‘A great job and a family’: work narratives and the work and family interaction

This article investigated how work narratives of dual-earner families are materially and symbolically configured in discourses of reconciliation of work and home life. Following critical studies of the work–family interaction, this research takes into consideration symbolic and social structures and tries to look into the interrelation of factors such as job resources, job satisfaction, levels of autonomy with the self-esteem and sense of ‘self’ which parents derive from their paid work. Hochschild's concept of ‘emotional culture’ is used to explore how parents' experience of work is intertwined to their occupational groups and how it is associated with different narratives of work–family interaction. This study is conducted through qualitative methods, using in-depth semi-structured interviews on a sample of 27 dual-earner families. The data collected are composed of in-depth accounts that are then examined through the method of narrative analysis. The data indicate that, for divergent occupational levels, work generates different material and symbolic resources, which account for divergent narratives of work and home. The sociological analysis of occupational levels with the associated emotional culture of work and family then provides an exploratory model for understanding the links between social class and work–family interaction.     

To work or not to work? Immigrant women and work between constraints and opportunities: a comparison between Lombardy and Cataluña

The aim of this article is to analyse how family constraints, in term of gender roles and child-care responsibilities, affect the behaviour and attitudes of immigrant women towards work, comparing Italy (Lombardy) and Spain (Barcelona). Moreover, personal skills, the economic crisis, and the limited job opportunities for migrants (who access mostly low-qualified jobs) also play a role in the employment status of immigrant women. Therefore, we are interested in understanding the reasons that make women decide to work (or seek a job) or not, and how they feel about their work or their unemployed status. We will analyse 72 interviews (47 in Italy and 25 in Spain) with working and non-working women of different nationalities, taking into account years of staying in the hosting country, family composition, level of education, and kind of job, in order to combine these different aspects with the attitudes and outcomes towards work.     

Exploring a family,work, and community model of work–family gains and strains

Much of the work–family literature focuses on job or family characteristics that impact on work–life interaction. A small body of research takes a wider perspective, highlighting the importance of community characteristics. This study builds on, and extends, this research by examining the way work and community characteristics may interact in their influence on work–family interaction. Building on Voydanoff's work, this study examined whether community demands amplified the impact of work demands on work–family conflict, and whether community resources increased the impact of work resources on work–family facilitation. Data were analyzed from the Household, Income and Labour Dynamics in Australia survey, distinguishing between residents of higher or lower socioeconomic status (SES) communities. Work demands (work intensity, hours) demonstrated the strongest relationship with work–family interaction. Autonomy and work hours emerged as particularly important predictors of work–family interaction for those living in lower SES areas. Whereas social support (a community resource) was a particularly strong predictor of work–family interaction for those living in higher SES areas. There was also evidence that community demands (lack of safety) are independently associated with work–family interaction and also amplify the effect of job demands (work intensity) on work–family conflict for residents of lower SES areas.     

Assessing social work and nursing students’ intentions to work with dying patients

This study assessed social work and nursing students’ intentions to provide end-of-life care, based on the Theory of Planned Behavior. A total of 181 social work and nursing students completed a questionnaire examining intentions to provide end-of-life care, attitudes, subjective norms, perceived control, death anxiety, subjective knowledge, and sociodemographic characteristics. Students manifested a moderate level of intentions to provide end-of-life care, with nursing students indicating higher levels of intentions than social work students. Multiple regression analyses revealed that attitudes, subjective norms, and previous experience were the main predictors of intentions to provide end-of-life care. Recommendations for academic programs are discussed.     

Care giving and nursing, work conditions and Humanitude®

Increased lifespan in western societies causes the increase of hospitalization in the old age, notably for patient showing forms of dementia including Altzheimer disease. These patients relate poorly to care givers and nurses, and cases of maltreatment have repeatedly been reported. To prevent abuse and increase patient's quality of life, Gineste and Pelissier (2007) proposed a philosophy of care based on the Humanitude? concept. Acknowledging that being human is being vertical and related to other humans, the pillars of Humanitude? are gaze, touch, talk, and standing. These modes of relation are systematically developed in care giving techniques derived from the concept. After several studies in geriatric hospitals, to assess psychosocial and ergonomic aspects of work, we present an analysis of the gap between the logic of human care and the logic of hospital organization, impacting employees work conditions and psychological welfare. Care giving is not only a "one to one" relation with the patient but needs to be integrated in the whole organization. Psychologists and ergonomists should be instrumental in defining the project and the organization linking human care giving towards the patients and better work conditions for healthcare employees.     

New Ways of Working: does flexibility in time and location of work change work behavior and affect business outcomes?

In the changing modern economy some new factors have been addressed that are of importance for productivity and economic growth, such as human skills, workplace organization, information and communication technologies (ICT) and knowledge sharing. An increasing number of companies and organizations are implementing measures to better address these factors, often referred to as 'the New Ways of Working (NWW)'. This consists of a large variety of measures that enable flexibility in the time and location of work. Expectations of these measures are often high, such as a reduction in operating costs and an increase of productivity. However, scientific proof is still lacking, and it is worth asking whether al these implementations actually cause a change in work behavior and effect business outcomes positively. This article describes a case study of three departments (total of 73 employees) that changed from a traditional way of working towards a new way of working. Questionnaires and a new developed objective measurement system called 'work@task' were used to measure changes in work behavior (i.e. increased variation in work location, work times and a change towards NWW management style) and the effect on business objectives such as knowledge sharing, employees satisfaction, and collaboration.     

Enjoying work or burdened by it? How personal assistants experience and handle stress at work

A personal assistant has to promote equality in living conditions for persons with severe disabilities. The aim of this study was to explore how personal assistants experience their work and what strategies they employ to alleviate work-related stress. Thirty personal assistants were interviewed and latent content analysis was performed. The findings regarding the experiences of work-related stress could be brought together under the theme of "difficulties of being in a subordinate position," and those regarding management strategies could be brought together under the theme of "coming to terms with the work situation." There is a need to empower personal assistants through training programs including tailored education, working communities, and coaching.     

Good work? Sustainable work and sustainable development: a critical gender perspective from the Global North

ABSTRACT

Work has just recently been recognized as an important topic in the discourse of development. But often it stays unclear how work is related to issues of gender equality, an indispensable goal of sustainable development from its start. The article explores how gender and work is addressed in three approaches to work and sustainable development, which are currently discussed in the German language literature on this topic: in the current mainstream concept of the green economy and green jobs, in alternative concepts of degrowth or postgrowth societies and in eco-feminist concepts of caring societies. The critical discussion of these approaches leads to the argument that a fundamental reassessment and reorganization of the critical society-nature relationship and consequently a new conceptualization of sustainable work is needed.     

Global boundary work tactics: managing work and family transitions in a 24–7 global context

ABSTRACT

This study addresses how today’s global managers navigate their work and family transitions through employing various boundary work tactics in a global context. Interviews with 25 global travelers or international business travelers in dual-career families uncovered how they handle global workflows and protect family time when working domestically or abroad. Patterns emerged across a typology of temporal, communicative, behavioral and physical boundary work tactics. A key contribution is that workplace flexibility in addition to technology allows global managers to maintain connectivity beyond spatial or temporal boundaries. Moreover, technology was perceived as an integral tool by global managers, with few cases of tensions reported from a blurring of boundaries. The research contributes to the nascent literature on work-life balance among global managers. It also provides evidence of how mobile and telepresence technologies are being used in performing global work. Companies are encouraged to foster flexibility among their global managers around viewing time and using communication techniques and technology to manage role transitions. Results suggest that global work approached in this manner can be sustainable as well as beneficial to the individual, his/her family, and the organization.     

Social work and the politics of ‘austerity’: Ireland and Italy

ABSTRACT

No detailed analyses have been undertaken comparing and contrasting how social work is responding to the problems generated by the imposition of so-called ‘austerity’ measures in Europe. Comprised of three sections, the discussion is focused on Ireland and Italy. This comparative exploration locates social work within encompassing frameworks related to the changing population, political economy and welfare regime in each of these jurisdictions. Aspects of contemporary social work within Ireland and Italy are charted and the possibilities for confronting neoliberal ‘austerity’ are analysed. The article seeks to prompt and encourage comparative reflection within Europe in relation to how the social work imagination can be imbued with a new radicalism in the first quarter of the twenty-first century.     

Does Europe need immigrants? Population and work force projections

European countries defined as all Northern and Western Europe including the former East Germany had a population of 498.4 million in 1990. In 1990 Western Europe had 374.4 million people. The European Community (EC) makes u 92% of the total population. Projections forecast a peak of the EC population (excluding the former East Germany) in 2005 at 334.2 million compared with 327 million in 1989, then declining to 332.5 million in 2010, 329.0 million min 2015 and 324.5 million in 2020. In Europe outside the East, the 20-24 year old work force entrance age group will drop from 29,860,000 in 1990 to 26,400,000 in 1005 and 23,480,000 in 2000: decreasing by 6,380,000 or 21.3%. Fertility rose by 22% in Sweden between 1985 and 1990, the rise of negligible in France and Belgium, but 2% in the UK and Switzerland, 4% in the Netherlands, 13% in Norway, 16% in Denmark, and even 6% in Germany and Luxembourg. The Ec labor force was 145 million in 1990 (excluding East Germany); it is projected to peak at 146.9 million in 2000, decline slowly until 2010 and decline faster up to 2025 with the steepest decline occurring in Germany and Italy. Unemployment rates would change from the 1990 estimate of 15.7 million to 15.5 million in 1995. Net migration into the 12 EC countries was on average -4,800 from 1965 to 1969; 357,000 from 1970 to 1974; 164,400 from 1980 to 1984; and 533,000/year from 1985 to 1989 as a result of the rise of asylum applicants and migration of ethnic Germans into Germany. Increased immigration is not needed to satisfy work force shortages for the next 10-20 years in Western Europe or in the EC. Other issues addressed are the economic activity forecast, the hidden labor supply, skill shortages, Eastern Europe, and teenage shortage. High-level manpower movements, immigration of asylum seekers, and illegal immigration will continue, but in the long run the conditions of employment and welfare support have to be improved for the women of Europe.     

European policy developments and their impact on social work†

ABSTRACT

Europe, in the throes of global trends, dissolves and yet re-establishes boundaries, both on its external perimeter and in terms of its internal social and political structures in a process reminiscent of the early period after the industrial revolutions. Once again it poses a fundamental question for social work: is the profession’s mandate limited to containing the effects of this process at the level of its individual victims or can it play a role in shaping European social policies which would deal with structural issues and further the cause of European integration? By examining the spaces created by the EU’s ambiguous initiatives on social issues – in areas like child welfare, poverty or migration – it will be shown that social ‘rescue’ attempts might only serve to legitimate exclusion and to further the decline of social solidarity within European states – and ultimately the disintegration of the European Union itself. The alternative lies in taking a wider political perspective and practising ‘relational citizenship’, giving people rights to belong and to participate.     

Teaching self-awareness: social work educators’ endeavors and struggles

Self-awareness has long been a fundamental concept in the social work profession; however, exactly what self-awareness means and how to teach and apply it in practice remain unclear. We explored social work educators’ teaching methods on self-awareness through the narrative approach of qualitative research. Convenience and snowball sampling were used to select the study sample. Thirty-five social work educators from various colleges and universities across the United States agreed to participate in this study. The results indicated that social work educators employ an emotional learning process, self-disclosure, and humor in the class environment to encourage students to practice self-awareness. Further research is needed to explore and elaborate on the factors that facilitate or obstruct the teaching of self-awareness.     

In search of family-friendly careers? Professional strategies,work conditions and gender differences in work–family conflict

The aim of this paper is to investigate whether women in a dual-earner context acquire family-friendly jobs as a strategy to keep work–family conflict down. The analysis is based on a survey of newly graduated highly educated men and women in five occupations in Sweden (n?≈?2400). The sample was stratified by occupation and gender to minimize the influence of factors other than gender. The results show that women are more family-oriented, but also more career-oriented than men in their professional strategies. In their jobs, women have less control over work and schedules than men but a similar level of work demands. However, women face lower requirements for employer flexibility (e.g. frequent over time) and this is related to their professional strategies. Finally, women report a higher level of work–family conflict than men in the same occupation, but this gender difference becomes non-significant when accounting for women’s lower level of control. In sum, women in this sample clearly aim for both family and career and do not acquire family-friendly jobs, but aim to avoid ‘family-unfriendly’ requirements for constant availability. To some extent, this enables them to limit their work–family conflict but due to their lower control over work, women still experience more conflict than men in the same occupation.     

Cross-national work–life research: common misconceptions and pervasive challenges

ABSTRACT

While cross-national work-life research is a flourishing field of research, but a recent one, it is relatively recent as national context had been the missing ‘elephant in the room’ of work–life research for decades. Based on the keynote talk I gave at the 2015 Community, Work and Family conference in Malmö, Sweden, this research note highlights three pervasive challenges which I believe need to be discussed in our community of scholars, practitioners and policy-makers so that our research makes the strongest possible impact for individuals and organisations: (1) educating practitioners and policy-makers on the structuring impact that public and employer policies have on individual so-called private work–life decisions; (2) analyzing the inequalities of access to these policies within each country, which are often masked by simplified country-level comparisons and (3) finding innovative ways to combine ambitious etic research designs with in-depth emic understanding of local cultures.     

Do families in poverty need child and family social work?

This article attempts to contribute to the historically relevant debate about the role of social work in poverty situations, focusing on the emblematic and radical question whether the poor actually need social work. In the context of the currently dominant policy framework in European welfare states, that is underpinned by the emerging paradigm of social investment, we argue that it is extremely relevant to readdress this question. Within this development, the eradication of child poverty has been considered a key target of poverty reduction strategies and child and family social work has consequently been assigned a pivotal role in the fight against the intergenerational transmission of poverty. We demonstrate that the rhetoric of social investment has found a practical implementation in social work constructing the problem of poverty in terms of education and activation of both the child and the individual parent. Based on an extensive review of literature, we discuss underlying assumptions, consequences and pitfalls of the paradigm of social investment for social work and tease out whether, and on which conditions, poor families need child and family social work.     

Lone mothers and paid work: the ‘family-work project’

When a mother starts work, her daily life changes in various ways: time, money, relationships, quality of life, and well-being are all subject to modification and potentially greater uncertainty. This is also true for her children, who must adapt to changed circumstances and perhaps play a different role within the family as a consequence. Sustaining work and care over time means that the situation of being a working family must become part of the everyday and regular practice of the family, and this actively involves all family members. This article explores this concept of a ‘family-work project’ through a qualitative longitudinal study of British lone mothers and their children, starting as the mothers took up work and following the families for four to five years. The research captured the experiences of the families as they negotiated the demands of sustaining employment while living on a low, but complex, income.     

Demography or respect?: work group demography versus organizational dynamics as determinants of meaning and satisfaction at work*

This article tests two competing models of meaning and satisfaction at work. First, meaning and satisfaction at work can be influenced by the demographic composition of work groups, especially their racial and gender compositions. Second, meaning and satisfaction can be influenced by management behaviour, especially by leadership in maintaining a productive environment and by respect for workers' rights. We evaluate these determinants, along with more traditional determinants that focus on socio-technical characteristics, using a unique data set derived from content analysing the reports provided by book-length organizational ethnographies (N = 108). Work group composition is found to have only a minor and selective influence on meaning at work. In contrast, management leadership and respect for workers' rights are found to have much stronger and more widespread effects. The well established role of socio-technical factors such as job autonomy as foundations for meaning and satisfaction in work is also replicated in the analysis. When contrasted with both work group demography and traditional job and organizational characteristics, a well run organization is found to be the single most important underpinning for a meaningful and satisfying work life. In the concluding section we develop the implication of these findings for organizational analysis.