Inclusion and commitment as key pathways between leadership and nonprofit performance

Given the projected growth of workforce diversity in the United States and the fact that heterogeneous workforces result in both positive (increased retention and performance) and negative (increased conflict and turnover) organizational outcomes, nonprofit leaders are faced with the challenge of effectively managing their workforces. Findings ways to ensure positive workplace outcomes, such as employee commitment (an emotional attachment to the organization) and performance, is especially critical for the overall functioning of nonprofit organizations. Using longitudinal multilevel path analyses, this study examined whether transformational leadership influenced work group performance through both creating a climate for inclusion and increasing employee affective commitment in a diverse nonprofit health care organization. Results indicate that transformational leaders help increase perceptions of inclusion, which improves employee commitment to the organization, and ultimately enhances perceived work group performance. This suggests inclusion and affective commitment as key factors for how leaders can increase nonprofit performance.     

Exploring the relationship between employment-based social capital, job stress, burnout, and intent to leave among child protection workers: An age-based path analysis model

Research suggests that age and organizational factors are consistently linked with job stress, burnout, and intent to leave among child protection workers. However, no study has contextualized how age matters with regards to these adverse employee outcomes. We conducted a theory driven path analysis that identifies sources of employment-based social capital, job stress, burnout, and intent to leave among two age groups. We used a statewide purposive sample of 209 respondents from a public child welfare organization in a New England state in the United States. Results suggest that the paths to job stress, burnout and intent to leave differed by age group. Social capital dimensions were more influential in safeguarding against job stress for older workers compared to younger workers. Our results justify creating workplace interventions for younger workers that target areas of the organization where relational support could enhance the quality of social interactions within the organization. Organizations may need to establish intervention efforts aimed at younger workers by creating different structures of support that can assist them to better deal with the pressures and demands of child protection work.     

Understanding the role of Australian Aboriginal maternal infant care workers: bringing a cultural dimension to a critique of the ideal worker concept

Models of care that include a prominent role for Aboriginal workers are fundamental to improving the health of Aboriginal Australians. However, tension arises when these models co-exist with mainstream models, contributing to difficulties sustaining an Aboriginal workforce. The ‘ideal worker’ theory is drawn on to explore whether historical workplace norms undermine the roles of Aboriginal workers in an Australian hospital setting. In-depth interviews were conducted with 30 staff and clients of an innovative maternity service, featuring Aboriginal Maternal Infant Care (AMIC) workers caring for Aboriginal women in partnership with midwives. A phenomenological methodology highlighted that unrealistic and inappropriate assumptions embedded in the ideal worker notion underpin many challenges facing AMIC workers. These workers have deep ties to their communities, with extensive responsibilities beyond the workplace. Although the hospital system relies on these ties to engage clients, this time commitment and the unbounded ways in which AMIC workers provide care are not acknowledged. Findings illustrate how the ideal worker concept has a cultural and gender dimension, which undermines AMIC workers and does not value culturally relevant care. This work has implications for ingraining cultural competence into health care, suggesting the wide-ranging contributions of Aboriginal workers must be recognised to achieve sustainable reform.     

The role of ‘workplace family’ support on worker health,exhaustion and pain

The goal of this study was to improve understanding of the potential health benefits of social support at work. We utilized 2002 GSS data to examine the relative influence of workplace support on self-reported health, exhaustion and experience of persistent pain in a sample of 1602 workers. Building on previous Demand-Control-Support models, we examined co-worker, supervisor, and organizational safety support (conceptualized as ‘workplace family’) in concert with job demands, job control and work-family conflict as predictors of worker health measures. We further tested the extent to which work-family conflict acted as a mediator between family and work characteristics and worker health outcomes. We found that increased co-worker support in the workplace was associated with better worker self-reported health, lower exhaustion and less pain. In addition, higher levels of perceived organizational safety support were associated with better self-reported health and lowered exhaustion. There is little evidence that work-family conflict mediates between work and family characteristics and worker health, and work-family conflict does not mediate the relationship between workplace family measures and worker health. We discuss results in light of workers’ changing and expanding definitions of family, with implications for changes in the organization of the workplace to improve workers’ health.     

STATUS DIVISIONS AND WORKER MOBILIZATION

The relatively conservative trajectory of the American labor movement often has been attributed to enduring status divisions among workers such as race and ethnicity, occupation, and skill. Such divisions, it has been argued in the literature, fragment working-class organization and pose limits on solidarity. Recent analyses of labor and class-based mobilization, however, have begun to challenge this assumption, suggesting that the impact of pertinent worker divisions is quite varied. In this article I draw from and extend these literatures by examining how workplace stratification impacts individual strike participation. The analyses draw on unique individual level data from a recent strike by the Communication Workers of America. Findings speak to the complexities of worker action, and show that status divisions among workers, while meaningful for strike participation, do not preclude successful collective action. I conclude by discussing the implications for labor mobilization more generally.     

Sexual harassment in contemporary workplaces: Contextualizing structural vulnerabilities

Recent high‐profile cases of unwanted sexual attention in the workplace and the vibrancy of the associated #MeToo movement have drawn attention to the need to continue to explore workplace sexual harassment. In this article, we review existing literature on workplace sexual harassment, with an emphasis on the roles of power and structural vulnerability—key factors underlying sexual harassment. We argue for the need to contextualize structural vulnerabilities, with an eye towards uncovering how dimensions of power and vulnerability vary across workplaces, creating different mechanisms contributing to sexual harassment in specific contexts. With this backdrop, we then use the restaurant service industry as an example to illustrate the unique structural vulnerabilities workers are exposed to in this environment. We conclude with a discussion of the importance of continuing to investigate the dynamics of sexual harassment, especially with work that takes an intersectional approach.     

SHOPFLOOR CULTURES: The Idioculture of Production in Operational Meteorology

Each workplace operates within a cultural context in which local features of interaction influence how employees conceptualize their workplace self. Building on small-group research, I argue that understanding these idiocultures as action arenas helps to specify how group knowledge, practices, and beliefs are expressed and affect occupational identity. To demonstrate the power of microcultures, I analyzed local offices of the National Weather Service (NWS) through ethnographic methods. I focused on the Chicago office, demonstrating how its culture, which emphasizes autonomy and resistance to authority, shapes the staff's images of scientific practice and the contours of being a scientist. The culture is revealed in their joking relations as well as in other office traditions. I then compared this culture with that of Flowerland, a spin-up office established in the 1990s. These two offices use their cultures to differentiate themselves, creating distinct work practices. As all work groups have local cultures, giving greater attention to small-group dynamics helps us understand how workers define themselves, how cultures differ, and how the effects of these differences shape the experience of work.     

Constituents of healthy workplaces

The aim of the study presented here was to identify and characterize the constituents of a healthy workplace from the viewpoints of employees at four different companies with low rate of absenteeism due to illness. A non-randomized, purposive selection was made of 27 respondents -- four department heads, 16 white-collar workers, and seven blue-collar employees. The respondents were told to describe in writing how they experience factors contributing to good health at their workplace. The data analysis was carried out with a phenomenographic approach. Four main categories of health-related factors emerged: Good Work Environment, Active Keep-Fit Measures, Functional Leadership and Individual Responsibility. The employers fulfil demands for a good physical working environment, but the need for improvements in the psychosocial environment remains. The most promising finding is that the respondents' accept personal responsibility for maintaining their own good health.     

Profession and Workplace Expectations of Social Workers: Implications for Social Worker Subjective Well-Being

The expectations people have of social workers, and those that social workers hold of themselves, can negatively affect social worker's perceived well-being, via work stress and strain and other negative workplace experiences. This qualitative research presents findings that help to better understand what aspects of these expectations have the greatest impact on the well-being of a sample (n = 19) of social workers with reported low levels of workplace and profession satisfaction. Our data support a conceptual framework of social worker's expectations that relate to outcomes of practice, social worker roles, the perceived functioning by other health-related professionals, conflict in direct practice with social worker identity and having to work in adverse situations, as all contributing to the well-being of social workers. Findings are discussed in relation to social work practice and the role and function of professional associations and educational programmes in addressing these issues that emerge in practice.     

Social firms: Building cross-sectoral partnerships to create employment opportunity and supportive workplaces for people with mental illness

A major barrier to employment for people with mental illness is limited access to supportive and non-discriminatory workplaces. Social firms are businesses committed to employing up to 50% of people with a disability or other disadvantage and to providing supportive work environments that benefit workers. Little research has been conducted to understand the features and social processes that support the vocational experiences of employees with mental health issues in social firms. Objective: This ethnographic study sought to explore the experiences of nine employees at one Australian social firm. Participants: Nine employees of a social firm, with and without mental illness. Methods: Study methods used included participant observation, interviewing and document analysis. Results and conclusions: The study highlights the complexity of running a socially-invested business, and the importance of cross-sectoral partnerships to support their operational success. Natural workplace supports, adequate training and support infrastructure and enabling participation in the business, were identified as important to creating a supportive workplace. Partnerships within the workplace and in support of the workplace are discussed. Future growth and development of partnerships are recommended to support the establishment of social firms.     

‘I should at least be given a chance to try’: the experience of media workers with disabilities in the United States during postsecondary education and early career

This qualitative study described the lived experience of media workers with disabilities in the United States during postsecondary education and their transition to the professional media workplace. While there is ample literature about disability narratives in media products, there is a significant gap in the research about media workers and students with disabilities. Three participants provided face-to-face interviews and submitted media artifacts that they felt provided abstract representations of their experience. Invariant structural themes that emerged were that participants possessed a high level of self-efficacy, and while their colleges provided supportive environments, they faced discrimination in the media workplace. Additionally, they received few or unhelpful educational accommodations and little guidance from faculty as they transitioned from education to work. Findings suggest a need for faculty training in inclusive pedagogies, review of media curricula that considers students with disabilities, and assistance for students as they progress from postsecondary education to the media workplace.     

The Psychology of the Psychopharmacology Triangle

Abstract

The psychopharmacological triangle generated by recent changes in mental health practices requires social workers to deepen their understanding of the psychological meanings of such treatment. Many clients receive concurrent psychotherapeutic and psychopharmacological interventions from different providers, creating a triangular treatment relationship. To facilitate a successful outcome, social workers will need to understand how meaning, transference and countertransference are stimulated by this arrangement. The literature on these issues as well as clinical experience will highlight specific issues requiring attention. By attending to these dynamics, the social worker can maximize the chances for a successful treatment outcome.     

Employment and Sexual Orientation:

Economist, sociologists, and other social scientists have begun to study the influence of sexual orientation on individuals in the labor market, particularly with respect to employment discrimination. The conceptual framework developed in this paper connects lesbian, gay, and bixexual workers' disclosure of their sexual orientation to the economic and social characteristics of the workplace. Disclosure creates the potential for discrimination by employers and coworkers. The framework shows how sexual orientation operates independently and in interaction with other important characteristics such as race and gender. A review of existing research supports the hypothesis that discrimination against gay workers exists. Both workplace groups for gays and lesbians and those who work gay and lesbian workers (such as supervisors, personnel managers, and counselors) need to understand the relationship between disclosure and discrimination in order to make workplaces supportive of lesbian, gay, and bisexual workers.     

More than Money: The Importance of Social Exchanges for Temporary Low-Skilled Migrant Workers’ Workplace Satisfaction

Research has focused on the happiness of immigrants, but the workplace satisfaction of temporary low-skilled migrant workers has rarely been explored. By utilizing survey data for two years, 2010 and 2013, along with interviews with migrant workers, we explored how economic or social factors could trigger diverse impacts on the satisfaction of temporary low-skilled migrant workers in different work environments. Results showed that economic factors triggered more notable impacts in 2010, while the importance of social factors increased with improvements in work environments in 2013. The results indicated that moving motive premises and social exchange theory effectively explain attitudes of temporary low-skilled migrant workers. Theoretical and practical contributions and suggestions of the results are also included.     

“Walking the Tightrope:” Clinical Social Workers’ Use of Diagnostic and Environmental Perspectives

The purpose of this study was to understand how clinical social workers think about and utilize two distinct worldviews: the psychiatric perspective of DSM diagnosis (Diagnostic and Statistical Manual of Mental Disorders) and the contextual person-in environment perspective. The former is a requirement for service and reimbursement in nearly every clinical setting, while the latter has always been the hallmark of a distinctively “social work” approach. Although there have been quantitative surveys of social workers’ use of the DSM, this is the first qualitative study to examine how social workers actually navigate these two worldviews. Thirty clinical social workers took part in individual interviews, and their responses were analyzed thematically using HyperRESEARCH, a qualitative data management program. Findings reveal an array of ethical and practical issues, including the central “tightrope” of balancing the need to “ramp up” problem formulation in order to access service with the desire to “damp down” in order to minimize stigma and avoid pathologizing problems in living. Implications are addressed for social work practice, policy, and education.     

Perceived Levels of Cultural Competence for School Social Workers: A Follow-Up Study

The purpose of this article is to report on findings from a follow-up study that examined the relationship among social work education programs, postgraduate professional development, and school social workers’ perceived levels of cultural competence in practice with urban minority youth. The initial study demonstrated that African Americans perceived a higher level of cultural competence than their Anglo American counterparts did. Findings highlight the need to understand the processes by which practitioners become culturally competent for urban school social work practice. Underscoring the importance of professional development, the authors determined that geographic location of practice may serve as a factor that influences how practitioners anticipate the need for culturally competent practice with diverse populations. Implications for practice and future research are discussed.     

Indicators of healthy work environments--a systematic review

The purpose of this study was to systematically review the scientific literature and search for indicators of healthy work environments. A number of major national and international databases for scientific publication were searched for research addressing indicators of healthy work environments. Altogether 19,768 publications were found. After excluding duplicates, non-relevant publications, or publications that did not comply with the inclusion criteria 24 peer-reviewed publications remained to be included in this systematic review. Only one study explicitly addressing indicators of healthy work environments was found. That study suggested that the presence of stress management programs in an organization might serve as indicator of a 'good place to work', as these organizations were more likely to offer programs that encouraged employee well-being, safety and skill development than those without stress management programs. The other 23 studies either investigated employee's views of what constitute a healthy workplace or were guidelines for how to create such a workplace. Summarizing, the nine most pronounced factors considered as important for a healthy workplace that emerged from these studies were, in descending order: collaboration/teamwork: growth and development of the individual; recognition; employee involvement; positive, accessible and fair leader; autonomy and empowerment; appropriate staffing; skilled communication; and safe physical work.     

An investigation of a workplace-based return-to-work program for shoulder injuries

The purpose of this study was to investigate and evaluate the current workplace management of rotator cuff injuries in a manufacturing plant. The secondary aims were to examine the impact of the company's return-to-work processes, compare outcomes to current industry standards for work (re)entry and to identify the components that characterized this workplace-based return-to-work (RTW) program. This investigation involved a case study approach comprised of an examination of the program context using interviews, onsite visits, a document review and a retrospective analysis of the RTW experiences of 184 workers with shoulder injuries. Findings revealed that the workplace-based RTW program was consistent with and shaped by the organizational culture of problem solving, knowledge exchange and equitable participation of workers, supervisors and health professionals. These components contributed to the program in achieving the following outcomes for workers with shoulder injuries. One-third of workers were placed on modified duties within three days, 56% of workers who engaged in an early RTW program returned to work within one month. Overall, 87.8% of workers with rotator cuff injuries successfully returned to pre-injury work. The implications of developing capacity for workplace-based programs to manage injuries at work are discussed.     

Ergonomic risks in mining companies: a study in Paraiba/Brazil

The growing concern for the welfare of workers in the work environment, the importance of widespread use of ergonomics in the different sectors of industry. Yet most corporate practices that work with rudimentary or great need for human handling of materials is not fully in line with the ergonomic aspects. Given this, this article aims to identify ergonomic hazards in mining to later propose improvements in the process. After a series conducted plant visits, found that workers are exposed to various ergonomic risks, which entails the need for new healthy practices in the workplace. Finally, a series of proposals are submitted in order to avoid possible occupational diseases.