Types of Workplace Social Support in the Prediction of Job Satisfaction

Research on social support and job satisfaction has yielded mixed results, partly because studies have rarely examined different types of workplace social support, such as collegial support, task support, coaching, and career mentoring. This study identified the relative contributions of different types of social support to job satisfaction and explored the relationship between social support and job tenure. Overall, social support accounted for approximately 17% of the variance in job satisfaction and 9% of the variance in job tenure. Career mentoring and task support were the types of social support most predictive of job satisfaction. Coaching and task support were the types of social support most predictive of job tenure.     

Job coaching for persons with mental disabilities

The effectiveness of job coaching for persons with mental challenges at the Yokohama City Comprehensive Care Continuum is examined through case records. The immediate intervention with the client, as well as improved working conditions through consultation with the company are recognized as crucial for the client's optimum adjustment at the work site. On the other hand, in a case where the client quit the job, we can see that the inadequacy is in the assessment of the client and of the working conditions. Improved assessments are needed. Using the principle and the strategies of supported employment developed in America, the goal of job coaching at Y.C.C.C. is to form an adequate support system for the client, both at the workplace and in other living and social situation which influence the client in the workplace.     

ADVANCES IN COACHING: FAMILY THERAPY WITH ONE PERSON

This paper describes the process of "coaching" individuals in their efforts to change themselves in the context of their nuclear and parental family systems. Although this approach is regarded as one of the major modes of intervention in family therapy, the actual methods and techniques for intervention are not widely understood. Moreover, we have expanded the Bowen approach to address powerful cultural and family life cycle influences. The goal of coaching is to help clients define themselves proactively in relationship to others in their families without emotionally cutting off or giving in. Coaching begins by training clients to become observers and researchers of their own role in the family and of family patterns of behavior. Coaching then moves to help them bring their behavior more in line with their deepest beliefs, even if this means upsetting family members by disobeying family "rules."     

The individualization of class: a case of working life coaching

This article employs empirical analysis on working life coaching in order to offer a complimentary perspective on debates concerning individualization and class. Instead of viewing individualization as a process which erodes or radically shapes structures of class, this article interrogates individualization as a process which individualizes the relation between capital and labour in such a way that it appears in an individualized form. Examining practices of working life coaching sheds light on the ways in which the antagonism of capital and labour is experienced, articulated in an individual form and offered solutions for, and also on the ways in which such practices actually silence and cement the antagonism they are supposed to solve.     

The Differential Effects of Racially Homophilous Sponsorship Ties on Job Opportunities in an Elite Labor Market: The Case of NCAA Basketball Coaching

We examine how an assistant coach's race and the race of his supervisor (the head coach) interact to affect future job quality. While past research argues that homophily is beneficial to job mobility, we find differential effects based on the race. OLS and OLR regression analyses on the quality of one's first head coaching job in NCAA men's basketball indicate that black assistant coaches working under black head coaches (black homophily) are significantly disadvantaged compared to all other racial combinations: white assistants with white supervisors (white homophily), white assistants with black supervisors (white heterophily), and black assistants with white supervisors (black heterophily). In contrast, there is no significant difference in job quality among the latter three groups: white homophily, white heterophily, and black heterophily. This indicates that while homophily is neither advantageous nor disadvantageous for whites, it is disadvantageous for black job candidates. This racially based disadvantage makes it difficult for minority job candidates to break through the glass ceiling and has real‐world financial implications.     

Widerstand und Akzeptanz im Gruppencoaching von Führungskräften — Ein Praxisbericht

This article demonstrates that the phenomenon of resistance among managers taking part in Group Coaching occurs in various forms. Resistance is described as an important form of protection which points to development possibilities and should therefore not only be regarded as hindering the coaching process. The triggers for resistance are differentiated into four categories. Resistance is viewed as the opposition of acceptance and it is described, how resistance can be minimised and acceptance maximised by the coach.     

Supervision und Coaching als Entscheidungsprozesse

Supervision and coaching have, among others, a threefold function. They are used for the analysis (elimination and clarification) as well as the development of possible action alternatives. The main question within the clarification phase is often which alternative, from the two or more available ones shall be chosen for its best potential for success and development. In this study a situation is analyzed where a coaching partner has to decide between a series of alternatives otherwise somebody else would take the decision instead of him. Supervision and coaching used as decision processes show in this case that the coach repeatedly focuses on the available options and assists in the decision taking process, guaranteeing by this his own action space.     

Practitioner views on the core functions of coaching in the implementation of an evidence-based intervention in child welfare

Despite coaching being identified as an important implementation strategy, scant information is available on the core functions of coaching, and few empirical studies are specific to coaching in the child welfare setting. This study explored practitioners' perceptions of the core functions of coaching by using semi-structured focus groups with coaches (n = 13) and interviews with coachees (n = 11) who were delivering Parent Management Training, Oregon (PMTO) model to families of children in foster care. Four themes were identified as the core functions of coaching: (1) supporting practitioners via strengths-oriented feedback; (2) promoting skill-building via collaboration and active learning strategies; (3) problem-solving for appropriate use and adaptation of the EBI with real-world cases, and (4) providing an accountability mechanism for high fidelity implementation. Collectively, this study's findings build knowledge on the core functions of coaching, which may be a critical strategy for integrating evidence-based interventions (EBI) into usual practice in child welfare settings. The findings suggest that this implementation strategy is more than a simple extension of training. Coaching was viewed as vital for supporting practitioners full adoption of the intervention in their day-to-day practice, fitting an EBI to the complex needs of child welfare families, and ensuring high-quality implementation. Also identified were some unique aspects of PMTO coaching, such as a strict strengths-orientation and observation-based feedback via mandatory video recordings of client sessions. Further research is needed to explore different coaching techniques, protocols, and formats to examine whether certain features promote a more effective path to implementation and, ultimately, client outcomes.     

Race,Supervisorial Change,and Job Outcomes: Employability Resilience in NCAA Division I College Basketball Coaching

We examine how race affects the employment status of subordinates following a job change by their immediate supervisors. We test whether racial homophily between a subordinate and a supervisor affects the odds of being let go. We also consider whether a racial match between an incoming head coach and assistant affects whether assistants retain their assistant coaching position. Data for these analyses come from a unique data set that explores what happens to 704 NCAA Division I college basketball assistant coaches after the head coach leaves the school. Logistic regression analyses confirm the benefit of working for a white head coach as this decreases the likelihood of being let go, compared to more positive outcomes such as following the coach to a new school, being internally promoted or retained after the head coach's departure. Furthermore, racial homophily with incoming head coaches insulates subordinates from having to search for new employment by increasing the likelihood of assistants being retained.     

New working conditions and consequences on activity of home healthcare workers

Home healthcare is steadily growing in Europe. There are a number of reasons for this development: aging population, rising hospital costs, preference to stay in one's own home. Nevertheless, it has been known that home healthcare workers are frequently exposed to a variety of potentially serious occupational hazards. Furthermore, emotional labor is frequently high in this profession. This paper describes an ergonomic study conducted at a home healthcare service. The research focuses on analyzing working conditions of home healthcare aides and nurses, as well as the impacts of their work in terms of job satisfaction, well-being, emotions at work, relationships with the others and occupational stress. The study show that employee strategies are specifically centered around preserving the relationship between patients and workers and coping with the job demands. This paper also shows that home healthcare workers express emotions and conceal them from others. Finally, recommendations discussed with the manager and workers to improve working conditions in this sector led to practical proposals: for example, implementing certain equipment items better suited to difficult care, encouraging assistance between healthcare workers when operations require this through adequate organizational measures, extending work emotion-focused discussion groups with management involvement.     

Hiring subsidies for people with a disability: Evidence from a small‐scale social field experiment

The effectiveness of hiring subsidies for people with disabilities remains unclear due to potential free‐rider, substitution and signalling effects. The authors propose a novel evaluation approach wherein it is randomly decided whether or not job applications disclose the subsidy to potential employers. Based on call‐back rates for interviews, the subsidy is found to be ineffective or even counterproductive in a group of adolescents having completed their vocational training programme. However, the negative signalling effect seems to be much weaker in a group of clients of job‐coaching services who acquired their disability during their working life.     

Working conditions, social support, and the well-being of female and male factory workers

Previous research on the effects of working conditions on well-being typically has focused on men; the few studies including women have compared men and women in different work settings. We analyze the effects of four kinds of working conditions--job demands, job deprivations and rewards, physical environment, and work-related social support--on the well-being of female and male factory workers in similar jobs. We also test for buffering (interaction) effects of social support (from co-workers, supervisors, and company programs) on relations between working conditions and well-being. All types of working conditions affect well-being, but there are almost no gender differences in the effects of working conditions on well-being. Although work-related social support promotes well-being among both women and men, it does not (at least as measured here) buffer effects of other stressful working conditions. In general, the results indicate considerable gender similarity in the processes through which the job affects well-being.     

Trends in public relations roles: 1990–1995

This study reported trend data on the roles of national Public Relations Society of America members. The authors posited that roles are constantly in process and illustrated this through analyses of activities within the broad manager and technician categories. The authors argued also that professional experience as a predictor of manager enactment should be defined not as number of years in the field but by looking at the kinds of experiences received on the job.Study results suggested that for this sample of PRSA members an agency role emerged in 1995 in addition to the manager and technician roleso found in 1990. There was still cross-over in the activities performed in each of the role profiles, indicating that public relations people do an assortment of activities. The agency role could be a result of the economic downturn that occurred in this five-year period. Women still seemed to be doing “it all” for less money. They did not carry out the same activities as the male role profiles that emerged and enacted a less pronounced agency role.     

Predicting the Job Satisfaction of Female Sex Workers in Queensland,Australia

ABSTRACT. This study used a cross-sectional survey to examine job satisfaction and its correlates among 247 female sex workers working as private service providers, in licensed brothels, and in illegal sectors of the industry (mainly street-based workers). Overall, most sex workers reported positive job satisfaction. Satisfaction was higher in women working legally and was comparable with women from the general population. Multivariate analyses revealed that job satisfaction was significantly linked to women's reasons for initially entering the industry. Sex workers’ age, education, marital status, length of time in the industry, and current working conditions were apparently less important for satisfaction.     

Cultural studies as praxis: (making) an autobiographical case

This autobiographical essay ‘takes cultural studies personally’, drawing on experience, identity and the personal to indicate how and why the author is proponent of and is working on developing a model of cultural studies as social justice praxis despite the constraints academia in general and of the university as an institution in particular. The paper travels roughly from the author’s student and teacher days in Sierra Leone through his graduate student days in Canada to his current role as university teacher in the USA. He selectively concentrates on his experience as a teacher of literature (and African multi-role utilitarianism), education and cultural studies (using one of his cultural studies courses and students’ questions about the utility of cultural studies as example), his shifting and overlapping racial/ethnic identities (African/black) and the politics of identity, and his thoughts on the place of theory in cultural studies and a black approach to theory (black ambivalent elaboration) as contributory factors. While this account acts in its own way as an argument for conceptualizing cultural studies as praxis, the primary focus is more modestly on my own autobiographical account as a specific case. In fact, an autobiographical approach is employed precisely to be specific and in the attempt to avoid the pitfalls of over­generalization and the authority of authenticity.     

?Kollegiales Coaching‘ in der Führungskr?fteentwicklung des Landesdienstes

Despite the fact that coaching is since long time established as an instrument of human resources development for senior management development, especially in business and politics, there are still needs for clarification and support at the management level in the federal public services like the administration, justice and police. Target group of a scientifically monitored pilot project initiated by the formerLower Saxons University of applied Sciences for Administration and Judicature has been the middle management levels of administration, justice and police. In the following article the model of ??Cooperative Coaching?? is being introduced as well as selected project results. Moreover its compatibility with different company cultures will be discussed. The organization immanent aspects played a role as well as the Person-Centered approach, those can be influenced by applying adequate methods and dynamics.     

Fordern und f?rdern

The group manager, who has close contact with his employees, is especially adequate to support these according to their interests and abilities. In this study we identified 12 leadership behaviors that enhance employees?? competencies and career advancement by analyzing 36 interviews with (potential) managers from companies operating in the fields of science and technology. These behaviors contain both ways of supporting through direct contact (feedback, training measures, promotion, trust, instrumental and informational support, management by objectives, emotional support and appraisal, recognizing potential, role model behavior) as well as ways of supporting by providing a competence and career enhancing job design (delegation of challenging tasks, job control, person-job-fit). The outcome shows that that job design is a key factor. In addition, the company??s role turned out to be another major factor influencing the employee??s professional progress. Practical recommendations for enhancing employee??s motivation and empowerment are given. These can also be the base for future related additional research.     

What is healthy work for women and men? - A case-control study of gender- and sector-specific effects of psycho-social working conditions on long-term sickness absence

The aim of the study was to investigate the relevance of the demand-control model and social support in predicting long-term sickness absence (LTSA). Identifying gender- and sector- (private vs. public) specific patterns was in focus. The study uses a cross-sectional design with a case and a control group. The cases are a sample of 2 327 long-term sick listed (>60 days) and the controls are a Swedish population-based sample of 2 063. Data on sickness absence were retrieved from the Swedish national social insurance registers. Data on health, working and living conditions were gathered through a self-administered questionnaire. The results show that employed women have a notably higher risk for LTSA than employed men. High-strain jobs increase the odds for LTSA among both women and men. Active jobs were also associated with LTSA among women. The study confirms the demand-control model (job strain hypothesis) and social support and their associations with LTSA. However, the job strain hypothesis is more evident in the private sector. Active jobs with high psychological demands and high decision latitude seem to be problematic for many women, especially in the private sector. Thus, the active learning hypothesis receives no support for women in the Swedish working population in general.     

F��hrung durch Selbstf��hrung �C Konzept, Messung und Korrelate

In this article, an empirical study on super-leadership is documented. Based on the self-leadership approach a questionnaire was developed to evaluate super-leadership. 175 employees from various branches have participated to this study. Explorative factor analysis revealed two dimensions of super-leadership which could be interpreted as ??coaching and communicative support?? and ??promoting autonomy and self-responsibility??. Further data analysis showed positive correlations between super-leadership and perceived leadership effectiveness. Partly depending on the degree of organizational decentralization, positive correlations were also found between super-leadership and overall job satisfaction. Implications for research and potential applications will be discussed.     

Kompetenz- und karrieref?rderliches Führungsverhalten: Zum Stand der Forschung

The direct manager which has close contact with his employees is suited to challenge and support them according to their interests and abilities. This paper provides a summary of the empirical literature about the meaning and mechanism of different leadership behaviors influencing employees?? competencies and career advancement. The leader??s behaviors are divided in two ways of support. The direct contact (feedback, training measures, promotion, trust and expectations, objectives?? management, social support, role model behavior) and support by providing competence and career enhancing tasks and job design (delegation of challenging tasks, job control, person-job-fit). Thereby a particular focus is placed upon gender-specific outcomes. Based on the actual research findings, additional recommendations for the career enhancement in practice and for future research are provided.