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.     

Work-life balance for sustainable human development: Cultural intelligence as enabler

It is proposed that sustainable human development can occur only when there is a reasonable work-life balance for humans. Developmental work for humans is mostly achieved through high performing organizations, and the performance of organizations, in turn, depend on the commitment and engagement of their employees. While societies organize themselves though groups which come together to form an organization, the individual continues to play a key role in success of these organizations. This article explores the impact of an individual’s work-life balance on his/her role—related engagement, thereby contributing to the sustainable human development. Since culture drives behavior for all three, that is, the individual, the organizations, and the society, it is suggested that if we create a culture that supports work-life balance, it is likely to promote sustainable human development though higher role-related engagement of individuals. Further, it is suggested that cultural intelligence plays an important role in achieving both work-life balance and sustainable human development.     

Unbinding Time: Alternate Work Schedules and Work-Life Balance

We examine the possibility that alternate work schedules affect perceived work-life imbalance—the time bind. The results show that alternate schedules per se do not unbind time. However, perceived control of work schedules increases work-life balance net of family and work characteristics. The most consistent family characteristic predicting imbalance is being a parent. The most consistent work characteristic predicting imbalance is hours worked. Once we control for hours worked, women and part-timers are shown to perceive more imbalance. Younger and better educated persons also perceive more work-life imbalance. However, they also report higher levels of schedule control and since schedule control improves work-life balance, it may be more important for unbinding time than schedule alternatives.     

‘Bad Mum Guilt’: the representation of ‘work-life balance’ in UK women’s magazines

The social policy climate, labour market trends and gendered arrangements for paid and family work mean that ‘work-life balance’ remains a key social issue in the UK. Media representations of ‘work-life balance’ are a key source for the construction of gender and working motherhood. Despite evidence of gendered representations in media coverage of other social issues, little attention has been paid to the construction of work-life balance in UK women's magazines. Articles from the highest circulating UK women's magazines are analysed using a discursive approach to explicate constructions of work-life balance and working motherhood. The analysis reveals that multiple roles are constructed as a problematic choice leading to stress and guilt. Problems associated with multiple roles are constructed as individual problems, in a way that decontextualises and depoliticises them and normalises gendered assumptions and a gendered division of labour. Parallels can be drawn between this and wider discourses about women's daily lives and to the UK social policy context.     

Weekend-based short workweeks: peripheral work or facilitating ‘work–life balance’?

This research focuses on those working weekends and also having a workweek of 20 hours or less, which we define as having a weekend-based short workweek (WBSW). The purpose of this paper is to examine the characteristics of workers with a WBSW, with emphasis on gender, family status, and work–life balance. To our knowledge, this is the first study examining work schedules having overlapping characteristics of both weekend work and part-time hours. The country of research for this study is Canada. We found that workers with a WBSW are more likely to be female, but less likely to be married or have dependent children. They are also more likely to be younger, less educated, less experienced, and low-waged. Nonetheless, job satisfaction among those with a WBSW is only slightly lower than those without one. Moreover, we found a group of older, married females with high job satisfaction notwithstanding having a WBSW. We presume that some have managed to balance the substantial work, economic, and family obligations that they face, but also wonder whether some have become resigned to their available employment options rather than having found decent work per se.     

Continuity and change in work-life balance choices

This paper explores the ways in which the work-life balance choices made by heterosexual couples differ in different generations, how such choices are gendered, and the extent to which 'individualization' provides an adequate conceptualization of the effects of social change on heterosexual couples. It argues that processes of individualization need to be seen in the context of changing social institutions, and that it is the de-institutionalization of 'the family' and the life course that is leading to a de-gendering of work-life balance choices. The paper draws on findings from a restudy of the family and social change and a study of the gender dimensions of job insecurity both of which were carried out in the same geographical location. The studies provide evidence of generational change in work-life balance choices and increasing occupational differentiation between heterosexual partners. This leads to a situation where increasingly choices are made which blur gendered boundaries and which has been made possible by a process of de-institutionalization of the male breadwinner family. Our findings support the contention that processes of individualization are more apparent amongst younger than older generations and that, because of changes external to the family, there is more negotiation and pragmatism amongst younger generations about work-life choices.     

When does part-time work relate to less work-life conflict for parents? Moderating influences of workplace support and gender in the Netherlands,Sweden and the United Kingdom

ABSTRACT

Working part-time can potentially be a great means of reducing work-life conflict for parents of young children. However, research has not univocally found this attenuating relation, suggesting it may not be universal, but rather contingent on other factors. This study investigates whether the relation between part-time work and work-life conflict is contingent on workplace support and gender. Results show that short part-time work (<25?h) relates to lower levels of work-life conflict for both women and men. We find some evidence that workplace support affects this relation: short part-time working women in an organization with a family supportive organizational culture had lower levels of work-life conflict than short part-time working women in organizations with an unsupportive organizational culture. For men working short part-time we find tendencies in the same direction, although this falls short of conventional statistical significance. In addition, long part-time work (25–35?h) is not significantly related to (lower) work-life conflict for either women or men. In line with previous research, managerial support is found to be linked to lower levels of work-life conflict, irrespective of whether one works full-time or part-time. Notably, the relation between working part-time and work-life conflict does not differ for mothers and fathers, suggesting that this work-family policy could help both men and women reduce work-life conflict.     

Rethinking professional quality of life for social workers: Inclusion of ecological self-care barriers

ABSTRACT

This study conducted a survey among social workers in a mid-Atlantic state in the U.S. and examined the relationship between self-care behaviors, self-care barriers and compassion satisfaction, burnout, and secondary traumatic stress (STS) from an ecological perspective. The study found that social workers had a moderate level of compassion satisfaction, low risk of burnout, and low risk of STS. Bachelor-degree social workers had higher levels of burnout and lower levels of compassion satisfaction than others. Multiple regression results showed that self-care behaviors and self-care barriers did not predict compassion satisfaction. Self-care behaviors and self-care barriers were significantly associated with the level of burnout. Self-care barriers significantly contributed to STS, while self-care behaviors did not significantly decrease STS. This study implies that promoting self-care behaviors and decreasing self-care barriers can promote higher levels of professional quality of life. In addition to social workers’ individual-level self-care activities that are often stressed in prior research on STS and burnout, employers, supervisors, family members, and community members play a critical role in promoting a manageable work-life balance for social workers, thereby allowing them to use more self-care behaviors, while reducing barriers to self-care and ultimately reducing risk of burnout and STS.     

Future professionals’ perceptions of work,life, and gender issues in public relations

This study of members of the Public Relations Student Society of America found that future practitioners are uncertain about many issues related to gender and work-life balance. Male and female students differed significantly in their views about gender equity in promotion, work-life balance, and salaries. These findings suggest that our educating of public relations students about gender challenges in the field must not only start in their undergraduate years and but also include ways to overcome these challenges.     

Work satisfaction in a rapidly feminized profession: assessing the intersection of gender,parenting and support resources among veterinary doctors

Abstract

Women typically hold jobs in which they experience less pay and less favorable working conditions than men in comparable positions. Despite these differences, women report similar or even higher levels of work satisfaction. Most studies explaining work satisfaction and gender focus on workplace rewards as potential explanatory variables. Little is known about the relevance of support resources from the family domain in relation to women’s and men’s work satisfaction. Finally, the relevance of support resources has not been studied in high-status professions where women have quickly become more highly represented numerically. Using quantitative survey data from a sample of married veterinary doctors (N?=?311), we explore the influence of work and family-based support resources. Specifically, we examine the relationship between work satisfaction and three sources of support: coworkers, family, and spouses. We also explore whether parental status has moderating effects for women and men with these resources in association with work satisfaction. We find that mothers are more satisfied than fathers. Parenthood and supportive family engagement are strong predictors of women’s work satisfaction. Coworker support is a salient predictor of work satisfaction for all, especially for men who are fathers. Implications for men and women working in high-status professions are discussed.     

Relationships between work–life balance and job-related factors among child welfare workers

This study examined the relationships between work–life balance and several job-related factors among 573 public child welfare workers in a northeastern state in the United States of America. It explored job-related correlates of work–life balance and the possible mediating role of work–life balance between these factors and job satisfaction. Multiple regression analysis demonstrated that the job-related factors organizational support, job value, work time, and income were significantly associated with work–life balance among child welfare workers. It also confirmed that work–life balance partially mediated the associations of organizational support and job value with job satisfaction. Implications for child welfare research, policy, and practice are proposed based on the empirical findings.     

Sexual Orientation Moderates the Effect of Gender on Body Satisfaction: Results From a National Probability Sample

Body image concerns typically affect women more so than men, but there is reason to believe that this pattern may depend on sexual orientation. The present study examined differences in levels of body satisfaction among men and women who identified as heterosexual, plurisexual (bisexual and pansexual), gay, and lesbian, using data from a large-scale national probability sample from New Zealand (N = 17,005). As expected, heterosexual men reported higher body satisfaction than heterosexual women. Gay and plurisexual men reported lower body satisfaction than heterosexual men. Gay men also reported lower body satisfaction than lesbian women, and did not differ significantly from heterosexual and plurisexual women. Ratings of heterosexual, plurisexual, and lesbian women’s body satisfaction did not differ significantly. Results held when adjusting for a range of demographic covariates (including age and BMI), and highlight the importance of examining the psychological and health outcomes associated with poor body image among gay men. These findings emphasize the relevance of sexual orientation in understanding men’s body image-related issues.     

Satisfaction and role quality perceptions of farm women employed off the farm

The purpose of the study is to examine the relationships among perceptions of role quality on the farm and in the family, perceived financial need to work off the farm, and satisfaction with the balance of time away from and with family members for 187 employed farm women. Role quality perception variables measure the gap farm women experienced between actual and ideal farm and family roles. The perceived financial need to work is considered a constraint to satisfaction and an influence on role quality. OLS regression is the primary data-analysis technique. Employed farm women with large households are less satisfied with the balance of time away from and with family members. Those employed farm women who perceived a larger gap between their actual and ideal family roles are less satisfied with the balance between time away from and with family members.Her research interests include family decision making, labor force participation of women, and standards and levels of living.Her research interests are family work and environmental values in family decision making.     

Role Balance Among White Married Couples

We generate models predicting wives' and husbands' feelings of overall balance across roles. Drawing on fine‐grained data about marital lifestyles and time use, we find few predictors that are the same for both partners. Both report greater role balance when their level of parental attachment to children is higher and when their marital satisfaction is greater, but gendered time use gives rise to important differences. Wives report greater balance when they have more paid work hours but have fewer of these hours on weekends. Wives' balance is also greater when they feel less financial strain, have less leisure time alone with their children, more couple leisure alone with their husbands, and more social network involvement. Husbands' contribute to wives' balance when they report more relationship maintenance in the marriage and more leisure with their children at those times when wives are not present. Husbands' own role balance increases as their income rises, but it decreases as their work hours rise. Husbands' balance also rises with more nuclear family leisure, and it lessens as their leisure alone increases. Our discussion highlights the ways that gendered marital roles lead to these different correlates of balance.     

Working part‐time: achieving a successful ‘work‐life’ balance?1

The role of part-time employment in the balancing of women's employment and family lives has generated an immense literature. Using data on women working part-time and full-time in different level occupations in the British Household Panel Survey, this paper argues that it is now vital to move these balancing debates on from their location within work-family rhetoric and to re-position the study of women's working time in broader work-life discussions. Work-family debates tend to neglect a number of key domains that women balance in their lives, in addition to family and employment, including their financial security and their leisure. The paper shows that examining the financial situations and the leisure lives of female part-timers in lower level jobs reveals a less positive picture of their 'life balancing' than is portrayed in much work-family literature. Instead, they emerged as the least financially secure employees and, linked to this, less satisfied with their social lives too. It is concluded that since the work-life system is multi- and not just two-dimensional, it is important to examine how all life domains interrelate with each other. In this way, we would be in a better position to begin to assess all the benefits and disadvantages associated with working part-time and with other work-life balancing strategies.     

Chapter 20: A Social Partnership Approach to Work-Life Balance in the European Union—

Abstract

Over the past number of years there has been considerable focus on the integration of employee assistance and work-life programmes in the United States. A national survey conducted by EAPA, EASNA, and AWLP found there is a trend towards the integration of employee assistance and work-life. Many US providers and multinational companies will seek to extend their EAPs and work-life programmes globally. It is sometimes assumed that the EAPs and work-life models that operate in the US will transfer but this is often not the case. There is a cultural dimension to EAPs and work-life programmes that is often overlooked. The European Union (EU) is involved in the greatest example of integration in recent history and an understanding of the EU and its legal system will assist those providing their services. In the EU, EAPs did not follow the same growth pattern as in the US. Professionals in European countries working with business such as psychologists, social workers, and counsellors did not recognise the need for EAPs as, in their view, programmes to deal with personal problems in the workplace already existed. The concept of work-life is widely known and accepted in many European countries; however, there is little evidence of research specifically on the integration of EAPs and work-life programmes. This article will look at one EU country, Ireland, and outline the history and development of EAPs and work-life and present case studies of Irish companies who have developed work-life programmes.     

Sex work and the construction of intimacies: meanings and work pragmatics in rural Malawi

This article focuses on Malawian sex workers’ understandings of exchange and intimacy, showing how multiple historically emergent categories and specific work pragmatics produce specific patterns of relational meanings. As we show, sex workers make sense of their relationships with clients through two categories. The first is sex work; the second is the chibwenzi, an intimate premarital relational category that emerged from pre-colonial transformations in courtship practices. These categories, in turn, are also shaped differently in different work settings. We use narratives from in-depth interviews with 45 sex workers and bar managers in southern Malawi to describe how the everyday pragmatics of two forms of sex work—performed by “bargirls” and “freelancers”—foster distinct understandings of relationships between them and men they have sex with. Bargirls, who work and live in bars, blurred the boundaries between “regulars” and chibwenzi; freelancers, who are not tethered to a specific work environment, often subverted the meanings of the chibwenzi, presenting these relationships as both intimate and emotionally distant. Through this comparison, we thus refine an approach to the study of the intimacy-exchange nexus, and use it to capture the complexities of gender relations in post-colonial Malawi.     

Work–Family Balance and Tenure Reasonableness: Gender Differences in Faculty Assessment

Abstract

Perceptions of work–family balance and of the reasonableness of tenure expectations are key faculty retention factors. Using a national job satisfaction survey with 2438 tenure-track assistant professors, we explore whether faculty assessment of departmental and institutional support for family–work balance and their satisfaction with family-friendly policies influence their perceptions of the reasonableness of tenure expectations. We pay attention to the importance of gender in our models. Results reveal that women are less likely than men to report tenure expectations as scholars are reasonable and that departments and institutions are supportive of family–work balance. Departmental support for family–work balance, caring for an ill family member, satisfaction with family-friendly policies, and workload have the strongest association with reasonableness. Satisfaction with family-friendly policies has a significant relationship with reasonableness of tenure expectations only for faculty with family care responsibilities. Implications for family-friendly policies and practices in academia are discussed.     

Words matter: The impact of workplace verbal aggressiveness on workgroup relationship conflict,work-life conflict,and employee-organization relationships

Workplace verbal aggressiveness is detrimental to employees and organizations and is perceived as unwanted and unproductive. This study examined whether and how verbal aggressiveness from supervisors and coworkers influences workgroup relationship conflict, employees’ work-life conflict, and employee-organization relationships. An online survey was conducted with 392 full-time employees in the United States. The key findings of this study showed that when verbal aggressiveness abounds in a workgroup, it creates workgroup relationship conflict, which triggers individual employees’ work-life conflict and tarnishes their trust, satisfaction, commitment, and sense of shared power with their organizations.