Working conditions, social support, and the well-being of female and male factory workers

Previous research on the effects of working conditions on well-being typically has focused on men; the few studies including women have compared men and women in different work settings. We analyze the effects of four kinds of working conditions--job demands, job deprivations and rewards, physical environment, and work-related social support--on the well-being of female and male factory workers in similar jobs. We also test for buffering (interaction) effects of social support (from co-workers, supervisors, and company programs) on relations between working conditions and well-being. All types of working conditions affect well-being, but there are almost no gender differences in the effects of working conditions on well-being. Although work-related social support promotes well-being among both women and men, it does not (at least as measured here) buffer effects of other stressful working conditions. In general, the results indicate considerable gender similarity in the processes through which the job affects well-being.     

Control centers design for ergonomics and safety

This paper shows the general design conditions about ergonomics and safety for control centers in the petrochemical process industry. Some of the topics include guidelines for the optimized workstation design, control room layout, building layout, and lighting, acoustical and environmental design. Also takes into account the safety parameters in the control rooms and centers design. The conditions and parameters shown in this paper come from the standards and global advances on this topic on the most recent publications. And also the work was supplemented by field visits of our team to the control center operations in a petrochemical company, and technical literature search efforts. This guideline will be useful to increase the productivity and improve the working conditions at the control rooms.     

Different development trends in working life and increasing occupational stress require new work environment strategies

This article has a two-fold purpose. First, it provides an explanation for the increase in occupational stress and sick leaves in Sweden in terms of the structural and organizational conditions. Second, it discusses measures that address these issues. Results of a study of 72 establishments are presented. The study investigated these establishments at both the organizational and individual employee level. It examined management strategies and working conditions in the establishments, classifying these elements by type of operations and company position. Both classifications point to differences in how work is organized and in working conditions. The results indicate that management technologies distribute risks between segments of the labor market, thus, also between different groups of the labor force. The developments were most favorable in high tech and knowledge-based operations. The situation was least favorable in labor-intensive services and, the most negative development had taken place in human services. Establishments serving as contractors appeared to organize their work differently from those with core activities. Working conditions in contracting businesses were particularly problematic. Since organizational changes work differently from one company to the next, there is a need to develop a variety of strategies for enacting change in the work environment. This article proposes strategies for different segments of the labor market. These strategies are adapted to the particular problems facing each segment.     

Evaluating work and training within an intercommunicating process of change: reflections drawn from a case study on a chemicals industrial company in Portugal

The new challenges in the field of Health and Safety at Work require the implementation of more comprehensive and participatory interventions, in order to have a real impact on the working conditions. Matriosca Model has sought over the years to involve workers in the construction of new working conditions, promoting transformation through training and recreating training from the transformation. This article seeks to present some of the results of the implementation of the Matriosca Model on a chemicals industrial company regarding the many changes that it promoted, how these changes have evolved through time, how the dimensions of training and transformation interact and what the participants' perception of the intervention was. The conclusions drawn allow a richer evaluation of the process, which can enhance the intercommunicating nature between training and transformation, and what impact this has on the actual work.     

New working conditions and consequences on activity of home healthcare workers

Home healthcare is steadily growing in Europe. There are a number of reasons for this development: aging population, rising hospital costs, preference to stay in one's own home. Nevertheless, it has been known that home healthcare workers are frequently exposed to a variety of potentially serious occupational hazards. Furthermore, emotional labor is frequently high in this profession. This paper describes an ergonomic study conducted at a home healthcare service. The research focuses on analyzing working conditions of home healthcare aides and nurses, as well as the impacts of their work in terms of job satisfaction, well-being, emotions at work, relationships with the others and occupational stress. The study show that employee strategies are specifically centered around preserving the relationship between patients and workers and coping with the job demands. This paper also shows that home healthcare workers express emotions and conceal them from others. Finally, recommendations discussed with the manager and workers to improve working conditions in this sector led to practical proposals: for example, implementing certain equipment items better suited to difficult care, encouraging assistance between healthcare workers when operations require this through adequate organizational measures, extending work emotion-focused discussion groups with management involvement.     

Ergonomics, automation and logistics: practical and effective combination of working methods, a case study of a baking company

The aim of this study was to combine three different analytical methods from three different disciplines to diagnose the ergonomic conditions, manufacturing and supply chain operation of a baking company. The study explores a summary of comprehensive working methods that combines the ergonomics, automation and logistics study methods in the diagnosis of working conditions and productivity. The participatory approach of this type of study that involves the feelings and first-hand knowledge of workers of the operation are determining factors in defining points of action and ergonomic interventions, as well as defining opportunities in the automation of manufacturing and logistics, to cope with the needs of the company. The study identified an ergonomic situation (high prevalence of wrist-hand pain), and the combination of interdisciplinary techniques applied allowed to improve this condition in the company. This type of study allows a primary basis of the opportunities presented by the combination of specialized methods of different disciplines, for the definition of comprehensive action plans for the company. Additionally, it outlines opportunities for improvement and recommendations to mitigate the burden associated with occupational diseases and as an end result improve the quality of life and productivity of workers.     

Gender Difference and Gender Disadvantage

This paper explores the theoretical foundations of American sex discrimination law. Traditional legal frameworks have analyzed gender issues in terms of gender difference. Yet, inder this approach, sex-based differences have been both overlooked and overvalued. In some instances, such as occupational restrictions and military service, courts have transformed biological distinctions into cultural imperatives. In other cases, such as those involving pregnancy, sex-based differences have remain unacknowledged and unaddressed. The alternative framework proposed here focuses less on gender difference than on gender disadvantage- on inequalities in the sexes' social status, political power, and economic security. Taking issues surrounding occupational restrictions, protective labor, and maternity policies as representative samples, the paper suggests how a contextual inquiry can usefully shift gender discrimination law from its focus on difference to the consequences that follow from it. For most of this nation's history, the law's approach to gender difference has alternated between exaggeration and neglect. Neglect has been the preferred strategy; the recent cluster of Bicentennial conferences on women and the Constitution is an ironic reminder of the fact.¹ When the nation's founding fauthers spoke of "We the People" they were not using the term generically. Although subject to the Constitution's mandates, women were unacknowledged in its text, uninvited in its formulation, unsolicited in its ratification, and, before the last quarter-century, largely uninvolved in its interpretation. Yet, as these recent conferences also testify, such patterns of silence have been broken. Women have found a voice. How we should use it is a question worthy of greater exploration. The following analysis considers a specific set of questions about voice. How we describe the relation between the sexes involves a politics of paradigms that legal decision makers rarely acknowledge or address. For the most part, traditional legal frameworks have analyzed gender issues in terms of gender difference. Under this approach, sex-based distinctions have been both overvalued and overlooked. In some contexts, such as occupational restrictions, courts have transformed biological differences into cultural imperatives. In other cases, such as those involving pregnancy, those differences have remained unrecognized. Significant progress will require an alternative framework, one focused not on gender difference but on gender disadvantage.     

Crowd work in STEM-related fields: A window of opportunity from a gender perspective?

After the Global Financial Crisis (2008) many people found new job opportunities on crowd platforms. The COVID-19 crisis reinforced this trend and virtual work is expected to increase. Although the working conditions of individuals engaged on these platforms is an emerging topic, of research, the existing literature tends to overlook the gendered dimension of the gig economy. Following a quantitative approach, based on the statistical analysis of 444 profiles (platform Freelancer.com in Spain and Argentina), we examine the extent to which the gig economy reproduces gender inequalities such as the underrepresentation of women in STEM-related tasks and the gender pay gap. While the findings reveal lower participation of women than men, this gap is not higher in Argentina than in Spain. Moreover, gender variations in hourly wages are not as marked as expected, and such differences disappear once STEM skill levels are controlled for. Asymmetry in individuals' STEM skill level provides a better explanation than gender of the hourly wage differences. This finding opens a window of opportunity to mitigate the classical gender discrimination that women face in technological fields in traditional labor markets. Finally, the paper identifies some issues concerning the methodological bias entailed by the use of an application programming interface in cyber-research, when analyzing gender inequalities.     

The pornographer's trade: A discredited professional group's rhetoric,control and know-how

This article deals with the professionalization since 1975 of heterosexual pornography in France. Although pornography is discredited by the public authorities and lacks for any sort of formal training, pornographers have developed an occupational rhetoric whereby they present themselves as fantasy entrepreneurs, claim sexual expertise and control a male heterosexual business. The limits of sexual and gender identities are presented by them as natural, and the professionalization of pornography relies on a differential distribution of the know-how underlying a sex-based division of labor. The professionalization of sexuality involves not only efforts at making pornography a legitimate occupation but also the appropriation by men of sexual know-how and knowledge. What defines pornographers’ work is not only the fact they put consumers’ fantasies into images but also the male control of female sexuality.     

Gender training for development practitioners: only a partial solution

This article considers gender training for Oxfam staff working on a development program or project in a particular context where their experience of gender relations and ability to seek gender equality is informed by their hierarchial position, by their national culture, and by the fact that institutions are also gendered. Thus, the article focuses on contextualizing gender training and on the potential of such training to transform institutions. The first section looks at gender training in the Oxfam head office and notes that, although Oxfam identifies itself as a learning organization, the former Training Department has been devolved into separate divisions, so there is no longer any centrally available gender training. The next section describes gender training in the field context where hierarchial positions that may influence the effectiveness of training are created by the age and sex of the trainer and where it is important to distinguish between gender frameworks (what is taught) from pedagogy (how it is taught). Oxfam's present gender training is limited by a lack of documentation of gender training efforts, by trainees' personal resistance to concepts of gender, by language barriers, and by logistical problems. The article then explores Oxfam's use of gender training as a transformative tool and notes that Oxfam focuses on individual rather than internal organizational transformation. It is concluded that gender training is only a partial solution unless its potential for personal and political transformational is recognized and fostered.     

Socialization and Work in Japan: The Meaning of Adulthood of Men and Women in a Business Context

Abstract  The Japanese term, shakaijin, refers to becoming a social adult, and locates the transition to adulthood in leaving school/university and entering an employment relation. In this paper we explore the role of company socialization in producing social adults. Company socialization is explored through a case study of a securities company, and an additional study of a large bank. New employee training programs are a central socializing event, and bridge the transition from school/university-to-work. In this study, events prior to and subsequent to new employee training arc also shown to play key roles in company socialization. Recruitment practices socialize as well as screen job applicants. Regular personal assessments continue socialization throughout the working life cycle. Based on the analyses of socialization in recruitment, training and assessment, two aspects of company socialization in Japan are emphasized. First, company socialization involves gender socialization. Male employees are the main subjects of company socialization, and their induction to social adulthood seeks to generate commitment and social integration to company life. Social adulthood of female employees is defined in connection with future familial roles rather than commitment to work. Second, the meaning of social adulthood for men is fused with acceptance of management goals. Company socialization attempts to align individual attitudes and behaviors with company goals.     

RACE AND GENDER DIFFERENCES IN WAGES: The Role of Occupational Sorting at the Point of Hire

Previous work suggests that occupational sorting and differences in starting salary play a large role in race and gender wage gaps. This study uses unique data from the human resources department of a financial company to examine the role of occupational sorting in race and gender differences in initial salary offers. While this company exhibits large race and gender differences in salary offers, controlling for occupational differences accounts for all of the race effects and reduces the gender effect to substantive insignificance. These findings underscore the importance of occupational sorting mechanisms in creating race and gender differences in wages.     

‘Heroes and Matriarchs’: Working‐Class Femininities,Violence and Door Supervision Work

Door supervision work is traditionally seen as a working‐class, male‐dominated trade. In addition, it is deemed to be one that is physically risky, where violence is seen as a ‘tool of the trade’ and where ‘bodily capital’ and ‘fighting ability’ are paramount to the competent performance of the job. This paper is a timely analysis on the manner in which the increasing numbers of women who work in door supervision negotiate their occupational identity and construct their work practices. The analysis focused on the way in which discursive constructions of both violence and workplace identities are variably taken up, reworked and resisted through the intersection of gender and class. This resulted in the identification of two main discourses; ‘playing the hero’ and the ‘hard matriarch’. These findings allow us to theorize that multiple, gendered and classed occupational identities exist beyond normative expectations and can be seen to be both emancipatory for working women, while simultaneously bolstering exploitation, workplace harassment and violent practices.     

Divergent female part-time employment in Britain and Denmark and the implications for gender equity

This paper examines women's employment in Britain and Denmark, societies characterised similarly by high proportions of female employees working part‐time but by rather different gender arrangements. Part‐time working is associated with female‐carer workers; women who have reduced their hours in the labour market to bring up children and are able to do this because of the presence of an alternative source of income—usually a male breadwinner. Yet Denmark has been conceptualised as having more of ‘dual‐breadwinner’ gender arrangement than Britain. It would seem then, that part‐time working is distinctly different in these two societies. Examining this question, the paper concludes that extensive part‐time working for women, and not men, does indeed tend to reinforce a traditional male‐breadwinner model. However, the strength of this reinforcement varies, depending on the relative conditions of the part‐time labour market. These conditions vary substantially cross‐nationally and can also change rapidly within one society over time. As a result, the typical ‘role’ a part‐time job plays for women can also vary cross‐nationally and can change over time.     

Occupational concentration in work establishments

The failure of sociological and economic models premised on individual decision-making to account for persistent patterns of occupational concentration by race and gender has been a matter of considerable recent interest and debate. One response to this debate has been to explore the impact of various organizational dimensions on the social division of labor as experienced by males and females and/or blacks and whites. The importance of the work place as a locus of occupational restrictions has been widely acknowledged, but empirical research on this topic has been limited by the availability of establishment-level data. This paper seeks to contribute to our understanding of occupational concentration by race and gender through analysis of 1980 EEOC data on business establishments. The first phase of analysis examines the importance of the work place for occupational concentration by race and gender and places the EEOC data within the context of the 1980 U.S. economy. The second phase of analysis explores the impact of several organizational characteristics on occupational concentration within work establishments.     

Women and toxic waste protests: Race,class and gender as resources of resistance

In recent years, women have been at the forefront of grassroot toxic waste protests in the United States. Out of their experience of protest, women construct ideologies of environmental justice, which reveal broader issues of inequality underlying environmental hazards. I examine the environmental discourse of white working class, African American and Native American women activists. The voices of these women show the ways in which their traditional role as mothers becomes a resource for their resistance. At the same time, their emerging analysis of environmental justice is mediated by different experiences of class, race, and ethnicity.     

The Business Case of Gender Equality in Swedish Forestry and Mining ‐ Restricting or Enabling Organizational Change

Forestry and mining constitutes an important part of Swedish basic industry. These industries are heavily male‐dominated and are expressing an ambition to become more gender equal and less gender‐segregated, arguing that this could strengthen their competitiveness in a number of areas. In this article we explore how company representatives construct gender equality as a business case and discuss how these constructions restrict and/or enable gender equality in these organizations. Departing from a social constructivist understanding of how language (re)produces gendered power relations in the workplace, the empirical basis of this paper consists of eight interviews with respondents who possess special insights into, and being of strategic importance to, gender equality issues in forestry and mining companies. In our analysis we found three dominant dimensions of the business case of gender equality Marketing (as) gender equality, Uncovering the male norm and Gender equality as a depoliticized value. We conclude that the business case framing facilitates for the companies to engage in issues of gender equality. However, issues concerning conflicting interests and power relations seem to be difficult to address within the business case discourse. This we argue affects and shapes the terms for gender equality in these organizations.     

THE SEX WHICH IS NOT ONE

Do so-called anti-globalization movements ignore gender issues? It would be erroneous to conclude – in accordance with mainstream feminist theory that considers all social movements alone with reference to ‘male hegemony’ – that alter-globalization movements are so inscribed into the patriarchal system as to silence feminist voices. In fact, the gender problematic is not absent from the debates of the Social Forums and all principal organizations take up gender onto their agenda. The opening of the alter-globalization discourse to the gender perspective occurs out of necessity and is not the result of a process of paying lip-service to a relevant topic. We will therefore reconstruct the normative mechanism whereby gender is set on the agenda and study concretely how the relevant actors experience and effect this appropriation. In doing this they encounter other activists with a long mobilization record, both feminists and post-feminists. This encounter may give rise to processes of alliance or processes of conflict. Gender thus constitutes a challenge for alter-globalization politics and indeed often a highly contested issue.     

A walk on the applied side: Sociology and training research

This article presents a topic that sociologists rarely research but which holds great promise for the future—training. Sociologists spend a good deal of time investigating education but generally neglect the field of training. Little effort is spent on investigating training, why it’s done, how it’s done, what effect it has, who gets it, when it’s appropriate, or where it takes place. Sociologists tend to leave these issues to psychologists of various specialties or to professional trainers and training developers. The article identifies some major training-related issues, sociological specialty areas that apply to training-related research, areas of research that are of likely interest to sociologists and what sociologists might do to get involved in training research. He is on loan from the Armstrong Laboratory, Technical Training Research Division at Brooks AFB, TX, 78235. The views expressed in this article are those of the author and do not necessarily reflect the views of the U.S. Air Force or the Department of Defense. An earlier version of this paper was presented at the Southwest Sociological Association Annual Conference in March 1993.     

EMPLOYER SPONSORED MEDICAL BENEFITS: The Influence of Occupational Characteristics and Gender

This research investigates gender differences in employer-sponsored medical fringe benefits: health insurance, dental insurance, sick leave, life insurance, and eye care coverage. Using data from a nationally representative sample of workers in the United States, human capital and structural theoretical approaches are drawn upon to explain the receipt of these benefits. The data suggest (a) men were more likely than women to receive each medical benefits from their employer; (b) occupational conditions largely account for the gender differences in coverage; (c) structural conditions of the occupation were more likely to predict the receipt of employer-sponsored medical benefits than were human capital attributes; (d) hazardous working conditions were not compensated for with medical benefits, with the exception of eye care coverage; and (e) gender did influence the relationship between several occupational conditions and benefit coverage.