.

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This article documents the experience of work–family conflict (WFC) among prison officers in Ghana. Although the term WFC has been used in relation to prison officers in the UK and the USA, the context of WFC in Ghana is unusual. In this predominantly collectivist culture, family responsibilities include obligations to the extended family. WFC is mainly unidirectional, with interference running from work to the family. Officers are thus impaired in fulfilling their family responsibilities, which consequently impairs their daily work and mental well-being. The ‘crisis controlling’ or ‘paramilitary’ organizational structure of the Ghana Prisons Service (GPS) makes it very difficult for the work domain of prison officers to accommodate family responsibilities. Female officers appear to bear a heavier WFC burden than male officers, mainly on account of their traditionally unpaid housekeeping role in addition to their paid employment in a masculine organizational culture. The findings are significant, as they show that the promulgation of family-friendly policies to alleviate WFC-associated stress lies in the hands of the GPS, since WFC emanates solely from the work domain.

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38

Marti, Christian, and Fiona Fröhlich Egli. "Team meetings in a Swiss GP group with gatekeeping responsibilities." European Journal of General Practice 11, no. 2 (January 2005): 84–88. http://dx.doi.org/10.3109/13814780509178245.

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39

Barton, Amy J. "Preparing Students to Prepare Family Members for Caregiving Responsibilities." Journal of Nursing Education 56, no. 11 (November 1, 2017): 643–44. http://dx.doi.org/10.3928/01484834-20171020-01.

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40

Baker, Maureen. "Choices or Constraints? Family Responsibilities, Gender and Academic Career." Journal of Comparative Family Studies 41, no. 1 (January 1, 2010): 1–18. http://dx.doi.org/10.3138/jcfs.41.1.1.

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41

Arutiunian, M. Iu. "On the Division of Household Responsibilities in the Family." Soviet Review 26, no. 1 (April 1985): 54–58. http://dx.doi.org/10.2753/rss1061-1428260154.

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42

Barber, James G. "Australian industrial relations policy and workers with family responsibilities." Community, Work & Family 7, no. 3 (December 1, 2004): 275–84. http://dx.doi.org/10.1080/1366880042000295718.

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43

Sy, Susan R., and Jessica Romero. "Family Responsibilities Among Latina College Students From Immigrant Families." Journal of Hispanic Higher Education 7, no. 3 (July 2008): 212–27. http://dx.doi.org/10.1177/1538192708316208.

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44

Boden, Richard J. "Flexible Working Hours, Family Responsibilities, and Female Self-Employment." American Journal of Economics and Sociology 58, no. 1 (January 1999): 71–83. http://dx.doi.org/10.1111/j.1536-7150.1999.tb03285.x.

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45

Bergen, Alison N., C. W. Bergen, and Doreen A. Ballaré. "family responsibilities discrimination: what employment counselors need to know." Journal of Employment Counseling 45, no. 3 (September 2008): 115–30. http://dx.doi.org/10.1002/j.2161-1920.2008.tb00051.x.

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46

Frank, E. "Family Responsibilities and Domestic Activities of US Women Physicians." Archives of Family Medicine 9, no. 2 (February 1, 2000): 134–40. http://dx.doi.org/10.1001/archfami.9.2.134.

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47

Azarova, YElyena. "Early Retirement Benefits for Insured Persons with Family Responsibilities." Journal of Russian Law 8, no. 11 (July 8, 2021): 1. http://dx.doi.org/10.12737/jrl.2020.135.

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48

Van Der Merwe, S. P. "Determinants of family employee work performance and compensation in family businesses." South African Journal of Business Management 40, no. 1 (March 31, 2009): 51–63. http://dx.doi.org/10.4102/sajbm.v40i1.535.

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This study highlighted the importance of establishing clear work roles and responsibilities in the family business, the measurement of family employee work performance and regular feedback on their performance and fair and market-based compensation of family employees in family businesses. An Oblimin oblique rotation was performed on the principal components of the exploratory factor analysis. In this study three factors describing the theoretical dimensions of family employee work performance, clear work roles and responsibilities and family employee compensation in family businesses were extracted. Although statistical significant differences were found between the perceptions of male and female as well as between senior and younger generation family employees regarding the constructs, these differences were not practically significant. This study, however, confirms the important role that an effective family employee work performance management and compensation strategy plays to ensure harmonious family relationships and at the end the sustainability of the family business. Practical recommendations are suggested to improve the effectiveness of family employee work performance and compensation in family businesses. Recommendations are also offered to utilise the questionnaire as a diagnostic tool.

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49

Higgins, Margaret J., Nisha N. Kale, Symone M. Brown, and Mary K. Mulcahey. "Taking Family Call: Understanding How Orthopaedic Surgeons Manage Home, Family, and Life Responsibilities." Journal of the American Academy of Orthopaedic Surgeons 29, no. 1 (January 1, 2021): e31-e40. http://dx.doi.org/10.5435/jaaos-d-20-00182.

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50

Balnožan, Kristina. "Special protections against employment termination for workers with family responsibilities." Glasnik Advokatske komore Vojvodine 93, no. 1 (2021): 147–89. http://dx.doi.org/10.5937/gakv93-28182.

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Loss of employment is one of the most stressful life events for everyone, especially for those with families. An employed mother - and increasingly a father - have family responsibilities towards their children, and these duties are often taken on, due to the decomposition of the family unit, by so-called single parents. Family responsibilities towards children are not, however, the only ones: one important segment of the responsibilities of the working-age population is the care for elderly and/or sick relatives and/or spouses. In this paper, it will be demonstrated that employees with family responsibilities are not a unique legal category. Family responsibilities must not, as such, constitute a valid reason for the termination of employment. The research below, therefore, seeks to present special protections against the termination of employment contracts of different categories of employees with obligations toward children, and to check whether and in what way such protections are provided to employees with obligations to other family members, since special protections against the termination of the employment contracts is explicitly guaranteed in Serbian law to the employees only during pregnancy and absence from work due to special/child care. In this regard, international standards relevant to the subject of the research are considered, as well as certain foreign systems that differently take into account the family situation of employees, using primarily the normative, comparative law method.

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