Job‐related stress,social support,and work–family conflict among Mexican workers in a multinational company: A case study of a Korean‐owned,US‐branded former “sweatshop” in Mexico

Due to globalization and outsourcing of commodity production, an estimated 60 million workers are employed in the garment industry by multinational corporations, yet relatively little is known about the work–family tensions experienced by these workers. Building on role stress and job demands–resources theories, this study employed mixed methods to examine job stressors, support, and work–family conflict (WFC) in a sample of 168 Mexican workers in a multinational factory, a rarely studied and underserved population. As hypothesized, results of hierarchical regression analyses indicated that workers experienced high job stress and WFC. Social support from spouses, family, and friends increased the positive association between job stress and WFC, suggesting that culturally relevant obligations increased WFC. This study highlights the need for multinational corporations to implement culturally adaptive, family‐friendly policies. Implications for social workers in multinational work organizations and for future research are discussed.     

Social work with middle‐class Spanish families: The challenge of the work–family conflict

In the current economic crisis, middle‐class families often find themselves immersed in a process of downward social mobility. These are families in which both spouses work, and where many relational conflicts begin in the sphere of work–family reconciliation and the allocation of household responsibilities. This article presents the results of a research study we conducted on middle‐class families in Spain. We focus specifically on the problems associated with work–family reconciliation and gender, and the mitigating role played by social support. Based on our results, we want to call the attention to a prevalent and ‘new’ conflict in family‐based practice social work in Spain: the work–family conflict.     

Does job satisfaction mediate the relationship between work–family conflict and psychological strain? A study of Australian social workers

The present study investigated the mediating effects of job satisfaction on the relationship between work–family conflict and psychological strain among Australian social workers. Data for the study were collected by an online survey of the membership of the Australian Association of Social Workers, yielding 439 usable responses. The results provide evidence that job satisfaction mediates the relationship between work-to-family conflict, family-to-work conflict and psychological strain. These findings contribute significantly to the social work literature on work–family interface and confirm the importance of developing and targeting not only strategies that aim to reduce work–family conflict, but also those that aim to increase job satisfaction among social workers.     

Working time: implications for sickness absence and the work–family balance

Olsen KM, Dahl S‐Å. Working time: implications for sickness absence and the work–family balance
Int J Soc Welfare 2010: 19: 45–53 © 2008 The Author(s), Journal compilation © 2008 Blackwell Publishing Ltd and the International Journal of Social Welfare. The article analyses the impact of working time on two outcomes: sickness absence and the work–family balance. Working time is distinguished along two dimensions: irregular versus regular working hours and control versus no control over working time. There are three main findings. First, working irregular working hours with no control over time increased sickness absence, for men. Second, irregular hours, particularly with no flexibility, caused distress to the work–family balance, for both women and men. Third, flexibility in the work schedule when working regular hours had no effect on sickness absence nor on the work–family balance. This last finding may be explained by the institutional setting: employees in Norway already have substantial flexibility in, for instance, access to leave of absence. The findings suggest that increasing flexibility may benefit employees who work irregular hours.     

The interaction effects of scheduling control and work–life balance programs on job satisfaction and mental health

Jang SJ, Park R, Zippay A. The interaction effects of scheduling control and work–life balance programs on job satisfaction and mental health Int J Soc Welfare 2011: 20: 135–143 © 2010 The Author(s), International Journal of Social Welfare © 2010 Blackwell Publishing Ltd and International Journal of Social Welfare. The demands of balancing employment and family responsibilities strain the health and welfare of many employees worldwide, and social welfare policy analysts are increasingly attending to the factors that can alleviate such stress. The present study examined associations between the availability of work–life balance programs, employees' authority to arrange their own work hours, job satisfaction, and mental health among 1,293 employees in 50 companies in South Korea. The study is unique in its use of multilevel analysis in examining individual‐ and company‐level variables. The results add to the evidence regarding the positive relationship between the availability of scheduling control and work–life balance policies on the one hand, and job satisfaction and mental wellbeing, on the other.     

The Role of Family in Career Choices among Social Workers in China

Abstract

High turnover rate affects social work workforce development in China. Few empirical studies have been conducted to explore the factors that have influences on turnover intention among Chinese social workers. This study used data from China General Survey on Professional Social Workers to examine the influence of job satisfaction and family attitude on social workers’ career choices. The findings reveal that both job satisfaction and family’ attitude toward the profession have significant effects on social workers’ turnover intention. Family’s support or disapproval of the social work profession has moderate effect on the negative correlation between job satisfaction and turnover intention. The findings could be explained by the familyism culture of Chinese society and unique challenges of professional development experienced by social workers in China. Future studies should consider the influence of family to develop a more comprehensive research framework. Management in social service agencies should help family of social workers to learn and embrace the profession to gain their support of choosing social work as career.     

Workplace characteristics,work-to-life conflict,and psychological distress among medical workers

This study addresses whether work-to-life conflict mediates the relationships between workplace characteristics and psychological distress for workers in the medical industry who experience heightened stressors in the workplace. Drawing on data from the 2002 National Study of the Changing Workforce, hypotheses are tested using stepwise OLS regression. Overall, the findings indicate that work-to-life conflict mediates the relationship between job pressure and supervisor support and psychological distress. The finding's implications and suggestions for future research are discussed.     

工作-家庭冲突、性别角色与工作满意度——基于第三期中国妇女社会地位调查的实证研究

本文使用2010年第三期中国妇女社会地位调查数据,研究了工作-家庭冲突对工作满意度的影响及其性别差异,发现来自工作和家庭两方面的角色压力是引发工作-家庭冲突的主要原因,而且无论是因工作影响家庭,还是因为家庭耽误工作,员工都会对工作表达不满。与男性员工相比,工作压力和家庭压力会使女性员工陷入更为严重的工作-家庭冲突,而且女性员工也更可能因为工作影响家庭而降低对工作的满意度。这些发现不仅为工作-家庭冲突及其相关后果的理论研究提供了丰富的经验证据,还为各级管理人员激励员工士气和提高组织绩效提供了很多实践上的启示。     

His,hers, or ours? Work-to-family spillover,crossover, and family cohesion

Using the contagion model of spillover and crossover, this study examines gender differences in the effects of workplace characteristics (e.g., hours worked in the paid-labor force, job satisfaction, work flexibility, perception of partner's work–family spillover) on family cohesion among a random sample of dual-earner couples. Important gender differences were found among respondents: the crossover effect is stronger among men, while women's perceptions of family cohesion are more strongly influenced by work and job characteristics. Work–family policy implications are examined.     

Support in the Workplace: Buffering the Deleterious Effects of Work–Family Conflict on Child Welfare Workers’ Well-Being and Job Burnout

ABSTRACT

We examined the impact of work–family conflict (WFC) on worker well-being and job burnout, as well as the role of social support in the workplace as a potential buffer against the influence of WFC. Results of hierarchical multiple regression analyses in a cross-sectional sample of 361 public child welfare workers indicate that WFC was related to reduced well-being and increased job burnout, whereas supervisory support moderated the relationship between WFC and well-being. Findings from this study hold implications to workforce management practices aimed at improving worker well-being in human service and child welfare organizations. Human resource management policies designed to manage worker schedules should aim to facilitate workers’ ability to meet work and family demands through programs such as flexible work schedules and telecommuting. Recommendations for future research on WFC and worker well-being are discussed.     

Whether Professional Training Matters: Attitudinal Antecedents to the Turnover Intentions of Social Workers in Guangzhou,China

This study aims to identify whether the professional training of social workers has an effect on the attitudinal antecedents of turnover intention. This study investigated 395 trained and 353 non-trained social workers from the Integrated Family Service Centers in Guangzhou, China. It was found that professional education did not significantly alter the attitudinal antecedents to turnover intention. In both groups, a higher feeling of burnout or a lower level of organizational commitment produced a higher intention of turnover. Furthermore, the significant influences of burnout and organizational commitment were found to be respectively mediated by job satisfaction with professional association or job satisfaction with organizational environment. This study not only provides insights into the stabilization of the emerging workforce of Chinese social workers, but also poses serious questions about social work education.     

Job Mobility and Early Career Wage Growth of White,African‐American,and Hispanic Women*

Objective. This article examines whether and how young women's job mobility influences racial and ethnic wage‐growth differentials during the first eight years after leaving school. Methods. We use the NLSY‐79 Work History File to simulate the influence of job mobility on the wages of skilled and unskilled workers. Results. African‐American and Hispanic women average less job mobility than white women, especially if they did not attend college. Unskilled women who experience frequent job changes during the first four postschool years reap positive wage returns, but turnover beyond the shopping period incurs wage penalties. Job mobility does not appear to boost wage growth for college‐educated women. Conclusions. Among unskilled women, race and ethnic wage disparities partly derive from group differences in the frequency of job changes, but unequal returns to job mobility drive the wage gaps for skilled women. We discuss several explanations for these disparities.     

The impact of job satisfaction on turnover intent: a test of a structural measurement model using a national sample of workers

For the past century, worker turnover has been of keen interest for both managers and researchers. Based upon the literature, a structural measurement model incorporating four core antecedents of turnover (i.e., demographic characteristics, work environment, job satisfaction, and turnover intent) was developed and tested using a national sample of American workers. The results indicate that the work environment is more important in shaping worker job satisfaction than are demographic characteristics, and that job satisfaction is a highly salient antecedent of turnover intent. Finally, job satisfaction is a key mediating variable between the work environment and turnover intent.     

Prisoners of Love? Job Satisfaction in Care Work

Previous research has established that paid care work is typically undertaken by women and that this work is often poorly rewarded in terms of pay and promotion opportunities. Much less is known about the reasons why women enter these jobs or their experiences of this work. This paper examines the motivations and experiences of two groups of care workers: childcare workers and dental assistants in Queensland in 2009 (N=1,767). We examine intrinsic, extrinsic and overall job satisfaction and the effects of job characteristics, work experience and demographic characteristics on job satisfaction. We find that childcare workers are less satisfied with their jobs than dental assistants on all three measures, despite a greater proportion nominating intrinsic reasons for entering the occupation. The most important factors predicting job satisfaction for both groups are day‐to‐day work experiences such as control over weekly rosters and entitlements that enable work‐family balance. We conclude that although love of the job may be a strong drawcard into care occupations for some women, experiences may not live up to expectations. Moreover, there is considerable diversity across these groups in motivations and outcomes indicating that it is impossible to view all care occupations as similar in terms rewards, outcomes and experiences.     

An Analysis of Supervisor Support of Policies on Workplace Flexibility

ABSTRACT

Workplace flexibility policies provide workers with an opportunity to attain a healthy work–life balance. This study utilized a secondary data set of 658 supervisors from a study that was commissioned by the work–life office of a major university in the Southern United States to get a better understanding of the implementation of flexibility policies at this university. The purpose of examining this secondary data set was to determine whether supervisors who have caregiving responsibilities are more likely to be supportive of workplace flexibility policies than those with no caregiving responsibilities. The findings indicate that supervisors who have caregiving responsibilities are no more likely to be supportive of workplace flexibility than those with no caregiving responsibilities. This finding is important to those who have a vested interest in understanding factors that may promote or undermine workplace policies that have direct impact on workers and their families. Future research and recommendations for practice are made.     

Parents’ and children’s power effectiveness during polyadic family conflict: Process and outcome

Parent–child power effectiveness was investigated during naturally occurring polyadic family conflict with young children involving three or more family members. In 35/39 families, 210 conflict sequences were identified and coded for type of power, power effectiveness, and conflict outcome. Effective use of power overall and by each partner was assessed using two methods: microscopic (target’s response to an actor’s power move during the process of conflict) and macroscopic (power moves related to conflict outcome). Actor findings revealed that parents were more effective using certain types of power microscopically (i.e., simple, legitimate, reward) and macroscopically (i.e., simple, legitimate, questioning), whereas children were more effective using reward power macroscopically. Our findings support the unique qualities of the parent–child relationship and the complex context of polyadic family conflict. The study contributes to the literature on the socialization of young children in the family context.     

Work satisfaction, burnout, and turnover among social workers in Israel: a causal diagram

This study developed a causal diagram addressing the predictors of work satisfaction, burnout and turnover among professional social workers in Israel. A random sample of 218 social workers completed self-administered surveys. Multiple regression and canonical correlation analyses were conducted to estimate a causal model that best predicts work satisfaction, burnout, and turnover among social workers. The results indicated that higher satisfaction, lower burnout, and lower turnover were a function of higher collegial relationship, greater supervision, adequate working conditions, greater opportunities for promotion, and Jewish ethnicity. In addition, higher satisfaction and lower burnout were a function of higher education and greater autonomy, whereas higher turnover was related to a lower salary and the social worker's relative youth. Limitations of the study and recommendations are discussed.     

Organizational Changes and Job Satisfaction among Support Staff

ABSTRACT

The purpose of this study is to identify job satisfaction amongst support staff employed by a nonprofit company undergoing organizational changes. The Job Satisfaction Survey (JSS) scale was used to measure overall job satisfaction and was conducted among 38 workers and the data was analyzed using content analysis. The findings indicate that workers were satisfied with some sections of their job but also dissatisfied with some others, scoring an average job satisfaction amongst the participating groups. Factors such as good relations with colleagues, training opportunities, and work flexibility were identified to assist with increasing worker satisfaction. Further suggestions for enhancing employees’ job satisfaction are provided.     

脱嵌型雇佣关系与农民工离职意愿——基于长三角和珠三角的问卷调查

近年来,“民工荒”愈演愈烈,劳工短缺成为中国经济发展必须面对的客观现实,在这一背景下,探讨农民工离职意愿具有重要意义。基于2010年7月对珠三角和长三角地区2 276位农民工调查数据的分析发现,未来五年内,65.4%的农民工有离职打算,其中新生代农民工离职意愿较高,珠三角农民工较长三角农民工离职意愿更高,已婚且与配偶在同一城市者离职意愿低。本文进一步探讨了工作嵌入对农民工离职意愿的影响后发现,农民工工作内和工作外的联接、适应和代价的程度越高,离职意愿越低。本文认为农民工的雇佣关系是一种“脱嵌型雇佣关系”,这是导致农民工高离职意愿的重要原因。本文还对“脱嵌型雇佣关系”的定义、维度和后果进行了初步阐述。     

Blame and family conflict: symptomatic children as scapegoats

The study’s aim was to examine the relation between children’s symptom type, specifically externalized vs. internalized symptoms, and children’s perception of being blamed by family members for various family conflicts. The research hypothesis was based on theories of family therapy, in particular on the concept of scapegoating and projective identification processes. The subjects were chosen from treatment centres for children and adolescents, using the Achenbach Self‐Report Questionnaire. Subjects included males and females, aged 10–17, who had either internalized or externalized symptoms and no history of organic or psychotic disorders. The control group consisted of non‐symptomatic children. The research groups also included each child’s sibling closest in chronological age, who served as an additional control group. A total of 161 children participated in the study. It was found that externalizing children reported greater subjection to parental blame than did the other children.