Suchergebnisse

This article examines the context and consequences associated with intimate partner violence (IPV) when it traverses the workplace. It reports the findings of a study of 34 employees in one workplace pertaining to the prevalence of recent IPV, the consequences of batterers' actions on employees' work performance, the context associated with the disclosure of IPV in the workplace, the types of workplace supports that were received, and the effects of supports on employment outcomes. Implications for social work practice are discussed.

As the U.S. population of individuals older than age 65 increases, so does the number of employees providing informal care to aging family members and friends. Yet few studies have investigated the types of elder care issues that employees encounter and the strategies used to care for their elder loved one. Using quantitative data, the authors describe the types of elder care situations experienced by individuals employed at one large organization. The authors present demographic information about employee caregivers and the people for whom they are seeking services, the reasons employees seek elder care consultation and services, and the types of services offered by the elder care program. Employees' perceived benefits of utilizing elder care resources programs are also examined. Implications for practice, policy, and further research are discussed.

Within an organizational justice framework, this article investigates which group of employees are less likely to have access to flexible schedule options. Using data from the 1997 National Study of the Changing Workforce, logistical regressions were conducted to identify the employee, job, and workplace factors associated with limited access to four flexible work schedules: modifying standard starting and ending times, daily flex-time, taking time off for personal or family time, and control over work hours. Analyses imply that workers who are less privileged report reduced access to a range of flexible schedule options. Lower wages, low education levels, and hourly work were factors associated with having less access to four, three, or two of the flexible work schedules, respectively. Implications and further directions for research are discussed.

AbstractAnalysis of the data from the 1998 Business Work‐Life Study, one of the first comprehensive studies of
how U.S. organizations are responding to the work‐life needs of the nation's changing workforce,
indicates that nonprofits with one hundred or more employees are more likely than for‐profits to offer
particular types of work‐life policies and programs (such as extended leaves following birth or
adoption) and to pay for at least some of the costs of health insurance for part‐time employees. In
contrast, nonprofits are less likely to offer other work‐life supports (such as paid maternity
leave). Despite the resource constraints that can restrict the compensation and benefits packages offered by
some nonprofits, the overall scope of the work‐life initiatives established by nonprofits is similar to
those initiatives at for‐profit organizations. Regression analyses find that although organizations'
profit status does not explain variance in the scope of their work‐life initiatives, three of the variables
measured by this study (indicators of workplace commitment to diversity and work‐life issues,
percentage of women in executive positions, and the size of the workforce) do.