Core Self-Evaluations Mediators of the Influence of Social Support on Job Involvement in Hospital Nurses

The primary goal of this study was to explore the influence of social support on job involvement and investigate the mediating effect of core self-evaluations on this relationship. A total of 330 participants who are all women completed a battery of questionnaires that assessed social support, core self-evaluations and job involvement. Data were collected by using the Core self-evaluations scale, Social support rating scale and Utrecht work engagement scale. The results indicated that both social support and core self-evaluations were significantly associated with the job involvement. Path analysis (AMOS) showed that core self-evaluations partially mediated the relationship between social support and job involvement. The final model also revealed a significant path from social support through core self-evaluations to job involvement. Limitations of the study are considered and implications of the results for promotion of nurses’ job involvement.     

Generational Differences in Work Values,Perceived Job Rewards,and Job Satisfaction of Chinese Female Migrant Workers: Implications for Social Policy and Social Services

This cross-sectional survey study is a pioneering attempt to investigate the generational differences in the work values, perceived job rewards, and job satisfaction of Chinese female migrant workers. The study targeted two toy factories in the Guangdong Province of China and recruited a total of 1,307 female workers as participants. Among them were 577 female migrant workers who comprised the target group for this research. The authors hypothesized that the younger generation of female migrant workers would have higher levels of cognitive work values (such as self-enhancement and career development) but lower levels of perceived job rewards and job satisfaction than those of the older generation. The results indicate that there are no generational differences in work values among the three birth cohorts of Chinese female migrant workers. The older generation felt more satisfied with the job rewards that they received, and their sense of job satisfaction was higher than that of the younger generation. Furthermore, the findings showed a substantial positive influence of perceived social job rewards (such as support from co-workers and supervisors) on job satisfaction among the younger generation. The current findings suggest that in China, generational differences in work are affected by both the generation factor and the rural–urban stratification factor. The authors hope that the study will provide a knowledge base for understanding the perceptions of Chinese female migrant workers toward work and for exploring the ways in which new policies and social services can be developed in order to address their needs.     

Drivers of job satisfaction in midwifery—A work design approach

BackgroundIdentifying common factors that influence job satisfaction for midwives working in diverse work settings is challenging. Applying a work design model developed in organisational behaviour to the midwifery context may help identify key antecedents of midwives job satisfaction.AimTo investigate three job characteristics – decision-making autonomy, empowerment, and professional recognition as antecedents of job satisfaction in New Zealand (NZ) midwives.MethodsLatent multiple regressions were performed on data from Lead Maternity Carer (LMC) midwives n = 327, employed midwives n = 255, and midwives working in ‘mixed-roles’ n = 123.FindingsWe found that professional recognition is positively linked to job satisfaction for midwives in all three work settings. At the same time, decision-making autonomy and empowerment were shown to influence job satisfaction for midwives working as LMCs only.DiscussionOur main finding suggests that the esteem generated from being acknowledged as an expert and valuable contributor by maternity health colleagues is satisfying across all work contexts. Professional recognition encompasses the social dimension of midwifery work and influences midwives job satisfaction. Decision-making autonomy and empowerment are task and relational job characteristics that may not be similarly experienced by all midwives to noticeably influence job satisfaction.ConclusionGiven that job satisfaction contributes to recruitment, retention, and sustainability, our findings show that drivers of job satisfaction differ by midwifery work context. We present evidence to support tailored efforts to bolster midwives job satisfaction, especially where resources are limited.     

Complex measures of job satisfaction/dissatisfaction among professionals

The present study deals with concepts of work satisfaction/dissatisfaction and occupational commitment among professionals. It examines elements of job satisfaction and individual social background among four professional groups: Doctors, Engineers, Lawyers and Teachers, as well as their differences in level of job satisfaction/dissatisfaction. A two-stage principal components method was applied to data from the longitudinal study ‘Professions in Australia’ to obtain global measures of job satisfaction/dissatisfaction. Although there are some differences between professional groups in terms of work satisfaction/dissatisfaction, stemming, among other things, from the different prestige ascribed to each profession, to a large extent, they face similar ‘problems’ and derive similar ‘satisfaction’ from their professional work.     

Do Job Control,Support, and Optimism Help Job Insecure Employees? A Three-Wave Study of Buffering Effects on Job Satisfaction,Vigor and Work-Family Enrichment

Job insecurity (threat of job loss) is widespread and becomes a permanent phenomenon for a lot of employees. Based on the response of 926 Finnish employees, this study investigated the direct lagged relationship between job insecurity, coping resources (job control, social support, and optimism), and employees’ work- (vigor at work and job satisfaction) and family-related outcomes (work-family enrichment). Particular interest was in the moderating role of job control, support, and optimism in the job insecurity–employee outcome relationship. Our analyses of three-wave longitudinal data, collected in 2008, 2009, and 2010, showed that job control was the strongest lagged buffer against job insecurity in relation to vigor at work. In addition, social support longitudinally buffered against the negative effects of job insecurity on job satisfaction and vigor at work. However, optimism did not function as a buffering factor in any of the tested models.     

Midwifery Job Autonomy in New Zealand: I do it all the time

IntroductionThis research aimed to identify what supports and what hinders job autonomy for midwives in New Zealand.MethodsRegistered midwives participated in an open-ended, online survey in 2019. Anonymised participants were asked to describe an incident when they felt they were using their professional judgement and/or initiative to make decisions and the resultant actions. The data was analysed thematically.FindingsThe participants identified that autonomy is embedded within midwifery practice in New Zealand. Self-employed midwives who provide continuity of care as Lead Maternity Carers, identified they practice autonomously ‘all the time’. The relationship with women and their family, and informed decision making, motivated the midwife to advocate for the woman – regardless of the midwife’s work setting. Midwifery expertise, skills, and knowledge were intrinsic to autonomy. Collegial relationships could support or hinder the midwives’ autonomy while a negative hospital work culture could hinder job autonomy.DiscussionMidwives identified that autonomous practice is embedded in their day to day work. It strengthens and is strengthened by their relationships with the woman/whanau and when their body of knowledge is acknowledged by their colleagues. Job autonomy was described when midwifery decisions were challenged by health professionals in hospital settings and these challenges could be viewed as obstructing job autonomy.ConclusionThe high job autonomy that New Zealand midwives enjoy is supported by their expertise, the women and colleagues that understand and respect their scope of practice. When their autonomy is hindered by institutional culture and professional differences provision of woman-centred care can suffer.     

LGBT-Competence in Social Work Education: The Relationship of School Contexts to Student Sexual Minority Competence

This study examined the relationship between master of social work programs’ (MSW) support of lesbian, gay, bisexual, and transgender people (LGBT-competence) and the sexual minority competence (LGB-competence) of social work students. Data were gathered from a sample of MSW program directors, faculty members, and students (N = 1385) within 34 MSW programs in the United States. A series of hierarchical linear models tested if a MSW program’s LGBT-competence was associated with the LGB-competence of its students. Results showed a significant relationship between organizational LGBT-competence and individual LGB-competence within schools of social work, and that programs with greater LGBT-competence also had students who felt more competent to work with sexual minorities. These findings suggest schools of social work can take substantive action at an organizational level to improve the professional LGB-competence of future social workers. Implications for social work education are discussed.     

The Effects of Employee Involvement and Participation on Subjective Wellbeing: Evidence from Urban China

This study examines how perceptions of the work context affect the job and career satisfaction of Chinese employees. Perceived organizational support (POS), procedural justice, and gender bias against women are considered as antecedents. Gender is expected to moderate the relationships between these antecedents and the outcome variables. The results of hierarchical regression analysis on data from 591 Chinese employees indicated that POS and procedural justice are positively related to employees’ job and career satisfaction. Additionally, gender acts as a moderator in the relationship between POS and job satisfaction, and between gender bias against women and career satisfaction.     

Perceptions of Job Security in Europe’s Ageing Workforce

Using data from the 2004 Survey of Health, Ageing and Retirement in Europe, this paper investigates older workers’ perceptions of job security in eleven countries. We describe cross-national patterns and estimate multilevel models to analyse individual and societal determinants of self-perceived job security in the older labour force. While there are considerable cross-country variations around a median value of 23% of workers aged 50 or older ranking their job security as poor, none of our suggested macro-level explanatory variables—employment rate, employment protection legislation, mean level of general social trust, and proportion disapproving of working beyond age 70—bears statistically significant associations with individuals’ job security. We find some indication, however, that the various societal factors considered here might contribute jointly to explaining the observed cross-national variation. Future research should aim at identifying statistically more powerful indicators of the supposed multilevel relationship between social context and older workers’ perceptions of job security. Moreover, supplementary findings indicate that further attention should be paid to the gender dimension of job insecurity.     

Work-to-Family Enrichment and Employees’ Well-Being: High Performance Work System and Job Characteristics

Research has demonstrated the importance of job characteristics to explain work-to-family enrichment (WFE) and the value of this enrichment to explain employees’ wellbeing. However, there is no comprehensive framework to explain the relationship between these variables. This study uses the Job Demands-Control-Support model as a guiding framework, and examines the relationship between these job characteristics and WFE and, more interestingly, the WFE as a mechanism for explaining the relationship between job characteristics and employees’ well-being. Furthermore, we analyzed the relationship of employees’ perceptions of High Performance Work System (HPWS) with job characteristics. With a sample of 1,390 employees from a Portuguese bank, job demands were found to be negatively related to WFE while autonomy and supervisor support displayed a positive relation. We also observed that WFE is an important mechanism to explain the relationship between these job characteristics and employees’ well being. As expected, HPWS was a relevant organizational characteristic to explain job characteristics, however, we observed that it was also directly related to WFE.     

Measurement models of women’s autonomy using the 1998/1999 India DHS

Research concerning the relationship between female status and demographic behaviour has largely concluded that community level influences are most important, while status and autonomy at the individual level are far less so. This consensus, however, rests on an untested a priori typology of women’s status and tenuous assumptions about the measurement of defined status dimensions on the individual level. To better understand the potential influences of both community and individual elements it is necessary to take a step back and assess the validity of the constructs of autonomy used. This work uses a latent variable measurement modelling framework to test both the dimensionality of women’s status and the appropriateness of using simple additive index scaling in constructing measures of women’s status on the individual level using questions from the Demographic and Health Surveys status-of-women module in India for 1998/1999.     

Measuring Household Wealth with Latent Trait Modelling: An Application to Malawian DHS Data

Public perceptions of crime and victimisation can influence an individual’s subjective well-being. Research into the impact of the fear of crime and victimisation on subjective well-being, however, has been limited; particularly with respect to the relative contributions of real versus perceived crime towards an individual’s self-reported life satisfaction. Improving our understanding of the relationship between crime and well-being is important, as public resources assigned to reducing or controlling crime could be assigned to addressing other social concerns. This paper extends the literature by exploring the contribution of real and perceived crime in an individual’s local area to their self-reported life satisfaction. Our results indicate that: (1) individuals’ perceptions of crime in their local area are far greater than actual levels of crime; (2) the gap between perceived and real crime is widening as real crime rates fall faster than the perceived rate of crime; (3) real crime rates detract more from an individual’s self-reported life satisfaction than perceived rates of crime; however, (4) perceived rates of crime have an adverse impact on life satisfaction beyond those associated with real crime; and (5) there is significant heterogeneity in the life satisfaction effects of real and perceived crime among groups of individuals. These results, together with empirical evidence highlighting successful strategies for moderating perceptions of crime, facilitate the development of more informed public policy that will improve individual life satisfaction and, ultimately, community well-being.     

Examining the Relationship Between Race, Ethnicity, Foreign-Born Status, and Social Capital Among Women on Public Assistance

The purpose of this research study was to examine the relationship between race, ethnicity, foreign-born status, and social capital among single women who use welfare. It was hypothesized that the utilization of various types of social capital would vary by group. This study analyzed Wave 2 (2005–2007) data from the Making Connections Cross-Site Survey database. 1,428 women with no spouse/partner present in the household who indicated use of a TANF/welfare office in the last 12 months were selected for inclusion in the study sample. Structural equation modeling was used to answer this study’s research question. Black women had a higher level of bridging, support giving, and support receiving social capital. Hispanic women had a lower level of bridging social capital. Foreign-born women had a higher level of bonding and value sharing social capital. Implications for policy, social work practice, and research are discussed.     

Conditional Solidarity: Social Class,Experiences of the Economic Crisis,and Welfare Attitudes in Europe

The aftermath of the Global Financial and Economic Crisis of 2007/2008 turned out as a veritable “stress test” for European welfare states. Aiming to stabilize citizens’ living conditions and mitigate socio-economic hardship, European governments have engaged in active crisis management. Yet, the protective capacities of European welfare states vary, as does individuals’ exposure to crisis-induced social risks. Hence, the crisis has impacted countries and the members of different social classes unequally. Against this backdrop, this paper asks how Europeans’ perceptions of the personal impact of the crisis are associated with their welfare attitudes, focusing on variations between social classes and across nations. Using cross-sectional Eurobarometer survey data from 2010 for 27 European countries, I find that perceived crisis impact is associated with greater support for welfare state responsibility and redistribution. However, this association is not homogeneous but moderated by an individual’s class position as well as national economic conditions and social spending levels. More specifically, on the individual level, perceived crisis impact is associated with more favourable welfare attitudes not only among its traditional supporters—such as the working class or the unemployed—but also among its traditional opponents, notably the self-employed. Furthermore, where social spending is higher, welfare state support is less strongly related to perceived crisis impact, suggesting that more encompassing welfare states mitigate the subjective impacts of the crisis. However, redistribution appears to be slightly more contested between those affected and those not affected by the crisis under better economic conditions. Given the challenges facing welfare states across Europe, it remains to be seen how stable a basis of popular support can be formed on these grounds.     

Explaining Low Subjective Well-Being of Persons with Disabilities in Europe: The Impact of Disability, Personal Resources, Participation and Socio-Economic Status

Persons with chronic disabilities report the lowest subjective well-being (SWB) in many countries. The gap in SWB compared with the non-disabled population is smaller in some countries than in others. Data from the European Social Survey were analysed in order to: (1) describe the inequality in SWB in 21 European countries; and (2) identify the main determinants of this inequality in SWB. Data on a range of topics of a total of 40,605 persons, including 2,846 persons with serious chronic disabilities, were used of the European Social Survey. SWB was measured using multi-item scales for ‘emotional well-being’ and ‘satisfying life’. Variables on disability, socio-demographics (age, gender, household composition), socio-economic status (level of education, net household income), participation (paid work, voluntary work, social contacts), and personal resources (supportive relationships, social cohesion, vitality, optimism, resilience, perceived autonomy, perceived accomplishment, perceived capacity, perceived engagement, perceived meaning and purpose) were entered stepwise in regression models of SWB. The results show that persons with disabilities are in a disadvantaged position in terms of SWB in all countries. In the Northern countries, the gaps between disabled and non-disabled persons are smaller than in Eastern European countries. In all countries inequality in SWB is explained mostly by personal resources and not by the level of disability, socio-economic status or level of participation in work. The implications of these findings for policy and practice (e.g. social cohesion and physical exercise programs) are discussed.     

Psychosocial adversities at work are associated with poorer quality marriage-like relationships

The characteristics of work have an impact on individuals?? personal lives, including on health and close personal relationships. Previous research into the negative spillover effects from work to marital quality has predominantly examined structural job characteristics, such as job hours and shift work. This study used data from a large representative community sample of midlife (aged 40?C44 at baseline) employed persons in marriage-like relationships (n?=?2,054) to investigate the relationship between psychosocial job characteristics and relationship quality. Data from three waves of the Personality and Total Health (PATH) Through Life Survey were analysed. The results show that all psychosocial job adversities (high job demands, low job control, and job insecurity) were independently associated with lower levels of positive support from partners for both men and women. In addition, there was a linear relationship between the number of psychosocial adversities reported and lower levels of positive support from partners. These findings are relevant to policy makers in the areas of employment and family services. They identify the potential broader social costs of adverse psychosocial characteristics at work. This study sets the scene for further longitudinal research to examine the causal links between psychosocial job quality and relationship quality.     

Cognitive Cultural Intelligence and Life Satisfaction of Migrant Workers: The Roles of Career Engagement and Social Injustice

This paper examines the mediating effect of career engagement on the relationship between cognitive cultural intelligence (CQ) and life satisfaction among international migrant workers in Australia. It also examines the moderating effect of perceived social injustice on the cognitive CQ–career engagement relationship, as well as on the indirect cognitive CQ–life satisfaction relationship via career engagement. Using survey data from four hundred and sixty-two migrant workers in Australia, it was found that cognitive CQ was positively related to life satisfaction and that career engagement mediated this relationship. Social injustice moderated the impact of cognitive CQ on career engagement such that the impact was stronger among those perceiving a higher rather than a lower level of social injustice. Furthermore, the indirect effect of cognitive CQ on life satisfaction via career engagement was also stronger for those perceiving higher social injustice. These findings provide new insights regarding the antecedents of life satisfaction as well as reveal a vocationally relevant mechanism underlying the relationship between cognitive CQ and life satisfaction. The results inform potential practical strategies to enhance the career progression and life satisfaction of international migrant workers.     

Results of a Quality of Work Life Index in Spain. A Comparison of Survey Results and Aggregate Social Indicators

The European Union launched the Lisbon Strategy in 2000 with the aim of establishing itself as the world’s most powerful economy. The importance of job quality has returned to the top of the European employment and social policy agenda. As targets are set, significant progress has been made in the creation of indicators. In this study, we compute a composite index for quality of work life using the dimensional structure provided by the European Commission, and present our results for regions, sectors, professional categories and sizes of firm in Spain in the period 2001–2004. We find that better results are found in the more developed regions, in service sectors, in bigger firms and in jobs with more responsibility. Finally, we compare the results of the index with workers’ subjective perceptions of job satisfaction, measured by a quality of work life survey. The test results reveal a strong relationship between the two measurements.     

Perception of health,well-being,and quality of life in female caregivers: Comparative study of a sample of adult and older women in Spain

In a study on informal or unpaid care, it is difficult to identify the consequences and effects of care provision on the caregiver’s daily life. Thus, it is important to analyze the perceptions of the individual caregiver. This study describes the perceptions of health, well-being, support networks, and quality of life of 13 women aged between 45 and 70 years after completing an intervention program. The data indicate that caregivers’ health and quality of life worsen with the intervention, and their well-being and social relations (through new technologies) improve.     

A critical disjuncture? The culmination of post-World War II socio-demographic and economic trends in the United States

This essay examines the consequences of major social, demographic and economic trends in the United States since World War II. These include rising women’s employment, the ‘Baby Boom’, the outlines of the so-called ‘new’ immigration, the increasing racial and ethnic diversity deriving from that immigration, the economic contexts in which recent US immigration has occurred, and recent technologically-induced features of global work flows that will condition immigration’s future reception and effects. Women’s wartime work experiences, together with their economic opportunities in the ensuing decades, boosted married women’s autonomy and domestic leverage. Rising economic prosperity encouraged marriage and family formation even as growing employment among married women of childbearing age made having and taking care of large families more difficult. World War II also spawned the expansion of migration to the United States, which in turn converted the country from a largely biracial society with a sizable white majority and a small black minority into a multiracial, multiethnic society with greater racial and ethnic boundary crossing and increasingly blurred colour lines. A major issue is whether currently changing economic conditions and social institutions will support and strengthen such tendencies or instead weaken them. Without robust job growth, the demographic legacy of the baby boom, which now involves ever-rising numbers of retired people, will be more difficult to support, especially given the country’s current fiscal deficits. Greater earnings inequality and weak job growth may also poison the climate for further immigration to the US, thus diminishing the chance that newcomers can continue contributing to the dissolution of fault lines among racial-ethnic groups and to the resolution of periodic labour shortages.