Lost job,lost trust? On the effect of involuntary job loss on trust

This paper tests the conjecture that involuntary job loss erodes trust. Using the German Socio-Economic Panel and considering how trust evolves over a quinquennial time interval, we find that job loss decreases trust by about 9 percent of a standard deviation.     

Does job resource loss reduce burnout and job exit for professionally trained social workers in child welfare?

This study contributes to the literature on burnout and turnover in child welfare by examining the applicability of conservation of resources theory (COR). This theory argues that a loss of resources leads to the stress underlying burnout. This article examines the loss of two resources in particular: (a) the loss of a member of the entering cohort of workers and (b) change in the coethnic population of the community in which the social worker practices. In this sample of 1001 specially trained social workers, 44.3% reported high levels of emotional exhaustion or burnout. Stress was positively associated with burnout. Likewise, job satisfaction was protective against burnout. Furthermore, coethnic resources were associated with higher personal accomplishment scores for Asian–American, Hispanic, and Caucasian workers. Cohort member loss was not associated with burnout when controlling for personal resources and organizational factors, but cohort member loss did triple the odds of others in the cohort leaving. However, burnout was not associated with job exit in this sample. Although this study did not find evidence that cohort loss or coethnic loss was associated with burnout, it raises questions for further research about the social network implications of turnover.     

Reported job satisfaction: what does it mean?

We emphasize the major influences of experienced utility gaps or regret, i.e. the difference between what happened and what might have happened, on job satisfaction. The main prediction that we test is that job satisfaction correlates with the wage gaps experienced in the past and present, holding other job-related satisfactions constant, with the possible exception of young workers. We further test that this effect of wage gaps on job satisfaction declines with working experience. We find evidence on a Canadian cross-section that the past matters.     

Welfare reform and the subject of the working mother: “Get a job,a better job,then a career”

Until 1996, poor single mothers in the United States could claim welfare benefits for themselves and their children under the Aid to Families with Dependent Children (AFDC) program if they had no other source of income. With the 1996 passage of the Personal Responsibility Work Opportunity Reconciliation Act (PRWORA), paid work and work-related activities became a mandatory condition for receiving aid. At the same time, the law promotes marriage as a route out of poverty. Using a feminist reinterpretation of Althussers concept of interpellation, I turn to Job Clubs, mandatory week-long workshops that teach job search skills, to analyze the citizen-subject generated by front-line representatives of the state in the context of this new legislation. Based on participant-observation, I conclude that while PRWORA ostensibly promotes both marriage and paid employment, Job Club trainers enforced a masculine worker-citizen subject through the deployment of three discursive strategies. These discursive strategies 1) promoted paid work over welfare-receipt as both a pragmatic and moral choice, 2) posited an individual-psychological account of womens welfare receipt, and 3) portrayed parenting skills as marketable skills. In the conclusion, I speculate that current welfare reform efforts require the generation of a self-reproducing worker-citizen and that workshops like Job Club become a site in which the existence of this autonomous citizen is affirmed.     

Does signaling childcare support on job applications reduce the motherhood penalty?

Review of Economics of the Household - There is substantial evidence that due to perceived childcare obligations, mothers are disadvantaged in labor markets. To what extent can childcare support...     

Competition in online job marketplaces: towards a global labour market for outsourcing services?

A new form of service outsourcing has emerged, namely the global online job marketplace for freelance contractors. Such platforms are currently the closest proxy to the idea of a global labour market where everyone competes for jobs regardless of location. In this article, we examine how competition manifests itself on one such global online platform, namely oDesk. We present a comparative analysis of the relative wages and the rewarding of skills and expertise of contractors from selected countries and investigate whether, via labour arbitrage, wage convergence takes place between Western and developing countries. We find that wage convergence is noticeable but experience and skills hardly translate into better remuneration. While service outsourcing (or microwork) via global online marketplaces provides new employment opportunities for freelancers around the world, the intense competition and the inherent restrictions of this type of marketplace limit the financial gains for most contractors.     

Work-family culture and job satisfaction: does gender and parenting status alter the relationship?

Previous studies on work-family culture have examined its relationship with different employee outcomes (e.g., work-family conflict, job satisfaction, commitment) but neglected one important question; namely, who are most likely to benefit from a supportive work-family culture in terms of positive employee outcomes? The aim of this study was to shed new light on the work-family culture–job satisfaction linkage by examining the moderator effects of gender and parenting status in this relationship. Specifically, we asked whether gender and parenting status would alter the association between work-family culture and job satisfaction. We hypothesized – on the basis of traditional gender roles – that women, and especially mothers, would benefit most from a family supportive organizational culture. We utilized three divergent samples gathered from male (N=768) and female (N=1364) employees in Finland: (1) a female-dominated sample from social and health care; (2) a male-dominated sample from paper industry; and (3) more gender-mixed sample from the ICT company. Work-family culture was described through its positive (work-family support) and negative facets (work-family barriers), whereas job satisfaction was operationalized via a facet-based scale. Hierarchical moderated regression analyses performed separately for the three different organizations revealed that the results for mothers and fathers under the condition of high work-family support differed in the paper mill and the information and communication technology (ICT) company. Thus, in addition to gender, the type of organization also moderated the relationship. Specifically, in the paper mill, mothers benefited more from high work-family support than fathers, whereas in the ICT company the reverse situation held: fathers benefited more than mothers. Thus, high work-family support was associated with higher job satisfaction among mothers in the paper mill and among fathers in the ICT company.     

How do people differentiate between jobs: and how do they define a good job?

Employed individuals from a range of jobs (n=18) were interviewed using a repertory grid technique, to explore the criteria they used to distinguish between different jobs. The concepts of 'a good job' and 'a job good for health' were also discussed. Interactions with others and the job itself were the most commonly used criteria and were also the most common features of a 'good job'. Pay and security were mentioned frequently but were less important when comparing jobs and when defining a 'good job'. Physical activity was rarely associated by interviewees with a 'good job' but was frequently associated with a 'job good for health'. A comprehensive definition of a 'good job' needs to take all these factors into account.     

Self–care practices among social workers: do they predict job satisfaction and turnover intention?

ABSTRACT

The current health and mental health care delivery system in the United States strives to provide efficient quality care at a lower cost. This cost-effective approach and recent budget cuts have created new challenges for social workers. This study explores the relationships between self-care strategies, role stress, job autonomy, and job satisfaction and turnover intention. Four-hundred sixty-nine social workers were surveyed to assess multiple measures of self-care including professional support, professional development, coping strategies, and professional resilience, and their effects on job satisfaction and turnover intention. Role stress and job autonomy were also examined in relation to job satisfaction and turnover intention. The results supported the main hypotheses that claimed that self-care strategies are associated with both job satisfaction and turnover intention. The author discusses the important implications of these findings in education and training of both students and practitioners.     

‘It’s like having another job’: the invisible work of self-managing attendant services

Abstract

This reflexive ethnographic study examines the work disabled people do to ‘self-manage’ attendant services. The data reveal diverse facets of work reported by ‘self-managers’, their support networks and program administrators. The analysis found that self-managers’ work is often represented as ‘something other than work’, if and when it is represented at all. In this paper, disability studies and feminist perspectives on work inform a discussion of factors that may be seen to render self-managers’ work ‘invisible’, and implications of self-managed models that require contributions of invisible work.     

‘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.     

A help or a hindrance? The impact of job training on the employment status of disadvantaged women

The objective of this study is to evaluate whether welfare-sponsored, government-funded job training helps participants improve their employment status. The negligible effects found in prior studies may be due to design limitations or inherent flaws in job training programs and therefore do not necessarily contradict human capital theory. The present study uses longitudinal and representative data, dynamic modeling techniques, an appropriate counterfactual, and important contextual variables to assess the likelihood of obtaining employment for job training participants and nonparticipants. It also describes the types of jobs women obtain by examining wages, industry, occupation, and labor union membership. Whereas some of the results support prior research, the focus is on the unique contributions of this study, which include a differential training effect for full- and part-time workers and a detailed analysis of macro-structural variables, which are rarely included in studies of labor supply.     

Evaluation of job satisfaction in a sample of Spanish social workers through the ‘Job Satisfaction Survey’ scale

The objective of this study is to determine the level of job satisfaction experienced by social workers and to establish whether there are significant differences between the various levels of job satisfaction and a series of personal features and job characteristics. The participants were 947 social workers (861 women and 86 men) belonging to 35 of the 36 Professional Associations existing in Spain. The measurement tool used is the Job Satisfaction Survey scale, designed by Spector [2002. Psicología Industrial y Organizacional: Investigación y Práctica [Industrial and organizational psychology: Research and practice]. México: Manual Moderno]. The results show that the social workers surveyed experience moderate levels of job satisfaction (M?=?115.8; SD?=?21.4). The intrinsic factor that seems to have the greatest positive influence on job satisfaction is the nature of the job, while the extrinsic factors of pay, fringe benefits, and operating conditions are the ones that contribute most to job dissatisfaction, and social workers have no control over any of them.     

Who’s missing out? The impact of digital networking behavior & social identity on PR job search outcomes

This study investigates how different aspects of social identity correlated with online networking and job search success. Undergraduates and recent graduates seeking public relations roles between 2020 and 2021 were surveyed (N = 355) for their early career job-seeking practices. The pre-existing lack of diversity in PR and the tendency to favor job candidates who are similar to the decision-maker means that the move to virtual relationship building and vetting may be especially impactful for diverse applicants. The results showed that networking was extremely important as over 94% of respondents found their position via networking of some sort. Respondents found roles most commonly via LinkedIn (57.5%), followed by other social media (49.9%). LinkedIn network size was positively correlated with more job offers, whereas Twitter and Facebook network sizes were insignificant. Those who identified as white used LinkedIn more and had more job offers than those who identified as BIPOC. Veterans and those receiving need-based assistance also reported having fewer job offers. This paper extends the strength of weak ties theory by demonstrating the importance of weak ties in digital networking in the PR industry. This research suggests that maintaining weak ties via LinkedIn is valuable for success in digital networking, particularly by growing a robust LinkedIn network and maintaining an active profile. Practical advice for PR educators and students illustrates how to enhance LinkedIn use to promote equity in digital networking. Moreover, the PR field may promote diversity among applicants and hires through mentoring, recruiting, and growing their own diverse digital network.     

The effects of perceived quality of organizationally provided meal service on employees’ job performance and mediating role of organizational identification

Contemporary managers are developing alternative ways to sustain their competitive advantages. Motivation-enhancing features such as high-quality meal service provided by organizations can be thought of as one of these methods. The effect of the perceived quality of meal service provided by organizations on the job performance of employees and the mediating role of organizational identification during this process is studied. Private security-sector employees working in Turkey (N?=?597) are being focused in this study. As a result of analyses (correlation and regression analyses, structural equation model), the authors find that the perceived quality of meal service provided by organizations improves employees’ job performance significantly and organizational identification has a partial mediating role on this association. The findings of this study will be of interest to key stakeholders such as public or private organizations, labor unions and the media.     

Linkages between mothers’ job stressors and adolescents’ perceptions of the mother–child relationship in the context of weak versus strong support networks

This study tested the hypothesis that mothers’ exposure to psychosocial job stressors would be indirectly associated with less favorable ratings of the mother–adolescent relationship, as perceived by youth, by way of mothers feeling depleted of cognitive and emotional energies after work. We also examined whether mothers’ perceptions of being socially supported with regard to work and family responsibilities moderate associations between greater psychosocial job stressors and lesser quality in the mother–adolescent relationship. The sample consisted of 169 diverse mother–early adolescent dyads. Mothers and adolescents completed surveys independently. Hypotheses were tested through structural equation modeling and multi-group comparisons. Psychosocial job stressors were indirectly related to qualities of the mother–adolescent relationship via their association with mothers’ experiences of psychological energy depletion from work to family. The most consistent evidence for these associations was found among women who felt less social support in regard to their work–family responsibilities.     

The social investment approach as a field of job creation. From the ‘recalibration’ to a resurgent trade-off between employment growth and low wage (white) jobs. A comparison between Germany and Italy

The social investment approach emerged as a new welfare paradigm, aimed at reconciling the traditional functions of the welfare supply with a productive social agenda, designed at preparing people to confront the ‘new social risks’, whether they be related to the problem of balancing paid work and family responsibilities, upgrading the skills, preventing inequalities and promoting the availability of in-kind services. In order to achieve these objectives, especially those related to care needs and work-life balance, the adoption of social investment-based strategies necessarily implies an expansion of the jobs related to health and social care services. In more recent years, many studies have analysed the limitations of the social investment policies because of their different redistributive impacts on social groups. Several studies have found a higher use of these policies for high-income families. Another source of criticism on social investment is that spending on these policies would seem to crowd out more traditional passive social expenditures. In this article, we examine another question related to the widespread of this approach: what are the effects of the social investment policies in terms of direct job creation? In fact, one of the more controversial issues, related to social investment policies, is their direct contribution to the labour market in terms of both quantity and quality of work within welfare services. The article analyses these issues focusing on Germany and Italy, two countries that represent not only two different care regimes but also two distinct models regarding job creation strategies in the care sector. In doing so, particular attention will be paid to long-term care policies, as they represent one of the pivotal areas of the social investment approach, both in terms of social services, to address new social risks, and new jobs related to welfare services     

Transformational leadership and job satisfaction of police officers (carabineros) in Chile: the mediating effects of group identification and work engagement / Liderazgo transformacional y satisfacción laboral en carabineros de Chile: los efectos mediadores de la identificación con el grupo y el work engagement

Abstract

The aim of this paper is to examine the relationship between transformational leadership and work satisfaction, as well as to analyse the mediating role of group identification and work engagement in a police training process at a Chilean professional military institution. The sample was made up of 985 candidates representing all the candidates that joined the units of the country in the different locations. Officers and non-commissioned officers acting as instructors were considered ‘leaders’, while their ‘followers’ were the young candidates in the training period. It was found that all the relevant variables were positively and significantly interrelated, and a model of structural equations revealed that both work engagement and group identification played a mediating role in the relationship between transformational leadership and work satisfaction.