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Mncunzwa, Gcobisa. "Exploring employees' need for the development of an employee assistance programme at a welfare organisation." Thesis, University of Fort Hare, 2017. http://hdl.handle.net/10353/5554.
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The study was conducted in order to determine the employee needs for an employee assistance programme in a welfare organisation in East London, Eastern Cape. This study was born out of a need from the management of this welfare organisation in East London who identified a need for an employee assistance Programme (EAP) within their organisation. According to management, there was a decline in productivity, and high stress levels due to high caseloads and societal demands (Leeuw, May 15, 2015). The theoretical framework that guided this research was systems theory. The rationale for using systems theory is that this study deals with individuals within an organisation who must coexist on a daily basis. There is a general belief that people and their physical-social-cultural environment interact in processes of mutual reciprocity and complementary exchanges (Merton, 2009). A qualitative approach was used in this study. Eight (8) employees from various levels in a welfare organisation were purposively selected to participate in the study. Semi-structured interviews were conducted with the participants and the interviews took more than forty-five (45) minutes each and this enabled the acquisition of rich information which is described in the findings and is used as a basis for the recommendations in the study. After the examination of the needs of employees for an EAP from the observations of both the employer and the employee it was clear that there is a need for employee assistance programmes in welfare organisations. Employees in this organisation are experiencing stress, burnout and were highly concerned about high caseloads that makes them feel incompetent to render adequate and quality services to their employees. The study also revealed that both employees and management of this organisation have different needs, experience different types of problems and view the EAP in different contexts. Despite the differences in their outlook on the situation, the evidence indicates that both employer and employee perceive that there is a need for an EAP, especially clinical services. At the same time, the issue of funding such a programme is also a concern. Recommendations were made for the organisation to develop an EAP to address the needs identified by employees, and for a clear communication strategy be developed to make all levels of employees within the organisation aware of the existence of such a programme. Another recommendation was made for the organisation to identify specific days on which they will conduct preventative awareness and debriefing sessions for the employees. It was also recommended that the South African Council for Social Services Professionals must standardise, regulate and monitor caseloads for the social work profession.
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Saakov, Konstantin. "Corporate governance, employee welfare and firm performance in Russia." Thesis, De Montfort University, 2005. http://hdl.handle.net/2086/4222.
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[Verfasser], Tigabu Degu Getahun. "Industrial Clustering, Firm Performance and Employee Welfare / Tigabu Degu Getahun." Frankfurt : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2016. http://d-nb.info/1090774044/34.
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Rind, A. A., Saeed Akbar, S. Boubaker, S. Lajili-Jarjir, and S. Mollah. "The role of peer effects in corporate employee welfare policies." Wiley, 2021. http://hdl.handle.net/10454/18505.
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YesThis paper investigates the role of peer effects in the employee welfare policies of organizations. Using US panel data for a sample of 11,451 firm-year observations from 1996 to 2017, we find that firms’ employee welfare decisions are driven by their peers and show that peer firms play a significant role in defining corporate employee welfare policies. Our findings are robust to various sensitivity checks, including alternative definitions of employee welfare, alternative peer proxies, and several identification strategies. Our additional analysis shows that herding behavior is prevalent in followers, who mimic leaders' behavior, but we do not find any such relationship for industry leaders. Further, we show the evidence suggesting that mimetic and normative isomorphic pressures are driving the peer effects. Finally, we document the economic consequence of peer mimicking in employee welfare policies. Our findings on firms’ peer effects and herding behavior have policy implications.
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Haney, Deatrice. "Perceptions of Leadership and Employee Performance in Child Welfare Agencies." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3944.
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Child welfare leaders reflect their organizations' mission and vision and are entrusted to provide support to employees, who in turn provide services to one of the most vulnerable populations, children. Little, however is known about how leaders perceive their roles and responsibilities in terms of providing sufficient supervisory and guidance to child welfare workers in order to support organizational goals. Guided by Houses' path-goal theory, this phenomenological study examined the perceptions of child welfare leaders related to leadership behaviors, strategies to improve administration, work performance, communication, and fostering an inclusive work environment. A sample of 16 participants working as administrators, county directors, and supervisors in the nonprofit sector of a southeastern state completed semi structured open-ended surveys using Survey Gizmo. Data were analyzed via Moustaka's modified vanKaam method. Findings from this study indicated that participants perceived positive experiences with a supportive leadership style that allowed for more alignment to the workgroup by increasing job sharing that created autonomy and accountability. Factors such as coaching to better manage caseloads were believed to improve employee performance and satisfaction. Effective leaders removed barriers that prevented upward mobility, and provided sustainable work practices. The results of this study may impact social change by raising awareness among organizational leaders to recognize the value of employees and provide an inclusive and supportive workplace environment.
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Chartrand, Sébastien. "Work in voluntary welfare organizations : A sociological study of voluntary welfare organizations in Sweden." Doctoral thesis, Stockholms universitet, Sociologiska institutionen, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-165.
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Since Sweden has one of the most comprehensive welfare states, the role of voluntary organizations active in the field of welfare is often neglected. The unique Swedish nonprofit sector is characterized by 1) the tradition of popular mass movements in which members are central and the real owners of the organization, 2) large membership and volunteering, but low employment levels, 3) dominance in the fields of culture and recreation, but the relative marginalization in welfare. This Ph.D. dissertation empirically studies work and the perception of work in voluntary welfare organizations (VWOs) in Sweden. I completed a series of 38 interviews of employees and volunteers in four VWOs: 1) a children’s rights organization; 2) a women’s center; 3) a volunteer bureau; and 4) a humanitarian organization. A quantitative survey of some 200 VWOs supplements the qualitative data. Looking at the internal work setting and interactions between workers one realizes that work in VWOs is influenced not only by the popular mass movements (folkrörelser), which are the foundation model of all Swedish voluntary organizations, but also by paradigms emerging out of the public and for-profit sectors: 1) the public paradigm permanently shapes voluntary welfare organizations through the action of paid workers who often have public sector work experience; and 2) work in voluntary organizations is partly integrated into the regular labor market, and interfaces emerge between volunteering and professional life (for-profit paradigm). The private sphere also interferes with volunteering. Finally, this sheds a new light on the claims of VWOs that they are autonomous, “free” entities, and their contribution to social integration and strengthening of social ties.
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Cho, Young-Shin. "Job stability and mobility for welfare recipents in Missouri /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3052165.
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郭文山 and Man-shan Kwok. "Welfare in Chinese state enterprises: managerial and employee response to state-mandated reforms." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31214198.
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Kwok, Man-shan. "Welfare in Chinese state enterprises : managerial and employee response to state-mandated reforms /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18696405.
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Mabengano, Cecilia Mathe. "Factors that influence job turnover of social workers in the directorate of developmental social welfare services (DDSWS) in Namibia." Diss., University of Pretoria, 2003. http://hdl.handle.net/2263/27180.
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The research project was aimed at exploring and describing the factors that influence job turnover of social workers in the Directorate of Developmental Social Welfare Services (DDSWS) in Namibia. The researcher was motivated to carry out this study due to the challenges experienced as a manager, working for DDSWS. In addition, the lack of literature on factors that influence job turnover of social workers motivated the researcher to conduct the study. This led to the research question of what are the factors that influence job turnover of social workers in the DDSWS in Namibia. A qualitative approach was adopted in this study and interviews were used to gather data about the factors that influence job turnover of social workers in the directorate of developmental social welfare services (DDSWS) in Namibia. A structured interview schedule and a dictaphone was used to collect data from 10 respondents who previously worked for DDSWS for the last five years, who were either male or female and based in the Khomas region. Suitable respondents for the study were selected by means of a purposive sampling method. An applied research was utilized as a means to determine and identify factors that influence job turnover of social workers because it focused on solving problems that are experienced in practice. The phenomenological research strategy was used because it understands and interprets the meaning that subjects give to their everyday lives. The researcher intended to identify and understand the factors that influence job turnover of social workers in the DDSWS from the respondents’ perspective. An overview of the structure and functions of DDSWS were discussed in Chapter 2 presenting the type of services the organization offers. A literature review on factors that influence job turnover was presented, which focused on the description of job turnover; the advantages and the disadvantages of job turnover; the type of job turnover; reasons for measuring job turnover; and job turnover costs. The factors that influence job turnover were divided into three sub-sections namely the personal, internal and external factors. The empirical findings indicated that all the respondents were influenced by a variety of factors to leave DDSWS. They identified the factors that influenced their decisions to leave as being low salaries, bad working conditions, lack of supervision, managerial support, promotional opportunities, training opportunities, job, selection and recruitment procedures, motivation, satisfaction, dissatisfaction, economic conditions, worthwhile and many others. The above factors that influence job turnover of social workers in the DDSWS in Namibia should be addressed to ensure that job turnover is maintained to a minimum. In addition, the study indicated that management has not realized the full implications of job turnover. In order to comprehend this, management should be aware of the factors that influence job turnover of social workers and devise a mechanism on how to keep job turnover to a minimum. Conclusions were formulated and recommendations made to management on how to reduce the rate of job turnover.Dissertation (MSD (Social Work))--University of Pretoria, 2003.
Social Work and Criminology
unrestricted
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Lam, Chiu-wan. "An appraisal of the system of occupational welfare in China : an exploratory study in Guangzhou city /." [Hong Kong : University of Hong Kong], 1988. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12355951.
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Kyonne, Jinman. "The role of teamwork in public child welfare caseworkers' intentions to leave." Diss., Columbia, Mo. : University of Missouri-Columbia, 2007. http://hdl.handle.net/10355/4863.
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Thesis (Ph. D.)--University of Missouri-Columbia, 2007.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on November 28, 2007) Vita. Includes bibliographical references.
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Welander, Jonas. "Trust issues : Welfare workers' relationship to their organisation." Doctoral thesis, Mälardalens högskola, Hälsa och välfärd, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-35282.
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In the past decades, the public sector has undergone important organisational policy changes, referred to as New Public Management. These management strategies focus on continuous cost improvements and rationalisation of operations. In the aftermath of these policy changes, we have seen reports of increased work demands and less professional autonomy amongst welfare workers. Against this background, the thesis sets out to explore welfare workers’ relationship to their organisation. This was done by investigating how psychosocial and organisational factors related to a number of outcomes assumed to be indicators of the quality of the relationship. Theoretically, the thesis was inspired by psychological contract theory, but also relates to other concepts and theories found in organisational research. The thesis is based on four empirical studies, all of which relate to how welfare workers have perceived their relationship to their organisation. Study I aimed to qualitatively investigate how turnover processes evolved amongst statutory social workers who voluntarily had resigned from their jobs. The results showed that dismissive/admonishing organisational responses to the social workers’ perceived work-related dissatisfactions reinforced their beliefs in psychological contract violation, which led to resignation. Study II and III employed national web-based questionnaire data collected from employees and managers in the social services. The results of Studies II-III showed that if organisations want welfare workers to stop considering exit, want to counteract silence, want to reduce stress-related ill health and want to improve organisational commitment and job satisfaction, management strategies need to be developed that lead to fewer conflicting demands, a reasonable workload and a greater professional autonomy. The results also showed that the organisation’s open climate and attitude towards employees was of great importance for the studied outcome variables. Study IV was based on questionnaire data from different occupational groups in two municipal organisations. The results showed that organisational resources explained additional variance in organisational identification and organisational pride, beyond the contributions of workgroup resources. From the findings of this thesis, it can be concluded that the psychosocial demands need to be balanced with organisational resources in order to (re)build a trustworthy employee-organisation relationship. Further, organisations need to reconsider their human resource management strategies and practices, e.g., by enabling a continuous and open dialogue between the strategic and operational levels. Such changes may lead to balanced psychological contracts between welfare workers and the organisation that can improve the organisation’s stability, continuity and, ultimately, the quality of the welfare services.
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Kotze, Maria Johanna. "Die rol van maatskaplike werkers in bedryfsorganisasies ten opsigte van leierskapsontwikkeling by grondvlakwerknemers." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52224.
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Thesis (M Social Work)--Stellenbosch University, 2001.ENGLISH ABSTRACT: An explorative study of the Social Worker's role and responsibilities to develop the leadership potential of grassrootslevel employees in industrial organisations was undertaken. This subject was chosen with requirements in mind, which are necessary for the transformation process to be presented to industrial organisations for the implementation of affirmative action. A comprehensive literature study revealed that social workers can make a positive and essential contribution to organisations, either as an industrial social worker, or an affirmative action specialist, or as a member of the human resources development team. A discussion of the necessary leadership qualities, the implementation of affirmative action, and useful resources that may be used for development programs, is included. The literature study was followed by an empirical study. The empirical study was made with the assistance of questionnaires. The questionnaires were used to collect data on the perceived role of social work in the industrial organisation. Organisations that do utilise social work services were approached for permission and co-operation to complete the questionnaires. Seventeen respondents from fifteen organisations were selected in a random process, for inclusion in the study. The research indicated that social workers have different roles to play in vanous organisations, and with the values, knowledge base and competencies that are brought to the organisation, have a responsibility to ensure that affirmative action and labour equality is brought to fruition. With regard to the implementation of leadership development programs in industrial organisations, it was noted that grassroots level employees were seldom included in the programs, although the majority of social workers believe that all employees should participate in the programs. A summary of the skills and knowledge base required by the industrial social worker to deliver an effective service in the organisation, and to manage the development and training of employees, is included. Some skills that require further development by social workers were identified. It was also found that individuals hold different perceptions and definitions of affirmative action and it's implementation in organisations. The recommendations are, inter alia, that all leadership development programs must be continuously monitored, evaluated and subsequently followed up to assess their applicability and effectiveness. The training of industrial social workers must focus more on the development of negotiating and training skills and stimulation of assertive actions. A larger variety of resources, such as video recordings, role playing, dramatisation, interactive computer programs and small group discussions, can be used in addition, for the training and development of grassroots level employees. Should these recommendations be implemented, industrial social workers can make a significant contribution to the development and improvement of South Africa's economic, political and social situation by extending the potential of the grassroots level employees, who constitute the greatest portion of the total labour force. A group of people can thus be empowered to function optimally and to respond to the guidelines of the White Paper for Social Welfare 1997.
AFRIKAANSE OPSOMMING: 'n Verkennende studie oor maatskaplike werkers se rol en verantwoordelikheid om die leierskapspotensiaal van grondvlakwerknemers in bedryfsorganisasies te ontwikkel, is onderneem. Die onderwerp is gekies met die oog op die vereistes wat die proses van transformasie aan bedryfsorganisasies stel om regstellende aksie doeltreffend te implementeer. 'n Omvattende literatuurstudie het aan die lig gebring dat maatskaplike werkers 'n positiewe en onmisbare bydrae het om aan bedryfsorganisasies te lewer, hetsy as bedryfsmaatskaplike werker, as regstellende aksie spesialis of as deel van die menslike hulpbronontwikkelingspan. 'n Bespreking van noodsaaklike leierskapskwaliteite, die implementering van regstellende aksie en hulpmiddels wat vir ontwikkelingsprogramme benut kan word is ook ingesluit. Die literatuurstudie is opgevolg deur 'n empiriese studie. Die empiriese ondersoek is aan die hand van vraelyste uitgevoer. Die vraelyste is benut om data oor die rol van maatskaplike werk in bedryfsorganisasies te bekom. Bedryfsorganisasies wat wel van maatskaplike werkdienslewering gebruik maak, is genader en toestemming en samewerking is verkry. Deur middel van 'n nie waarskynlikheidseleksiemetode is sewentien respondente binne vyftien organisasies in die Kaapse Metropool geselekteer om aan die ondersoek deel te neem. Die navorsing het aangedui dat maatskaplike werkers verskillende rolle in bedryfsorganisasies vertolk, en met die waardes, vaardighede en kennisbasis wat na die organisasie gebring word, 'n verantwoordelikheid het om toe te sien dat regstellende aksie en arbeidsgelykheid in organisasieverband tot volle reg kom. Met betrekking tot die implementering van leierskapsontwikkelingsprogramme in organisasies, het dit aan die lig gekom dat grondvlakwerknemers selde ingesluit word by die programme, alhoewel die meerderheid bedryfsmaatskaplike werkers van mening is dat alle werknemers aan die betrokke programme kan deelneem. 'n Uiteensetting van die vaardighede en kennisbasis wat die maatskaplike werker benodig ten einde effektiewe diens binne 'n bedryfsorganisasie te lewer, asook om die ontwikkeling en opleiding van werknemers te behartig, is voorsien. Enkele vaardighede wat verdere ontwikkeling by bedryfsmaatskaplike werkers verg, is identifiseer. Daar is ook bevind dat individue verskillende definisies en persepsies het met betrekking tot regstellende aksie en die implementering daarvan in bedryfsorganisasies. Die aanbevelings sluit in dat alle leierskapsontwikkelingsprogramme deurlopend, sowel as na afloop daarvan evalueer en ook opgevolg moet word ten einde die toepaslikheid en effektiwiteit daarvan te monitor. Die opleiding van bedryfsmaatskaplike werkers moet meer fokus op die ontwikkeling van onderhandelings- en opleidingsvaardighede, en ook assertiewe gedrag stimuleer. 'n Groter verskeidenheid hulpbronne kan in kombinasie vir die opleiding en ontwikkeling van grondvlakwerknemers gebruik word, soos videoopnames, rollespel, drama, interaktiewe rekenaarpakette asook kleingroepbesprekings. lndien hierdie aanbevelings geïmplementeer word, kan bedryfsmaatskaplike werkers 'n prominente bydrae tot die ontwikkeling en vooruitgang van Suid-Afrika se ekonomiese, politieke en sosiale situasie lewer, deur grondvlakwerknemers, wat 'n groot deel van die totale arbeidsmag uitmaak, se potensiaal te ontgin. Sodoende word 'n geïdentifiseerde groep persone bemagtig om optimaal te funskioneer en word daar terselfdertyd aan die riglyne soos deur die Witskrif vir Maatskaplike Welsyn 1997 bepaal, beantwoord.
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Sage, Melanie Dawn. "Child Welfare Workforce Turnover: Frontline Workers' Experiences with Organizational Culture and Climate, and Implications for Organizational Practice." PDXScholar, 2010. https://pdxscholar.library.pdx.edu/open_access_etds/365.
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Public child welfare agencies experience front line worker turnover rates as high as 25% a year. Worker turnover has significant financial costs to agencies, and has been linked to negative outcomes for children in care. Prior research has linked organizational factors, such as organizational climate, culture, and supervisor satisfaction, to turnover intent in child welfare populations. This research uses an empowerment framework to turn to workers directly to answer the question, "What are the organizational factors that lead frontline child welfare workers to stay or leave the agency, and what, then, are the implications for agency administrators?" This study relies upon secondary data of a workforce study conducted by the Child Welfare Partnership at Portland State University's School of Social Work. The data was collected via a pilot internet survey of approximately 400 State-employed Oregon child welfare case workers across all geographic regions in the state, and focuses on workers who plan to leave for preventable reasons. This study explored links between organizational factors and turnover in a sample of Oregon public child welfare workers. This research finds that climate, culture, supervision, and knowledge of the job prior to hire are all significantly correlated with intent to leave. Climate is most significantly correlated to Intent to Leave, and explains 25% of the variance in intent to leave in a regression model. These research findings suggest that agency administrators who are interested in improving worker retention can monitor and address local culture and climate as one tool for increasing workforce stability. Retention may be improved by maintaining an organizational culture and climate that is empowering to workers and that encourages workers to be a part of the change process. Additional implications for the child welfare workforce, social work research, and social work education are discussed.
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林昭寰 and Chiu-wan Lam. "An appraisal of the system of occupational welfare in China: an exploratory study in Guangzhou city." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1988. http://hub.hku.hk/bib/B31248147.
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SCIPPA, ELENA. "IL WELFARE INTEGRATIVO ALL'INTERNO DEL SISTEMA DELLE RELAZIONI INDUSTRIALI." Doctoral thesis, Università Cattolica del Sacro Cuore, 2013. http://hdl.handle.net/10280/2031.
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Le nuove tendenze della contrattazione collettiva paiono evidenziare un suo decentramento verso il livello aziendale e territoriale che sta avendo profonde implicazioni sia sul sistema delle relazioni industriali, sia sul welfare state. Nel tentativo di coniugare flessibilità e difesa dell’occupazione, i processi negoziali si stanno caratterizzando per uno scambio tra lavoro e diritti da cui non può che seguire una riconfigurazione dello Stato Sociale e delle metodologie di azione collettiva. La difficoltà oggettiva dello Stato nel fornire risposte concrete ai nuovi bisogni dei suoi cittadini ha spinto alla ricerca di soluzioni alternative basate sulla solidarietà di azienda, o di comparto economico-produttivo, comportando un intervento delle parti sociali nel destinare parti di salario alla copertura dei nuovi rischi. Il welfare integrativo può rappresentare il fondamento di un nuovo patto sociale che valorizzi il rapporto tra capitale e lavoro in ottica partecipativa. La comparazione con il modello britannico, costitutivamente sbilanciato sul livello aziendale, permette una considerazione dell’effetto che tali tendenze potrebbero avere sul sistema italiano. Emergono però le differenze storiche e culturali dei due modelli: mentre in Italia la distribuzione di benefici aggiuntivi a quelli del welfare pubblico per il tramite delle aziende valorizza la dimensione settoriale e territoriale, in Inghilterra l’impresa rimane il luogo privilegiato.The collective bargaining system is going to experience a decentralization process with the attempt to privilege the company and the district level. This process is having serious consequences for both the industrial relations system and the welfare state. Union is constrained to make concessions, particularly as regards labor flexibility, in order to attain its objectives relating to job security. The result is a reconfiguration of welfare and the decline of collectivism. The necessity of giving a response to the new demands of its citizens has forced the State to find alternative solutions which imply a new kind of solidarity that could be build either on company or on industry level. Trade unions can play a role in this context by providing workers a coverage from the new social risks throughout switching part of the salary to benefits. A form of integrative welfare can represent the foundation of a new social pact in order to reconsider the relation between workers and enterprises in a more cooperative way. The comparison with the British system, where negotiations primarily take place at company level, allow us to consider the possible effects of this new trend on the Italian one. Cultural and historical differences are evident: while in Italy the distribution of additional benefits involve more frequently the industrial and district levels, in Great Britain enterprises are the main actors.
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Rovira, Torres Florencia. "Public Sector Employment and Support for the Welfare State : A multilevel assessment of 15 advanced capitalist countries." Thesis, Stockholms universitet, Sociologiska institutionen, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-78879.
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The development and longevity of the welfare state is dependent on public support. The purpose of this study is to examine the relationship between public sector employment and popular support for the welfare state in comparative perspective. Welfare state attitudes represent the micro-foundation in many theories about links between welfare state organization and interest formation and the shaping of values, norms and levels of aspiration. Most studies seeking to explain differences in welfare state support use welfare state regime labels on countries as their independent variable. However, previous empirical research on comparative welfare state attitudes has found very mixed support using the regime typology approach. The present study takes a step forward in using comparative indicators of public sector employment and social protection, instead of regime labels. In previous research the role of public sector employment for welfare state attitudes has typically been given little attention. The main hypothesis is that public service employment positively influences aggregate levels of support towards the welfare state. Based on a multilevel-regression framework and drawing on ISSP comparative data from 2006 on individual level attitudes, this study demonstrates clear empirical support for this main hypothesis.
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Neethling, Leonore. "The effect of sexual harassment in the workplace on employee well-being." Diss., Pretoria : [s.n.], 2005. http://upetd.up.ac.za/thesis/available/etd-09052005-112648.
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Bombaci, Renee Josephine. "Supportive work relationships effect on child welfare worker's retention." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2191.
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The purpose of the current study was to clarify the importance of social relationships in the retention of social workers in Child Welfare agencies. Data had been gathered by the California Social Work Education Center, University of California Berkeley, in a 2-year state funded study, titled "Retention of California's Child Welfare Workers".
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Miller, Margaret Ada. "The left's turn : labor, welfare politics, and social movements in Washington state, 1937-1973 /." Thesis, Connect to this title online; UW restricted, 2000. http://hdl.handle.net/1773/10380.
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Murrillo, Dora. "Impact of the new welfare policies on the morale of selected public sector social workers." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1563.
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Boatner, Glenda Yvonne, and Narda Judge. "Characteristics related to the overall empowerment of urban female parenting welfare recipients." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1460.
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Williams, Santoria Lushell. "Increasing Employee Retention Within the Georgia Division of Family and Children Services." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4763.
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Walden University
College of Social and Behavioral Sciences
This is to certify that the doctoral dissertation by
Santoria Lushell Williams
has been found to be complete and satisfactory in all respects,
and that any and all revisions required by
the review committee have been made.
Review Committee
Dr. Hilda Shepeard, Committee Chairperson,
Public Policy and Administration Faculty
Dr. Clarence Williamson, Committee Member,
Public Policy and Administration Faculty
Dr. Anne Hacker, University Reviewer,
Public Policy and Administration Faculty
Chief Academic Officer
Eric Riedel, Ph.D.
Walden University
2018
In Fulton County, Georgia, the Division of Family and Children Services (DFCS) child-welfare workers (CWWs) voluntarily separate from the agency at a rate higher than among other similar agencies in the state of Georgia. The problems of retention among CWWs in Fulton County have caused a subsequent problem in terms of the continued provision of quality services to foster children and families. This phenomenological study used McGregor's conceptualization of theory X-Y as the foundation for the exploration of the experiences of former Fulton County DFCS CWW workers related to their reasons for voluntary separation. Data were acquired through interviews with 10 CWWs who voluntarily separated from their positions with Fulton County between the years of 2013 and 2015. These interview data were transcribed and then coded and analyzed using a modified van Kaam procedure. Findings revealed that workers experienced what they perceived as a lack of administrative empathy, devaluation of workers, disrespect, and burnout, as well as the differences in knowledge between child welfare workers and management about the depth of CWW job duties. Two additional themes emerged regarding longevity that included motivation from peers and children safety. The positive social change implications of this study include recommendations to DFCS to engage CWWs in organizational decision making regarding child welfare policy and to seek opportunities to enhance feelings of value and inclusiveness among CWWs in strategic planning and policy making.
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Johansson, Malin, and Alexandra Mellqvist. "Socialsekreterares arbetsmiljö : En kvalitativ studie." Thesis, Hälsohögskolan, Högskolan i Jönköping, HHJ, Avd. för beteendevetenskap och socialt arbete, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-18488.
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Det övergripande syftet med studien är att undersöka och analysera socialsekreterares erfarenheter av att arbeta inom sektionen för myndighetsutövning inom barn- och ungdomsverksamheten för att få en inblick i hur de själva upplever och påverkas av eventuella hinder respektive möjligheter i arbetsmiljön. Studien bygger på kvalitativ metod och består av enskilda forskningsintervjuer. Samtliga socialsekreterare i studien beskriver sin arbetssituation som väldigt tuff med ett högt ärendeinflöde som är svårt att påverka. Många menar att det är svårt att hinna med arbetsuppgifterna inom de tidsramar som finns reglerade i socialtjänstlagen. Av resultaten i studien framgår det att socialsekreterarnas arbetsmiljö präglas av olika kulturer som inverkar på varandra, begränsar socialsekreterarnas handlingsutrymme och genererar stress. Detta har en negativ inverkan på socialsekreterarnas arbetsmiljö och leder i förlängningen till hög personalomsättning.The overall aim of this study is to investigate and analyze the child welfare workers’ experiences of working within the public welfare agencies and to gain an insight into how they experience and how they are affected by obstacles and opportunities in their work environment. The study is based on a qualitative methodological approach and consists of individual research interviews. All child welfare workers in the study describe their work situation as very tough with a high inflow of cases which is difficult for the workers to influence. Many child welfare workers consider it to be difficult to find the time to finish their work within the timescales that are regulated in the Social Services Act. The results of the study reveal that the child welfare workers’ work environment is characterized by different cultures that influence each other, limiting the child welfare workers’ discretion and generate stress. This has a negative impact on the child welfare workers’ work environment and ultimately results in high turnover.
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Sinclair, Kathryn Mary. "Factors contributing to the morale of Child Protective Services workers in San Bernardino County." CSUSB ScholarWorks, 1998. https://scholarworks.lib.csusb.edu/etd-project/1463.
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Ghaly, Mohamed. "Essays on the interplay between finance and labour." Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/essays-on-the-interplay-between-finance-and-labour(26d96d6d-1847-4cec-b4d7-80f50abdf5e2).html.
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This thesis is an effort to advance our knowledge and understanding of the role that labor plays in shaping corporate financial policies and how it is in turn affected by considerations related to firms' financing. I present three essays on the interaction between finance and labor. First, I provide two examples of how labor affects financial decisions, in which I investigate the impacts that commitment to employee welfare and reliance on skilled labor have on cash management policies. Next, I examine the effect of ownership structure on labor investment decisions as an example of how finance affects human capital. In the first essay, I examine the relation between employee welfare practices and corporate cash holdings. Consistent with the predictions of the stakeholder theory, I find firms that are strongly committed to employee welfare, measured by ratings on employee relations, to hold more cash. The effect of employee welfare standards on cash holdings is stronger for firms in human-capital-intensive, competitive, and low turnover industries in which employees are more important to their businesses. The findings highlight the importance of human capital and employee-friendly practices as an overlooked determinant of cash holdings and suggest that managers can use cash to signal their financial health to current and potential employees, thereby increasing their competitiveness in labor markets. The second essay examines whether a firm's dependence on skilled labor affects its cash holdings. Consistent with a precautionary motive to accumulate cash when higher labor adjustment costs slow a firm's labor demand reaction to cash flow shocks, I find robust evidence that companies with higher shares of skilled labor hold more cash. The effect of skilled labor on cash holdings is more pronounced for firms that are financially constrained, attach higher values to their human capital, operate in competitive product markets, and belong to industries characterized by high labor mobility. The findings suggest that labor heterogeneity, and in particular the skill level of workers is an important determinant of corporate cash policies. The results provide managers of firms, particularly those that are financially constrained, with insights on how to minimize their labor adjustment costs and reduce the risk of losing their valuable human capital. In my third essay, I examine whether the presence of long-term institutional investors, who typically have strong monitoring incentives, can help mitigate agency conflicts associated with firms' employment choices. I find that abnormal net hiring, measured as the absolute deviation from net hiring predicted by economic fundamentals, decreases in the presence of institutional investors with longer investment horizons. Firms dominated by long-term shareholders reduce both over-investment (over-hiring and under-firing) and under-investment in labor (under-hiring).The monitoring role of long-term investors is more pronounced for firms facing higher labor adjustment costs. These findings suggest that institutional investors play an important role in firm-level employment decisions.
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Rind, Asad Ali. "Essays on peer effects in corporate finance." Thesis, Paris Est, 2018. http://www.theses.fr/2018PESC0020.
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L’objectif de cette thèse est d’étudier les effets de pairs en finance d’entreprise. Trois essais portant sur les entreprises américaines sont proposés. La thèse est organisée en quatre chapitres. Le premier chapitre présente une revue de la littérature financière des théories et des modèles qui motivent les effets de pairs et le comportement de conformité. Plus précisément, nous définissons les effets de pairs et nous proposons une synthèse des études théoriques et empiriques identifiant les effets de pairs et leurs implications sur la psychologie humaine. Ensuite, nous résumons les théories les plus critiques dans la littérature financière qui se sont intéressées à l'impact du comportement des pairs sur les politiques financières de l'entreprise. Enfin, nous discutons les principales questions que pose la mesure des effets de pairs. Nous soulignons en conclusion de ce chapitre l’intérêt de ce sujet et nous présentons les axes d’orientation des recherches futures. Dans les chapitres suivants, nous examinons empiriquement ces effets de pairs dans trois domaines, non encore explorés, dans le contexte du marché américain. Il s'agit notamment de la « mauvaise conduite » des entreprises, du « bien-être » des employés et de l’investissement en recherche et développement.Le deuxième chapitre étudie la présence ou non d’un effet de pairs dans l’explication du comportement frauduleux des entreprises. En utilisant un échantillon de 3 034 entreprises américaines et couvrant la période de 1999 à 2014, nous montrons que les entreprises dont le siège social se situe dans les zones ayant le taux de fraude des « cols blancs » le plus élevé, ont une plus grande probabilité d’avoir un comportement frauduleux. Ce résultat suggère que l'interaction sociale au niveau régional encourage les entreprises à adopter une mauvaise conduite. Des tests complémentaires montrent que ces effets de pairs prévalent dans le cas des entreprises en difficulté alors que nous ne trouvons pas les mêmes résultats pour les entreprises en bonne situation financière. Nous constatons également que ces effets de pairs sont principalement présents dans les régions où le taux de criminalité est élevé, ce qui laisse supposer que les niveaux élevés de criminalité locale sont susceptibles de favoriser une culture de la fraude dans ces domaines.Le troisième chapitre explore les effets de pairs dans les politiques de « bien-être » des employés de l'entreprise. Nous montrons que les entreprises de pairs jouent un rôle important dans la définition des politiques de bien-être des employés d'une entreprise. En utilisant les données d’un échantillon américain de 9 062 observations année/entreprise couvrant la période de 1996 à 2013, nous constatons que les décisions de l'entreprise sur le bien-être des employés sont principalement des réponses aux politiques sociales de leurs pairs. En outre, nos résultats montrent que ce comportement est répandu chez les suiveurs, qui adoptent le comportement des « leaders », mais nous ne trouvons pas ce genre de comportement de la part des entreprises « leaders » du secteur d’activité.Le quatrième et dernier chapitre de la thèse étudie les effets de pairs dans la politique de recherche et développement (R&D) des entreprises. Nous montrons que les entreprises ne décident pas de leurs politiques en R&D d’une manière isolée puisque les entreprises pairs jouent un rôle essentiel dans la définition de ces dernières. En utilisant des données américaines pour un échantillon large de 54 393 observations entreprise/année sur la période de 1991 à 2015, nous constatons que les décisions R&D de l'entreprise sont principalement des réponses aux politiques R&D de leurs pairs. De plus, nous constatons que les effets de pairs en R&D ne sont significatifs qu'en présence d'une forte concurrence sur le marché des produits, alors que ces résultats ne sont pas vérifiés sur les marchés à faible concurrenceThis thesis explores the peer effects in corporate finance. The first chapter provides a review of literature on the theories and models that motivate peer effects and conformity behavior. Specifically, we emphasize on what precisely is meant by peer effects, how existing studies in the literature identify peer effects and its implications on human behavior. Next, we summarize the most critical theories in finance literature that encourage peer effects and the impact of peer behavior on firm financial policies. Last but not least, we discuss the main challenges in measuring peer effects and conclude the chapter by highlighting potential areas of future work in this field. The next chapters empirically examine these peer effects in three important, yet not explored areas of finance in the context of the US market. These include corporate misbehavior, employee welfare, and, research and development.The second chapter examines the presence of peer effects in corporate misbehavior. Using a sample of 3,034 US-listed firms covering 1999‒2014, we show that firms headquartered in areas with the higher white-collar fraud have a higher probability of corporate misbehavior, suggesting that area level social interaction encourages corporate misconduct. Additional analyses show that these peer effects prevail in distressed firms while we do not find such evidence for non-distressed firms. We also find that these peer effects are mainly present in areas with a high crime rate, suggesting that the high levels of local criminality are likely to favor a culture of fraud in these areas.The third chapter explores the peer effects in the firm’s employee welfare policies. We show that peer firms play a significant role in defining employee welfare policies of a firm. Using US panel data for a sample of 9,062 firm-year observations from 1996 to 2013, we find that firm’s employee welfare decisions are responses to their peers’ employee welfare policies. This impact is much higher than any other peer characteristics. Moreover, our additional analysis shows that this behavior is prevalent in followers, who mimic the behavior of leaders but we do not find any such relationship for industry leaders.The fourth and last chapter of the thesis empirically investigates firm peer effects in research and development (R&D) policies. We show that firms do not make their R&D decisions in isolation and peer firms play an essential role in defining the R&D intensity of a given firm. Using US panel data for a sample of 54,393 firm-year observations from 1991 to 2015, we find that firm’s R&D decisions are responses to their peers’ R&D policies. Further, we find that R&D peer effects are significant only in the presence of strong product market competition, while these results do not hold for markets with lower product market competition
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Davies, Priscilla Sylvia. "Die funksie van werknemershulpprogramme in bedryfsondernemings : riglyne vir maatskaplik werkers in privaat praktyk." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52200.
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Thesis (MSocialWork)--Stellenbosch University, 2001.ENGLISH ABSTRACT: The work environment in South Africa is currently undergoing dramatic changes that are caused by a variety of factors and increasing pressure is placed on industries to take more responsibilities for the wellbeing of their employees. The structure and philosophy of employee assistance programmes provide an unique opportunity to organizations to address the changing workplace and the needs of employees in a potential growth productive way. From an employers viewpoint employee assistance programmes are becoming essential for the success of present day companies and the employee assistance programme practitioner is steadily becoming part of the corporative policy formulating team. Due to the fact that there are no guidelines or much literature in the South African context regarding the application of employee assistance programmes in organizations, and in the absence of any specific practice approach for a social worker in private practice that delivers services within employee assistance programmes, the goal of this study is to provide guidelines that can serve to provide a social worker in private practice who is involved with employee assistance programmes, or that considers entering this field, with accurate and relevant information of such programmes. Guidelines won't only contribute to the application of employee assistance programmes to its full potential, but will also assist a social worker in private practice during negotiations to implement and determine an appropriate model for service delivery in a specific organization. In order to achieve the goal of this study, a literature as well as an empirical study was undertaken. The literature study had a dual purpose. Firstly it was conducted in order to describe the value of the utilization of employee assistance programmes in organizations and included the relevant concepts and elements of employee assistance programmes. Secondly, the literature study has been utilized in order to provide a useful conceptual framework for social workers in private practice by placing employee assistance programmes within the framework of the generic perspective. The findings of the literature study emphasize the re-focusing of employee assistance programmes on the dual client system with alliance to micro- as well as macro activities, as well as the fact that more specialized abilities are required from a social worker in private practice. Further, it emphasizes that employee assistance programmes provides structure to the professional activities of a social worker in private practice and as such contributes to these activities having a more effective impact in organizations. The empirical study was undertaken in order to determine the knowledge and opinion of the key personnel in organizations that are involved in the decision-making whether or not to invest in a program of this kind, and the nature of the employee assistance programme. This step has been taken, not only to make a social worker in private practice aware of the viewpoints of these people, but also to determine the possibilities for introducing an employee assistance programme in an organization and at the same time identify aspects that might be against the adoption of such a programme. The findings of the empirical study indicated that the key personnel maintain a caring philosophy towards their employees that is linked to productivity. Their expectations of an employee assistance programme is linked closely to this, and is only associated with micro level activities. Further more, the findings points to a lack of knowledge as far as the true nature, purpose and function of an employee assistance programme is concerned. In conclusion, recommendations were made based on the deductions and findings of the literature as well as the empirical study. These recommendations also serve as guidelines for a social worker in private practice who is involved with employee assistance programmes.
AFRIKAANSE OPSOMMING: Dramatiese veranderinge vind tans plaas in die Suid-Afrikaanse werksmilieu wat te weeg gebring word deur 'n verskeidenheid van faktore en daar word meer druk op bedryfsondernemings geplaas om toenemend groter verantwoordelikheid te neem vir die welstand van hul werknemers. Die struktuur en filosofie van werknemershulpprogramme bied 'n unieke geleentheid aan bedryfsondernemings om die veranderde werksmilieu en behoeftes van werknemers aan te spreek op 'n potensieel groei produktiewe wyse. Van werkgewers oogpunt, raak werknemershulpprogramme essensieel vir die sukses van hedendaagse ondernemings en vorm die werknemershulpprogram-praktisyn algaande 'n deel van die korporatiewe beleidsformulering span. Vanweë die feit dat daar nie in die Suid-Afrikaanse konteks riglyne of selfs veel literatuur ten opsigte van die benutting van werknemershulpprogramme in bedryfsondernemings is nie, asook 'n afwesigheid in die literatuur van enige spesifieke praktykbenadering vir 'n maatskaplike werker in privaat praktyk wat binne werknemershulpprogramme dienste lewer, is die doel van hierdie studie om riglyne daar te stel wat kan dien om 'n maatskaplike werker in privaat praktyk wat gemoeid is met werknemershulpprogramme, of wat dit oorweeg om op hierdie gebied toe te tree, toe te rus met akkurate en toepaslike inligting van sodanige programme. Riglyne, wat nie net daartoe sal bydra dat werknemershulpprogramme tot sy volle reg toegepas word nie, maar ook kan dien as hulpmiddel vir 'n maatskaplike werker in privaat praktyk tydens onderhandelinge ten opsigte van die instel, en bepaling van 'n geskikte model vir dienslewering in'n bepaalde bedryfsonderneming. Ten einde die doel van hierdie studie te bereik is 'n literatuurstudie, sowel as empiriese ondersoek gedoen. Die literatuurstudie is tweërlei van aard, eerstens is dit aangewend om die benuttingswaarde van werknemershulpprogramme in bedryfsondernemings te beskryf en is die relevante konsepte en elemente in die verband uitgelig. Tweedens is die literatuurstudie aangewend om 'n nuttige konseptuele raamwerk vir 'n maatskaplike werker in privaat praktyk te skep deur werknemershulpprogramme te bespreek binne die raamwerk van die generiese perspektief. Die bevindinge van die literatuurstudie beklemtoon die herfokussering van werknemershulpprogramme op die tweeledige kliëntsisteem met 'n verbintenis tot mikro sowel as makrovlak aktiwiteite en ook die feit dat daar as sulks 'n meer gespesialiseerde kundigheid van 'n maatskaplike werker in privaat praktyk vereis word. Verder dui dit ook daarop dat werknemershulpprogramme struktuur aan die professionele werksaamhede van 'n maatskaplike werker in privaat praktyk bied wat bydra daartoe dat dit doeltreffender inslag in bedryfsondernemings vind. Die empiriese ondersoek is gedoen ten einde die kennis en opinie van sleutelpersone betrokke in besluitneming oor die instel en aard van werknemershulpprogramme in bedryfsondernemings te bepaal. Die stap is geneem nie net om 'n maatskaplike werker in privaat praktyk bewus te maak van die sienings van die persone nie, maar ook om die moontlikhede vir die instelling van werknemershulpprogramme in bedryfsondernemings bloot te lê en terselfdertyd aspekte wat dit weerlê te identifiseer. Die bevindinge van die empiriese studie dui daarop dat die sleutelpersone 'n filosofie van besorgdheid teenoor hul werknemers openbaar wat verband hou met produktiwiteit, en dat hul verwagtinge van 'n werknemershulpprogram nou hiermee saamhang en slegs met mikrovlak aktiwiteite geassosieer word. Verder is bevindinge aanduidend van'n positiewe ingesteldheid teenoor werknemershulpprogramme, maar 'n gebrek aan kennis oor die werklike aard, doel en funksie van 'n effektiewe werknemershulpprogram. Ten slotte is aanbevelings gemaak op grond van die gevolgtrekkings soos verkry vanuit die bevindinge van die literatuur sowel as empiriese studie. Die aanbevelings dien terselfdertyd ook as riglyne vir 'n maatskaplike werker in privaat praktyk wat gemoeid is met werknemershulpprogramme.
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Van, der Zel Dirk Willem. "The extent to which employers are implementing the Code of Good Practice on HIV/AIDS, as it relates to the Employment Equity and Labour Relations Acts." Diss., Pretoria : [S.n.], 2004. http://upetd.up.ac.za/thesis/available/etd-09122005-151129/.
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Hili, Amal. "Essais sur les incitations salariales." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM1088/document.
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Nous nous proposons de modéliser différents types de mécanismes d'incitation salariale, de déterminer les conditions de leur mise en place et d'analyser leurs effets sur les efforts des salariés, la performance des firmes et le surplus collectif. Ces effets sont étudiés dans des cadres statique et dynamique. Les deux premiers chapitres (2 et 3) s'insèrent dans un cadre d'analyse statique. Dans les trois derniers chapitres (4, 5 et 6), nous intégrons une dimension temporelle dans l'analyse se passant dans un cadre dynamique. Dans le chapitre 2, nous analysons les déterminants de l'actionnariat salarié et évaluons son impact sur le bien être des différents agents économiques. Nous prouvons théoriquement et empiriquement, l'importance de considérer conjointement la désutilité à l'effort des salariés et la taille de l'entreprise pour expliquer l'actionnariat salarié. Nous montrons également que les entreprises assez larges vont distribuer à l'équilibre des parts de capital sous-optimales à leurs salariés. Nous comparons dans le chapitre 3, du point de vue des différents agents économiques, deux scénarios de partage du profit: un premier où la part de profit résulte d'une négociation et un second où cette part est fixée unilatéralement par les capitalistes. Nous montrons que les capitalistes peuvent préférer la négociation alors qu'il est possible pour les salariés de préférer une fixation unilatérale. Nous justifions également la nécessité d'une intervention de l'Etat, les intérêts des deux capitalistes et du planificateur social n'étant jamais convergentsWe aim at modeling various incentive mechanisms, determining the conditions of their implementation and analyzing their effects on employees’ efforts, the firm’s performance and the social welfare. These effects are studied in static and dynamic frameworks. The first two chapters (2 and 3) are parts of the static analysis. In the last three chapters (4, 5 and 6), we take into account a temporal dimension. In the chapter 2, we analyze the factors which determine the employee ownership implementation and estimate its impact on agents’ welfare. We prove the importance to consider jointly the effort disutility and size in the explanation of employee ownership implementation. We also show that large firms are going to distribute sub-optimal capital shares to their employees. We compare in the chapter 3, from the viewpoint of the various economic agents, two scenarios of profit sharing: the first one where the part of profit results from a negotiation and the second where this part is unilaterally fixed by capitalists. We show that those shareholders may prefer bargaining while it is possible for the employees to prefer a unilateral fixing of profit shares. We also justify the necessity of a regulator’s intervention as the interests of both capitalists and social planner never converge. The chapter 4 examines the optimal strategy of divesting actions by the large shareholder in an infinite horizon game where divesting shares allows an increase in the company’s value through its incentive effect on the managers’ efforts
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Joseph, Donald E. "Riglyne vir die implementering van werknemerhulpprogramme binne die Departement van Korrektiewe Dienste in die Wes-Kaap." Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53034.
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Thesis (M Social Work)--Stellenbosch University, 2002.ENGLISH ABSTRACT: The purpose of this study is to provide a theoretical and practical guidelines for the implementation of employee assistance programmes at the Department of Correctional Services in the Western Cape. An explorative research design was used. The historical development of occupational social work international as well as the historical development of occupational social work in the South African context was discussed. The nature and content of employee assistance programmes is also discussed. Attention was given to employee assistance programmes within the organizational context. The functions of the EAP practitioner as well as the current nature and content employee assistance programmes within the Department of Correctional Services is discussed. The roles, knowledge and skills of the occupational social worker is also discussed. An empirical investigation was undertaken in which SIX EAP practitioners participated for the purpose of the study a questionnaire was designed. A structured questionnaire as well as interviews was conducted in order to gather data. Certain recommendations are made based upon the conclusions and findings.
AFRIKAANSE OPSOMMING: Die doel van hierdie studie is om 'n teoretiese en praktiese riglyne daar te stel vir die implementering van werknemershulpprogramme binne die Departement van Korrektiewe Dienste in die Wes-Kaap. Daar is van 'n verkennende navorsingsontwerp gebruik gemaak. In die studie is die ontwikkeling van bedryfs maatskaplike werk internasionaal sowel as in Suid-Afrika bespreek. Die aard en omvang van werknemershulpprogramme is bespreek. Daar is aandag geskenk aan werknemershulpprogramme binne organisasie verband. Die funksies van die werknemershulpprogram praktisyn sowel as die huidige aard van bedryfs maatskaplike werk binne die Departement van Korrektiewe Dienste is bespreek. Die rolle, kennis en vaardighede van die bedryfs maatskaplike werker is ook bespreek. 'n Empiriese ondersoek is gedoen waarvan ses werknemerhulpprogram praktisyns deelgeneem het. Vir die doel van die empiriese ondersoek is 'n vraelys ontwerp. Daar is gebruik gemaak van 'n gestruktureerde vraelys en onderhoude om data te versamel. Aan die einde van die studie word daar sekere aanbevelings gemaak wat gebaseer is op die gevolgtrekkings en die bevindings van die studie.
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Wilson, Bernice B. Jr. "Welfare Reform: Employers' Perceptions of Factors Associated with Virginia's Initiative for Employment Not Welfare." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30423.
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Welfare reform has been an issue in America for many years. The need to make positive changes to the welfare system escalated to the point that federal legislation was passed in 1996. This legislation mandated that each state establish welfare-to-work programs and require that welfare recipients begin to work or face loss of benefits after two years. Virginia responded to this mandate through its Virginia Initiative for Employment Not Welfare (VIEW), which requires welfare recipients to seek work opportunities.
The purpose of this study was to examine employers' perceptions of factors contributing to their participation in VIEW and factors they felt affected welfare recipients' entry into the workforce. The theoretical framework of this study is based on two theories of organizational change: are the innovations and diffusion of innovations models. Interviews were conducted with twelve people who were in decision making roles in businesses that participated in VIEW. The following research questions were used to guide this study:
1. What factors encourage employers to participate in Virginia's Initiative for Employment Not Welfare (VIEW)?
Interviews with employers were recorded, transcribed, and coded using the Nud.ist qualitative research software program.
Twelve factors were identified: mass media, social services agencies, the Virginia Employment Commission (VEC), other information sources, employability skills, qualifications, work experience, education and training, child care, lack of funds for transportation and appropriate clothing, welfare policies, and a support system or monitoring plan. The first four factors affected employers' decisions to be a part of VIEW; the others were factors they felt affected workforce entry.
This study confirms portions of the review of literature relative to research regarding factors that affect the entry of welfare recipients into the workforce. Two major conclusions emerged from the findings: the majority of employers interviewed suggested that welfare policies and child care significantly affected the employment of welfare recipients.
Further study is needed to determine what changes are needed in welfare policies and preparation for those entering the workforce. Research should involve both welfare recipients, employers, social services personnel, and job training providers.Ph. D.
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Murcia, Aleida A., and Jovanni L. Holloway. "RELATIONSHIP BETWEEN MENTORSHIP AND CHILD WELFARE WORKERS’ JOB SATISFACTION, AND INTENTION TO REMAIN EMPLOYED IN CHILD WELFARE." CSUSB ScholarWorks, 2014. https://scholarworks.lib.csusb.edu/etd/33.
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This study explored the relationship between mentoring and social workers’ job satisfaction and social workers’ intention to remain employed in child welfare. This study was conducted in Children Family Services (CFS), San Bernardino. Ninety six child welfare workers completed the survey using the JSS‑CW and the IRE‑CW instruments. A quantitative research design was utilized to analyze the data. Specifically, an Independent Sample T‑Test was used to analyze differences between the social workers who had a mentor and those who did not. Additionally, a Pearson R Correlation Test was conducted to analyze the relationship between mentoring and the different factors influencing the dependent variables. The present study revealed no correlation between informal mentoring and social workers’ levels of job satisfaction and their intentions to remain employed in child welfare in San Bernardino County. The study also revealed that although child welfare workers are highly satisfied at their jobs they still intend to leave child welfare if they are presented with a better job opportunity. These findings cannot be generalized because this study was designed specifically for San Bernardino County and the validity and reliability of the JSS‑CW is unknown. Further research on mentorship, more specifically formalized mentoring programs, is recommended.
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Chiwele, Dennis Kaputo. "Stabilisation, the real wage, employment and welfare : the case of Zambia's formal sector employees." Thesis, University of Sussex, 1993. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.358175.
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According to orthodox theory, a key objective of stabilisation policies is to raise the relative price of tradeables to that of nontradeables. This should lead to a relative expansion of tradeables production. The factors of production that would benefit most are those intensively utilised in the expanding (tradeables) sector. Where nontradeables are more labour intensive, the real consumption wage will fall with the implementation of stabilisation policies. This prediction is tested in this thesis within the context of Zambia's effort to adjust its economy in the 1980s. Applying a Stolper-Samuelson-Rybczynski (SSR) model, it is concluded that stabilisation policies did indeed result in the fall of the real wage. This finding is in line with the experience of other countries, suggesting that real wages were more flexible than would be justified by concerns of orthodox theorists. However, it is shown that the responsiveness of employment to variations in the real product wage was statistically insignificant. Furthermore, despite the fact that the real product wage of tradeables relative to nontradeables moved in the desired direction, the expected relative rise in tradeables employment failed to occur. This demonstrates the ract that getting the prices right may not always be a sufficient condition for labour reallocation. The rapid fall in the real consumption wage made it difficult for an average formal sector household to meet its nutritional needs. These households could be classified as poor by the end of the 1980s. Workers responded by moonlighting, engaging in corrupt practices and allowing their households to increase their labour participation. The adverse effects associated with such survival strategies demonstrate the limit to which a government could rely on real wage flexibility in macroeconomic adjustment.
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Ingram, David Edward. "The effect of child protection employment on the children of the employees : an exploratory study." Thesis, McGill University, 2002. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=78183.
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An exploratory study was conducted to examine the effects of parental child protection employment on the children of the employees. Semi-structured interviews were conducted of eight children, who had one parent employed in a child protection agency in Eastern Ontario. The analysis of the interviews demonstrated perceived impacts on identified areas of the participants' lives: family transactions within the community; internal family functioning; and the impact on the individual participant. The interview results were also examined along four variables: gender of the child protection worker parent; gender of the participant; age of the participant; and position held by the child protection worker parent. Of these, only the gender of the child protection worker parent appeared to have a differing trend between groups. Further research is suggested to generalize these results beyond the participants in the study.
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Little, Peggy Sue. "The retention of social work practitioners at Child Protective Services in San Bernardino County." CSUSB ScholarWorks, 1999. https://scholarworks.lib.csusb.edu/etd-project/1946.
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Chaffee, KC. "Mental Health First Aid training program for San Luis Obispo County schools employees| A grant proposal." Thesis, California State University, Long Beach, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=1523273.
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The purpose of this project was to develop a grant to obtain funding to train two San Luis Obispo County Behavioral Health Department staff as certified instructors for the Mental Health First Aid program. These instructors will train staff in the San Luis Obispo County school districts with the goal of increasing the staffs knowledge, thus enabling them to respond better to the mental health needs of their students. This mental health training program covers: risk factors, symptoms, and the role of stigma in mental health issues, as well as resources and action plans. A literature review was completed on the prevalence of youth mental health issues, the effects of mental illness on youth, current youth mental health treatment, a school settings' role in dealing with these issues, early intervention services, and stigma. Actual submission and funding of the grant was not required for the successful completion of this project.
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Kinley, Gary J. "An examination of the advocacy techniques employed by three state-level child advocacy groups." Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/471162.
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The purpose of this study was to examine the advocacy techniques employed by three state-level child advocacy groups in a mid-western state and to determine the effectiveness of such techniques in influencing policy and legislation.The groups studied were a government-funded bureau, a professional association, and a varied member organization. Each was selected because it met the qualifications set forth for that particular group type. Data collection took place during June and July, 1981.The records examined during data collection included minutes of meetings, publications, fiscal reports, legislative reports and bills, by-laws, and newspaper articles. The data discerned from the records described the groups' founding, objectives, structure, membership, finances, and advocacy strategies, particularly public information campaigns, training, and lobbying efforts. Interviews were conducted with persons knowledgeable of the groups' activities, as necessary.Data were organized into the categories of background information, objectives, membership, structure, funding, and advocacy efforts. Issues considered by any of the three groups were classified either as legislation or as a child-oriented issue. Advocacy techniques utilized to advance a group's position on a piece of legislation were paired with the bill. The effectiveness of the techniques was determined via a scale which examined a bill's progression through the legislative process. Patterns of effective advocacy were listed. Similarly, advocacy techniques employed to advance a group's position on child-oriented issues were paired with the issues. Patterns of advocacy were discerned from that information.As a result of the data analysis, the following conclusions were made; (a) a variety of techniques were used by the groups and contributed to effective advocacy; (b) the techniques of writing to and meeting with legislators or their staffs on behalf of a group were utilized most commonly in successful efforts related to legislation; (c) collaboration and multiple efforts were related to effective advocacy; (d) the professional association was most successful in its legislative advocacy efforts; and (e) the three groups took more positions and utilized more advocacy techniques on child-oriented issues than on legislation.
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Mandke, Yashodhan Vikas. "Using Haptics and Vibro-Tactile Technology to Assist Hard-of-Hearing Warehouse Employees." Miami University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=miami1524672552749124.
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You, Yong Lim. "The meaning of work for older employed people learning to understand age discrimination in South Korea." Thesis, University of Birmingham, 2014. http://etheses.bham.ac.uk//id/eprint/4857/.
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This thesis presents the voices of older workers in South Korea through their life stories and experiences in order to interpret how employed older people understand age discrimination in employment, by studying the following four areas: how older workers understand the value of work; theories and concepts of ageing; age discrimination; and South Korea’s policies and programmes for employing older people. In order to interpret in depth the understanding of age discrimination in employment amongst a sample of eighteen employed older Koreans, a biographical method was adopted which generated experiences of age discrimination within each person’s life story. These were analysed using biographical narrative analysis. These employed older people enjoyed working and chose to work both because they wanted to and because this was the only way of meeting their various needs. Others believed that they were people who liked to work and be active and yet others believed that it was their destiny to work, even though they felt more tired as they grew older. They strongly believed that their work performance was still good enough to be competitive. In terms of age discrimination, they revealed the dilemma between their hope of working and the consideration that younger people were currently unemployed. Nevertheless, they did not accept the effect on their working lives of age discrimination which disregarded their capacity to work. In this sense, some interviewees hope that the government will provide an environment and opportunity for older workers to show their ability to work.
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Smith, Pauline J. "An Investigation of the Strategies used by Organizations Participating in the Welfare-to-Work Network Programs and Correlation of the Strategies with the Retention Data to Determine Best Practices for Job Retention among Former Welfare Recipients." FIU Digital Commons, 2010. http://digitalcommons.fiu.edu/etd/326.
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This ex post facto study (N = 209) examined the relationships between employer job strategies and job retention among organizations participating in Florida welfare-to-work network programs and associated the strategies with job retention data to determine best practices. An internet-based self-report survey battery was administered to a heterogeneous sampling of organizations participating in the Florida welfare-to-work network program. Hypotheses were tested through correlational and hierarchical regression analytic procedures. The partial correlation results linked each of the job retention strategies to job retention. Wages, benefits, training and supervision, communication, job growth, work/life balance, fairness and respect were all significantly related to job retention. Hierarchical regression results indicated that the training and supervision variable was the best predictor of job retention in the regression equation. The size of the organization was also a significant predictor of job retention. Large organizations reported higher job retention rates than small organizations. There was no statistical difference between the types of organizations (profit-making and non-profit) and job retention. The standardized betas ranged from to .26 to .41 in the regression equation. Twenty percent of the variance in job retention was explained by the combination of demographic and job retention strategy predictors, supporting the theoretical, empirical, and practical relevance of understanding the association between employer job strategies and job retention outcomes. Implications for adult education and human resource development theory, research, and practice are highlighted as possible strategic leverage points for creating conditions that facilitate the development of job strategies as a means for improving former welfare workers’ job retention.
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Lin, Yi Wen, and 林宜汶. "Welfare Leap - the New Future of Employee Welfare Committee in High-tech industry." Thesis, 2014. http://ndltd.ncl.edu.tw/handle/pnw4eg.
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碩士國立清華大學
經營管理碩士在職專班
102
According to the regulations of Employee Welfare, any company of more than 50 people has to establish Employee Welfare Committee (EWC). Due to the atmosphere of job market changes in the recent years, applicants consider not only the salary and job content when seeking for jobs. Besides, the measures of employee welfare are becoming an important tool for recruitment and retention. The author serves in the EWC of listed technology company. The purpose that EWC exists is to use the fund allocated from company’s revenue and employees’ salaries to set up necessary welfare measures. Moreover, the necessary welfare measures could inspire employee morale and strengthen the relationship between employers and employees. The EWC of case company use the fund to set up welfare measures widely, including cash gifts, gifts, recreational facilities, childcare facilities and various welfare activities. This department strives to take best care of every employee's well-being. With the company's revenue and employees’ salaries grow year after year, there is still approximately 20 to 40 million of annual balances after deducting the cost of the existing welfare measures. The current surplus accumulates to 400 million dollars. The case company's expected revenue is gradually raised this year, and it means the available fund for EWC is gradually raised as well. Meanwhile, the author considers thoughtfully how to use of the fund for EWC appropriately to offer a variety of welfare measures and make all the resources efficient.
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Liu, Yingchun, and 劉盈君. "Comparative Analysis of the Employee Welfare for Private University." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/56257595013635286641.
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碩士華梵大學
工業工程與經營資訊學系碩士班
100
Private university colleges in Taiwan (including the College of University of science and technology) total 109 , Which Private universities 70. Independent college 27 The College of 12 , This study to 26 General analysis for the study of private universities. Staff level in private universities, schools, welfare for good or ill, does not have a standard measure, many serving staff complained about the school's staff welfare is not satisfactory, but I didn't know the benefits compared to other schools serving schools is much higher. Study on the analysis of the management of the private university staff welfare programmers, and how the evaluation management of the private university staff welfare and bad methodology, while an empirical analysis. This study first established private university staff welfare assessment hierarchy and then used ANP method determines the weighting of assessment criteria. Assessment criteria to distinguish between code of quantitative and qualitative criteria, school performance values of quantitative criteria based on telephone interviews with various ways of private universities and school personnel to obtain flat; performance value of qualitative criteria, the questionnaires were used private university staff views . Finally, the study on integration of ANP and EVAMIX assessment methods, employee benefit evaluation of the advantages and disadvantages of private universities. According to the findings of the study, Private university staff the most important welfare guidelines, order for service pay, employee performance appraisals, early new year bonuses, hiring jobs, employee travel, overtime expenses, and so on. 26 private University, Chang Jung University employee benefits is the best.
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Healy, Theodore Robert. "Current trends in employee assistance concerns employee assistance professionals' reports on the presenting concerns of employees : a project based upon an independent investigation /." 2009. http://hdl.handle.net/10090/9871.
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Wang, Yu-Shiu, and 王鈺琇. "A Strategic Study of Strengthening the Adoption of Commercial Employee Benefit Network by Enterprise Employee Welfare Committee." Thesis, 2012. http://ndltd.ncl.edu.tw/handle/5hw8r8.
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碩士國立臺灣大學
商學研究所
100
In Taiwan, employees would get gifts in the major holiday from their company’s welfare committee, such as Dragon Boat Festival or Mid-Autumn Festival...etc. Those gifts were decided by the members of the committee. In order to offer employees more choices, welfare committee provides employees with different holiday gifts or various gift certificates such as Carrefour、Shin Kong Mitsukoshi instead in the recent years. However, it consumes a lot of efforts for comparing prices、making orders、packing and the delivery. ”e-Welfare Integration Service” was born for supporting corporate’s welfare committee to provide employees with less effort and greater choices. PayEasy has started ”e-Welfare Integration Service” six years ago, which has cooperated with more than 300 enterprises since then. It has become the No1 e-Welfare Integration Service provider in market share and generates revenue up to 9 billion yearly. Nevertheless, the growing expansion of the Internet has dramatically changed e-commerce industry. More and more companies provide similar service. Therefore, findings of the competitive advantage of PayEasy will be the purpose of the research. Moreover, major considerations of making final decision to select the cooperative e-welfare integration service provider from the perspective of users will also be indentified in the study. Given this, the study first analyzes the current practice of PayEasy e-welfare integration service. Second, the research strives to identify the reason of contract termination between PayEasy and uncooperative companies, then to design a questionnaire based on those reasons. Furthermore, the study interviews members of welfare committees who have used PayEasy e-welfare integration service to analyze the collected data to provide with conclusion and recommendation.
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Hor, Su-Kui, and 何書貴. "Exploring the Relationship between Welfare System and the Employee Well-Being." Thesis, 2018. http://ndltd.ncl.edu.tw/handle/5t7d82.
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碩士元智大學
經營管理碩士班(領導學程)
107
People are the key asset in an organization. The global economic recession in recent years causes the low salary and the keep no raising on salary. Therefore, most employees expected to enjoy a set of good welfare systems provided by their company. Previous studies found that a set of good welfare system could bring some positive influences toward the organization or even the society, such as attracting some talents into the organization, improves the productivity of an organization, and even maintain a safety society. Thence, this research aims to study the relevance between the welfare system and the well-being of employee. This research has distributed 300 of the questionnaires and collected back 217 of the questionnaires, the result shows that the various of the welfare's measurement is associated with the well-being of employees; There are significant between the various of employee's personal background and the various of the welfare's measurement.
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Te, Tung, and 童德. "Study of Employee Welfare Satisfaction for Retaining - A Company for Example." Thesis, 2016. http://ndltd.ncl.edu.tw/handle/28278009971313427776.
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碩士實踐大學
企業管理學系碩士在職專班
104
Employees are most important asset in corporation, how can effectively retaining, it is one of the problems faced by businesses today. Employees are willing to stay in corporation, in addition to provide a more generous salary, the corporation's welfare is also very important key incentive to stay. Many well-known companies, such as TSMC, HTC and Foxconn or other companies, also planning well welfare. This study hopes to corporate welfare to improve their satisfaction for the needs of employees, and this enhance the willingness of employees to stay. Case Study of A Company, by a questionnaire survey, the current welfare for employees retention and the association wishes to study, issued a total of 300 questionnaires, 218 valid samples, the effective rate was 72.6%. This study used descriptive statistical analysis, reliability analysis, validity analysis, correlation analysis, regression analysis and variance analysis and other statistical analysis. This study hopes to understand the wishes of welfare measures for employee retention has an impact on whether or not, as well as to explore the existing welfare measures for employees satisfaction, to provide a reference for future welfare when planning organization.
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Schmidt, Glen G. "How long are you staying? : retention of social workers in northern child welfare practice /." 2002.
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Ausbrooks, Angela Rachelle 1960. "Child welfare supervisor retention: an exploration of personal and organizational resilience." Thesis, 2007. http://hdl.handle.net/2152/3178.
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Child welfare agencies are considered some of the most stressful places of employment. This stress is related to several factors: (a) the myriad forms of child maltreatment that employees must deal with on a consistent basis, (b) high caseloads, and (c) the organizational climate of most child welfare agencies. Working in child welfare involves seeing battered, beaten, bruised, burned, and neglected children on a daily basis and sometimes experiencing the death of a child as a result of abuse or abuse-related conditions. Because of the stressors inherent in child welfare agencies, retention of employees has become an increasing issue throughout the United States. A review of the literature determined that most studies involving child welfare retention focused on the reasons that employees leave the agency. These studies found that child welfare employees' reasons for terminating their employment included excessive caseloads, lack of supervisor support, job dissatisfaction, and a negative organizational climate. This dissertation explored the reasons that child welfare employees, specifically supervisors, remain employed in child welfare agencies from a strengths perspective. A qualitative study was conducted with 50 child welfare supervisors to determine whether their ability to remain with the agency was related to resilient characteristics. Results of the study indicate that the possession of a personal mission or calling, support systems, and coping skills are among the primary factors that allow supervisors to achieve employment longevity. These and additional findings are discussed in detail as well as implications for child welfare, social work practice, and social work education.text