Research and theory concerning "dirty work" has largely focused on how employees cope with stable features of their jobs. From a study of employees' experiences across 6 weekly repeated measurements, ...we found that within-person increases in experienced dirtiness were positively related to their withdrawal behaviors and job change propensity indirectly through occupational disidentification. Assessed at the between-subjects level, team-oriented leadership moderated the indirect within-person effects of work dirtiness experiences on these outcomes. The relationships between elevations in experienced work dirtiness and occupational disidentification were more strongly positive at lower levels of team-oriented leadership. Analyses also showed that individuals' perceptions of occupational stigma independently moderated the within-person relationship between experienced dirtiness and occupational disidentification. We discuss theoretical implications for the literature on dirty work and practical implications for mitigating the adverse outcomes associated with experienced work dirtiness.
The New Geography of Work Ross, Andrew
Theory, culture & society,
12/2008, Letnik:
25, Številka:
7-8
Journal Article
Recenzirano
This article describes the emergence of a prized labor market in sectors that policymakers have designated as the creative industries. Statistics generated about these sectors have been legion. By ...contrast, there has been precious little attention to the quality of work life with which such livelihoods are associated. The article considers several features of creative work that have a qualitative dimension and recommends a policy-minded approach to each. The second half of the article examines the case for a cross-class coalition of the sort proposed by the anti-precarity movement. Though they occupy opposite ends of the labor market hierarchy, workers in retail and low-end services and the `creative class' temping in high-end knowledge sectors share certain elements of precarious, or nonstandard employment. While these different segments have existential conditions in common, is there any reason to imagine that they interpret or experience them in similar ways? And, even if they do, is there enough commonality to forge a political coalition of interest against the class polarization associated with economic liberalization?
Summary
Gig workers have become an important component of the contemporary workforce and have generated extensive interest among researchers. The purpose of this article is to provide an integrative ...review of the literature on gig workers. Consistent with the more recent studies, we adopt a broad definition of gig work, which is characterized by the temporary nature of the work, project‐based compensation, work flexibility, and non‐membership in an organization. We first discuss the major themes in the literature based on an input–process–output framework. Specifically, we review what factors drive individuals to engage in gig work, how gig work impacts gig workers based on four theoretical approaches, and what outcomes individuals experience as a result of engaging in gig work. Based on the literature review, we highlight six future research agendas. We also discuss practical implications for gig workers, traditional organizations, digital labor platforms, and society.
Objectives: This study aimed to evaluate the effect of a stress management intervention (SMI) on lasting return to work (RTW) among patients with work-related stress complaints. Methods: Sickness ...benefit departments from three local municipalities referred patients on sick leave with work-related adjustment disorders or mild depression to the Department of Occupational Medicine, Regional Hospital West Jutland. A 2× randomization procedure allocated patients into one of three groups: intervention (N=58), control A (which received a clinical assessment; N=56), or control B (no assessment; N=49). Treatment comprised individual work-focused cognitive behavioral therapy (CBT) with an optional workplace intervention. The outcome was time until lasting RTW (16 and 44 weeks follow-up) using register data. Results: Median number of weeks until lasting RTW was 15, 19, and 32 for the intervention group, control A, and control B respectively. However, for group B, clinical assessment was not part of the inclusion process, which may have introduced selection bias. In the fully-adjusted Cox regression model, the intervention group exhibited significantly faster lasting RTW at 44 weeks; hazard ratio (HR) 1.57 95% confidence interval (95% CI) 1.01-2.44 relative to control group A, with a non-significant trend evident at 16 weeks; HR 1.70 (95% CI 0.94- 3.10), when controlling for age, gender, occupation, sick leave during previous year, full or partial sick leave, and diagnosis. Unadjusted analyses remained directionally consistent but were reduced to marginal significance. Conclusions: There was a tendency towards faster lasting RTW in the intervention group compared to control A, which received clinical assessment, in all analyses. The intervention group returned to work about 4 weeks earlier than control A, which could translate into substantial financial gains.
Background
Examining workplace psychosocial risk factors for back pain becomes increasingly important because of the changing nature of work and rising healthcare costs. Some psychosocial risk ...factors for back pain, such as work and family imbalance, exposure to a hostile work environment, and job insecurity, are understudied for the working population in the United States.
Methods
Data used in this study came from the Quality of Work Life Survey (QWL), a supplementary module of the General Social Survey conducted in the United States. Data from the 2002, 2006, 2010, 2014, and 2018 QWL surveys were used in these analyses, giving a total sample size of 6661. Five domains of workplace psychosocial risk factors for back pain were examined, including job strain, low social support, work‐family imbalance, exposure to a hostile work environment (harassment and discrimination), and job insecurity. The adjusted odds ratio (aOR) of each psychosocial risk factor for back pain with 95% confidence intervals (CI) was estimated using a multivariable logistic regression model after controlling for job physical factors, occupation, and demographic and socioeconomic characteristics.
Results
Significant associations were found between back pain and several psychosocial factors including job strain (aOR 1.19; CI 1.00,1.41), work‐family imbalance (aOR,1.42; CI 1.22,1.64), harassment (aOR 1.40; CI 1.15,1.71), and discrimination (aOR 1.20 CI 1.00,1.44).
Conclusion
This study contributes to the understanding of the relationship between a variety of workplace psychosocial factors and back pain. Our findings suggest directions in future longitudinal research to examine emerging workplace psychosocial factors for back pain.
Based on boundary theory, this study analysed the cues and rituals home‐based teleworkers use to facilitate transitions between work and home roles. Qualitative findings revealed that teleworkers ...primarily engage in strategies aimed at segmenting work from home roles, although some utilise cues to integrate work and home. Teleworkers used time, space, technology and communication as cues to aid role transitions and manage the work–home boundary. Overall, teleworkers appeared to grapple with the tension between the desire for flexibility and the need for structure, and use cues and rites of passage in order to facilitate this balance. Female teleworkers were more likely to use segmenting cues relative to male teleworkers. Teleworkers with children living in the home were less likely to integrate work and home roles. Extensive teleworkers used space more frequently than less extensive teleworkers, but otherwise, both groups reported similar use of cues.
This article presents a new paradigm for social work with poor people called the poverty-aware social work paradigm (PAP). The paradigm offers an updated connection between social work and the ...current body of knowledge known as new welfare theorising or critical poverty knowledge. The paradigm consists of three interrelated facets: ontological (concerned with the questions: What is poverty? What are the essential characteristics of service users?), epistemological (What is considered to be knowledge? How do we come to know and evaluate the situation?) and axiological (What are the ethical stances that should be taken in regard to poverty?). These three facets mutually influence one another, and together shape the way in which practice is conducted, while practice itself influences and shapes these components as well. PAP is presented against the background of current social work paradigms that currently dominate the field: the conservative and the structural.
Work-Life Conflict During the COVID-19 Pandemic Schieman, Scott; Badawy, Philip J.; A. Milkie, Melissa ...
Socius : sociological research for a dynamic world,
01/2021, Letnik:
7
Journal Article
Recenzirano
Odprti dostop
The coronavirus disease 2019 pandemic upended work, family, and social life. These massive changes may have created shifts in exposure to work-life conflict. Using a national survey that followed ...Canadian workers from September 2019 into April and June 2020, the authors find that work-life conflict decreased among those with no children at home. In contrast, for those with children at home, the patterns depended on age of youngest child. Among individuals with children younger than 6 or between 6 and 12, no decreases in work-life conflict were observed. In contrast, those with teenagers did not differ from the child-free. Although these patterns did not significantly differ by gender, they were amplified among individuals with high work-home integration. These findings suggest an overall pattern of reduced work-life conflict during the pandemic—but also that these shifts were circumscribed by age of youngest child at home and the degree of work-home integration.
The present study examines the association between dysfunctional team behavior and team performance. Data included measures of teams' dysfunctional behavior and negative affective tone as well as ...supervisors' ratings of teams' (nonverbal) negative emotional expressivity and performance. Utilizing a field sample of 61 work teams, the authors tested the proposed relationships with robust data analytic techniques. Results were consistent with the hypothesized conceptual scheme, in that negative team affective tone mediated the relationship between dysfunctional team behavior and performance when teams' nonverbal negative expressivity was high but not when nonverbal expressivity was low. On the basis of the findings, the authors conclude that the connection between dysfunctional behavior and performance in team situations is more complex than was previously believed-thereby yielding a pattern of moderated mediation. In sum, the findings demonstrated that team members' collective emotions and emotional processing represent key mechanisms in determining how dysfunctional team behavior is associated with team performance.
Social work external accrediting bodies are moving towards competency-based models that require educational providers to demonstrate that students meet specific competencies at graduation. It is ...expected that all social work students at accredited social work programs in Australia will have acquired specific graduate attributes and demonstrated the associated learning outcomes by the completion of their degree. The purpose of this study was to investigate the experiences and benefits of using an ePortfolio with Master of Social Work students (n = 43) to critically reflect on their own learning and demonstrate how they met the Australian Association of Social Work graduate attributes necessary for accreditation. The findings revealed that students' perceived level of readiness for practice and identity as a professional social worker increased with the successful completion of the ePortfolio. The study also identified barriers and enablers in implementing the ePortfolio as an assessment piece to document overall program learning outcomes. The conclusion discusses how ePortfolios are a viable assessment tool in the online and blended learning space that has benefit for both the student and the program in demonstrating learning outcomes and compliance with accreditation graduate standards.
IMPLICATIONS
Academic ePortfolios are an effective tool for student reflection and communication of competence of required graduate outcomes.
Student self-assessment of graduate attributes can strengthen professional identity and preparedness for professional practice.
The ePortfolios benefit students and social work educators by sharing the accreditation-obligated responsibility of ensuring that AASW graduate competencies are met.
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