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  • 1. Blount, Stacye Negative Spillover and Mental Health: An Exploration of the Moderating Effects of Sociodemographic Factors, Family Characteristics, Socioeconomic Resources, and Work Characteristics

    Doctor of Philosophy, University of Akron, 2009, Sociology

    The major aim of this dissertation was to investigate how negative spillover shapes mental health status. Following the stress process model, this study also explored whether and how sociodemographic characteristics (i.e., race, gender, and age), family characteristics (i.e., length of marriage/cohabitation, spousal/partner support, and presence of children), socioeconomic resources (i.e., education, income, mortgage-payer status, renter status), and work characteristics (i.e., total work hours, job tenure, skill discretion, decision authority, coworker support, and supervisor support) moderate the relationship between negative spillover and mental health. Data were analyzed from the National Survey of Midlife Development in the United States 2004-06 (N=1,430) and the key outcome measures were depressive symptoms and anxious mood. With respect to depressive symptoms, the major findings indicated that negative work-to-family spillover increased symptoms. Other findings indicated that the deleterious effects of negative work-to-family spillover were moderated by gender and spousal/partner support, wherein men and individuals with higher levels of spousal/partner support experiences lower levels of depressed mood. While negative family-to-work spillover did not have main effects on depressive symptoms, this type of spillover was moderated by spousal/partner support, which acted as a protectant against spillover even in the case of high levels of negative family-to-work spillover. Similar to depressive symptoms, negative work-to-family spillover increased anxious mood. Moreover, the effect of negative work-to-family spillover on symptoms of anxiety was moderated by length of marriage/cohabitation. Lengthy married or cohabitating relationships reduced the impact of negative work-to-family spillover on anxious mood. Negative family-to-work spillover was not related to anxious symptoms; however, despite the lack of main effects, age did moderate the relationship between th (open full item for complete abstract)
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    Committee: C. André Christie-Mizell PhD (Committee Chair) Subjects: Mental Health; Social Psychology; Sociology

  • 2. Rosa, Marcos Work-Family Spillover, Family Functioning, and Life Satisfaction of Pastors

    Ph.D., Antioch University, 2023, Antioch New England: Marriage and Family Therapy

    The current study is quantitative research that used a web-based survey from multiple religious denominations in the United States to examine the relationships among perceptions of stress, work-family spillover, marital satisfaction, and family functioning of pastors. Emotional exhaustion, hours worked, personal accomplishment, and social support were analyzed as predictors from the work domain. Two measures of spillover were used to evaluate family stressors and enhancers. The stressors and enhancers were tested as mediators between work domain and personal/family life. Life satisfaction, marital satisfaction and family dysfunction were analyzed as outcome variables. The sample included 83 pastors from a convenience sample including 62 males and 21 females, with backgrounds diverse in culture, education, and denomination. Analyses were conducted using IBM SPSS (Version 26), including Pearson's correlations along with regression analysis using PROCESS macro to test for mediation. It was found that social support does increase family enhancers and work-family positive spillover but contrary to predictions, personal accomplishment appeared to impact family life by increasing emotional exhaustion, stressors, and family dysfunctions. Greater incidents of emotional exhaustion and hours worked were found to reduce the incident of enhancers and work-family positive spillover and increase family stressors and work-family negative spillover. Greater incidents of emotional exhaustion were found to reduce marital satisfaction and increase family dysfunctions. This research has practical and clinical implications for pastors, spouses, and children of pastors, educators, family scientists, therapists, and organizations who employ pastors.
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    Committee: Kevin Lyness PhD (Committee Chair); Lucille Byno PhD (Committee Member); Janet Robertson PhD (Committee Member) Subjects: Families and Family Life; Individual and Family Studies; Mental Health; Occupational Health; Psychotherapy; Therapy

  • 3. Gordon, Christopher The effects of vicarious trauma on burnout in mental healthcare providers: The mediating role of work interference with family and the importance of perceived organizational support

    Master of Arts in Psychology, Cleveland State University, 2021, College of Sciences and Health Professions

    Mental health clinicians often work with clients who have been through significant trauma, and clinicians face risks of traumatization themselves through exposure to the traumatic stories of clients. This indirect traumatization is known as vicarious trauma (VT), and research has shown this to be related to burnout in mental health workers. Mental health clinicians must find a delicate balance between work and family roles, and the present study aimed to determine how this work interference with family (WIF) can explain the relationship between VT and burnout, and how support from the organization can ameliorate the negative effects of VT on the balance between work and family. Questionnaire responses were anonymously collected and analyzed from 110 mental health professionals working in mental health organizations sampled from several counties around Ohio. Analyses of the responses supported the hypotheses that WIF explains the relationship between VT and burnout, but perceived organizational support (POS) does not moderate the relationship VT and WIF, therefore rejecting those hypotheses. On this basis, it is recommended that mental health organizations educate employees on balancing work and family roles and provide adequate resources such as paid time off to help clinicians avoid burnout. Further research is needed to determine if POS is more effective at preventing VT than addressing it.
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    Committee: Michael Horvath (Advisor); Kenneth Vail (Committee Member); Elizabeth Goncy (Committee Member); Michael Horvath (Committee Chair) Subjects: Psychology

  • 4. McCord, Kara Factors Influencing Career Advancement Potential for Mothers in the Workplace

    Master of Arts (M.A.), Xavier University, 2018, Psychology

    This study sought to examine the career advancement potential of mothers in the workplace in relation to other variables, including family-oriented workplace practices, work-family stress, career advancement self-efficacy, family-supportive organizational perceptions, and family-supportive supervisor behaviors. Additionally, this study analyzed the relationship between career advancement self-efficacy and family-oriented practices; work-family stress and family-oriented workplace practices; and career advancement self-efficacy and career advancement potential. Data collected from 101 participants showed that family-oriented workplace practices significantly predicted a mother's career advancement potential. Additionally, a significant correlation between career advancement self-efficacy and career advancement potential was found. Implications and future research directions are discussed.
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    Committee: Morrie Mullins Ph.D. (Committee Chair); Dalia Diab Ph.D. (Committee Member); Sjen Johnson M.A. (Committee Member) Subjects: Behavioral Sciences; Business Education; Families and Family Life; Individual and Family Studies; Occupational Psychology; Organizational Behavior; Psychology; Womens Studies

  • 5. Fettro, Marshal Neal Spousal Problems and Family-To-Work Conflict; Mediating Effects of Time, Relationship, and Financial Strain

    Master of Arts (MA), Bowling Green State University, 2014, Sociology

    Research on work-family conflict has largely focused on work interfering with family (e.g., work-to-family conflict), paying less attention to how family interferes with work (e.g., family-to-work conflict). In particular, although studies have examined how children's problems affect their parents' family-to-work conflict, very little is known about spousal problems as a source of family-to-work conflict. This study examines how three types of spousal problems-medical, emotional and behavioral difficulties, and overwork-relate to respondents' family-to-work conflict with a special focus on three types of strains-relationship strain, time strain, and financial strain-as mediators. It also examines variations by gender and parental status to minor children in these associations. Using married or cohabiting respondents aged 25 to 61 who are employed from the 1995-1996 National Survey of Midlife Development in the United States (N = 1,499), this study finds that spouses' medical problems as well as emotional and behavioral difficulties, but not spouses' overwork, are positively related to respondents' family-to-work conflict. Strain-relationship, time, and financial-is found to mediate these relationships, partially for spouses' medical problems and completely for spouses' emotional and behavioral difficulties. Perceptions of time strain explain the effect of spouses' medical problems most, where perceptions of relationship strain explain the effect of spouses' emotional and behavioral difficulties most. There are no variations by gender or respondents' parental status to minor children. These findings suggest that a spouse, when he or she has a problem, has the potential to negatively influence the other spouse's ability to balance work and family responsibilities. Policy makers should consider expanding policy to not only include support when spouses face medical problems but emotional and behavioral difficulties as well.
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    Committee: Kei Nomaguchi Ph.D. (Committee Chair); I–Fen Lin Ph.D. (Committee Member); Wendy D. Manning Ph.D. (Committee Member) Subjects: Families and Family Life; Sociology

  • 6. Sarwar, Mazen Gendered Differences in Job Satisfaction: How Men and Women Cope with Work and Family

    MA, Kent State University, 2014, College of Arts and Sciences / Department of Sociology and Criminology

    This study examines factors that affect job satisfaction. Job satisfaction is an important measure in the workplace. A Salary.com article suggests that individuals are miserable because unsatisfying work makes them sick, they only work for money, they are stressed and overeating as a result, they are not committed to their work, and many workers feel as if they are being overworked. This study seeks to bring all components of job satisfaction together—under the lens of work-family conflict. Using data from the 2010 GSS, OLS regression was used to run four models separately for men and women: demographic, family, educational/occupational characteristics, and job characteristics. I find several significant differences between men and women including differences in the importance of income and part-time work status. More importantly however, were the similarities between men and women and the significance of job tenure, autonomy, security and social support. Men and women are more similar than one might expect in regards to the factors that affect their job satisfaction.
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    Committee: Tiffany Taylor Dr. (Advisor); Juan Xi Dr. (Committee Member); David Purcell Dr. (Committee Member) Subjects: Sociology

  • 7. Godek, Michelle Work-Family Conflict and the Perception of Departmental and Institutional Work-Family Policies in Collegiate Athletic Trainers

    Doctor of Philosophy (PhD), Ohio University, 2012, Higher Education (Education)

    Employees throughout the United States struggle to balance their work and family commitments, in part because the workforce makeup has changed significantly over the last half century. The evolving family structure also has contributed to this struggle. This research seeks to build on previous work-family literature by incorporating the six dimensions of WFC conceptually defined by Carlson et al. (2000), while gauging the culture of the athletic department and institution in regards to work-life practices and policies. This study is designed to extend the current line of work-family literature by examining the construct from both male and female perspectives, married and single outlooks, and the standpoint from ATs with and without children. A combination of descriptive statistics, MANOVA, ANOVA and correlation analysis were used to analyze the data. Almost 30% of the respondents were experiencing work-family conflict at the time of this study. Several departmental issues may contribute to work-family balance which includes the unpredictable work hours and not being consulted before changing practice times. One hundred-fifty respondents did not feel comfortable using departmental policies for work-family balance. Most respondents felt being an AT is an easier job for single people and the time commitment involved discourages quality family time. A MANOVA was conducted to investigate whether biological sex, child status and marital status affect the WFC domains, WIF and FIW. Results indicate that child status significantly affects the combined dependent variable (DV) of WIF and FIW. Post-hoc tests revealed child status affects the DV and FIW. An ANOVA was conducted to investigate whether the biological sex, child status and marital status influenced perception of institutional and department practices and policies. A significant main effect was found for child status. Based on these results, the athletic department has positive features for workers with families and (open full item for complete abstract)
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    Committee: Valerie Martin Conley (Committee Chair); Chad Starkey (Other); Peter Mather (Committee Member); Gordon Brooks (Committee Member) Subjects: Gender Studies; Higher Education; Organizational Behavior; Social Research; Sports Medicine; Womens Studies

  • 8. Green, Shawna You Have to Save Something

    Master of Fine Arts, The Ohio State University, 2024, English

    You Have to Save Something is a collection of nonfiction essays about growing up in Appalachia as the eldest daughter in a blue-collar, working-class family. The writer narrates profound moments with her family, especially with her brothers and their friends in a small community where they gained insight into their economic place, their losses, their abilities, their father's tremendous work ethic, and their mother's depression along with her particularly harsh methods of punishment. Memory and story are often connected to and shared through treasured objects that were and remain connected to the fabric of the family's life and to the writer herself. At the heart of these essays is a fondness for the place and the people that endures throughout the writer's life and into the present day.
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    Committee: Elissa Washuta (Advisor) Subjects: Families and Family Life; Folklore; Social Structure

  • 9. Peat, Daniel Molded by the Past: Human Capital Imprinting

    PhD, University of Cincinnati, 2023, Business: Business Administration

    Individuals accumulate human capital (HC) in the form of knowledge, skills, abilities, and other characteristics through both experiences and education throughout their lifetimes (Becker, 1964). While HC accumulation in individuals is complex, work experiences provide a specific source of HC that creates value for both individuals and the organizations that employ them. Strategic HC reflects the aggregation of all this HC within the organization. An implicit assumption is that these work experiences are relatively uniform and agnostic to the timing or sequence of when they occur (Carpenter & Wade, 2002; Crossland et al., 2014). However, this yields an incomplete understanding of HC accumulation, as not all individuals with similar functional backgrounds or tenures (years of experience) develop uniform HC (Lorquet et al., 2018). Utilizing an imprinting lens to theorize different types of work experiences, this research explores temporal effects, sequencing, and primacy of work experiences and how differences change accumulated HC, how it manifests in work settings, and how it is aggregated by organizations. The implications for the broader field of strategic HC are critical, as understanding diverse HC is central to how it is aggregated as a unit level resource (Ployhart & Moliterno, 2011). Phase sensitivity is introduced to the discussion to explain temporal (primacy, sequencing) and potency (i.e., strength) effects in HC accumulation (Marquis & Tilcsik, 2013; Simsek et al., 2015). Further, a classificatory framework based on the timing and strength of different experiences is developed to illustrate the relationship between the temporal and experiential components of HC accumulation as well as reinforcing the importance of the relationship between work experiences and HC. It is theorized that primal HC (developed very early in the career) is imprinted by first experiences and has preeminence over other forms of HC. All future HC is then nested on these imp (open full item for complete abstract)
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    Committee: Charles Matthews Ph.D. (Committee Chair); Donna Chrobot-Mason Ph.D. (Committee Member); AMIT CHAURADIA Ph.D. (Committee Member); Eli Awtrey Ph.D. (Committee Member) Subjects: Management

  • 10. Allen, Amira Family Time: The Role of Workplace Policies and How Parents Spend their Time

    Doctor of Philosophy (Ph.D.), Bowling Green State University, 2022, Sociology

    As awareness that employed parents have trouble integrating work and parenting responsibilities has increased, some employers have begun to introduce workplace policies in place to help employees balance work and family life. These policies include paid leave, flexible work hours, and flexible work locations (namely working from home). Much research has examined how having access to these policies influences employed parents' work-family stress, but fewer studies have investigated the extent to which such policies can help working parents spend more time with their family. Using data from the 2017-2018 American Time Use Survey (ATUS) Leave and Job Flexibilities Module (LJFM), this dissertation examines the following three sets of questions: (1) Does having access to paid leave influence time spent in childcare among working parents; and does the association vary for mothers and fathers and by age of the youngest child?; (2) How do flexible work arrangements, flextime and flexplace, influence working parents' childcare time; and does this association vary for mothers and fathers and by union status?; and (3) How do flexible work arrangements affect parental leisure time, and do these arrangements vary for mothers and fathers and by age of the youngest child? Results show that having access to paid leave is positively related to fathers' childcare time, with differences concentrated on basic care and educational activities with young children and managing children's lives regardless of child age, but paid leave is not related to mothers' childcare time regardless of type of activities or child age. Flexible work arrangements are related to childcare time where flextime is related to partnered mothers' spending more time in childcare, whereas working from home is associated with partnered fathers and single mothers spending more time in childcare. Additionally, working from home is related to fathers' spending more time in different types of leisure by age of (open full item for complete abstract)
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    Committee: Kei Nomaguchi PhD (Committee Chair); Deborah Wooldridge PhD (Other); Karen Guzzo PhD (Committee Member); Wendy Manning PhD (Committee Member); Monica Longmore PhD (Committee Member) Subjects: Sociology

  • 11. López Mutuberría, Ángel How Do Professionals Find Life Meaning?

    Doctor of Management, Case Western Reserve University, 2020, Weatherhead School of Management

    Why, despite unprecedented levels of material wealth and opportunities for success, are professionals increasingly alienated from their work? Incentives are a recent development in economic theories impacting well being, therefore, many times inviting us toward materialism, a superficial living, resulting in feelings of emptiness and lack of life purpose. Personal callings enlighten the design of life, helping to find life meaning. Drawing upon multiple disciplines, we posit an integrative emerging theory of life meaning where an appropriate balance of meaningful work, proper family functioning, and the continued development of the self lead to a meaningful life. Organizationally, proper human resource initiatives are at the cornerstone of healthy organizations where implementing spaces to develop life meaning initiatives turn into more productive, focused, engaged, and committed professionals. Proper job design, work-life balance, and the commitment to personal and professional growth are key drivers within organizations to life meaning. It is time to bring back the multidimensionality of the human being to the human resource discipline, and organizations.
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    Committee: David Cooperrider Ph.D. (Advisor); Philip Cola Ph.D. (Advisor) Subjects: Families and Family Life; Personal Relationships

  • 12. Williams, Emma Dreaming of Abolitionist Futures, Reconceptualizing Child Welfare: Keeping Kids Safe in the Age of Abolition

    BA, Oberlin College, 2020, Comparative American Studies

    Drawing on the wisdom of prison abolitionists past and present, as well as evidence from interviews and analysis of Illinois' Department of Children and Family Services (DCFS) procedural documents, this work argues that Illinois' DCFS and the child protection system more broadly are an extension of the carceral state. Both the criminal punishment system and the child protection system (henceforth referred to as the family regulation system) use a diffuse network of actors to surveil, regulate, and punish the behavior of queer subjects: impoverished people and people of color. The present-day family regulation system builds on a long history of family regulation that predates the founding of the U.S., as is seen in chattel slavery, the cultural genocide of Native Americans, neoliberal and anti-welfare policy regimes, and continues today at the U.S.-Mexico border and in the formalized family regulation system (child protective services). This work explores how to keep children safe in the age of abolition, focusing on non-carceral responses that center strong, accountable communities and divest from dependence on the state.
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    Committee: KJ Cerankowski (Advisor); Erica R. Meiners (Committee Member); Harrod J. Suarez (Committee Member) Subjects: African American Studies; African Americans; American Studies; Black History; Black Studies; Criminology; Families and Family Life; Gender Studies; Individual and Family Studies; Legal Studies; Minority and Ethnic Groups; Native American Studies; Native Americans; Native Studies; Social Work; Welfare

  • 13. Hamad, Ominia Examining the Interaction Between Perceived Family Support and Core Self-Evaluations on Quality of Work Life

    Master of Arts in Psychology, Cleveland State University, 2019, College of Sciences and Health Professions

    This study examined how certain individual characteristics (i.e., core self-evaluations) and domain characteristics (i.e., perceived family support) can impact one's job satisfaction, positive affect, affective organizational commitment, job performance, and intentions to quit/leave the organization (i.e., quality of work life). This study also examined the interactive effects of core self-evaluations and perceived family support on one's quality of work life. The data were collected through a survey posted on Amazon's Mechanical Turk. In total, there were 247 respondents. Findings showed that core self-evaluations were positively related to one's quality of work life and perceived family support was positively related to affective organizational commitment, job performance, and positive affect. Finally, findings showed that core self-evaluations did moderate the relationship between perceived family support and quality of work life, such that the effects of perceived family support were stronger when the core self-evaluation of the individual is high rather than when it is low. The findings of this study can help future researchers improve their knowledge on what can impact one's quality of work life. Moreover, the findings of this study address several gaps in the work-family literature by further examining the positive side of the work-family interface and considering both individual and situational factors that may promote one's quality of work life.
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    Committee: Michael Horvath (Advisor); Chieh-Chen Bowen (Committee Chair); Kenneth Vail (Committee Chair) Subjects: Behavioral Psychology; Organizational Behavior; Psychology; Social Psychology; Sociology

  • 14. Sultan, Mohsin Work-Family Conflict and Withdrawal: Exploring the Influence of Occupation-Specific Labor Market Characteristics

    Master of Science (MS), Ohio University, 2019, Industrial/Organizational Psychology (Arts and Sciences)

    The present study explores relationships between work-family conflict and turnover via affective mechanisms, expanding beyond organizational turnover to also examine occupational turnover. Extant theories of turnover also highlight the importance of the labor market in both organizational and occupational turnover processes, such as alternative opportunities that are available to the individual (e.g., Mobley et al. 1979), yet the labor market is often not included in empirical tests of turnover theory. The present study expands this literature by examining occupation-specific unemployment (N=328) and projected occupation growth (N=347) in both the organizational and occupational turnover processes. Results indicate that occupation-specific unemployment rates may play a role in both forms of turnover, providing evidence that researchers and practitioners should measure and assess labor market characteristics in future practical, empirical, and theoretical endeavors. Theoretical and practical implications, as well as future research directions, are also discussed.
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    Committee: Ryan Johnson Dr. (Committee Chair); Jeffrey Vancouver Dr. (Committee Member); Lindsay Dhanani Dr. (Committee Member) Subjects: Psychology

  • 15. Lang, Vanessa A Contemporary Portrait of Couples' Relative Earning Patterns and their Implications for Work-Family Conflict in the United States

    Doctor of Philosophy (Ph.D.), Bowling Green State University, 2019, Sociology

    Women's increased labor force participation in the latter half of the 20th century resulted in a shift from male-sole-earner to dual-earner couples in the United States. There has been limited research since 2001 examining relative earning patterns within different-gender married and cohabiting couples. The first goal of this dissertation was to provide a contemporary portrait of couples' relative earning patterns using the 2017 Current Population Survey (CPS). Prior research found that as of 2001, men were main contributors in more than half (55%) of dual-earner couples. I found that by 2017 this number decreased to less than half (47%); and that higher levels of women's education, women being more educated than their partners, having no or fewer children, cohabiting (versus married), and African American individuals were associated with a greater odds of couples being egalitarian (dual or equal providing) or non-traditional (women providing the majority or women sole) in their earning arrangements. Implications of the shift from the male-sole-earner to dual-earner partnerships for the well-being of partnerships have been studied; but little research has examined how individuals' earnings relative to their partners relate to work-family conflict. The second goal of this dissertation was to examine the associations between relative earnings and both directions of work-family conflict—work-to-family conflict (WFC) and family-to-work conflict (FWC)—and whether these associations varied by gender. Using data from the 2008 National Study of the Changing Workforce (NSCW), I found that main contributors worked longer work hours and had more perceived job strain, than secondary contributors. Main contributors experienced more WFC than secondary contributors, but when work hours and perceived job strain were controlled for, the higher WFC of main contributors than secondary contributors disappeared. Secondary contributors shoulder more FWC—housework and childcare—than main (open full item for complete abstract)
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    Committee: Kei Nomaguchi PhD (Advisor); Karen Guzzo PhD (Committee Member); Monica Longmore PhD (Committee Member); Wendy Manning PhD (Committee Member); Gajjala Radhika PhD (Other) Subjects: Sociology

  • 16. Toumbeva, Tatiana Development and Validation of a Situational Judgment Test that Assesses Managerial Effectiveness in Providing Family-Friendly Supervision

    Doctor of Philosophy (Ph.D.), Bowling Green State University, 2018, Psychology/Industrial-Organizational

    The goal of this dissertation was to develop and validate a single-response situational judgment test (SJT) that assesses managerial effectiveness in helping employees manage their work and family lives. To accomplish this goal, a two-part study was conducted using multi-source data. In Phase 1, a family-supportive supervision SJT and scoring key were developed from critical incidents and ratings provided by industry managers and trained subject matter experts. In Phase 2, criterion-related validity evidence and job relevance of the manager SJT scores were evaluated based on dyadic data from city government supervisors and subordinates. The test's psychometric viability was also examined by way of internal consistency and test-retest reliability. Results showed that manager SJT scores were significantly related to, and predicted, employee perceptions of family-supportive supervisor behaviors, experienced work-family conflict, and family-supportive organization perceptions but not employee ratings of manager work effort and managerial effectiveness. Interestingly, manager ability to identify effective and ineffective behaviors within this context was differentially related to employee outcomes and may be separate constructs. Evidence was also found that the pattern of relationships between manager SJT scores and employee outcomes varied depending on the gender composition of the supervisor-subordinate dyad among other variables. Implications for research and practice are discussed.
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    Committee: Michael Zickar Ph.D. (Advisor); Yiwei Chen Ph.D. (Committee Member); Scott Highhouse Ph.D. (Committee Member); Laura Sanchez Ph.D. (Other) Subjects: Management; Occupational Health; Occupational Psychology; Organizational Behavior; Psychology; Social Psychology

  • 17. Razo, Steven The Cost of Comforting: Phenomenological Study on Burnout Among Marriage and Family Therapists in Community Settings

    Psy. D., Antioch University, 2018, Antioch Santa Barbara: Clinical Psychology

    Burnout is best defined as a condition consisting of symptoms of emotional exhaustion, depersonalization, and reduced personal accomplishment (Maslach, 1982). It has been characterized as a process that develops through a variety of work and individual factors. Furthermore, it has been shown to impact one's career, physical health, and mental well-being. Much of the literature on burnout has been studied on psychologists, psychiatrists, and social workers, with a paucity of studies focused on marriage and family therapist (MFTs). The lack of burnout literature on MFTs is in spite of their employment in many diverse clinical settings. The purpose of this study was to examine the experiences of Associate MFTs (AMFTs) working in community based agencies and identify factors that contribute to feeling burned out. Moreover, the study sought to identify ways AMFTs recognize, prepare for, and manage burnout. Research has identified risk and protective factors of burnout and self-care is a topic routinely discussed in the mental health field. However, this study attempts to elucidate the burnout phenomenon by unearthing lived experiences of clinicians experiencing work stress and understanding what it is about the nature of self-care that is effective for clinicians in managing its impact. This Dissertation is available in Open Access at AURA: Antioch University Repository Archive, http://aura.antioch.edu and OhioLink ETD Center, http://www.ohiolink.edu/etd
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    Committee: Brett Kia-Keating Ed.D. (Committee Chair); Christopher Howard Psy.D. (Committee Member); Kyle Killian Ph.D. (Committee Member) Subjects: Behavioral Sciences; Clinical Psychology; Counseling Psychology; Occupational Psychology; Psychology; Psychotherapy

  • 18. LaCava, Alyssa Grit: The Moderator between Workaholism and Work-Family Conflict

    Master of Arts (M.A.), Xavier University, 2017, Psychology

    The purpose of this study was to focus on grit, a construct defined as “the perseverance and passion for long-term goals,” in its relationship to workaholism and work-family conflict. It was hypothesized that grit would moderate the relationship between workaholism and work-family conflict so that those who scored higher on grit would have lower reports of work-family conflict, even when paired with high reports of workaholism. Results did not confirm this moderating effect, but surprising conclusions were drawn about the grit scale itself. Items on the Grit Scale that were reverse scored did not reflect what was thought to be the “opposite” of grit. A reliability analysis was conducted, eliminating all negative items to increase the alpha. Items left were collectively titled “Positive Grit,” which may be a better measure of grit than the original scale. “Positive Grit” was more strongly related to work drive than the original grit scale, but still did not produce a moderating effect between workaholism and work-family conflict. These results contribute to the literature surrounding personality in the workplace and provide insight for future research and development on how to properly measure grit.
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    Committee: Mark Nagy Ph.D (Committee Chair) Subjects: Behavioral Sciences; Personality; Psychology

  • 19. Pierce, Jessica Family Functioning and Responsiveness in Family Child Care Providers

    Master of Science, The Ohio State University, 2017, Human Ecology: Human Development and Family Science

    Social-emotional competence is critical to young children's success in social and academic settings across the lifespan. Non-parental primary caregivers are important socializers of children's social emotional development, particularly through the ways they respond to children's negative emotions. Despite this, little research has examined predictors of responsiveness or the ways they interact to influence responsiveness in samples of non-parental caregivers. The detrimental influence of elevated depression and stress on individual's affect and interactions has been consistently documented in research; additionally, previous research suggests that work-family conflict may decrease responsiveness in parent samples. This study examined how depression and stress was associated with family child care providers' responsiveness, and the influence of family functioning as a mediator. Direct and indirect associations were examined utilizing structural equation modeling with a national survey of 888 small licensed family child care providers from across the United States. This study found when family child care providers perceived higher levels of general stress, they reported that they utilized less positively-focused reactions, expressive encouragement, and positive social guidance; they did not report using more negative reactions or negative social guidance. When family child care providers reported higher levels of general stress and depression, they reported lower levels of family functioning. In turn, family functioning was significantly associated with each responsiveness measure, except for negative social guidance. Providers who reported higher levels of family functioning also reported responding to children in more positive ways. Additionally, higher levels of family functioning were associated with less negative reactions from family child care providers. Bootstrap analysis results found some mediation effects from family functioning for stress and responsivenes (open full item for complete abstract)
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    Committee: Cynthia Buettner PhD (Advisor); Suzanne Bartle Haring PhD (Committee Member) Subjects: Early Childhood Education; Education Policy; Families and Family Life; Gender Studies; Individual and Family Studies; Mental Health; Preschool Education; Teacher Education; Womens Studies

  • 20. Ivry, Joann Social service agencies and family members : an attempt at partnership through training of family members as case managers /

    Doctor of Philosophy, The Ohio State University, 1985, Graduate School

    Committee: Not Provided (Other) Subjects: Social Work