WORK HOUR MISMATCH AND JOB MOBILITY: ADJUSTMENT CHANNELS AND RESOLUTION RATES

This paper analyses the role of job changes in overcoming work hour mismatches (i.e., differences between actual and desired work hours). It addresses two, yet neglected, questions: (1) How do adjustments in desired work hours, additionally to adjustments in actual work hours, contribute to the resolution of these mismatches? and (2) Does the well‐documented increased work hour flexibility of job movers help to actually resolve work hour mismatches? We find that job change increases the probability of resolving work hour mismatches, but far less than expected with free choice of hours across jobs. (JEL J21, J22)     

Gender, technology and jobs

Men have traditionally gained more than women from access to technologies at work which bring prestige, job security, more satisfying work and higher pay. Typically female jobs have centred on technologies, if they have at all, which tend towards routine and possibly deskilled work. Typing is a prime example. It is possible that this is changing through computerization, which is extensive but also equally distributed by gender. Does the wage premium, which use of a computer has been found to confer on users, benefit women sufficiently to suggest some sort of equalization through technology, or possibly even a female advantage? This is tested using data from four European countries. There is no across‐the‐board benefit from the use of computers. For both men and women it depends on the nature of their occupation. Some, more routine usages of computers are associated with a negative outcome. However, this occupational balance itself varies by gender.     

SOCIOECONOMIC STATUS, JOB CONDITIONS, AND WELL-BEING: Self-Concept Explanations for Gender-Contingent Effects

Using data from a representative sample of adults age eighteen to fifty‐five who reside in Toronto, Canada, and are employed in the paid labor force, this study asks: Are the health benefits of education, income, job autonomy, and nonroutinized work different for women and men? If so, do mastery and self‐esteem contribute to those differences? Results show that women and men derive different personal benefits from socioeconomic status and job qualities: (1) education, job autonomy, and nonroutinized work are associated more positively with the sense of mastery among women, (2) job autonomy is associated more positively with self‐esteem among women, (3) education, job autonomy, and nonroutinized work are associated more negatively with depressive symptoms among women, and (4) job autonomy and nonroutinized work are associated more positively with global health among women. Moreover, the patterns in (1) and (2) explain the gender‐contingent effects in (3) and (4). In addition, unexpected suppression effects reveal that, among men, education is associated negatively with mastery and self‐esteem—but only after adjustment for job conditions. I interpret the findings in the context of the disadvantaged status thesis and speculate about status‐related social comparison processes.     

Speaking up and stepping back: Examining the link between employee voice and job neglect

How does an employee attempts (or lack thereof) to improve or change work related circumstances influence one's ability to do one's job? This longitudinal study sought to examine this question by testing the relationship between employee voice and two distinct forms of job neglect (active and passive neglect) among child welfare workers at baseline (time 1: n = 359) and six month follow-up (time 2: n = 187). Path analysis results revealed significant yet unexpected relationships between employee voice and the forms of job neglect. At time one, results showed that as employees voiced, they engaged in active neglect; yet this relationship shifted over time. In that, employees who exercised voice at time 1 were less likely to engage in active job neglect at time 2. With respect to passive neglect and voice, employees who indirectly limited their work effort at baseline were more likely to speak up at time 2. This study examines this unique finding and the role that both employee voice and job neglect play as workers attempt to manage dissatisfying work conditions or promote positive organizational change.     

GENDER, DIMENSIONS OF WORK, AND SUPPORTIVE COWORKER RELATIONS

Do women report a higher level of coworker support than men? If so, do dimensions of work contribute to that difference? To address these questions, I examined data from a sample of employed Toronto residents. Overall, women reported a higher level of coworker support than men. Job authority and nonroutine work are associated positively with coworker support, while job noxiousness is associated negatively with coworker support. In addition, two gender‐contingent associations between work dimensions and coworker support emerge: (1) job autonomy is associated positively with coworker support among women only, and (2) job demands are associated negatively with coworker support among women and positively with coworker support among men. I discussed ways that these findings fit into and extend sociological analysis of the links between occupational life and psychosocial functioning.     

Diana Gittins. The Child in Question. New York: St. Martin's Press, 1997. 231 Pages

Abstract

Does occupation-level information reflect what people actually do at work and thus influence individuals? I examine whether there is an effect of occupation-level complexity on individuals' sense of personal control, and if there is, whether the effect is a proxy for the actual work people do on their jobs. I analyze a national probability sample of 1,450 employed persons interviewed by telephone in 1995. Without adjustment for worker's reports of autonomy, creativity, authority, and social interaction in their daily work, an index of DOT occupational complexity of work with data and people correlates with the sense of personal control. Adjustment for job-level autonomy, creativity, authority, and social interaction renders the occupation-level measure insignificant and shows significant effects of autonomous work, creative work, and social interaction at work on the sense of personal control.     

关于上海出租汽车行业资产重组问题的对话

市客管处王秀宝处长回答记者提出的问题:上海出租汽车行业是否需要资产重组?基本条件是否已具备?采取哪些措施?     

Teil-autonome Arbeitsteams oder tayloristische Produktionslinie? Welche Erkenntnisgewinne bieten simulationsbasierte Work Design Trainings

Digitalisation, flexible job markets, new technologies and innovative forms of collaboration constitute increasing challenges for employers and the design of modern work. But how can we deal with these challenges and what do we know about the effect of good versus bad work design? Based on the job demands-resources model (JRM), we present a simulation-based training during which participants experience the effects of different work characteristics. We focus on the moderating effects of job control and job demands: The JRM assumes that job demands and job control interactively affect employee exhaustion and work engagement: Jobs with high control can buffer the strain-enhancing effect of job demands (buffer hypothesis) and increase work engagement (active learning hypothesis). We test these hypotheses in a workplace simulation during which participants have to produce ice-cream. Our results support the buffer hypothesis but not the active learning hypothesis. We discuss the added value of work design simulations for organisations, practitioners, and HR professionals.     

Family Integration,Achievement Values,Academic Self-Concept and Dropping Out of High School

Recognizing the linkages among family, neighborhood, and work, this study examines whether neighborhood resources (neighborhood satisfaction and informal helping) mediate the relationships between job stressors (work hours, job inflexibility, and work-to-family conflict), family stressors (housework hours and family-to-work conflict), and father-child relationship quality. We performed OLS regressions on data from fathers (N?=?85) from a random sample of couples from the northern part of a western state. Results indicate a direct and negative relationship between job inflexibility and father-child relationship quality that is partially mediated by neighborhood satisfaction. Additionally, family-to-work conflict bears a direct and negative relationship with father-child relationship quality, and neighborhood satisfaction mediates this relationship. Altogether, the analyses support the contention that neighborhood resources may mitigate some of the stresses associated with work and family life.     

GENDER DIFFERENCES IN JOB SATISFACTION

This article analyzes gender differences in job satisfaction among full-time workers. Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis reveals few differences between men and women in the determinants of job satisfaction when considering job characteristics, family responsibilities, and personal expectations. Little support is found for theories that men and women: (1) focus on different aspects of work in arriving at a given level of job satisfaction; (2) differentially condition their job satisfaction according to the extent of their family responsibilities; and (3) employ different personal expectations in evaluating their jobs. Two alternative explanations for women's relatively positive job attitudes are considered. First, women may arrive at a higher level of job satisfaction than men by using different comparison groups. Second, men may be more willing to verbalize dissatisfaction with work because of different socialization. The most likely explanation is that these processes operate in conjunction to produce greater reported job satisfaction among women.     

More Control,Less Conflict? Job Demand–Control,Gender and Work–Family Conflict

The connection between working hours and work‐to‐family conflict has been established in a number of studies. However, it seems what is important is not only the quantity of work but also its quality, as captured by the job demand–control model. Survey data from 800 Swedish employees show that job demands spill over negatively into family life, while job control reduces work‐to‐family conflict. Interestingly, women in jobs with high demands and high control — regarded as the prototype for modern, flexible work life — do not experience more work‐to‐family conflict than men, even when working the same hours.     

Work ability among nursing personnel in public hospitals and health centers in Campinas--Brazil

Nursing personnel is essential in hospital, health centers and enterprises and is the large work force in health system. A cross-sectional study was conducted in a large city in two public hospitals and five health centre with the objective of to evaluate the work ability and health aspects of nursing staff. The sample was composed by 570 workers. The Work Ability Index - WAI and a questionnaire with socio-demographic, health and life style data was applied. The majority of workers was women (83%), married (50.4%), and was working in night shift work (65.6%); 61.4% was auxiliary nursing, 22.3% was registered nurses (RN). The average age was 38.9 years (SD 7.8) and the Body Mass Index mean was 25.8 (SD 5.3). Only 17.2% referred to practice at least 150 minutes of physical exercise five times per week or more. 26.8% had a second job. The work ability mean was 39.3 (SD 5.3) points. Age had a negative correlation with WAI (p=0.0052). Public hospital and health centre workers had poor work ability score when compared with workers from another branches. Public policies related to workplace health promotion need to be implemented in public hospital and health centre to improve the work ability.     

Gender differences in the roles and functions of inpatient psychiatric nurses

This study explored the difference between male and female psychiatric nurses' job performance and job satisfaction levels on an acute care inpatient unit. The amount of time male (n = 28) and female (n = 45) nurses spent on 10 specific functions and roles during a shift were observed and recorded. The nurses also self-rated the amount of time they spent on these specific functions and roles. The observed and self-rated functions were then correlated with job satisfaction. Female nurses were observed and self-rated as spending significantly more time on patient care activities, and these activities were significantly correlated with higher job satisfaction levels. Male nurses who self-rated spending more time on patient care activities had significantly lower job satisfaction scores. Findings confirm the concepts from social role theory that gender identity and expectations influence job performance in psychiatric nursing. The results offer insight for increasing job satisfaction and recruitment/retention efforts.     

The role of age in the relationship between work social characteristics and job attitudes

Despite the amount of research on the link between work social characteristics and job attitudes, there is a lack of work on moderators of this relationship. In the present study, we examine the role of age as a moderating effect of this relationship using life-span development theory. The aim of this paper is to study the moderator effect of age in the relationship between two work social characteristics (interaction outside the organization and interdependence) and job attitudes (i.e., general job satisfaction and work engagement). Participants were 258 workers from private organizations. Data were collected at two time points (2 to 4 weeks between T₁ and T₂). Results showed that the relationship between interdependence and work engagement was stronger for older workers than for younger workers. In addition, the relationship between interaction outside the organization and general job satisfaction was stronger for younger than for older workers. Because increased engagement and satisfaction in an age-diverse workforce is important, organizations may benefit by challenging older workers with interdependent tasks, and younger workers with interaction with stakeholders outside the organization.     

Effects of government policies on the work of home care personnel and their occupational health and safety

The health sector in Québec (Canada) is dealing with profound macro-economic and macro-organizational changes. This article is interested in the impact of these changes on the work of home health aides (HHAs) and home care nurses and their occupational health and safety (OHS). The study was carried out in the home care services (HCS) of four local community service centres (CLSC) with different organizational characteristics. It is based on an analysis by triangulation of 66 individual and group interviews, 22 observed workdays and 35 observed multidisciplinary or professional meetings, as well as on administrative documents. HHAs are experiencing an erosion of their job because the relational and affective aspects of their work are disappearing. This may be due to an increase in their physical workload, leading to an increase in musculoskeletal problems and, to a lesser extent, in psychological health problems. Nurses are seeing an increase in the volume of invisible work that they have to do, which also has the effect of decreasing the relational aspects of their activity. The increasingly numerous psychological health problems are the consequence of this change in their profession. This study also shows that managers' decisions at the local level can reduce or increase the work constraints of HHAs and nurses. Examples of good practices for HHAs are the stabilization of clienteles and the possibility of organizing their itinerary, while for nurses, it is in how clientele follow-up tools are implemented. This article discusses the effects of government policies and decisions on the work and OHS of home care personnel. To address this subject, we use a specific analysis of the workload of home health aides (HHAs) and nurses. We will show the relationships between managers' organizational choices to respond to governmental constraints and the resulting work changes. We will also look at their consequences on occupational health and safety (OHS) and on the work of different personnel.     

Aversive Racism and Intergroup Contact Theories: Cultural Competence in a Segregated World

The United States remains highly segregated, and social work students are likely to live and work in segregated contexts. What implications does this have for their cultural competence? Does segregation affect social workers' ability to serve diverse clients without bias? This article reviews two social psychology theories, aversive racism and intergroup contact, for use by social work educators. Together, these theories suggest both the likelihood of social worker prejudice within a context of segregation and an evidence-based method for improvement. The article concludes by offering strategies for incorporating both theories in cultural competence education.     

Frequency of job stressors,difficulty unwinding after work,and sleep problems among urban transit operators

Poor sleep quality is associated with numerous physical and mental health problems. The purpose of this study is to analyze the occupational and demographic factors associated with sleep problems among a sample of urban transit operators. The sample consists of 676 workers (44% female, 67% African American) at a Northern California public transit agency who participated in a cross-sectional worksite tobacco survey. Approximately 27% of the sample reported that they often had trouble going to sleep or staying asleep in the past 12?months. Results of multivariate logistic regression analysis showed that frequency of job stressors (e.g., equipment problems, road or traffic problems, poor access to bathrooms) and amount of time needed to unwind and relax after work were significantly associated with often experiencing insomnia symptoms (odds ratio [OR]?=?1.76 and 2.44, respectively). Younger workers, females, and nicotine-dependent smokers were more likely to report often experiencing sleep problems than older workers, males, and nonsmokers. Employment length and work shift were not associated with the outcome. The findings indicate that transit operators experience elevated prevalence of past-year sleep problems, and occupational factors play a role in their occurrence. Future research should explore if policies that help reduce frequency of job stressors can mitigate poor sleep quality among this occupational group.     

Handicaps in Job Assignment: Insiders,Outsiders and Gender

In this study, I use personnel data from a large German company in order to analyze handicaps in job assignment. First, I compare the productivity-relevant characteristics (university degree and work experience) and wages between insiders and outsiders as well as between men and women, who have been assigned to jobs at the same hierarchical level. Second, I estimate promotion probabilities and duration models for the time until the next promotion. The overall findings indicate a significant handicap in job assignment for outsiders with respect to schooling and little evidence that women are handicapped. While gender differences in wages within job levels and promotion probabilities are small, women have, on average, significantly less work experience than men at the same job level.     

God,I Can’t Stop Thinking About Sex! The Rebound Effect in Unsuccessful Suppression of Sexual Thoughts Among Religious Adolescents

The rebound effect of thought suppression refers to attempts to suppress thoughts that result in an increase of those thoughts. The aim of this three-study research was to investigate the suppression of thoughts and its possible importance in the cognitive model of predicted compulsive sexual behavior (CSB) among Israeli Jewish religious and secular adolescents. Study 1 (N = 661): Do religious and secular adolescents differ in CSB and related psychopathology? Study 2 (N = 522): Does CSB mediate the link between religiosity and well-being? Study 3 (N = 317): Does religiosity relate to suppression of sexual thoughts, which relates to higher CSB and lower well-being? The analyses indicated that religious adolescents are higher in CSB than secular ones, and that sexual suppression and CSB mediate the link between religiosity and well-being. Results are discussed and address the need for a broader understanding of CSB and the function of thought suppression.     

Coming Out and Job Satisfaction: A Moderated Mediation Model

Prior research suggests that the disclosure of sexual identity at work is not always significantly associated with job satisfaction. The authors investigated (a) the mediating role of workplace heterosexist climate in linking workplace outness with job satisfaction, and (b) the moderating role of anticipated discrimination in influencing the indirect and direct relationship between workplace outness and job satisfaction. This model was tested among 1,460 lesbian, gay, and bisexual (LGB) employees in Italy. Results indicated that workplace heterosexist climate mediated relationships between workplace outness and job satisfaction. Anticipated discrimination moderated the relationships between LGB employees’ disclosure of their sexual identity and job satisfaction and between workplace heterosexist climate and job satisfaction. This moderated mediation model may assist researchers who aim to understand the complexity of the relationship between workplace outness and job satisfaction. In this regard, practitioners need to recognize the role played by workplace heterosexist climate and anticipated discrimination.