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How solution focused support helps women through work‐home conflict

How solution focused support helps women through work‐home conflict While work‐home conflict has well‐established negative outcomes, few studies explore how this might be resolved. This study explored the delivery and outcomes of a three‐session workplace intervention delivered by a non‐specialist counsellor to women with high work‐home conflict, using solution‐focused therapy (SFT). Transcripts from the counselling sessions provided the key data for the study. Participants had unique combinations of conflict, and unique levels of self‐assessed success in developing and sticking to their solutions. These perspectives are spillover (home or work affect each other), segmenting (demands are ring‐fenced in one domain) and compensation (demands in one domain are balanced with contributions to the other). Although the specific solutions generated may not be new to “outsiders”, they were to these women, and were unlikely to have been undertaken without the intervention. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Health Education Emerald Publishing

How solution focused support helps women through work‐home conflict

Health Education , Volume 104 (3): 11 – Jun 1, 2004

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Publisher
Emerald Publishing
Copyright
Copyright © 2004 Emerald Group Publishing Limited. All rights reserved.
ISSN
0965-4283
DOI
10.1108/09654280410534531
Publisher site
See Article on Publisher Site

Abstract

While work‐home conflict has well‐established negative outcomes, few studies explore how this might be resolved. This study explored the delivery and outcomes of a three‐session workplace intervention delivered by a non‐specialist counsellor to women with high work‐home conflict, using solution‐focused therapy (SFT). Transcripts from the counselling sessions provided the key data for the study. Participants had unique combinations of conflict, and unique levels of self‐assessed success in developing and sticking to their solutions. These perspectives are spillover (home or work affect each other), segmenting (demands are ring‐fenced in one domain) and compensation (demands in one domain are balanced with contributions to the other). Although the specific solutions generated may not be new to “outsiders”, they were to these women, and were unlikely to have been undertaken without the intervention.

Journal

Health EducationEmerald Publishing

Published: Jun 1, 2004

Keywords: Conflict management; Counselling; Women; Workplace

References