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Artykuły w czasopismach na temat „Human service workers”

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Autor: Grafiati

Data publikacji: 4 czerwca 2021

Data aktualizacji: 13 lutego 2022

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1

Shields, Glenn, i Judy Kiser. "Violence and Aggression Directed toward Human Service Workers: An Exploratory Study". Families in Society: The Journal of Contemporary Social Services 84, nr 1 (styczeń 2003): 13–20. http://dx.doi.org/10.1606/1044-3894.83.

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This study examined the type and extent of psychological aggression and physical violence experienced by 171 human service workers in four Midwestern rural communities and an in urban children services agency. Worker interviewing skills were also studied since the authors believed that appropriate interviewing skills could influence worker–client relationships in a positive manner, thus reducing the potential for violence. Data showed that there were some differences in the amount and intensity of client violence between rural and urban settings, although all workers were routinely subjected to psychological aggression. In addition, some workers were physically assaulted. In spite of constant threats, workers displayed professional demeanor that may diminish threats and reduce violence. Implications for policy and training concerning workplace violence in social service agencies are discussed.

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Turner, Linda M., i Wes Shera. "Empowerment of Human Service Workers". Administration in Social Work 29, nr 3 (lipiec 2005): 79–94. http://dx.doi.org/10.1300/j147v29n03_06.

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Kettelhut, Michael C., i Lawrence L. Schkade. "Programmers, Analysts and Human Service Workers". Computers in Human Services 8, nr 2 (8.08.1991): 57–79. http://dx.doi.org/10.1300/j407v08n02_04.

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Lo, Ed. D., H. W. Angela, Vincent Shieh, Ed.D. i Yung-Jong Shiah, PhD. "Reflections of the Ethics on Coexisting with Disaster". Bangladesh Journal of Bioethics 11, nr 2 (17.09.2020): 10–17. http://dx.doi.org/10.3329/bioethics.v11i2.49259.

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With the increasing number of human disasters in recent years, disaster service workers are faced with an ever-growing challenge of criticism concerning their professional competence. The workers also realize the limitation inherent in their practice, as well as bioethics problems regarding autonomy and heteronomy. Therefore, professionals and researchers of human service devote to the issue of post-disaster rehabilitation of the people so as to identify an effective way and practice to aid the post-disaster individual, family and community. This study explores the effectiveness of rehabilitative function of disaster service workers through the action research of Typhoon Morakot and the 2014 Gas Explosion in Kaohsiung City, Taiwan. The case studies serves as a platform for thediscussion of principles of bioethics and the analysis of the process of self-discipline of the workers of human services in hope of ultimately establishing bioethical principles for heteronomy during disasters and work indicators for post-disaster community restoration. Discuss Issues are 1. How can self-discipline in bioethics be achieved for the human service workers during times of disaster? 2. In post-disaster reconstruction, how does the human service worker take into? account bioethical principles to serve and partake in the restoration of the postdisaster life of community residents? 3. During the process of a disaster research, what are the bioethical considerations to be taken into for the test subjects? Conclusion and suggestions: To formulate indicators for a post-disaster “community of health and wellness;” to establish bioethical principles of heteronomy for disaster service workers

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GUTEK, BARBARA A. "Service Workers: Human Resources or Labor Costs?" ANNALS of the American Academy of Political and Social Science 544, nr 1 (marzec 1996): 68–82. http://dx.doi.org/10.1177/0002716296544001006.

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Shofiah, Rizkiy, Dewi Prihatini i Sebastiana Viphindartin. "Ketersediaan Tenaga Kesehatan Promotif dan Preventif Puskesmas di Kabupaten Jember". Multidisciplinary Journal 2, nr 1 (9.07.2019): 16. http://dx.doi.org/10.19184/multijournal.v2i1.20107.

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Community Health service is the first level facility which enables promotive and preventive service to gain health. The administration of health service should be supported by qualified medical workers to support the function of community health service. Concerrning its function, the service is required to have at least five promotive and preventive workers including laboratory analyst, nutritionist, public health workers, and sanitary worker. The availability of medical human resources in Community Health service has not yet distributed evenly in Jember Regency. The recruitment of the health human resources in Jember still focuses on medical workers This research is a descriptive research using qualitative approach aiming at describing the availability of promotive and preventive workers in Community health service in Jember regency based on Minimum Resources Standard. The findings shows that out of 50 Health service 30 of them do not have analyst , 28 without nutritionist, 37 with no public health workers and 36 without sanitation workers , as shown by data from Health Office. The informant reveals that the uneven distribution of promotive and primitive workers is caused by (1) Health office zero recruitment for Health service, (2) the policy restriction for health service for utrititonist, (3) the limit of Health service budget for the recruitment. Keyword: the availability, promotive and preventive workers, community health service

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Van Heugten, Kate. "Supporting human service workers following the Canterbury earthquakes". Aotearoa New Zealand Social Work 25, nr 2 (15.05.2016): 35–44. http://dx.doi.org/10.11157/anzswj-vol25iss2id79.

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In the aftermath of the 2010 and 2011 earthquakes in Canterbury, many human service workers, including social workers, struggled to meet the needs of distressed service users at the same time as they were dealing with the personal impacts of these disasters. The consequences of the earthquakes have been particularly complex and long lasting. There is no known end point for the aftershocks, and the socio-economic repercussions continue to unfold. Forty-three human service workers participated in qualitative research interviews during late 2011. The challenges they identified included the taxing nature of work involving emotional labour in a context of shared trauma; environmental stress; complex demands and fewer resources; ethical dilemmas and moral distress. Many participants re-evaluated their personal and professional priorities, and questioned the fit of those priorities with the values of their employing organisations. In doing so, some had become disenchanted, particularly if they felt they had not been consulted about decisions that impacted on their work with service users. By contrast, some participants expressed a strong sense of loyalty and engagement with organisations where workplace culture was experienced as reflective of the importance of caring for human needs and relationships.

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HASENFELD, YEHESKEL. "The Administration of Human Services". ANNALS of the American Academy of Political and Social Science 479, nr 1 (maj 1985): 67–81. http://dx.doi.org/10.1177/0002716285479001005.

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Human service programs have gone from a period of rapid growth in the 1960s and early 1970s to a period of retrenchment in the 1980s. The changing political and economic context has forced these programs to undergo major organizational transformations and to adopt different administrative strategies. These include degovernmentalization of social services, reliance on cutback management, and deprofessionalization of human-service workers. The article explores the implications of these developments on the delivery of services to the public.

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Shier, Micheal L., John R. Graham i David Nicholas. "Interpersonal interactions, workplace violence, and occupational health outcomes among social workers". Journal of Social Work 18, nr 5 (29.06.2016): 525–47. http://dx.doi.org/10.1177/1468017316656089.

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Summary Primary emphasis within the literature on mechanisms to address the prevalence of negative occupational well-being outcomes among human service workers has tended to focus on individual self-care efforts or organizational level policies aimed at improving work–life balance. While these are important areas of research, the workplace setting itself can also create negative outcomes, suggesting the need to adapt characteristics of this setting. One aspect of this workplace setting includes the dynamics of interpersonal interaction within the workplace. This study reports a multivariate analysis of the relationship between negative workplace interpersonal interactions (generally defined to provide a more holistic assessment of ways in which violence is manifested in the workplace) between workers and service users and between workers themselves and human service worker occupational outcomes. Findings In 2012, data were collected from a sample (n = 674) of human service workers in Alberta, Canada. This study finds a high prevalence of negative workplace interactions between workers, and that these experiences have consequences for worker experience’s with burnout and life satisfaction, and contributes to intentions to leave the workplace. Compounding negative interpersonal interactions between workers are particularly significant across all measured occupational outcomes. Applications These findings suggest the need for a workplace ‘settings-based’ approach to improve occupational well-being among workers. Utilizing a workplace ‘settings-based’ approach would place more emphasis on the processes and structure of day-to-day work within organizations to help alleviate negative occupational outcomes among workers.

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Ashness, Diane, i Conrad Lashley. "Empowering service workers at Harvester Restaurants". Personnel Review 24, nr 8 (grudzień 1995): 17–32. http://dx.doi.org/10.1108/00483489510147565.

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du Toit, David, i Lindy Heinecken. "Is outsourcing better? Clients' views on contracting in domestic cleaning services". Employee Relations: The International Journal 43, nr 5 (16.02.2021): 1147–62. http://dx.doi.org/10.1108/er-08-2020-0394.

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PurposeThe nature of paid domestic work is changing, with the growth in companies delivering domestic cleaning services. Few studies have looked at why people opt to use these services and the underlying drivers. As with the outsourcing of non-core tasks in businesses, outsourcing domestic work is motivated by similar, yet different reasons, which have to do with the personal and private nature of domestic employment. This study aims to establish the reasons why “clients”, who were former employers of domestic servants, opted to outsource domestic work to a domestic cleaning service provider.Design/methodology/approachGiven the limited research on domestic cleaning services in South Africa, a mixed-methods research approach is used.FindingsThe findings showed that there are three key motivations: the nature of the domestic cleaning service supplier, the services rendered by domestic workers and the tripartite employment relationships. These three benefits imply that clients have access to functional and numerical flexibility, unlike employing a domestic worker directly. This study contributes to the literature on outsourcing and domestic work by showing that clients not only look to change the economic structure of the relationship with domestic workers, but it allows them to psychologically and emotionally distance themselves from domestic workers.Research limitations/implicationsThis study shows that some people are no longer willing to have a relationship with the people who clean their homes, and that they believe it is simply not worth the effort to maintain a relationship. This is an aspect that needs further research, as this is the one sphere where women are united in their plight, albeit from different worldviews. Thus, a limitation is that this study only focuses on clients' views of outsourcing. Have domestic workers employed by the outsourced domestic cleaning service supplier become just like assembly-line workers, where they are anonymous to their clients, performing routine tasks with little recognition from those whose homes they are servicing? Future studies could focus on domestic workers' views on outsourcing and the effects it has on their working conditions and employment relations.Originality/valueFirstly, studies mainly focus on the Global North where domestic work and outsourcing have different dynamics, regulation policies and social changes when compared to South Africa. Secondly, few studies have sought to establish why people shift from employing a domestic or care worker directly to an outsourced domestic agency when direct domestic help is available and affordable. Considering these shortcomings, this study aims to provide a better understanding of domestic cleaning service suppliers from the perspective of clients, often omitted from the literature. Accordingly, this study aimed to establish what the benefits are for clients (former employers of domestic workers) who use domestic cleaning service suppliers.

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Franze, Sarah E., Martha Foster, Martha Abbott-Shim, Frances McCarty i Richard Lambert. "Describing Head Start Family Service Workers: An Examination of Factors Related to Job Satisfaction, Empowerment, and Multiculturalism". Families in Society: The Journal of Contemporary Social Services 83, nr 3 (czerwiec 2002): 257–64. http://dx.doi.org/10.1606/1044-3894.23.

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The study describes a sample of Head Start family service workers and seeks to understand what personal and employment characteristics may be associated with empowerment, multiculturalism, and job satisfaction. These three outcomes were selected based on previous research and a review of the literature on performance outcomes for human service workers. Results indicate that the number of English-as-a-second-language (ESL) families served by the family service worker, the size of their caseloads, their years of Head Start work experience, and the previous enrollment of their own child in Head Start were associated with higher job satisfaction. Empowerment was predicted by the family service workers' length of time residing in the community and having had children previously attend Head Start. The multicultural sensitivity of the family service worker was associated with having a job-related license and the number of ESL families in the caseload.

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Dandira, Martin. "Finding, training, and keeping best service workers". Emerald Emerging Markets Case Studies 2, nr 4 (19.10.2012): 1–3. http://dx.doi.org/10.1108/20450621211256256.

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Subject area Organisational behaviour, business reengineering and management of change, human resources management. Study level/applicability This case study is intended for undergraduate and post-graduate management degrees. It includes courses on organizational behaviour, human resources management, marketing, business management, travel and tourism and strategic management. Case overview Zim-Zum Welcome Hotel is a hotel in Zimbabwe in the travel and tourism sector. It was facing high turnover of employees and this was affecting the business through continuous hiring and training. The organization decided to introduce changes completely changing the way it does things, focusing on satisfying employees as well as customers. The new approach yielded favourable results, labour turnover dropped significantly and business improved greatly. In an effort to improve service, and increase profit, Zim-Zum has begun radically changing the way it hires, trains and deploys frontline workers. Management also examined how waiters and waitress do their job and concluded that there was supposed to be a division of labour between them and culinary staff. Management of Zim-Zum believe that companies that excel at managing frontline workers understand that excellent service is more than just a transaction. Expected learning outcomes Students can focus on: the importance of redesigning work so that superior service satisfies both the employee and the customer; human resources management is an important factor in improving employee performance and business performance; the importance of external and internal customers in improving company performance.

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Lopez, Steven Henry. "Workers, Managers, and Customers". Work and Occupations 37, nr 3 (sierpień 2010): 251–71. http://dx.doi.org/10.1177/0730888410375683.

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The sociology of service work has blossomed in the 10 years since Work and Occupations first published a special issue on this subject. This introductory essay chronicles developments and new debates around emotional labor, worker–customer relationships in the service triangle, and the nexus of gender and control in service work. Several neglected themes are highlighted, including the relationship between race and the organization of work on the shop floor, as well as a number of themes that were once prominent in industrial sociology but which have fallen into relative neglect in the sociology of service work despite their continuing relevance.

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Anasti, Theresa. "Survivor or Laborer". Affilia 33, nr 4 (21.05.2018): 453–76. http://dx.doi.org/10.1177/0886109918778075.

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Regardless of primary population served, human service organizations are likely to come into contact with individuals who have been currently or formerly involved in the sex trade. In the United States, social workers have had a fraught history with this population, either treating them like delinquents or like victims in need of rescue. Sex worker activists in the United States continue to decry the negative treatment provided by individuals in the helping professions, even as harm reduction, the practice of reducing the harm of risky behaviors, has entered the service provision lexicon as an antidote to abstinence-only services. This article uses qualitative interviews with managers of human service organizations in the city of Chicago to determine how they think about their work with sex workers and how they perceive the proposed solutions to “fixing” the sex trade: abolitionism and decriminalization. Findings show that despite the dominant discourse of abolitionism in the United States, most of managers in this project believe full decriminalization of sex work will best assist their sex worker clients. Future research needs to understand how this finding holds in different settings and how this affects current efforts to advocate for decriminalization.

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Ng, Mark. "Examining social exchange among Chinese service workers". Asia-Pacific Journal of Business Administration 8, nr 2 (6.06.2016): 163–76. http://dx.doi.org/10.1108/apjba-12-2015-0102.

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Purpose – The purpose of this paper is to explore the influence of perceived external prestige (PEP), perceived organizational support (POS), and organizational inducement (OI) on employee turnover intention (TI) and on the mediation effect of trust in organizations (TOs). Design/methodology/approach – In all, 243 self-administered questionnaires were collected from five service companies in Guangdong, China. The construct validity, the measurement model, and the hypothetical relationship between variables were tested by partial-least-squares structural equation modeling. Findings – The results demonstrate that OI, PEP, and POS tended to increase employees’ trust in their organization and hence to reduce their TI. Practical implications – The findings of this study have implications for managers’ design and implementation of effective human resource management strategies for adults in China. To deal with the serious problem of high employee turnover in China, organizations should implement not only appropriate human resource policy but also practices to improve corporate reputation. Originality/value – This paper extends the research on TI by investigating the impacts of PEP and the mediating effect of TOs in a Chinese context.

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Chen, Chun-Hsi Vivian, Pi-Wen Yeh i Jean Madsen. "Contingent worker and innovation performance in electronics manufacturing service industry". Chinese Management Studies 13, nr 4 (4.11.2019): 1003–18. http://dx.doi.org/10.1108/cms-09-2018-0676.

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Purpose This study aims to explore the influences of contingent workers on organizations’ innovation performance and develop a framework examining how innovation performance benefits from the utilization of contingent workers. Built up on a strategic human resource (HR) flexibility model, the importance of coordination flexibility of contingent worker skills and behaviors is highlighted. Design/methodology/approach Structural equation modeling is used to test the proposed hypotheses by using data collected from 163 paired surveys in Taiwan. The results provide support on the hypotheses. Findings The findings in this study highlight the coordination flexibility of contingent worker skills and behaviors, adaptive capability and knowledge integration on innovation performance in highly competitive industries. This study provides evidence linking coordination flexibility of contingent worker skills and behaviors and organizational innovation performance, and can contribute to the strategic HR management literature. Originality/value Coordination flexibility of contingent worker skills and behaviors contributes positively to innovation performance. According to the findings, managers should pay more attention on the contingent workers’ coordination practices to enhance organizational innovation performance in the manufacturing firms. In addition to the managerial implications, research limitations and future research directions are also discussed.

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Lewis, Gregory B., i Zhenhua Hu. "Information Technology Workers in the Federal Service". Review of Public Personnel Administration 25, nr 3 (wrzesień 2005): 207–24. http://dx.doi.org/10.1177/0734371x05275509.

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Gibelman, Margaret. "Social Workers for Rent: The Contingency Human Services Labor Force". Families in Society: The Journal of Contemporary Social Services 86, nr 4 (październik 2005): 457–69. http://dx.doi.org/10.1606/1044-3894.3451.

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This article explores the use of contingency employment arrangements in the human services within the larger context of the changing labor market. The author identifies and characterizes trends in the contingency market in social work and articulates the various advantages and disadvantages of these arrangements from the vantage point of employing organizations and the professional labor force. The author also raises questions about the accuracy of perceived cost-benefits of these arrangements as well as implications for professional ethics and values, service quality, accountability, and workplace environment. Careful monitoring and evaluation of the use of contingent workers are essential to ensure the quality, efficiency, and efficacy of these alternative arrangements on the provision of human services.

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Zelnick, Jennifer R., i Mimi Abramovitz. "The Perils of Privatization: Bringing the Business Model into Human Services". Social Work 65, nr 3 (1.07.2020): 213–24. http://dx.doi.org/10.1093/sw/swaa024.

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Abstract During the last three decades in both the United States and Europe, neoliberal policies, especially privatization, have restructured services in ways that dramatically affect the capacity of human services workers and agencies to serve all clients. Privatization means not only transforming public programs such as Social Security, but also managerialism—the incorporation of business principles, methods, and goals into public and nonprofit human services organizations. Few researchers have looked at the impact of market-based managerialism (focused on productivity, accountability, efficiency, and standardization) on social work’s mission and the effectiveness of human services workers and organizations. Using an anonymous survey of 3,000 New York City human services workers, authors examined the impact of managerialist practices including performance measures, quantifiable short-term outcomes, and routinized practices on frontline workers and service provision. A troubling trend emerged. Workers in agencies with a high commitment to managerialism found it considerably more difficult to adhere to social work’s mission and fundamental values. This conflict between the “logic of the market” and the “logic of social work” subsided dramatically in agencies with a low commitment to managerialism, indicating that even in today’s competitive environment, agencies can protect the social work mission.

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Allen Milton, Sharlene A., Michael M. Sinclair i Halaevalu Ofahengaue Vakalahi. "Organizational Identification: Perspectives of Dispersed Social Workers". Advances in Social Work 17, nr 2 (30.01.2017): 285–303. http://dx.doi.org/10.18060/21014.

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Human service organizations are often challenged to become more efficient while maintaining the quality of their services. As a result, more organizations have restructured, adopting the practice of dispersed work, which allows employees more freedom and flexibility to meet organizational goals outside of the traditional workplace. While dispersed work allows social workers to engage in work activities beyond the traditional office environment, it may also impact their sense of belonging to the organization. Eleven dispersed social workers were interviewed to understand how interaction via new communication technology impacts organizational identification. Overall themes gleaned from this study suggest that although dispersed social workers perceive themselves as having more autonomy and flexibility, they also can feel socially isolated and disconnected from their peers and supervisors, which may negatively impact organizational identification. Despite the enhanced efficiency that technology can bring, human service organizations must strive to understand the unintended consequences of a dispersed workforce.

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Bowblis, John R., i Austin C. Smith. "Occupational Licensing of Social Services and Nursing Home Quality: A Regression Discontinuity Approach". ILR Review 74, nr 1 (25.06.2019): 199–223. http://dx.doi.org/10.1177/0019793919858332.

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Occupational licensing has grown dramatically in recent years, with more than 25% of the US workforce having a license as of 2008, up from 5% in 1950. Has licensing improved quality or is it simply rent-seeking behavior by incumbent workers? To estimate the impact of increased licensure of social workers in skilled nursing facilities (SNFs) on service quality, the authors exploit a federal staffing provision that requires SNFs of a certain size to employ licensed social workers. Using a regression discontinuity design, the authors find that qualified social worker staffing increases by approximately 10%. However, the overall increase in social services staffing is negligible because SNFs primarily meet this requirement in the lowest cost way—substituting qualified social workers for unlicensed social services staff. The authors find no evidence that the increase in licensure improves patient care quality, patient quality of life, or quality of social services provided.

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노충래 i 김정화. "Development of Korean Cultural Competency Scale for Human Service Workers". Korean Journal of Social Welfare 63, nr 2 (maj 2011): 207–31. http://dx.doi.org/10.20970/kasw.2011.63.2.009.

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Glisson, Charles. "The Effect of Leadership on Workers in Human Service Organizations". Administration in Social Work 13, nr 3-4 (15.11.1989): 99–116. http://dx.doi.org/10.1300/j147v13n03_06.

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Zuhaena, Fatwa, i Tri Esti Masita. "Manajemen Co-Determination Berbasis Gender Dalam Sistem Perburuhan Di Indonesia". Jurnal Riset Manajemen Sekolah Tinggi Ilmu Ekonomi Widya Wiwaha Program Magister Manajemen 2, nr 2 (22.07.2015): 141–54. http://dx.doi.org/10.32477/jrm.v2i2.165.

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This paper aims to determine the level of society’s satisfaction with the performance of public services in Rongkop Office District. Data is obtained by using a questionnaire. Questionnaire of Community Satisfaction Index (HPI) to the performance of services is based on the decision Men.PAN Number: KEP / 25M.PAN / 2/2004. Respondentsare 150 people. The result of research are: (1) Elements of serviceincluded in the excellent category “A” is the security environment. (2) The element of services that fall into category “B” are the terms of service, service personnel clarity, speed of service, courtesy and friendliness of the clerk, and comfortable environment. (3) The element of services that fall into the category of less good “C” are the sub-district service procedures, responsibilities of service personnel, the ability of service personnel, service personnel discipline, justice get service, the reasonableness of the cost of the service, the service cost certainty, and certainty of the service schedule. (4) Overall Community Satisfaction Index (HPI) on the performance of public serviceThis paper proposed the idea to remove gender discrimination experienced by women workers in the workplace as a result of deep-rooted cultural partiarkhi in Indonesia. This discrimination affects women workers to payrolls in different level of wages of men and women’s wages, for the same type of work. The idea is implemented by changing the system of human resource management in the gender-minded companies. This system will impose what is called the management co-determination that allows workers to express their aspirations through the mechanism of seats the labor commissioner in the commissioner seat so that workers can teralurkan aspirations. With this system, labor issues can be resolved effectively and efficiently because workers can take care of themselves through their representatives in the commissioner. Primarily women workers were often crushed by the burden of diakibatnya gender discrimination. Bottom-up policy system makes workers positioned as the subject of any measures taken for the workers themselves. Later management of co-determination and self-management will be a new system in Employment Act new.Key Word : Gender, Co-Determination, Labour

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Nichols, Naomi. "Investigating the social relations of human service provision". Journal of Comparative Social Work 11, nr 1 (1.04.2016): 38–63. http://dx.doi.org/10.31265/jcsw.v11i1.135.

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In this article, I reflect on my experiences using institutional ethnography to support socially just policy, practice and organizational change. I focus specifically on three inter-related institutional ethnographic research projects that have informed my approach to working with social workers, shelter workers, lawyers, policy analysts, community organizers, teachers, probation officers and youth to create change. Although strategic collaborations to change institutional practices and knowledge are rife with tensions, I show how institutional ethnography can be used reflexively throughout the collaborative process to create conditions for critical consciousness-raising among participants; inspire reflection and action on the part of human service professionals and inform collective efforts to create systemic change, as well as to guide the research process itself. I conclude by suggesting that institutional ethnographers seeking to influence socially just change need to find ways to balance the demands of academic writing, while being true to the activist origins of this sociological approach.

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Šístková, M., i A. Peterka. "The exposure of working environment noise in the agricultural service workplaces". Research in Agricultural Engineering 55, No. 2 (17.06.2009): 69–75. http://dx.doi.org/10.17221/23/2008-rae.

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The noise belongs to the leading harmful factors which pollute the environment and negatively influences human health. An overview measurement concerning the noise characteristics has been done in agricultural service workplaces. The sound pressure level has been measured and the length of the workers exposition has been elicited in each workplace. The obtained data has proved that some agricultural service workers have been exposed to a noise above the permissible exposure limit.

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Bailey, Mojisola F. Tiamiyu, Lisa. "HUMAN SERVICES FOR THE ELDERLY AND THE ROLE OF UNIVERSITY–COMMUNITY COLLABORATION: PERCEPTIONS OF HUMAN SERVICE AGENCY WORKERS". Educational Gerontology 27, nr 6 (wrzesień 2001): 479–92. http://dx.doi.org/10.1080/036012701316894171.

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London, Zoe, i Nick Halfpenny. "Transitioning from (and with) care: The next steps". Children Australia 31, nr 3 (2006): 42–46. http://dx.doi.org/10.1017/s1035077200011226.

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This article builds on research work undertaken by MacKillop Family Services on the experience of care leavers to explore the importance of the relational aspects of human service work. Recent legislative changes have focused on the availability of services and supports to young people transitioning from care. The authors suggest that it is time to refocus attention on the relationships between young people leaving care and human service workers. Such a discussion opens up models of practice that encourage flexible and participatory approaches.

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Birdsell Bauer, Louise, i Cynthia Cranford. "The community dimensions of union renewal: racialized and caring relations in personal support services". Work, Employment and Society 31, nr 2 (1.07.2016): 302–18. http://dx.doi.org/10.1177/0950017016653094.

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Union renewal research calls for moving beyond broad terms, like community unionism, to specify how social relations of work shape renewal for different workers, sectors and contexts. Analysis of interviews with union officials and union members in publicly funded, in-home personal support reveal two community dimensions: both caring and racialized relations between workers and service recipients. Scholarship on care workers emphasizes empathy and coalition with service recipients as a key aspect of union renewal, yet says little about racialized tensions. Studies of domestic workers emphasize organizing in response to racialization, but provide little insight into caring social relations at work. This article develops arguments that both positive and negative worker–recipient relations shape union organizing and representation in the service sector by specifying the ways in which racialization contributes to this dynamic. It suggests that anti-racist organizing at work, alongside coalition building and collective bargaining, are important renewal strategies for this sector.

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Cook, Alice H., i Joyce L. Kornbluh. "A New Deal for Workers' Education: The Workers' Service Program, 1933-1942." Industrial and Labor Relations Review 42, nr 3 (kwiecień 1989): 478. http://dx.doi.org/10.2307/2523421.

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Buscariolli, André, Anne Kouvonen, Lauri Kokkinen, Jaana I. Halonen, Aki Koskinen i Ari Väänänen. "Human service work, gender and antidepressant use: a nationwide register-based 19-year follow-up of 752 683 women and men". Occupational and Environmental Medicine 75, nr 6 (26.01.2018): 401–6. http://dx.doi.org/10.1136/oemed-2017-104803.

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ObjectivesTo examine antidepressant use among male and female human service professionals.MethodsA random sample of individuals between 25 years and 54 years of age (n=752 683; 49.2% women; mean age 39.5 years). Information about each individual’s filled antidepressant prescriptions from 1995 to 2014 was provided by the Social Insurance Institution. First, antidepressant use in five broad human service categories was compared with that in all other occupations grouped together, separately for men and women. Then, each of the 15 human service professions were compared with all other occupations from the same skill/education level (excluding other human services professions). Cox models were applied and the results are presented as HRs for antidepressant use with 95% CIs.ResultsThe hazard of antidepressant use was higher among men working in human service versus all other occupations with the same skill/occupational level (1.22, 95% CI 1.18 to 1.27), but this was not the case for women (0.99, 95% CI 0.98 to 1.01). The risks differed between professions: male health and social care professionals (including medical doctors, nurses, practical nurses and home care assistants), social workers, childcare workers, teachers and psychologists had a higher risk of antidepressant use than men in non-human service occupations, whereas customer clerks had a lower risk.ConclusionsMale human service professionals had a higher risk of antidepressant use than men working in non-human service occupations. Gendered sociocultural norms and values related to specific occupations as well as occupational selection may be the cause of the elevated risk.

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Park, Jung-Eun, Ae-jin Yoo i Eun-Jun Park. "Human Resource Management according to the Characteristics of Beauty Service Workers". Asian Journal of Beauty and Cosmetology 17, nr 3 (26.09.2019): 331–43. http://dx.doi.org/10.20402/ajbc.2019.0299.

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Miller, Katherine I., James B. Stiff i Beth Hartman Ellis. "Communication and empathy as precursors to burnout among human service workers". Communication Monographs 55, nr 3 (wrzesień 1988): 250–65. http://dx.doi.org/10.1080/03637758809376171.

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Gomez, Ernesto, i Roy E. Becker. "Comparisons between the perceptions of human service workers and Chicano clients". Social Thought 11, nr 3 (czerwiec 1985): 40–48. http://dx.doi.org/10.1080/15426432.1985.10383527.

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Brabson, Howard V., Charles A. Jones i Srinika D. Jayaratne. "Job satisfaction and job stress among African‐American human service workers". Social Thought 16, nr 3 (styczeń 1990): 47–60. http://dx.doi.org/10.1080/15426432.1990.10383712.

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McNeely, R. L. "Job Satisfaction and Other Characteristics of Asian American Human Service Workers". Social Work Research and Abstracts 23, nr 4 (1.12.1987): 7–9. http://dx.doi.org/10.1093/swra/23.4.7.

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Savaya, Rivka, Pnina Packer, Dorit Stange i Ora Namir. "Social Entrepreneurship: Capacity Building Among Workers in Public Human Service Agencies". Administration in Social Work 32, nr 4 (17.09.2008): 65–86. http://dx.doi.org/10.1080/03643100802293840.

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Naidu, Suresh, i Adam Reich. "Collective Action and Customer Service in Retail". ILR Review 71, nr 4 (14.12.2017): 986–1001. http://dx.doi.org/10.1177/0019793917748601.

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This article examines the relationship between workplace collective action at a large retail employer and customers’ perceptions of service. The authors show that increases in workplace collective action, as measured by signed labor organization membership cards, are associated with lower customer ratings of service, as measured by Yelp reviews. Drawing on qualitative interviews with 80 workers, the authors discuss several possible explanations for the negative association between worker organizing and customer service, arguing that this correlation poses an underappreciated obstacle for labor organizing in the service sector.

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Puanandini, Dewi Asri. "PENEGAKAN HUKUM TINDAK PIDANA PERDAGANGAN ORANG PEKERJA MIGRAN INDONESIA". ADLIYA: Jurnal Hukum dan Kemanusiaan 14, nr 2 (14.01.2021): 257–70. http://dx.doi.org/10.15575/adliya.v14i2.9938.

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This study aims to examine the problems of law enforcement against human trafficking against Indonesian migrant workers. This research was conducted on legal issues from the normative side based on the rule of law in legislation and norms. This study uses a normative juridical approach with primary and secondary legal materials. The results of this study indicate that the law enforcement process against the criminal act of trafficking of Indonesian migrant workers, there are parties that are organized, starting from the Indonesian Migrant Worker Placement Company for Civil Employment, Health (medical checkup), Immigration (making passports), and at the airport. P3MI uses unscrupulous immigration officers who can pass prospective Indonesian migrant workers with a number of rewards. Law enforcement carried out by the Indonesian Migrant Workers Protection Agency by postponing services, revoking company permits, written warnings, temporarily suspending part or all of business activities, canceling the departure of prospective migrant workers, and or returning from abroad at their own expense. The long-term effort is to closely monitor Indonesian labor service companies.

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Wu, Tina. "From Time Sheets to Tablets: Documentation Technology in Frontline Service Sector Managers’ Coordination of Home Healthcare Services". Work and Occupations 47, nr 3 (11.05.2020): 378–405. http://dx.doi.org/10.1177/0730888420922581.

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Research on service work theorizes a triangle of power alliances between workers, managers, and customers, while studies on electronic health records (EHRs) focus on user experiences. Using an ethnography of a home healthcare company, this article explores how EHR affects the roles of frontline managers in the service triangle. Managers using traditional paperwork perform mediational authority. They interpret accounts from workers and clients to create an official record. Managers using app-based EHR software perform directive authority by telling staff how to document, but they lack the power to directly alter the record. Thus, documentation technologies have unintended implications for roles and relationships in service sector work.

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MacKinnon, Mary. "Canadian Railway Workers and World War I Military Service". Labour / Le Travail 40 (1997): 213. http://dx.doi.org/10.2307/25144169.

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Arnold-Smith, Lydia, i Henry G. Harder. "Experiences of Medical Advisors in the Workers' Compensation System in British Columbia". International Journal of Disability Management 2, nr 1 (1.03.2007): 18–26. http://dx.doi.org/10.1375/jdmr.2.1.18.

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AbstractAttending physicians and medical advisors, physicians contracting their services to the Workers' Compensation Board, have key roles in assisting injured workers to return to work. A literature review of the role of the physician in the compensable return to work process reveals a lack of information regarding the experiences of medical advisors. This descriptive phenomenological study was undertaken to explore the lived experiences of four medical advisors in a northern rural service delivery location. The purpose of the research was to gain an understanding of the medical advisors' experiences in the compensable return to work process and in the compensation system. Analysis of the interview data revealed a central theme of commitment to quality medical care for injured workers, along with three major themes and several minor themes subsumed within the major concepts: providing medical opinions — requiring factual information, clarifying the diagnosis, no previous relationship with worker, categories of injuries; working with attending physicians and specialists — building relationships, evidence based treatment plans, role of the attending physician, role of the medical advisor; and, working within the workers' compensation environment — structure and policies, expedited services, and case management/team environment. This research report presents the central theme as the foundation through which the major themes are interconnected. This study does not generalise to all medical advisors, but relays stories that contain the essence of a lived experience.

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Sanders, Rachael. "Human Services workers’ experiences of rapidly moving to Telehealth". Children Australia 45, nr 4 (grudzień 2020): 236–40. http://dx.doi.org/10.1017/cha.2020.60.

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AbstractAs a way of restricting the spread of COVID-19, methods of social distancing were instituted in most places that people gather, including workplaces. As such, human service agencies have implemented novel ways of delivering services to clients, with a common method being telehealth. For some practitioners this was unchartered waters and required rapid adaption to their everyday practice. I was interested to hear about their experiences and what useful learning came from it. I spoke, informally, with 13 people across four settings in a regional city in Victoria, asking them about the problems, positive changes and innovations that emerged. There were reports of challenges to overcome as well as benefits that may well become long-lasting. Practitioners adapted quickly and successfully to telehealth, with only minor problems that they managed to iron out quite quickly. They were mindful of people’s differing levels of capacity and access to technology and learned to be gentle and kind to themselves and others as they adapted. Some people came to realise that they like to work from home because it improves their work-life balance. Others, however, are keen to return to the workplace; highlighting the importance for flexibility based on individual circumstances. There was a strong sense of improved communication between agencies as they were better able to connect via telehealth compared with former in-person practices.

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Emmanuel, Gahizi, Andi Wahju Rahardjo Emanuel i Djoko Budiyanto Setyohadi. "Design of Mobile Application for Community Health Workers: A Case Study in Rwanda". International Journal of Interactive Mobile Technologies (iJIM) 14, nr 11 (10.07.2020): 271. http://dx.doi.org/10.3991/ijim.v14i11.13307.

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Community health workers (CHWs) are the basis of public health services that aim to connect the gap between public health and the human service system. This gap can be completely bridged by navigating the health and human service systems and educating communities on disease prevention. Unfortunately, the way of sharing, accessing information, and delivering health services is still non-digitalized in Rwanda. Community Health workers use a manual system in their daily activities, which is prone to error and falsification. Moreover, these people selected to perform these activities often do not have adequate knowledge about diseases and health systems since they are not professional health workers. To address the above problem, we designed a prototype mobile application to enable these workers to automatically submit reports, transfer knowledge, share information, and receive training from professionals. The design process followed a User-Centered Design approach to meet the users’ requirements. The evaluation of the design showed that 91.7% of the CHWs agreed with the designed application prototype. This finding shows that CHWs has an interest in using the mobile application in their work. Using the mobile application will help CHWs to improve data collection, the reporting process, and ease of receiving training.

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Fera, Marcello, Vittoria De Padova, Valentina Di Pasquale, Francesco Caputo, Mario Caterino i Roberto Macchiaroli. "Workers’ Aging Management—Human Fatigue at Work: An Experimental Offices Study". Applied Sciences 10, nr 21 (30.10.2020): 7693. http://dx.doi.org/10.3390/app10217693.

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The aging issue in the work context is becoming a significant element of the future sustainability of service and industrial companies. It is well known that with increasing worker age the problem of maintaining the performance and the safety level when fatigue increases is a crucial point, and fatigue increases with the age. Due to social and political developments, especially in Western countries, the retirement age is increasing and companies operate with a higher workforce mean age. Therefore, the problem of recognizing and measuring fatigue has become a key aspect in the management of aging. Note that in the scientific engineering field, the problem of fatigue evaluation when a worker is performing his/her work activities is an important issue in the industrial and service world and especially in the context of the researchers that are investigating the human reliability assessment. As it is clear from the literature, the industrial operations management are suffering from some misleading concepts that only the medicine scientific context can clarify. Therefore, the aim of this paper is to define what are the open issues and the misleading concepts present in the classical fatigue evaluation methods, and second to define two experimental curves of fatigue that will help the decision makers to minimize the impact of fatigue on the workers, thus maximizing the sustainability of the working tasks assigned. This aim is achieved by examining the medical literature about the measurement of a particular kind of fatigue related to the circadian cycle, i.e., the cognitive one; after that, a survey about the possible technologies for measurements is performed. On the basis of technology selection, an experiment on real work activities is performed and some remarkable results about the fatigue in the workers observed and the technology use and its limitations are defined.

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Mensinga, Jo. "‘No Coughing for Me, but I'm Okay!’: A Human Service Worker's Narrative Exploration of Her Own and Other Workers’ Body Stories Told in a Domestic Violence Service". Children Australia 42, nr 2 (czerwiec 2017): 87–92. http://dx.doi.org/10.1017/cha.2017.16.

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Relational, body-oriented and brain-based approaches to recovery and change are increasingly popular modalities for working with traumatised children and adults. However, although these approaches encourage the awareness, and the harnessing of workers’ visceral experiences, there is little in the literature to describe how practitioners navigate their own somatic maps. In a research project undertaken from 2008–16, I invited nine human service workers to tell and explore stories about their own experiences of the body that emerged during, and/or in relation to, their own professional practice. A narrative methodology was used to help facilitate a depth of understanding of how the participants used their own bodies as a source of knowledge and/or as an intervention strategy with those with whom they worked. In this paper, I explore one of many stories told by Coral in which she describes the processes she uses to navigate her own somatic map as she interacts with clients and workers in a domestic violence service. I conclude that creating spaces for workers to explore embodied experience in the professional conversation is important, but is difficult without an acceptable discourse or narrative template. Nonetheless, given the opportunity, including the ‘body as subject’ encourages better outcomes for clients and provides richer accounts of human service workers’ professional experience.

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Gewirtz-Meydan, Ateret, Idit Weiss-Gal i John Gal. "Social Workers’ Policy Practice in Non-Profit Human Service Organisations in Israel". British Journal of Social Work 46, nr 7 (12.03.2016): 1890–908. http://dx.doi.org/10.1093/bjsw/bcv138.

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MOROI, KATSUHIDE. "Burnout among Human Service Workers in Special Nursing Homes for the Elderly". JAPANESE JOURNAL OF EXPERIMENTAL SOCIAL PSYCHOLOGY 39, nr 1 (1999): 75–85. http://dx.doi.org/10.2130/jjesp.39.75.

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McNeely, R. L. "Job satisfaction differences among three age groups of female human service workers". Journal of Aging Studies 2, nr 2 (czerwiec 1988): 109–20. http://dx.doi.org/10.1016/0890-4065(88)90026-6.

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