Sick leave -- Cushion or entitlement? A study of age cohorts' attitudes and practices in two Australian workplaces

Stereotypes of older people suggest that they may experience more sickness and injury therefore may not be as productive as younger employees. The present paper attempts to test these stereotypes and reports research into patterns of sick leave in different age cohorts and attitudes towards the use of sick leave. The research was carried out at two case study sites. Managers were interviewed and focus groups were held with workers. A complex pattern was found, suggesting structural issues such as sick leave entitlements, workplace organisation, and flexible work patterns interacted with managers' and workers' attitudes, age, gender and family responsibilities. Flexible workplace hours, and part payment for unused sick leave and insecurity of employment appeared as important factors in reducing absenteeism. The most striking finding was that older workers past pensionable age took the least sick leave. Older workers were careful to conserve sick leave as a 'cushion' for serious illness. Workplace pressures especially those resulting from the failure of management to replace absent workers resulted in work pressure on peers and thus reluctance of workers to take leave.     

Exploring the relationship between employment-based social capital, job stress, burnout, and intent to leave among child protection workers: An age-based path analysis model

Research suggests that age and organizational factors are consistently linked with job stress, burnout, and intent to leave among child protection workers. However, no study has contextualized how age matters with regards to these adverse employee outcomes. We conducted a theory driven path analysis that identifies sources of employment-based social capital, job stress, burnout, and intent to leave among two age groups. We used a statewide purposive sample of 209 respondents from a public child welfare organization in a New England state in the United States. Results suggest that the paths to job stress, burnout and intent to leave differed by age group. Social capital dimensions were more influential in safeguarding against job stress for older workers compared to younger workers. Our results justify creating workplace interventions for younger workers that target areas of the organization where relational support could enhance the quality of social interactions within the organization. Organizations may need to establish intervention efforts aimed at younger workers by creating different structures of support that can assist them to better deal with the pressures and demands of child protection work.     

What is learned during the first moments of work?

The supervision of internships is often based on common sense. However, learning processes at workplace and their conditions remain partly unknown: what is really learned and under what conditions? Two studies on the learning of social working have been conducted, based on work analysis theories and methods. 6 experienced social workers and 4 interns in their first year of training have been interviewed according to the method of "explicitation" interview. The results show that professional learning can occur anyplace, anytime, under certain conditions and under certain forms that have been analyzed. These studies try to analyze the first internship as an entrance into a culture, through a psychological perspective.     

Levels of stress and anxiety in child and family social work: Workers' perceptions of organizational structure,professional support and workplace opportunities in Children's Services in the UK

Child and family social workers are consistently found to have high levels of stress, and this has often been linked to burnout and retention problems in the profession. Local authorities in the UK have recently been under pressure to reform services, and one focus has been exploring how different organizational structures might reduce stress and increase well-being of workers. This paper presents data on 193 social workers from five local authorities in England. We examine the effects of different ways of organizing Children's Services on workers' well-being, with particular focus on the underlying relationship between organizational elements, workplace opportunities, and practitioners' work satisfaction. The primary outcome measure is the General Health Questionnaire (GHQ-12, Goldberg, 1978), a widely validated measure of stress. This data is presented alongside information exploring aspects of organizational structure and functioning. Results indicated significantly different levels of reported stress and general well-being in practitioners working in different local authorities. Implications for how local authorities might support staff to work productively in the stressful and challenging environment of child and family social work are discussed.     

Social workers: a new precariat? Precarity conditions of mental health social workers working in the non-profit sector in Greece

ABSTRACT

Traditionally, in western countries, the social work profession primarily has come into contact with issues of precarity through the lives of service users. This paper introduces precarity in the social work scholarly literature as a feature of social workers’ professional and personal lives. It draws from the findings of a qualitative small study of mental health social workers working in the non-profit sector in Greece. The findings reflect a picture of social workers experiencing precarious conditions as they have become part of the growing phenomenon of the working poor, surviving by loans, experiencing housing insecurity, reproductive insecurity, fuel poverty and unable to pay for their commuting expenses to and from work. Furthermore, the paper maintains that the expansion of the conditions of precarity to university-educated professionals, such as social workers, needs to be understood within an International Political Economy (IPE) perspective in order neoliberal capitalism which brings rising levels of inequalities to become a focus of intervention.     

Working with Older People with Alcohol Problems: Insight from Specialist Substance Misuse Professionals and their Service Users

Significant numbers of older people worldwide have a drinking level or pattern which places them at risk of harm. In England, older people are more likely to be admitted to hospital for an alcohol-related condition than younger people and levels of alcohol-related harm are increasing fastest in this population. Whilst alcohol problems in older people are highly treatable, they frequently go undetected or ignored. The aim of this study was to develop guidelines for health and social care workers on what intervention strategies are likely to work best with older drinkers. Insight from alcohol practitioners who specialise in working with older people and the perspectives of older people receiving alcohol treatment were gained through focus groups and individual interviews. This paper reports some of the key findings including a perception that health and social care workers often did not intervene when alcohol misuse was suspected because of ageist attitudes and false beliefs about older people's drinking. Participants however acknowledged that social workers faced difficult choices in relation to the ‘right’ of older people with alcohol problems to continue to drink and the ‘risk’ associated with them doing so. The implications for social work education and training are discussed.     

Fragmented Sisters? The Implications of Flexible Working Policies for Professional Women's Workplace Relationships

Much is being done by governments and organizations to help workers reconcile their family and employment responsibilities. One such measure has been the introduction of flexible working policies. While academic and policy debates focus on the barriers to flexible working, less consideration is paid to those who work alongside flexible workers. Through a gendered lens, this article focuses on professional women and explores the implications of UK flexible working policies for women's workplace relations in organizations that have traditionally been based on male models of working. Drawing on interviews conducted in three English organizations, it was found that the women's interests did not always coincide and that their social relationships, with respect to flexible working, involved both support and resentment. In particular, the women's interests were affected by organizational and job‐related factors and their stage in the life course. These findings illuminate the ways in which policies are negotiated at the level of daily workplace life and show that co‐workers are a pivotal part of the wider picture of flexible working.     

Job insecurity and coworker support among U.S. Workers

Abstract

The negative outcomes associated with job insecurity have been well established in the literature. Yet, scholars know very little about how job insecurity is related to coworker relationships in the workplace. Informed by the life stress perspective, this study examines the relationship between job insecurity and coworker support among U.S. workers. It also considers whether relationships diverge by gender. We use data from a nationally representative sample of U.S. workers (N?=?2,822) to examine these relationships. The results showed that job insecurity was negatively related to coworker support among both men and women, with no evidence of gender disparities. Altogether, the findings suggest job insecurity is damaging to the workplace environment, creating barriers to supportive coworker relationships among both men and women.     

Globalization,Flexibility and New Workplace Culture in the United States and India

The literature on globalization of services has tended to focus on advanced industrial nations, underestimating the important role Southern markets have played. Given the complexities of the global economy, much can be gained from exploring the ways in which flexible management practices and workplace culture in the United States and India have increasingly conjoined under an emerging set of common principles. In particular, one finds similar phenomena contributing to patterns of job insecurity in both countries: non‐standard employment contracts, long working hours, growing emphasis on individualization, and increasing control over workers. Interestingly, workers in both countries have similar strategies in staying employed as well as dealing with the growing insecurity. In neither country, however, has employment precariousness resulted in a backlash against the government. I posit the reason for this is that even as workers recognize the structural sources of job insecurity due to globalization, they individualize their failures and inability to cope with the changing market.     

Work–family conflict and job insecurity: are workers from different generations experiencing true differences?

This paper explores the question whether workers of different generations significantly diverge in their perceptions of work–family conflict and job insecurity and implications of such differences on affective commitment and job satisfaction. Given the explorative nature of this study, we use a multi-method approach which relies on a focus group with Italian graduated students and on a field study with workers from an Italian food processing company respectively grouped in three generational cohorts: Baby Boomers, gen Xers, and Millennials. Overall, our findings demonstrate that workers belonging to different generational cohorts display divergent perceptions of work–family conflict and job insecurity. However, the effects of such perceptions on work attitudes are not directly correlated with the experienced levels of job insecurity and work–family conflict. That is, although Millennials tend to perceive a higher level of job insecurity than Baby Boomers and gen Xers, job insecurity is more likely to produce negative consequences on work attitudes among Baby Boomers and gen Xers rather than among Millennials. Notably, our findings indicate that there are no significant differences with regard to the effects of work–family conflict on affective commitment and job satisfaction among the three generational cohorts considered.     

Unemployment,Reemployment, and Health Insurance Status Among Older Workers in the Flexible Labor Market

As employment becomes more precarious, and spells of displacement become more common across the labor market, many individuals are forced to make decisions about the speed at which they seek reemployment and the types of employment they will seek. Using repeated cross‐sectional data from various years of the Displaced Worker Supplement of the Current Population Survey, we examine the degree to which employer‐provided health insurance and organizational provision of advanced layoff warning helped workers—particularly those from earlier birth cohorts—navigate the labor market during a period of growing employment flexibility. Our results indicate that workers from older cohorts, rather than older chronological ages, suffered more from displacement in terms of longer unemployment spells and declines in job quality upon reemployment. Workers able to obtain a job with health insurance had shorter unemployment durations, while those displaced from jobs with health insurance remained unemployed for longer periods of time. Advance notice appears to reduce some of the disproportionately negative effects of displacement for older workers, perhaps by easing the shock of a psychological contract breach. Our findings point to the importance of historical and cultural factors in shaping labor market outcomes.     

Organizing insecurity: marginal subjects and narratives of injustice

In order to understand how insecurity is organized, we draw from our conversations with marginal workers from a variety of contexts in India – Tamil and Tibetan refugees, informal sector workers, contract or temporary workers and organized sector workers with apparently stable contracts. We theorize insecurity as the experience of injustice, and the structuring of inequalities to which workers are forced to give muted consent. We also read insecurity as the production of sovereignties in which the nation, state and the corporation intersect to produce regimes of injustice. Finally, we read insecurity as the abduction of the subject of the worker, and her conversion into a resource from whom value is extracted. Perhaps, the hope of resistance lies in the politics of vulnerability, a politics which undoes the subordinations and the violence of contracts.     

Profession and Workplace Expectations of Social Workers: Implications for Social Worker Subjective Well-Being

The expectations people have of social workers, and those that social workers hold of themselves, can negatively affect social worker's perceived well-being, via work stress and strain and other negative workplace experiences. This qualitative research presents findings that help to better understand what aspects of these expectations have the greatest impact on the well-being of a sample (n = 19) of social workers with reported low levels of workplace and profession satisfaction. Our data support a conceptual framework of social worker's expectations that relate to outcomes of practice, social worker roles, the perceived functioning by other health-related professionals, conflict in direct practice with social worker identity and having to work in adverse situations, as all contributing to the well-being of social workers. Findings are discussed in relation to social work practice and the role and function of professional associations and educational programmes in addressing these issues that emerge in practice.     

Union-management solutions for preventing workplace injury of older workers

As the US workforce continues to age, organized labor and management will have to work creatively to redesign jobs, workflow, and work pace to accommodate older workers. Union-management cooperation in developing safety strategies have been largely unsuccessful because of mutual distrust, animosity left over from contract negotiations and administration, the absence of strong labor legislation that promotes shared governance, injury concealment, and world-wide competitive pressures to reduce labor costs at the expense of worker safety. If workplace injury prevention that focuses on cost-effective and efficient workplace modifications for older as well as for all workers is to become reality, then employers and their unions will need to develop solutions to forge new, more expansive approaches to accommodation.     

Networks in lockdown: The consequences of COVID-19 for social relationships and feelings of loneliness

This paper studies social network changes during the COVID-19 crisis in the Netherlands and their relation to perceived loneliness for the younger and the older cohorts. Arguments from opportunity theory and social capital theory are used to formulate hypotheses on network changes during the pandemic. Core discussion networks and networks with practical helpers from two representative cohorts (18–35 years of age and 65+ years of age, n = 1342 participants in both waves) during the lockdown in May 2020 are compared with networks of the same respondents in May 2019. We find that networks became smaller and more focused on stronger ties, while weaker ties more often decayed. Feelings of loneliness incsreased on average for all respondents and in particular for those who live alone or have a disadvantaged socioeconomic position. Importantly, the decrease in the number of the practical helper network, that is, decline in relatively weaker ties, affects experiences of loneliness in both groups.     

Factors Associated with Negative Spillover from Job to Home Among Latinos in the United States

This study estimates the impact of working conditions and individual and family characteristics on negative spillover (NS) from job to home among Latinos and Non-Latino White workers. Among Non-Latino Whites, younger individuals, females, and workers with young children and a spouse or partner in residence experience higher levels of NS compared to older individuals, males, those without young children, and singles, respectively. Among Latino workers, the only significant individual or family characteristic associated with NS is gender. Working conditions, including hours worked, supervisor support, job pressure, and job autonomy significantly impact NS for both groups. The relationship between NS and workplace culture was supported by the data for Non-Latino White workers only.Enilda A. Delgado, University of Wisconsin-La Crosse, 1725 State Street, La Crosse, WI 54601; e-mail: Delgado.enil@uwlax.edu.Maria E. Canabal, Illinois State University, Campus Box 5060, Normal, IL 61790; e-mail: mcanabal@ilstu.edu.     

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.     

“Stuck in the Middle with You?” Supervisory Level and Anger about Work

Although sociologists have long been interested in the stratification of emotions, the occupational stratification of anger has been investigated in only a few general population studies. Through analyses of data representative of workers in Toronto, we evaluate the hypothesis that workplace hierarchical position, defined by supervisory level, has an inverted u‐shaped association with the frequency of anger about work. We also evaluate the more specific hypothesis that the difference in work‐related anger between front‐line supervisors and nonsupervisory workers will be relatively larger among workers in the commodified services sector than other sectors. Results are generally consistent with our hypotheses. We find that both front‐line supervisors in the commodified services sector, and secondary supervisors in all employment sectors, report more frequent anger about work than do nonsupervisory workers. In contrast, higher level supervisors report anger about work at about the same frequency as nonsupervisory workers. These associations are only slightly reduced by controls for work stress and stressors. We discuss how supervisory relations might explain differences in anger about work among workers at different levels in organizational hierarchies.     

Recent developments in the employment and retirement of older workers in Germany

Against a background of an aging population, rising social security costs, and foreseeable labor and skill shortages, there have been public policy changes affecting older workers in Germany. Labor-market related initiatives aim at an increase of labor force participation among this group. Enterprise-related, active age-management strategies aim at improving occupational conditions of aging workers. In this context, prolonging the working life must be seen as one option of "active aging." Another view of the current retirement discussion is the question of how the unused potential of Germany's younger, early-retired seniors can be exploited. Active aging has become a social duty nowadays, with the intention that older persons contribute to society to avoid generational conflicts. In the future, active aging will preserve the competitiveness of enterprises and of the entire economy, despite an aging labor force. But gerontological research points out that different options to carry out individual life plans of active aging are also required. This article reviews the changes in public policies towards older workers and includes the findings of a project that illustrates good practice to combat age barriers in the labor world.     

Launching the workplace flexibility movement: work family research and a program of social change

The Alfred P. Sloan Foundation's Workplace, Work Force & Working Families program was established in 1994 and ended in 2011. Over the course of its 17-year lifespan, this program – through its vision, commitment and unique, pragmatic grant-making strategies – pioneered the interdisciplinary field of work–family research and spearheaded a national movement to create more flexible workplaces that effectively meet the needs of employees and employers. The program's first strategic phase supported high-quality, multidisciplinary research to examine what was happening within working families at all stages of their lives, both at home and at work. Results from these investigations highlighted the structural mismatch between the needs of this diverse workforce – comprised increasingly of working parents and older workers – and the demands of a rigidly structured workplace requiring full-time, full-year work, with little to no flexibility in how, when, or where work gets done. After a decade of scholarly research documenting that the challenges facing American families were not private, individual problems but public, societal concerns, the Sloan Foundation designed and launched in 2003 the National Workplace Flexibility Initiative. Its goals were twofold: to make workplace flexibility a compelling national issue and to establish it as a standard of the American workplace. As a result of the collective efforts of Sloan-supported organizations and people, the stage is now set for a social movement to realign the structure of the American workplace to the needs of the twenty-first century workforce. Lessons for subsequent research-driven social movements close the article.