A Lifeline in troubled waters: A support intervention for migrant farm workers

We implemented and evaluated a service delivery intervention (support model) to address the challenges faced by migrant agricultural workers in British Columbia, Canada. Three factors were identified that contributed to the effectiveness of the intervention: (1) face-to-face support and in-person outreach towards connection; (2) accounting migrant workers' hierarchy of needs and addressing their basic needs first towards comprehensiveness; and (3) role clarity and communication between partners involved in supporting this population towards coordination. A final factor, wider constraints, referred to the wider context of migrant workers' lives including their temporary status, tied work permits, and lack of access to rights. These wider constraints, which were exacerbated by the COVID-19 pandemic, underscore that until greater policy action is taken to address these workers' precarious status, support services can only offer a lifeline in troubled waters.     

Professional development opportunities as retention incentives in child welfare

This study examined the career paths of 415 Title IV-E MSW graduates in one state retrospectively over 180 months post-graduation to discover factors that could be important in affecting retention in public child welfare agencies. The Title IV-E educational program is designed to be a retention strategy at the same time as it is a professionalization strategy. We surmised that perceived organizational support (POS) contributes to retention by acknowledging the workers' needs for career development support. The median survival time for these child welfare social workers was 43 months for the first job and 168 months for the entire child welfare career. The initial analysis showed steep drops in retention occurred at 24–36 months post-graduation, approximately at the end of the Title IV-E work obligation. Upon further examination, Kaplan–Meier tests showed organizational factors relevant to workers' professional career development predicted retention. Having access to continuing education and agency-supported case-focused supervision for licensure were correlated with retention at the 24–36 month post-graduation mark. At 72 months post-graduation, promotion to supervisor was a significant factor found to encourage retention. Being a field instructor for MSW students and being promoted to a managerial position were not significantly related to retention.     

Are we ready for them? Overseas-qualified social workers' professional cultural transition

Developing sociocultural competence in a new country is essential for migrants practising social work within new and distinct cultures. An argument for interventions needed to support the cultural transitioning of a migrant social work workforce is made, informed by findings from a mixed methods study of the experiences of overseas-qualified social workers in New Zealand. One of the main findings relates to migrant social workers' professional adaptation to the new environment. We focus the discussion here on how the perceptions and practices regarding the cultural dimensions of the transition informed their adaptation. Although this is a highly contextual example of social work practice in a foreign setting, the dynamics have equivalents in many international contexts as migration of labour is common globally. We argue that a greater focus on the migrant workforce is required in debates on globalisation. The discussion of the findings will highlight the need for culturally informed interventions to enable an increasingly global workforce to successfully make a professional cultural transition.     

Organisational factors, individual characteristics and social support: what determines the level of social support?

A large body of research has linked social support to health, but there are fewer studies that have focused on factors that influence the level of social support available and/or perceived by employees in different organisations. This cross-sectional study therefore investigated the relationship between on the one hand, organisational, individual and socio-demographic factors and on the other, the level of social support at the workplace, i.e., the degree of supervisor support and a supportive work atmosphere. Organisational variables (job demands, job control, job content), individual (self-esteem, mistrust) and socio-demographic variables (type of employer, occupational position, age, gender and educational level) were used as independent variables in the analyses. The sample consisted of 16,144 individuals at a variety of different organisations in Sweden, who had responded to a questionnaire covering different psychosocial and psychological stress factors ("the Stress Profile"). Multiple hierarchical regression analyses were performed separately for each of the two dependent variables, which yielded almost identical results, and indicated that organisational determinants, particularly perceived job control, had the largest impact on the degree of social support.     

Who runs the mill? The distribution of power in Swedish social service agencies

The aim of the article is to describe how significant actors in Swedish social service agencies perceive their own and other groups' influence over central areas of their agencies, and also to investigate the correspondence between these actors' perceptions of influence and what is said about the distribution of influence in the legislation and in the literature on social service organisations. The investigation is based on a questionnaire sent to politicians, managers and social workers in Swedish municipalities.

The analysis shows a concordance between the actors' own perceptions of their influence, and the ‘real’ distribution of influence, as perceived by the same actor groups. The general picture is that the politicians feel they have a strong influence on policy, delegation and, partly, also on organisational issues, but it is noteworthy that the top managers feel they have a stronger influence over all these areas. Social workers' influence is limited to the choice of working methods and operational procedures. The results indicate that some core elements of the New Public Management (NPM) model of governance exist in Swedish municipalities and seem to be generally accepted among significant actors. However, the results raise important questions about who should be held accountable for neglect and mismanagement and for failure in implementation of reforms in the social services.     

Happy Doing Good? How Workers' Career Orientations and Job Satisfaction Relate in Grassroots Human Services

ABSTRACT

Job satisfaction has long been a focus of human services managers and researchers. Yet recent trends in what workers want from their jobs and careers may challenge the current understanding of this important phenomenon. There is limited understanding, in particular, of human services workers' potentially diverse orientations toward their work and how those preferences relate to job satisfaction. These factors are considered using unique data from a population of domestic violence agencies. Results show that newer human services employees report valuing opportunities for entrepreneurialism at work more than their veteran coworkers, while senior staff state stronger preferences for jobs that facilitate work-life balance. Across all employees, a preference for work seen as advancing a social cause is positively linked to job satisfaction, while a desire for job autonomy is negatively related to satisfaction. Finally, the work-life balance preferences only of newer staff are positively related to their satisfaction. The article concludes with a discussion of strategies for managing employees' multidimensional preferences for work.     

Bridging the Border between Work and Family: The Effects of Supervisor‐Employee Similarity*

We examine the relationship between supervisor‐employee race/ethnicity, gender, and caregiving similarity and employees’ perceptions that supervisors provide support for bridging the border between work and family life. Employees report greater net perceived supervisor interactional support, but not instrumental support, when the immediate supervisor is the same race/ethnicity or the same gender as the employee, but not when they have similar caregiving responsibilities. Having a supervisor of the same gender is more salient for women and race/ethnic similarity is more salient for men. We also find patterns of difference in the relative salience of gender and race/ethnic similarity within race/ethnic/gender groups.     

The association between job insecurity and engagement of employees at work

This study examined the association between employees’ perceived job insecurity and employee engagement. Using Gallup-Sharecare Well-Being Index (2008–2014) data, we applied logistic regressions to examine the association between job insecurity and engagement, controlling for covariates. The job insecurity variable was also interacted with the supervisor support variable. We found that perceived job insecurity was associated with reduced engagement and that this may be moderated by supervisor support. This is the first study using nationally representative data to examine the role of supervisor support in mitigating the negative impact of job insecurity on engagement.     

Interpreting the needs of lone mothers

This article focuses on the relationship between welfare services in some districts of the municipality of Venice and their lone-mother clients. First, it outlines briefly the panorama of Italian support policies. As there is no national law on social assistance, but a variety of fragmentary and complex local systems of rights, the social rights of lone mothers have to be examined at the local level. The article then attempts to reconstruct the de factopolicies for lone mothers in a welfare system that has no provisions specifically for lone mothers. It interprets discursive and ideological dimensions of social policies from the social workers' viewpoint, highlighting the mechanisms by which the welfare programmes and practices define the needs of lone mothers. It outlines the dynamics of negotiation in the welfare services, which try to reconcile the legislative and administrative norms with the social workers' professional practices and the perceived claims of lone mothers. Despite the Veneto region's universal law on social assistance, access to economic support tends to be determined selectively on the basis of a 'qualifying need'. Interpreting lone mothers' claims to qualifying needs along psycho-social and educational dimensions serves to transform their expressed claims into needs that can be dealt with institutionally. Social workers' image of the two subculturesof lone mothers influences their attitudes and the strategies they set in motion for lone mothers. Lone mothers are provided with a broader range of discretionary support than other users of welfare services, as social workers perceive their problems as more complex and pressing. Social workers' discretion in supporting lone mothers in maternity and in accommodating paid employment and family responsibilities compensates for the gaps left by national and local welfare policies.     

African American caregivers' resources for support: Implications for children's perceived support from their caregiver

School-aged children often turn to their primary caregiver, such as a mother, father, or other close relative, for support in dealing with difficult situations. This cross-sectional, school-based study examined whether urban, lower-income African American caregivers' stressful life events, affective symptoms, and perceived support from their social network were associated with their children's perceptions of support from and conflict with the caregiver. Forty-six African American children aged 8–12 years and a primary caregiver were recruited from a partnering Midwestern United States elementary school and separately interviewed. Results showed that caregivers' report of greater support from their social network across a variety of domains was associated with children's report of greater instrumental support from their caregiver. Caregivers' report of greater attachment to members of their social network was associated with children's report of greater emotional support from their caregiver. Implications of findings for mental health promotion among children and families are discussed.     

Leader–member exchange in nonprofit sport organizations

Numerous human resource studies examining the relationship between leaders and followers have found that employees' high levels of leader–member exchange (LMX) are associated with higher job satisfaction and a greater intention to stay with their organizations. Considering the nature of voluntary work in nonprofit sport organizations, leader–member relations may be one of the most important factors influencing volunteer workers' commitment. This study examines the influences of LMX dimensions (Affect, Loyalty, Contribution, and Professional Respect) of volunteer leaders and followers on job satisfaction and assesses the influences of LMX dimensions and job satisfaction of volunteer leaders and followers on intention to stay with their organizations. The findings imply a strong value in positive reciprocal relationships between leaders and followers for enhancing job satisfaction and retention.     

Organizational change: The role of climate and job satisfaction in child welfare workers' perception of readiness for change

BackgroundWhen organizations embark on deliberate efforts to increase effectiveness through organizational-level changes, those that demonstrate greater readiness for change tend to have better outcomes. In contrast, when the organization is not ready, a change effort may result in resistance, conflict and, eventually, failure. However, studies addressing how agency climate and job satisfaction influence workers' perception of the organization's readiness for change in child welfare or human service organizations are scarce.MethodsData for this study was obtained from a sample of 356 direct care and clinical child welfare workers employed at eight not-for-profit child welfare agencies under contract to provide a variety of services in a large northeastern state. Workers were surveyed on their agency's readiness for change, organizational climate, and job satisfaction. The Spector Job Satisfaction Survey measured nine subscales and Parker Organizational Climate survey measured four primary domains: role, job, supervision, and organizational dimensions. A confirmatory factor analysis was conducted on nine questions derived from the Organizational Readiness for Change survey that measured workers' perceptions of organizational readiness for change. Structural Equation Modeling (SEM) was utilized to determine climate and satisfaction influences on voluntary child welfare workers' readiness for change.ResultsThe results of SEM confirmed that the exogenous independent indicators of role ambiguity, supervisor goal emphasis, organizational innovation, satisfaction with communication, and the number of years in current position were predictive of workers' perception of readiness for change with significant positive coefficients.ImplicationsThis study highlights the importance of certain organizational climate and job satisfaction factors that child welfare workers' identify for the success of agency change efforts. Workers perceive that organizations may have a higher level of readiness to implement successful change initiatives when: (1) workers feel their role is clear, supervisors articulate change goals, and job performance is held to a high standard and is measurable; (2) agency leaders establish organizational communication that is explicate, and they encourage workers to develop ideas and try new ways of doing the job; and (3) the greater the number of years workers are in their current position, the more likely change initiatives are perceived to be successful. Most importantly, this study suggests that not all organizational climate or job satisfaction factors are recognized by workers as supporting change equally.     

Race,Gender, and Social Support: A Study of Networks in a Financial Services Organization

A wealth of research indicates that social support improves employees' well-being and job performance. What is not well understood is how employees' race and gender influence the receipt of this type of support. I analyze qualitative and quantitative data to understand how race and gender influence the social support that workers receive. The results suggest that neither structural nor relational factors explain why blacks receive social support from fewer network members than whites. There is some evidence that relational factors contribute to gender differences in the receipt of social support, however. Interviews with workers suggest that gender schemata, the sex-typing of networks, reactions to racial discrimination, and differences in the value placed on social support contribute to race and gender differences in social support.     

Manager Characteristics and Employee Job Insecurity around a Merger Announcement: The Role of Status and Crossover

Most existing research theorizes individual factors as predictors of perceived job insecurity. Incorporating contextual and organizational factors at an information technology organization where a merger was announced during data collection, we draw on status expectations and crossover theories to investigate whether managers' characteristics and insecurity shape their employees' job insecurity. We find having an Asian as opposed to a White manager is associated with lower job insecurity, whereas managers' own insecurity positively predicts employees' insecurity. Also contingent on the organizational climate, managers' own tenure buffers, and managers' perceived job insecurity magnifies insecurity of employees interviewed after a merger announcement, further specifying status expectations theory by considering context.     

‘We have very different positions on some issues’: how child welfare workers in Norway and England bridge cultural differences when communicating with ethnic minority families

This article compares how child welfare workers in Norway and England experience and cope with communication problems resulting from cultural differences. This study is based on in-depth, semi-structured interviews with 53 front-line child welfare workers and draws on social theories that understand communication as a social act. We show cross-country variations in child welfare workers' perceptions of the communicative problems and coping mechanisms. In Norway, social workers think that minority parents' perceptions on children's needs and child-rearing and parents' lack of understanding of the child welfare system were challenging. Social workers in England perceive the physical abuse of minority children as problematic. They are also concerned about carers' fears of social workers forcing majority cultural values on minority families. While social workers in both countries spend more time with minority families, their approaches dealing with communication challenges correspond to their different problem perceptions. Social workers in Norway act as cultural instructors: they focus on the needs of the minority child and instruct parents about Norwegian values and the Norwegian welfare system. Social workers in England are cultural learners: they focus on practising in anti-oppressive ways, while protecting ethnic minority children from physical abuse. Both approaches avoid going into real communication about perceived problems and what a child might need. We also discuss the implications of these findings on social work practice.     

Role Conflict and Self‐Efficacy Among Employed Parents: Examining Complex Statistical Interactions

In response to growing concerns with explaining how work and family interfere with each other and with statistical approaches that do not capture the way in which predictors interact, this study tested statistical interactions involving personal and social resources of 410 full‐time employed women and men. The results indicate that self‐efficacy is a strong predictor of family interfering with work (FIW) and work interfering with family (WIF). Gender moderates the relation between supervisor support and WIF moderates the impact of efficacy beliefs and instrumental support at home on FIW. Specifically, while supervisor support is negatively related to WIF in women and men, high levels of support more strongly affected men's perceptions of WIF. In low self‐efficacy men, high levels of support at home improved their perceptions of FIW but these perceptions worsened in women. These findings contrast with earlier research that focus predominantly on the predictive value of structural demands (for example, the number of hours worked per week and family size). This study shows that gender plays a critical yet intricate role as a predictor of the successful management of work and family roles: it is not gender per se but its interaction with personal and social variables that informs us about differences in the experience of employed parents.     

The indirect effect of perceived burdensomeness on the relationship between indices of social support and suicide ideation in college students

Objective: Research has demonstrated that a lack of social support is related to suicide risk. This study examines perceived burdensomeness and thwarted belongingness, of the Interpersonal Theory of Suicide, as mechanisms of the social support–suicide relationship in college students. Method: The study consisted of 207 students from a Midwestern university. Data were collected from 2007 to 2008. Two multiple mediation analyses were conducted to examine whether perceived burdensomeness and thwarted belongingness mediated the relationship between indices of social support and suicide ideation. Results: Perceived burdensomeness mediated the relationships between perceived social support and suicide ideation (95% confidence interval [CI] ?.02 to ?.00, effect size = ?.01) and social connectedness and suicide ideation (95% CI ?.03 to ?.00, effect size = ?.03). Thwarted belongingness did not mediate either relationship. Conclusions: Results suggest that a lack of social support could lead to perceptions of being a burden on others, which could lead to suicide ideation.     

Affectionate Communication Is Associated With Emotional and Relational Resources in the Grandparent-Grandchild Relationship

Grounded in affection exchange theory (AET; Floyd, 2006), this study examined the extent to which affection received from grandparents is associated with grandchildren’s perceptions of their grandparents and their grandparent-grandchild relationship (in the form of emotional closeness, shared family identity, and perceived availability of social support). Young adult grandchildren (N = 171) completed several instruments in reference to their relationship with a specific grandparent. The results of multiple regression analyses generally supported the hypotheses that received affection is associated positively with grandchildren’s perceptions of their grandparents and their grandparent-grandchild relationship. These findings support AET’s utility in the grandparent-grandchild relationship and the notion that grandparents often influence their grandchildren’s perceptions of their family.     

SOCIAL WORKER PERCEPTIONS OF THE PORTRAYAL OF THE PROFESSION IN THE NEWS AND ENTERTAINMENT MEDIA: AN EXPLORATORY STUDY

This exploratory study describes social workers' perceptions of the depiction of the social work profession found in the news and entertainment media. A random sample of 665 MSW social workers who were members of the Florida Chapter of the National Association of Social Workers were surveyed regarding how they felt the profession was depicted in the news and entertainment media on a set of paired adjectives comprising 9 semantic differential scales. Findings showed that these social workers perceived the profession to be depicted negatively in both news and entertainment media. Implications for social work educators are discussed.     

Cambodian youth managing expectations and uncertainties of the life course – a typology of biographical management

Globalising changes in recent decades have produced great impacts on young lives, and youth sociologists have been analysing how young people negotiate change and uncertainty in their lives. This article complements existing research by a case study on Cambodia, where young people have in recent years been charged to deal with drastic social changes but in social conditions different from the better known global North. By drawing on data from a study of young rural–urban migrant labour workers' and university students' life experiences and expectations in the Cambodian capital of Phnom Penh, we systematically compare their sense making, action strategies and future orientation during their transition into working life. We present a theoretically informed but empirically grounded typology that illustrates three major modes of biographical management: entrepreneurial, traditional and situational, which are linked to different perceptions of uncertainty, future perspectives, action strategies, planning modes and resources available through the family, personal capacity and the larger sociocultural context. We conclude with critical remarks on the extent to which the fulfilment of Cambodian young people's hopes for a better life is shaped by broader social conditions and individual circumstances.