Thematische Bibliographien / WORKERS WITH FAMILY RESPONSIBILITIES

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Auswahl der wissenschaftlichen Literatur zum Thema „WORKERS WITH FAMILY RESPONSIBILITIES“

Autor: Grafiati

Veröffentlicht am 27. Juni 2021

Zuletzt aktualisiert am 1. Februar 2022

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Zeitschriftenartikel zum Thema "WORKERS WITH FAMILY RESPONSIBILITIES"

Russell, G. „Workers with Family Responsibilities Adopting a Wider Family Outlook“. Australian Journal on Ageing 13, Nr. 4 (November 1994): 161–63. http://dx.doi.org/10.1111/j.1741-6612.1994.tb00661.x.

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Wolcott, Ilene. „Between Tradition and Transition: Workers With Family Responsibilities“. Australian Journal of Social Issues 25, Nr. 4 (November 1990): 290–300. http://dx.doi.org/10.1002/j.1839-4655.1990.tb01007.x.

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Barber, James G. „Australian industrial relations policy and workers with family responsibilities“. Community, Work & Family 7, Nr. 3 (01.12.2004): 275–84. http://dx.doi.org/10.1080/1366880042000295718.

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Balnožan, Kristina. „Special protections against employment termination for workers with family responsibilities“. Glasnik Advokatske komore Vojvodine 93, Nr. 1 (2021): 147–89. http://dx.doi.org/10.5937/gakv93-28182.

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Loss of employment is one of the most stressful life events for everyone, especially for those with families. An employed mother - and increasingly a father - have family responsibilities towards their children, and these duties are often taken on, due to the decomposition of the family unit, by so-called single parents. Family responsibilities towards children are not, however, the only ones: one important segment of the responsibilities of the working-age population is the care for elderly and/or sick relatives and/or spouses. In this paper, it will be demonstrated that employees with family responsibilities are not a unique legal category. Family responsibilities must not, as such, constitute a valid reason for the termination of employment. The research below, therefore, seeks to present special protections against the termination of employment contracts of different categories of employees with obligations toward children, and to check whether and in what way such protections are provided to employees with obligations to other family members, since special protections against the termination of the employment contracts is explicitly guaranteed in Serbian law to the employees only during pregnancy and absence from work due to special/child care. In this regard, international standards relevant to the subject of the research are considered, as well as certain foreign systems that differently take into account the family situation of employees, using primarily the normative, comparative law method.

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Welsh, Dianne H. B., und David Rawlings. „Owens sawmill: A family business facing a social responsibility dilemma“. New England Journal of Entrepreneurship 10, Nr. 1 (01.03.2007): 25–26. http://dx.doi.org/10.1108/neje-10-01-2007-b002.

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This is a real case involving an SME that produces southern hardwood finished lumber. The family business faces a social responsibility dilemma in terms of displaced workers and limited job opportunities in the surrounding labor market if they purchase a new saw that would modernize production, improve profitability, and eliminate 50 percent of their labor costs.The most logical employment for these workers would be a cutter, loader, or hauler of logs, which have been determined to be some of the most dangerous jobs in the United States. This case requires students to examine the decision-making process of a modest family business in a small, cohesive community and the ramifications of these decisions, as well as issues concerning technology and production improvements, displaced workers, social responsibilities, and the rights and responsibilities of employers and employees.

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Armenia, Amy B. „More Than Motherhood“. Journal of Family Issues 30, Nr. 4 (17.09.2008): 554–74. http://dx.doi.org/10.1177/0192513x08324379.

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This article examines motivations for entering family day care work as they relate to responsibilities of motherhood and the prominence of these motivations for the women providing day care within and across groups of workers. Using data from a large-scale representative survey of family day care workers in Illinois, the author examines the range of reasons for job entry. The author also uses cluster analysis to categorize workers by the common patterns of these reasons and uses demographic, family, and work characteristics to predict membership in these categories. The finding is that the majority of family day care workers are trying to meet a broad range of mothering responsibilities—including economic provision and commitments to kith, kin, and community—rather than focusing only on physical and emotional care of their own children. Furthermore, these differences vary strongly by race.

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O’Connor, Lindsey Trimble, und Erin A. Cech. „Not Just a Mothers’ Problem: The Consequences of Perceived Workplace Flexibility Bias for All Workers“. Sociological Perspectives 61, Nr. 5 (13.04.2018): 808–29. http://dx.doi.org/10.1177/0731121418768235.

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Flexibility bias and the “ideal worker” norm pose serious disadvantages for working mothers. But, are mothers the only ones harmed by these norms? We argue that these norms can be harmful for all workers, even “ideal” ones—men without caregiving responsibilities who have never used flexible work arrangements. We investigate how working in an environment where workers perceive flexibility bias affects their job attitudes and work-life spillover. Using representative survey data of U.S. workers, we find that perceived flexibility bias reduces job satisfaction and engagement and increases turnover intentions and work-life spillover for all types of workers, even ideal workers. The effects of perceived bias on satisfaction, turnover, and spillover operate beyond experiences with family responsibilities discrimination and having colleagues who are unsupportive of work-life balance. We show that workplace cultures that harbor flexibility bias—and, by extension, that valorize ideal work—may affect the entire workforce in costly ways.

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Panari, Chiara, und Silvia Simbula. „Presenteeism “on the desk”“. International Journal of Workplace Health Management 9, Nr. 1 (07.03.2016): 84–95. http://dx.doi.org/10.1108/ijwhm-11-2013-0047.

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Purpose – The purpose of this paper is to examine the antecedents and consequences of the phenomenon of presenteeism in the educational sector. Particularly, the authors tested the relationship between excessive work responsibilities, presenteeism, work-to-family conflict and workers’ emotional exhaustion. Design/methodology/approach – A self-report questionnaire was administered to 264 teachers in secondary schools. Findings – A subsequent mediation of presenteeism and work-to-family conflict between work responsibilities and emotional exhaustion was found. Originality/value – The findings of this study will provide help today’s organisations for better understanding and managing the new phenomenon of presenteeism in order to promote workers’ well-being and performance.

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Laci, Amarildo, Armela Maxhelaku und Ilir Rusi. „Equality at Work and Discrimination in Employment and Occupation“. Journal of Educational and Social Research 7, Nr. 2 (24.05.2017): 67–72. http://dx.doi.org/10.5901/jesr.2017.v7n2p67.

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Abstract The aim of this paper is to give some general views on international labour standards, regarding equality of opportunity and treatment. It is important to mention that respecting freedom from discrimination, as a fundamental human right, places a great importance in guaranteeing other rights for workers. Equality standards applied by ILO provide methods which aim to fight against discrimination in society and in the workplace of the employers. One part of this paper is focused in analyzing the term “discrimination”, focusing in different forms that can occur at work, the target group which it can affect and measures that can be taken in order to provide equality at work. This paper analyses the scope and the obligations under ILO instruments, such as three fundamental conventions. One of the most important conventions is the convention concerning discrimination regarding occupation and employment, “Discrimination Employment and Occupation” Convention nr. 111. This fundamental convention represents discrimination as every different treatment which has effect on equality of creating same possibilities for everyone in occupation or employment. According to this legal act, it is mandatory the implementation of a national legislation which promotes equality of treatment and opportunity, regarding occupation and employment in general, designed to eliminate all types of different treatment in these fields. This paper is focused especially on analyzing the “Workers with Family Responsibilities” Convention, 1981, which refers to standards on equal treatment and opportunities for both women and men workers. “Workers with Family Responsibilities” Convention, applies to workers with such responsibilities, which restrict their possibilities to involve in an economic activity. The purpose is to provide an effective implementation of standards related to equality of treatment and opportunity for both women and men workers, in order to guarantee free choice of employment to help workers which have family responsibilities and to take into consideration their needs. Furthermore in this paper will be identified the methods that governments should apply, which aim to provide the application of the standard of equal compensation for workers, according to “Equal Remuneration” Convention, 1951 (No. 100).

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Doyle, M., und V. Timonen. „Obligations, Ambitions, Calculations: Migrant Care Workers' Negotiation of Work, Career, and Family Responsibilities“. Social Politics: International Studies in Gender, State & Society 17, Nr. 1 (04.02.2010): 29–52. http://dx.doi.org/10.1093/sp/jxp026.

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Dissertationen zum Thema "WORKERS WITH FAMILY RESPONSIBILITIES"

Jonkers, Geraldine. „Roles and responsibilities of forensic social workers in the family violence sexual offences unit“. Thesis, North-West University, 2012. http://hdl.handle.net/10394/9072.

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South Africa, notwithstanding her comprehensive legislation, has disturbingly high figures of child sexual violence. These crimes and the low conviction rates should put any role-player within the field of sexual violence to shame. Concerns are raised that, unless trained professionals deal with child sexual abuse victims, we will fail to protect children from abuse and fail in our quest for justice. The South African police, in its efforts to prioritize crimes against women and children, employed forensic social workers. This article presents the results of an explorative study of the role and responsibilities of the forensic social worker in the SAPS. Data was collected from three groups of participants (forensic social workers, state prosecutors and police investigating officers) according to a mixed method approach. Both qualitative (semi-structured interviews) and quantitative (statistical data) methods were therefore employed. The forensic process is designed to answer a question of relevance to the legal system, which makes the role of the forensic social worker very specific. If roleplayers in the field of child sexual offences, however, are not entirely familiar with what forensic social work entails, it could not only complicate matters for the forensic social workers, but it could also mean that their services are not used optimally and effectively. The findings of the study indicate that forensic social workers make a valuable contribution to the successful investigation of child sexual offences; however, in the absence of adequate continuous trainin training, supervision and consultation, they could fail in providing a proficient service.
Thesis (MSW (Forensic Practice))--North-West University, Potchefstroom Campus, 2013.

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Бледнова, Н. Д., und N. D. Blednova. „Профессиональный и родительский труд работников с семейными обязанностями: проблемы совмещения и государственное регулирование взаимодействия : магистерская диссертация“. Master's thesis, б. и, 2021. http://hdl.handle.net/10995/99987.

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Объектом исследования в диссертации выступают сферы профессионального и родительского труда как объекты государственного регулирования. Цель исследования – изучить взаимодействие сфер профессионального и родительского труда для лиц с семейными обязанностями и разработать инструменты его совершенствования. Основными методами проведения исследования стали качественный и количественный анализ, а именно полуформализованное интервью, анкетирование и контент-анализ. В процессе исследований были изучены теоретические подходы к определению категории «работники с семейными обязанностями как субъекты профессионального и родительского труда»; проанализировано нормативно-правовое регулирование деятельности работников с детьми; выделены и систематизированы факторы, влияющие на гармонизацию профессиональной и семейной жизненных сфер; разработана и реализована методика социологического исследования процесса совмещения профессионального и родительского труда работников с детьми. Результатом работы стала разработка ряда рекомендаций для органов государственной власти, направленных на поддержку работников с семейными обязанностями и преодоление негативных демографических тенденций в стране.
The object of the dissertation research is the spheres of professional and parental labor as objects of state regulation. The aim of the research is to study the interaction of the spheres of professional and parental labor for people with family responsibilities and to develop tools for its improvement. The main research methods were qualitative and quantitative analysis, namely semi-formalized interview, questionnaire and content analysis. We studied theoretical approaches to the definition of the category “workers with family responsibilities as subjects of professional and parental labor”; analyzed the legal regulation of the activities of workers with children; highlighted and systematized the factors influencing the harmonization of professional and family life spheres; analyzed and implemented the methodology of sociological research of the process of combining professional and parental labor of workers with children. The result of the work was the development of a number of recommendations for public authorities aimed at supporting workers with family responsibilities and overcoming negative demographic trends in the country.

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Coffell, Amy Marie. „Hospice Social Workers' Roles and Responsibilities Within Interdisciplinary Hospice“. ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4431.

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The role of the hospice social worker is unclear and misunderstood by interdisciplinary team members due to role blurring, communication challenges, and poor collaboration efforts. This is important because these actions may result in decreased quality of patient care and decreased quality of life for the clinical hospice social workers. The purpose of this action research project was to explore communication, role blurring, professional activities and abilities, and cohesive goals among hospice clinical social workers. The theoretical foundation for this research was the model of interdisciplinary collaboration (MIC) which was used to describe both the concepts of interdisciplinary collaboration and the influences on that collaboration. The research question addressed the 5 concepts of the MIC to fully understand the collaboration challenges identified within hospice interdisciplinary teams. This action research study utilized the design and method of open-ended questions to gather the information using an online questionnaire. The data were coded by the action researcher to yield the key results of 3 main concepts of challenges for clinical hospice social workers (a) underutilization and misunderstanding of skillsets, (b) role blurring among the disciplines, and (c) working toward cohesive goals. A conclusion of this research was that hospice social workers are misunderstood, which presents a spectrum of challenges for the entire hospice interdisciplinary team. Implications for positive social change occurred through recommendations to reduce or eliminate these challenges, thus improving the quality of patient care and clinical hospice social workers' quality of life.

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Sabattini, Laura. „Building a community : single mothers manage family responsibilities /“. Diss., Digital Dissertations Database. Restricted to UC campuses, 2004. http://uclibs.org/PID/11984.

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Henriette, Farida G. „Family responsibilities, obligations, and commitment in the Seychelles“. Thesis, Keele University, 2018. http://eprints.keele.ac.uk/4999/.

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Drawing on a small-scale qualitative study, this thesis examines family relations in post-colonial Seychelles. The Seychelles is considered a post-colonial society because it used to be a colony. The aim of this qualitative research, using an interpretive epistemology, is to explore family responsibilities, obligations, and commitment in the Seychelles, and how this varies for different generations and genders. Semi-structured interviews and vignettes were used to gather data from forty participants who consented to take part in the research. The analysis of the data revealed that there are different types of family structures and they are in flux. Post-colonial societies have certain common characteristics and the analysis of the data revealed that the racial, power and gender characteristics common to such societies can be found in the Seychellois Creole family. The analysis revealed that gender is more important than the other characteristics which post-colonial writers have written about and that several family practices are considered as gendered practices. This include the care of the elderly. The analysis also revealed that there are certain family responsibilities that are considered more important than others which include the care of children, the sick and the elderly, and helping each other. The findings showed that obligations within family relationships are not necessarily negotiated – there is more of an expectation. The findings also revealed that commitment is developed through the idea of reciprocity and commitment is then displayed through the support that exists between family members and through intergenerational solidarity – where care of the elderly is provided, usually by the adult daughter. This thesis contributes to discourses about family life, obligations, duties, commitment, generation, racism, gender, care, and post-colonialism. In its novelty, it brings new knowledge to family relationships on small post-colonial island states and acts as an impetus for future sociological research.

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Settles, Joanna Louise. „The effects of family structure, family responsibilities, and family closeness on the college decisions of Hispanic high school students“. Diss., University of Iowa, 2011. https://ir.uiowa.edu/etd/2982.

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I investigate the differences between Hispanic high school graduates, both male and female, who chose not to attend college, who chose to initially enroll into a two-year college, or who chose to initially enroll into a four-year college or university. The 1994-1995 National Longitudinal Study of Adolescent Health was used to determine how family structure, family responsibilities and family closeness influenced the decisions made by Hispanic youth. There are five major findings regarding Hispanics and their decisions after high school graduation. The findings show that socioeconomic status (parents' education), grade point average and college aspirations influence the decision to attend college. Males who enrolled into four-year colleges were more influenced by participating in household chores compared to females; females who initially enrolled into four-year colleges were more influenced by the number of household members than males. High school graduates with fewer household members were more likely to initially enroll into a four-year college and participate in more household chores compared to students who attended two-year colleges. Parental aspirations were influential for high school graduates whether they attended two- or four-year colleges. Last, living with two biological parents compared to living with a single mother was highly influential for high school graduates who initially enrolled into a four-year college. Overall, the findings indicate that family structure, family closeness and family responsibilities affect the college decisions of Hispanic high school graduates.

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Rhea, Joseph Richard. „Balancing work and family responsibilities as an extension 4-H agent“. Diss., Mississippi State : Mississippi State University, 2009. http://library.msstate.edu/etd/show.asp?etd=etd-07072009-230114.

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Whiting, Rosalind Heather, und n/a. „Gender, family responsibilities and career success in the New Zealand accountancy profession“. University of Otago. Department of Accountancy and Business Law, 2007. http://adt.otago.ac.nz./public/adt-NZDU20070214.145101.

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This study contributes to an understanding of the causes, consequences and complexities of gender inequity in career success (high levels of status and salary) in the New Zealand accounting profession. Sixty-nine (twenty-seven male and forty-two female) experienced Chartered Accountants were interviewed about their career histories. A feminist, interpretative and qualitative approach was followed and NVIVO was used for analysis. The first significant contribution of the study was the identification of five work/family strategies based on levels of family and work involvement (Traditional Men, Traditional Women, Family Balancers, Stepping Stone Men and Work First Women). Secondly, the level of family responsibilities explained career success much better than gender alone, although these two factors were commonly (but not always) directly related. The third contribution was the revision of the three-pronged model previously offered by Whiting & Wright (2001) to explain gender inequities in salary and status in the New Zealand accounting profession. Because the original model was derived from quantitative data, using qualitative data to revise the model constituted a sequential mixed method (pragmatic) approach. In the revised model, gender centrality and the three explanatory categories (Attributes, Structure and Attitudes) were removed. Career success was enhanced by high career aspirations (related to perceptions of stress, managerial and responsibility requirements and remuneration), long working hours and availability to clients, hard work, high technical competence and skills (enhanced by overseas experience), networking (less attractive to women), self-confidence (enhanced by mentoring for the least self-confident), flexibility to relocate if required (decreased by family and lifestyle ties) and large size and growth of the employing organisation. Most influential were career aspirations and a long hours/available work ethic. This demonstrated the pervasiveness of the male linear career model (derived from the male breadwinner-female carer family structure), that rewarded (in terms of progression) unilateral allegiance to the firm. Career aspirations, desire for responsibility, perceived ability to handle pressure, long hours, availability to clients, networking and possibly technical skills (if there were periods of extended leave) were all influenced by the Chartered Accountant�s level of family responsibilities. Those with the least family responsibilities (childless, Traditional Men and Work First Women) demonstrated unswerving commitment to the firm and were equally the most successful career wise. The impact of family responsibilities on career progression could be ameliorated by organisational cultural change. There were some indications of cultural change, being most prevalent in public sector and educational organisations. Enhancing conditions included a culture of flexibility and a concurrent atmosphere of trust, a less competitive work culture, absence of constant overtime demands and on-call work, encouraging top management who worked positively to retain and foster top performers over a longer period, and high level part-time positions supported by well-trained subordinate teams. To achieve these conditions provides an imminent challenge to organisations which employ Chartered Accountants, because the profession is increasing its proportion of females, has a younger generation more interested in work-life balance, and is losing many of its members overseas.

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Uvuza, Justine. „Hidden inequalities : Rwandan female politicians' experiences of balancing family and political responsibilities“. Thesis, University of Newcastle upon Tyne, 2014. http://hdl.handle.net/10443/2475.

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The number of women participating in Rwandan politics has significantly grown since the second half of 1994 (after the civil war and Tutsi genocide). Gradually, especially in parliament where women now compose 63.8%, this has attracted the attention of scholars and the international community. While Rwandan government and the international writers document Rwanda’s relative progress on increasing and promoting women’s participation in politics, the majority of academic work to date has investigated women’s representative role and in most cases explored women in the legislature. Little or no academic work has focused on female politicians’ experiences of balancing their traditional female responsibilities and the public (male-stream) roles they are now taking on. Using semi-structured one-to-one interviews with female politicians in the cabinet, lower and upper chambers of parliament, local government and from women’s major groups (umbrella and networks), this dissertation examines the women’s narratives of their lived experiences of balancing their private and public roles, and what impact this has had on their lives and career paths. This thesis argues that despite the relevance of women’s access to political posts/work, failure to tackle gender inequalities in all areas of socialisation reshape and reinforce patriarchy in significant ways – especially due to increased time and work penalty that appear not only detrimental to women’s lives but also to the country’s social-economic development. Change in these circumstances seems to require a cultural shift, almost as large as the cultural shift that brought women into politics. This thesis also argues that women’s substantive representative role is better understood if the social-political contexts within which they live and work are considered. This study contributes new ways of understanding and theorising women’s political participation in Rwanda (and in similar contexts) to policy makers and activists.

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Chavez, Hannah. „Social Workers' Perceptions of Resource Family Approval“. CSUSB ScholarWorks, 2019. https://scholarworks.lib.csusb.edu/etd/825.

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Resource Family Approval (RFA) is a policy that was recently enacted in California. The process seeks to merge existing policies on the regulations of families who wish to care for children involved in the foster care system. The purpose of this study was to understand the perceptions of resource family approval social workers and the implementation of RFA. Ten participants were chosen from the resource family approval unit from a county child welfare agency. The study was a qualitative design with in person interviews. Common themes emerged in responses to social worker's thoughts about RFA, social worker's ideas for preparing other workers, families and the agency, and advice to new workers in RFA. The study found that participants had mixed responses regarding their own thoughts about RFA. The majority of the participants in the study felt that RFA was good in theory but not in execution. The study also revealed that RFA workers needed to be open-minded and focus on communicating with all parties involved in RFA. One of the recommendations is for policy makers to assess the effectiveness of the policy before enacting changes and give the policy time to work itself out before trying to change things so often. Another recommendation is that it is critical to offer ongoing trainings to both the workers and the families for RFA to be implemented and run smoothly and effectively within the community.

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Bücher zum Thema "WORKERS WITH FAMILY RESPONSIBILITIES"

Wolcott, Ilene. Workers with family responsibilities: Implications for employers. Melbourne, Australia: AIFS, Australian Institute of Family Studies, 1987.

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Australian Institute of Family Studies., Hrsg. When roles overlap: Workers with family responsibilities. Melbourne, Australia: Australian Institute of Family Studies, Work and Family Unit, Dept. of Industrial Relations, 1993.

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Paris, Hélène. The Corporate response to workers with family responsibilities. Ottawa: Conference Board of Canada, 1989.

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Canada Employment and Immigration Advisory Council. Workers with family responsibilities in a changing society: Who cares. [Ottawa, Ont.]: Canada Employment and Immigration Advisory Council, 1987.

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Canada Employment and Immigration Advisory Council. Workers with family responsibilities in a changing society: Who cares : a report presented to the Minister of Employment and Immigration by the Canada Employment and Immigration Advisory Council. [Ottawa]: The Council, 1987.

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M, Stachler Linda, Hrsg. The survivor's guide: How to make sense of your rights, benefits and responsibilities when someone in your family dies. Holbrook, Mass: Bob Adams, 1992.

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Gallagher, Debbie. Family responsibilities. New York: Marshall Cavendish Benchmark, 2008.

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Federal-Provincial-Territorial Conference of Ministers Responsible for the Status of Women (12th 1993 St. Andrews, N.B.). Women and men in the workplace: A discussion of workplace supports for workers with family responsibilities : 12th Annual Conference of Ministers Responsible for the Status of Women, New Brunswick, June 6-8, 1993. [Regina]: Saskatchewan Women's Secretariat, 1994.

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Federal-Provincial-Territorial, Conference of Ministers Responsible for the Status of Women (12th 1993 St Andrews N. B. ). Women and men in the workplace: A discussion of workplace supports for workers with family responsibilities : 12th Annual Conference of Ministers Responsible for the Status of Women, New Brunswick, June 6-8, 1993. [Regina]: Saskatchewan Women's Secretariat, 1994.

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1958-, Mason Jennifer, Hrsg. Negotiating family responsibilities. London: Tavistock/Routledge, 1993.

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Buchteile zum Thema "WORKERS WITH FAMILY RESPONSIBILITIES"

Fedyuk, Olena. „Growing Up With Migration: Shifting Roles and Responsibilities of Transnational Families of Ukrainian Care Workers in Italy“. In Migrant Domestic Workers and Family Life, 109–29. London: Palgrave Macmillan UK, 2015. http://dx.doi.org/10.1057/9781137323552_6.

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Bridgeman, Jo. „Transforming family responsibilities“. In Disability, Care and Family Law, 120–36. Milton Park, Abingdon, Oxon; New York, NY: Routledge, 2021.: Routledge, 2021. http://dx.doi.org/10.4324/9780429328015-9.

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Aronoff, Craig E., und John L. Ward. „Roles and Responsibilities“. In Family Business Ownership, 35–45. New York: Palgrave Macmillan US, 2011. http://dx.doi.org/10.1057/9780230116023_5.

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Frude, Neil. „The family“. In Psychology for Social Workers, 117–32. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-18151-3_10.

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Dex, Shirley, und Lois B. Shaw. „Women’s Work and Family Responsibilities“. In British and American Women at Work, 22–40. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-18267-1_2.

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Devine, Fiona, und Sue Heath. „The Family: Finch and Mason’s Negotiating Family Responsibilities“. In Sociological Research Methods in Context, 41–62. London: Macmillan Education UK, 1999. http://dx.doi.org/10.1007/978-1-349-27550-2_3.

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Banks, Sarah. „Social workers’ responsibilities: policies, procedures and managerialism“. In Ethics and Values in Social Work, 159–95. London: Macmillan Education UK, 2012. http://dx.doi.org/10.1007/978-0-230-37592-5_7.

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Herbert, Martin. „The child and the family“. In Psychology for Social Workers, 34–66. London: Palgrave Macmillan UK, 1986. http://dx.doi.org/10.1007/978-1-349-18151-3_5.

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Burt, Mike. „Reviewing the roles and responsibilities of social workers“. In A History of the Roles and Responsibilities of Social Workers, 260–72. Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429295126-11.

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Burt, Mike. „Managing social workers, 1989–1997“. In A History of the Roles and Responsibilities of Social Workers, 240–59. Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2020. http://dx.doi.org/10.4324/9780429295126-10.

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Konferenzberichte zum Thema "WORKERS WITH FAMILY RESPONSIBILITIES"

Sippola, M. „WORK-FAMILY POLICIES AS AN UNREALISED REALM OF HRM IN RUSSIA“. In Perspektivy social`no-ekonomicheskogo razvitiia prigranichnyh regionov 2019. Институт экономики - обособленное подразделение Федерального исследовательского центра "Карельский научный центр Российской академии наук", 2019. http://dx.doi.org/10.36867/br.2019.47.50.004.

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This study investigates how dimensions of workfamily culture become realised at Nordicowned factories in Russia. Appropriate workfamily policies would potentially help tackling the lack of commitment of the workers to the enterprise. However, the Nordic firms seem to outsource the responsibilities for familyfriendly policies to company trade unions or take the statutory minimum of family benefits and leaves as a benchmark to follow rather than develop companybased policies.

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Durna, Ufuk, und Ali Babayiğit. „Impact on Organizational Commitment of Attitudes towards Work-Life Balance of Employees“. In International Conference on Eurasian Economies. Eurasian Economists Association, 2015. http://dx.doi.org/10.36880/c06.01235.

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Work and family environment is the areas that individuals spend most of their time and gives the most importance comparatively. Despite the rules, different and perceived thoughts and behavior patterns they have, these fields represent the area continually interacting with each other. Work and family is two most important elements in every person’s life. For this reason, individuals have certain roles in their work and family life. These roles are the most significant roles undertaken in their lives. They have to strike a balance to play the roles in their work and family life and to get the expected yield. Work and life balance is the most important aim for individuals and family members interacting each other in work and family life. Having a balance in work and life is significant not only for working individual but also for the society he lives. Today, the subject how the expectations on work and private life can be balanced has become a specific discipline because of the radical changes on the responsibilities related to work and family. Examining the previous studies, it is seen that workers can’t achieve a healthy balance between work and private life and as a result they can’t work efficiently and can’t allow time to their families. Therefore, they face individually organizational and environmental problems. In this paper, the significance of the balance from the point of individuals and organizations and the extent of influence on work and family balance to employee’s organizational commitment will be studied.

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Istomina, Yelena Alexandrovna, und Julia Valeryevna Ivanchina. „Labor and Family Responsibilities: Updated Approaches in Law“. In XIV European-Asian Congress "The value of law" (EAC-LAW 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201205.023.

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Ганаева, Есита Эминовна. „CRIMINAL RESPONSIBILITY OF PEDAGOGICAL WORKERS FOR IMPROPER EXECUTION OF PROFESSIONAL RESPONSIBILITIES“. In Образование. Культура. Общество: сборник избранных статей по материалам Международной научной конференции (Санкт-Петербург, Июнь 2020). Crossref, 2020. http://dx.doi.org/10.37539/ecs291.2020.68.74.036.

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В статье рассматриваются вопросы уголовной ответственности педагогических работников за ненадлежащее исполнение профессиональных обязанностей, признаки состава преступления по данной категории дел, проблемы правоприменения. The article discusses the criminal liability of teachers for improper performance of professional duties, signs of corpus delicti in this category of cases, problems of law enforcement.

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Rahaditya, R., und Muhamad Javier Ramzy. „Responsibilities of Illegal Workers Supplier For Migrant Workers Restitution (Decree Number 2710 / Special Crime / 2018 Tangerang District Court)“. In The 2nd Tarumanagara International Conference on the Applications of Social Sciences and Humanities (TICASH 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201209.104.

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Александрова, Анна, und Anna Aleksandrova. „The rights of persons with family responsibilities in the labor legislation of foreign countries“. In International legal aspects of family law and protection of children's rights. Москва: INFRA-M Academic Publishing LLC., 2018. http://dx.doi.org/10.12737/2968-328-336.

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Risky, Aulia. „Leadership Style & Management System in Family Business for Z Generation Workers“. In International Conference on Psychological Studies (ICPSYCHE 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210423.050.

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Nursalam, Nursalam, Ninuk Dian Kurniawati, Abu Abu Bakar und Tintin Sukartini. „Family Experience in Caring for HIV Positive-Indonesian Migrant Workers: A Phenomenological Study“. In 8th International Nursing Conference on Education, Practice and Research Development in Nursing (INC 2017). Paris, France: Atlantis Press, 2017. http://dx.doi.org/10.2991/inc-17.2017.57.

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Xiaobing Zhang und Shiyun Zhang. „The effects of work-family enrichment on knowledge workers' job burnout and mental health“. In 2011 International Conference on Management Science and Industrial Engineering (MSIE). IEEE, 2011. http://dx.doi.org/10.1109/msie.2011.5707721.

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Parra, Manuel, Nury Karina Cabal, Katja Radon und Denisse Carvalho. „1516 Psychological distress, effort-reward imbalance and work-family interactions in ecuadorian petroleum workers“. In 32nd Triennial Congress of the International Commission on Occupational Health (ICOH), Dublin, Ireland, 29th April to 4th May 2018. BMJ Publishing Group Ltd, 2018. http://dx.doi.org/10.1136/oemed-2018-icohabstracts.1623.

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Berichte der Organisationen zum Thema "WORKERS WITH FAMILY RESPONSIBILITIES"

Manchester, Colleen. Family Responsibilities in Academia: Premiums, Penalties, and Policies. Purdue University, 2018. http://dx.doi.org/10.5703/1288284317221.

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Smith, Kristin. Paid sick time helps workers balance work and family. University of New Hampshire Libraries, 2009. http://dx.doi.org/10.34051/p/2020.67.

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Roder, Anne Roder, und Dorie Seavey Seavey. Investing in Low-Wage Workers: Lessons from Family Child Care in Rhode Island. Philadelphia, PA United States: Public/Private Ventures, September 2006. http://dx.doi.org/10.15868/socialsector.554.

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Mir, Ali, und Kiren Khan. Best Bets for Accelerating Family Planning in Pakistan: Invest in community health workers. Population Council, 2020. http://dx.doi.org/10.31899/rh14.1048.

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McCartor, Betsy. An investigation of the combined effect of agency support and professional social workers' training on the type of family therapy practiced by agency-based social workers. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.1925.

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Harper, Christopher. Family-Supportive Supervisory Behaviors as a Moderator of the Relationship between Job Strain and Workers' Blood Pressure. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.198.

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Smith, Kristin. Job Protection and Wage Replacement: Key Factors in Take Up of Paid Family and Medical Leave Among Lower-Wage Workers. University of New Hampshire Libraries, 2019. http://dx.doi.org/10.34051/p/2020.351.

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Rosenfeld, Rosemarie. Attitudes and Perceptions of Medical Social Workers Held by Primary Care Physicians in Private Practice, Defined as Family Practitioners, Internists, and Pediatricians. Portland State University Library, Januar 2000. http://dx.doi.org/10.15760/etd.1909.

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Foreit, James, und Sarah Raifman. Increasing access to family planning (FP) and reproductive health (RH) services through task-sharing between community health workers (CHWs) and community mid-level professionals in large-scale public-sector programs: A literature review to help guide case studies. Population Council, 2011. http://dx.doi.org/10.31899/rh1.1014.

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Vasanth K, Pooja, und Dwaipayan Banerjee. Operations SOP: How to Organise COVID Vaccination for 200-Person Educational Institutions / Small Organisations. Indian Institute for Human Settlements, 2021. http://dx.doi.org/10.24943/opssop.072021.

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This document details the Standard Operating Procedures (SOP) which can be followed by any small organisations/educational institutions/ apartment complexes (approximately up to 200 individuals) for organising an on-site COVID-19 vaccination drive for their staff, students, residents and family. The sections detail the basic design and process workflow that can be planned within the premises to ensure elimination of unproductive waiting time on one hand and also provide maximum safety for all beneficiaries from chances of cross transmission of COVID-19 infection. The document captures details about the manpower planning, zone demarcations and roles and responsibilities of stakeholders, which can be used as a guideline for setting up similar initiatives. The COVID-19 safety protocols have also been covered to ensure adherence of processes as a safeguard against infections. A section has been added at the end on lessons learnt, which provides an insight on how to further improve the existing process and account for additional aspects which need to be considered for an improved experience and enhanced safety.

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