Approaches to worker rehabilitation by occupational and physical therapists in the United States: factors impacting practice

Work-related rehabilitation services have changed in nature and scope since their inception in the late 1970s. A review of the literature reveals a large body of published data concerning the various approaches used by therapists in this practice area, but a limited number of comparison studies documenting the value of one approach over the other. This national survey of physical and occupational therapists in the US was conducted in 2002, and examined the prevailing trends in service provision, and factors that determine the nature of services provided to clients. Results indicate that services continue the move to onsite service provision and an emphasis on prevention, but that select services, such as onsite job analysis and comprehensive, inter-disciplinary programs are being used to a limited degree. Research that examines the relative contributions of selected work-related services to successful and efficient return to work outcomes is necessary to identify best practice approaches. Therapists and insurance providers should work more closely in exchange of data that will ensure optimal program design and funding.     

The intermediary role in youth worker professional development: successes and challenges

This chapter examines the role of a national network of local and regional intermediary organizations in initiating and sustaining community-based youth worker professional development systems. This approach is instructive for other intermediaries in establishing training standards, assessing impact, providing organizational supports for youth development workers, and going to scale.     

Adaptive changes in gait of older and younger adults as responses to challenges to dynamic balance

The study proposed to identify balance strategies used by younger and older adults during gait under proprioceptive, visual, and simultaneous proprioceptive-visual challenges. Participants ambulated under 4 conditions: consistent, noncompliant surface; inconsistent, compliant surface (C); consistent, noncompliant surface with vision obscured (NCVO); and inconsistent, compliant surface with vision obscured (CVO). Balance adaptations were measured as changes in gait velocity, cadence, and gait-stability ratio (GSR). Participants were 5 younger (mean age = 27.2) and 5 older (mean age = 68) healthy adults. Significant age differences were found for GSR (p = .03) on all surfaces. Older adults adopted a more stable gait pattern than younger adults regardless of the challenge presented by surface. Significant condition differences were found for velocity (p < .001) and cadence (p = .001). All participants exhibited significantly decreased velocity and increased cadence on surfaces C and CVO. Gait speed and cadence did not significantly change in NCVO. Younger and older adults exhibited similar adaptive balance strategies, slowing and increasing steps/s, under proprioceptive and proprioceptive-visual challenges to dynamic balance.     

From Adaptivity to Adaptation: Examining the Career Construction Model of Adaptation

The author examined a multiple mediation model and a moderation model for the relationships among adaptivity (in terms of future work self and proactivity), career adaptability, adapting responses (in terms of career decision self-efficacy [CDSE] and career engagement), and adaptation (in the form of academic satisfaction) among 282 university students. Results showed that career adaptability, CDSE, and career engagement fully mediated the relations of future work self and proactivity with academic satisfaction. Career adaptability also had a mediation role in the relationships of future work self and proactivity with CDSE and career engagement. The relationship between career adaptability and academic satisfaction was fully mediated by CDSE and career engagement. Career adaptability did not moderate the relationships between adaptivity indices and adapting indices. These results support the serial multiple mediation model, which is introduced in the adaptation model. Career education and career coaching could improve clients' agency through working on their self-regulation resources, self-efficacy beliefs, and overt career behaviors.     

Financial exploitation of older persons: challenges and opportunities to identify, prevent, and address it in the United States

Financial exploitation is a recognized social problem of unknown, though likely increasing, magnitude. It can occur through numerous methods, including the misuse of powers of attorney and guardianship, illegal transfers of property, and outright fraud and theft. Financial crimes against older persons are difficult to address because they often go unreported. This paper provides a summary of findings from a study of financial exploitation of older persons. We review what is known about the nature and scope of financial exploitation of older persons and describe barriers to addressing the problem. We also identify gaps in knowledge, discuss current methods for addressing financial exploitation, and provide recommendations and suggested policy approaches for prevention and remediation.     

Adolescent Adaptation to Parental Incarceration

This qualitative transcendental phenomenological study considered the lived experience of having a parent or parental figure incarcerated during one’s adolescence. The study analyzed 15 in-depth, in-person, semi-structured interviews with six participants between the ages of 18 and 29 from the city of Chicago. Textural-structural analysis indicated five separate results: the influence of parental incarceration on the developmental experience, the emotional influence of parental incarceration, the social influence of parental incarceration, the spiritual influence of parental incarceration, and the three key aspects of the experience (truth, the kind of relationship the participant had with the incarcerated parent, and the availability of an attuned subsequent caregiver). The analysis indicated that an adolescent’s adaptation to the world after experiencing this phenomenon fell into one of three spheres of adaptation. A number of clinical and social justice implications were identified along with avenues for future research to better understand the phenomenon and how it affects those who experience it.     

Supporting child welfare supervisors to improve worker retention

Recent child welfare research has identified supervisors as key to retaining qualified and committed workers. This paper describes implementation of a federally funded child welfare training initiative designed to improve worker retention largely through developing, implementing, and evaluating a statewide supervisor training program in a Midwestern state. Unique to this collaborative effort was involving all child welfare supervisors in identifying needed content components, developing competencies, and conducting self-assessments.     

W/age bias in worker displacement: how industrial structure shapes the job loss and earnings decline of older American workers

This paper examines age differences in patterns of worker displacement and employment and earnings changes of displaced workers. Data from the 1998 Displaced Worker Supplement (DWS) of the Current Population Survey (CPS) indicate that older displaced workers possessed higher weekly wages than did younger workers at the time of their displacement. Moreover, older displaced workers suffered greater amounts of earnings loss than did younger displaced workers. Older workers, more often than younger workers, were displaced from jobs in the goods-producing sector. We attribute this age and industry difference in displacement to the higher earnings premium of older workers in the goods producing sector relative to the earnings premium of older workers in the service-producing sector. The age bias against older displaced workers may be viewed as part of social structural changes in the economy that have reduced the wage premium of the more expensive age segment of the workforce within industries that may economically benefit the most.     

Causes of worker burnout

This research reports on a survey conducted with 183 protective service workers in the state of Michigan. These practitioners listed 166 separate statements representing primary dissatisfactions or frustrations with being a child protective caseworker. Such dissatisfaction was assumed to underly the various dimensions of burnout. The statements were collated and synthesized through a version of the constant comparative method which resulted in three basic categories reflecting perceived causes of burnout: (a) overloaded responsibility, (b) lack of recognition, and (c) poor communication. The three categories are interrelated and together they point to workers' dissatisfaction with their supervisors as one of the major sources of burnout. The paper also includes a brief discussion of four ways to reduce or prevent worker burnout: reduce the client-to-staff ratio, shorten the number of work hours, change the function of staff meeting, and provide in-service training.     

如何理解前所未有的机遇和挑战

当前,中国面临国际国内两个环境前所未有的机遇与挑战。国际方面,中国适逢第三次工业革命将重组全球分工体系,以及从商品输出向资本输出、从贸易大国走向资本强国的战略机遇;而美国战略转移东亚和国际金融危机对中国构成前所未有的挑战。国内方面,深化改革和巨大内需市场的红利使我国面临前所未有的发展机遇;而中国廉价的生产要素正逐步消失,经济边疆已扩展到全球,经济逐渐显现出高杠杆率,这些都为中国经济发展带来前所未有的挑战。     

Introduction: The aging workforce: challenges for societies, employers, and older workers

The aging of the baby boom cohorts poses challenges for societies, employers, and the baby boomers themselves: Will societies be able to sustain an exponentially increasing number of retirees and older workers? Will employers be prepared to accommodate an aging workforce, especially in times of economic recession? Will aging baby boomers desire and be able to postpone retirement and remain in their career jobs or seek bridge employment or be forced to do so out of financial necessity?     

The effects of workplace unionization on worker responses to HRM innovation

This study develops and empirically tests a theory which explains how workplace unionization affects worker responses to HRM innovation. We hypothesize that union support varies depending on whether the union perceives the innovation as a threat to its power base and institutional security or as an opportunity to increase its status and influence. This differential effect is expected to be curvilinear. Our hypothesis is generally supported by our sample of 230 organizations. Practical and research implications are discussed. We are indebted to Kay Devine and Thomas G. Cummings for helpful comments on earlier versions of this paper.