Pathways from workplace flexibility to turnover intention: Role of work–family conflict,family–work conflict,and job satisfaction

This study examined the prevalence of workplace flexibility and the mechanisms that allow workplace flexibility to influence turnover intentions through work–family and family–work conflicts and job satisfaction among low‐wage workers in South Korea. Participants included 250 low‐wage workers whose monthly salary was less than 2 million Korean won (approx. $1,900). The study results indicate that low‐wage workers have limited access to workplace flexibility and that workplace flexibility plays a significant protective role in reducing their turnover intention, indirectly by decreasing work–family conflicts and enhancing job satisfaction. This article also discusses the implications of these findings for labor policy and social work practice.     

Social Workers' Perceptions of Training Preparedness and Social Justice Norms on Workplace Empowerment

This study examined the relationship between (a) social workers' perceptions of preparedness to perform in their professional roles and perceived social justice behaviors at work and (b) workers' sense of workplace empowerment. A sample of 152 currently licensed social workers responded to web or mailed surveys. Respondents were more likely to perceive having workplace empowerment related to meaning in their work if they reported their social work program training prepared them for their professional roles. Perceived social justice behaviors at work were associated with workers' experiencing empowerment related to the impact they had at work. Social workers' sense of training preparedness and experiencing social justice at work can positively influence workers' perceived empowerment. Enforcing the importance of engaging in social justice with clients in social work education, both in class and in field placements, has the potential for long-lasting effects on empowerment in students' future workplaces. Agency-level management should ensure continuity in social justice activities to enhance feelings of workplace empowerment, which may help social workers connect with clients. Future research should examine elements of social work programs that promote feelings of empowerment in order to understand how the same approach can be used in models of continuing education and organizational management.     

An Analysis of Supervisor Support of Policies on Workplace Flexibility

ABSTRACT

Workplace flexibility policies provide workers with an opportunity to attain a healthy work–life balance. This study utilized a secondary data set of 658 supervisors from a study that was commissioned by the work–life office of a major university in the Southern United States to get a better understanding of the implementation of flexibility policies at this university. The purpose of examining this secondary data set was to determine whether supervisors who have caregiving responsibilities are more likely to be supportive of workplace flexibility policies than those with no caregiving responsibilities. The findings indicate that supervisors who have caregiving responsibilities are no more likely to be supportive of workplace flexibility than those with no caregiving responsibilities. This finding is important to those who have a vested interest in understanding factors that may promote or undermine workplace policies that have direct impact on workers and their families. Future research and recommendations for practice are made.     

Preventive therapy and resilience promotion: an evaluation of social work led skills development group work

Concerns have been expressed for some time about a decline in emphasis on therapeutic work in social work, notably articulated in the Munro Review. Further concerns have been expressed in child care that social workers have increasingly had to focus on child protection work rather than earlier stages of prevention. However, there remain opportunities for social workers through the development of new programmes. One development has been that of Behaviour and Education Support Teams: multi‐professional teams, containing as a key element social workers, and encouraging novel practices designed to help emotional stability and improved behaviour and education performance. This study reports on an evaluation of a social worker delivered school‐based social skills programme, which can contribute to the important area of resilience. This showed significant and sustained improvements in pro‐social behaviour and friendships. The implications of this for the therapeutic potential and professional role of social work are discussed.     

What does empathy sound like in social work communication? A mixed‐methods study of empathy in child protection social work practice

It is widely accepted that empathy is important for social work practice, yet there are multiple dimensions of empathy and comparatively few studies of empathy as a component of social work skill. To date, published studies have been quantitative, and as a result, we know little about how social workers demonstrate empathy in practice or what skilled empathic practice in child and family social work might sound like. This study contributes to the development of understanding of empathy as a social work skill through a mixed‐methods analysis of 110 audio recordings of meetings in a child protection service between workers and parents, applying a coding framework for analysis. Findings indicate that workers who demonstrate higher levels of empathy skill use more open questions and reflections in their communication with parents. Further, they demonstrate curiosity about and make efforts to understand parents' often difficult experiences, including a focus on emotions. That the majority of workers were found not to demonstrate a high level of empathy skill presents concerns to be considered by the social work profession. A deeper understanding of empathy presents an opportunity for an increased focus in organizations to enable workers to demonstrate empathy towards families they work with.     

Room to move? Professional discretion at the frontline of welfare‐to‐work

Outcomes of social policies have always been mediated by the discretionary agency of front‐line staff, processes which nevertheless have received insufficient attention in policy evaluation and in the social policy literature more broadly. This article takes the case example of the policy reforms associated with the Australian government's welfare‐to‐work agenda. Drawing on two discreet research projects undertaken at different points in the policy trajectory, the practices of social workers in Centrelink – the Commonwealth government's primary service delivery agency involved in welfare‐to‐work – is examined. Centrelink social workers have been and remain one of the core groups of specialist staff since the Department's inception in the late 1940s, working to improve the well being of people in receipt of income security. Their experiences of the recent past and their expectations of the future of their professional practice as welfare reform becomes more entrenched are canvassed. In summary, the discretionary capacity of the Centrelink social workers to moderate or shape the impact of policy on income security recipients is steadily eroding as this group of professionals is increasingly captured by the emerging practices of workfare.     

Older Workers in Intergenerational Child Care

Thirty-four older workers in one of five intergenerational child care settings participated in a study exploring the effects of their participation in intergenerational child care programs. The purpose o the study was (1) to identify and describe a sample of older child care workers and (2) to identify characteristics of the older child care workers or the work experience which significantly impact on their lives. The older workers completed a written questionnaire, standardized life satisfaction scale, and interviews. The results suggest that participation in intergenerational child care programs supports the notion of generativity and enhances productive aging. Older workers reported increases in feeling needed, valued, and a sense of self-worth, and increased social contact. Over 90% of the older workers reported that their job expectations were met and that they felt the children had benefitted from their work. Positive changes in attitude about children's growth was positively related to the older workers' personal growth. Older workers also reported greater personal growth when they worked in excellent child care centers as compared to good or fair quality centers. Younger teachers reported positive changes in the classroom environment with the presence of older workers. These findings have implications for training older adults as child care workers and for social policy issues concerning older citizens' roles in our society.     

Care management in practice: on the use of talk and text in gerontological social work

Cedersund E, Olaison A. Care management in practice: on the use of talk and text in gerontological social work Int J Soc Welfare 2010: 19: 339–347 © 2010 The Author(s), Journal compilation © 2010 Blackwell Publishing Ltd and International Journal of Social Welfare. This is a study of encounters between social workers and citizens in one type of welfare organisation, the municipal elder care system. The article sheds light on how older people's claims are dealt with in the processing of home care applications. Twenty encounters between social workers and older people were studied using discourse analysis. The findings reveal that discursive practices are part of the routine when the applications are processed. The application handling follows an agenda‐bound pattern that is visible in the encounters. In these standardised procedures, oral discourse is embedded in routines that also include the use of texts. However, within this institutional order, there is also an important element of negotiation between the parties. It is therefore claimed that the encounters include a negotiated order that does not exist on its own, but is achieved in the ongoing interaction.     

Impacts of HIV/AIDS on poor and socially marginalised former commercial plasma donors in rural central China: social work implications

Little is known about the impact of HIV/AIDS on people who acquired the virus through former commercial plasma donations in the mid-1990s in rural Central China. The objective of this study was to examine socioeconomic impacts associated with HIV/AIDS on poor farm workers and their families, with a particular focus on economic hardships and social exclusion. The findings from 30 interviews reveal the profound effects of deteriorating health on labour power loss. The well-being of people living with HIV/AIDS was immensely affected by the loss of income, debts due to health-related expenses and a lack of alternate sources of income. Social exclusion and HIV/AIDS-related stigma remain significant issues in a workplace, funerals, and weddings. This article highlights the economic impacts of HIV/AIDS on China’s rural population and provides recommendations for social workers to mitigate the impacts of social exclusion on vulnerable rural households in China.     

Unheard voices,unmapped terrain: Care work in long‐term residential care for older people in Canada and Sweden

Daly T, Szebehely M. Unheard voices, unmapped terrain: care work in long‐term residential care for older people in Canada and Sweden This article aims to contribute to comparative welfare state research by analysing the everyday work life of long‐term care facility workers in Canada and Sweden. The study's empirical base was a survey of fixed and open‐ended questions. The article presents results from a subset of respondents (care aides and assistant nurses) working in facilities in three Canadian provinces (n= 557) and across Sweden (n= 292). The workers' experiences were linked to the broader economic and organisational contexts of residential care in the two jurisdictions. We found a high degree of country‐specific differentiation of work organisation: Canada follows a model of highly differentiated task‐oriented work, whereas Sweden represents an integrated relational care work model. Reflecting differences in the vertical division of labour, the Canadian care aides had more demanding working conditions than their Swedish colleagues. The consequences of these models for care workers, for older people and for their families are discussed.     

The challenges of corporate social responsibility (CSR) multi-stakeholder practices: searching for a new occupational social work model in China

The emergence of China as a ‘world's factory’ in the new millennium was accompanied by the rise of a new working class which was composed of more than 200 million peasant-workers. As internal migrant labourers, these peasant-workers were deprived of citizenship rights to reside in the city and lacked basic labour rights and protections. In order to address the precarious working conditions of migrant workers who were employed by transnational corporations, a global Corporate Social Responsibility (CSR) movement emerged, introducing a wide range of transnational corporate codes of conduct, labour standards and labour rights. This article presents a case study of a transnational CSR multi-stakeholder training programme at a Chinese workplace, in an attempt to demonstrate how capital, transnational NGOs and local labour NGOs – and including social workers – are all involved in the project to promote labour rights in China. Specific focus is placed on the role of social workers in enhancing worker participation in this project; the challenges and dilemmas that they encountered in the process, and suggestions are provided regarding the future development of a new model of occupational social work in China.     

The Work Experiences of Social Workers: Factors Impacting Compassion Satisfaction and Workplace Stress

Abstract

In 2015, over 6,000 licensed social workers in 13?US states responded to an online survey regarding perceptions and feelings about their work, as well as numerous personal and practice issues. Specifically, this study examined participants’ levels of compassion satisfaction and workplace stress, and then determined through multivariate analyses what demographic factors, behavioral and physical health problems, practice issues, fields of practice, and workplace environment issues impacted these two variables.

The findings indicate that participants demonstrated high levels of compassion satisfaction, with a wide range of workplace stress levels. Workplace environment issues had the greatest impact on both variables, with social workers’ mental health problems, physical health status, and certain demographic factors such as race also influencing them. Over 82% of respondents expressed agreement that they were glad that they chose social work as a profession. The results appear to demonstrate that despite being a potentially stressful occupation, licensed social workers tend to experience significant emotional satisfaction from their work. On the other hand, the results also highlight the need for further research to determine how to enhance support for social workers in the workplace in order to not only reduce workplace stress, but also to increase compassion satisfaction.     

Men who work at age 70 or older

The federal policy on older workers has shifted from the encouragement of early withdrawal from the labor force to the encouragement of continuous participation in the labor force. In this light, it is instructive to investigate the backgrounds of elderly people who work at age 70 or older. This article presents the findings of a study, using data from the 1993 Asset and Health Dynamics of the Oldest Old Study, that investigated the effects of health, economic conditions (net worth, employer-provided pensions, and supplemental medical insurance coverage), education, and spouse's work status on the probability of working among men aged 70 or older. The study addressed the probability of working, the probability of working fulltime and of working part-time, and the probability of being self-employed and of being employed by others. Implications for policy are discussed.     

Is there a field of social work?: Trainees evaluating social problems and social work

My aim was to study the experiences and priorities of two age groups of social work students practicing in client-centered social work. This article is based on the research on rationality and language games in social work. The target groups of the research project as a whole were the actors: the heads and social workers or activists in public social welfare and health care agencies and institutions and in voluntary associations and action groups, and finally, two subsequent classes of students from a school of social work, during their practicing periods. This article concentrates on the trainees. At first, the trainees wrote essays and kept diaries. Secondly, they marked their standings on graphs visualizing different types of information contents and social relation structures. Thirdly, they made their choices of reasons for and solutions to social problems on a problem wheel. The trainees' study, using different data gathering techniques, partly confirms the results of the research of the other actor groups, in which the data were derived using questionnaires and interviews. The trainees' study shows variation in the respondents' priorities within and between specified social problem categories. Qualitatively analyzed, however, the characterizations of social work, both those who currently act in and those aiming to enter this field, resemble one another.     

Social work is beautiful On the characteristics of social work

Social work is frequently described as a problem-solving activity. Social workers are expected to identify social problems, thoroughly investigate them and take proper measures to solve them. Superficially, this kind of definition is unassailable and harmless (and, of course, partly valid), but in a deeper sense it denies us access to important concepts, perspectives and, hence, possibilities of interpretation, regarding the activity we call social work. Following this line of thought, there is a blind spot in the self-understanding of social work. This article outlines an alternative perspective on social work emphasizing making visible new possibilities of interpretation and action rather than solving problems. In connection with a recently reported research project, Organization and Human Change in Social Work, specific features of social work are suggested and discussed. The aim is to contribute to the development of a theoretical identity of social work, based on its own specific characteristics.     

Do childcare policies and schedule control enhance variable time workers' work–life balance? A gender analysis across European countries

Variable time work is no longer abnormal in the post-industrial economy and is accelerating due to digitisation and the COVID-19 pandemic. Previous studies have revealed a causal relationship between working time variability and work–life balance at the individual level; however, there has been less discussion of the role of the institutional context. This study examines the interplay among childcare policy, schedule control, and its relationship with work–life balance. We conducted a multilevel analysis using the European Working Conditions Survey. The analyses revealed that childcare policy has a U-shaped relationship with work–life balance for female variable time workers without schedule control. In contrast, workers with schedule control and male workers did not have a curvilinear relationship with the outcome. Our analyses imply that sufficient childcare intervention and its interaction with schedule control are necessary to offset the negative effect of childcare services on work–life balance.     

Raising awareness of transformative ecosocial work: Participatory action research with Australian practitioners

This article reports on Participatory Action Research with social work practitioners who collaboratively explored the effects on professional practice when practitioners raise their awareness of an ecosocial work approach. Although contemporary research in the profession has contributed to the ongoing development of ecosocial work, there is a notable lack of collaboration with social work practitioners. Using a transformative ecosocial work model of practice, researchers together with social workers from a range of practice contexts met as co‐inquirers to plan, implement and evaluate ecosocial work interventions. As part of a larger international study, this article reports on research outcomes within the Australian context. Overall, results indicate that practitioners incorporated interventions across personal, individual, group and organisational levels of practice, but were constrained by structural elements at broader levels. Continuing the development of ecosocial work requires further collaborative exploration with practitioners, which takes into consideration communities and broader social and political systems. Key Practitioner Messages: ? This research endeavours to contribute to the evidence‐base for progressing transformative ecosocial work in professional practice; ? Using Participatory Action Research (PAR), this research was done in collaboration with social work practitioners as co‐inquirers to develop ecosocial work interventions; ? A range of ecosocial work interventions were implemented at the personal, individual, group and organisational levels.     

Age,Tenure, Resources for Control,and Organizational Commitment*

Objectives. A higher level of organizational commitment for older and more experienced workers has primarily been explained via exchange theory or a cohort effect. We use an agency‐structure framework to explain that higher levels of commitment result from feelings of control in the workplace. Methods. We examine this framework using data from a survey of 400 unionized factory workers in the Midwest. Results. The relationship between organizational commitment and predictors is affected by worker career stage. Most significantly, the commitment for older and more experienced workers increases with high levels of autonomy, while the opposite is true for younger and less experienced workers. Conclusions. When workers experience greater control at the point of production, they express greater organizational commitment. Although empowering for older and experienced workers, having freedom at work can be threatening or destabilizing for the younger workers, who may prefer more guidance.