Women,Work, and Disability

This article describes career development, labor market utilization, occupational and career mobility, achievement, and attainment paths of both women and disabled women as workers.     

A multiple-attribute decision-making approach to assess the disability of visually impaired workers

The Americans with Disabilities Act (ADA) has redefined employability and disability. The measurement and evaluation of the disabled worker's residual capabilities, in terms of worker strengths and weaknesses, job requirements and work environment, is the first step to comply with the ADA. This study presents an application of multiple-attribute decision-making procedures. The task is to develop a single index for use in assessing the disability of visually impaired workers through a consideration of factors defined by the U.S. Employment Service for successful job performance. The index can also be used to identify and prioritize the need for reasonable accommodation and to match visually impaired workers to appropriate employment.     

Labor Exploitation and Health Inequities Among Market Migrants: A Political Economy Perspective

Previous discourses have recognized institutionalized forms of racism and pointed to structural violence embedded in Canadian policies, institutions, and labor markets. However, there is limited connection of these experiences to health. This paper theorizes a novel connection of health inequities experienced by racialized and immigrant peoples in Canada as a result of globalization and market liberalism. Beginning with a brief historical overview of the slave trade and indentured workers’ experiences, it is suggested that today there is a new variant of slave labor and indentured work. Employing a political economy perspective, this paper suggests the exploitation of “Market Migrants” in Canada. Racialized and migrant workers in Canada experience high levels of precarious work, denizenship, social exclusion, social inequality, and eventually health inequities, which is a result of discrimination experienced by these groups. It reveals that the government has failed to address these issues because of control and lobby through powerful economic and political structures that benefit from the situation as it stands. However, given that there are economic losses to migrant skill underutilization and the growing frustrations manifest in uprisings against these systems of dominance, the current situation is unsustainable and transformation is expected.     

Counseling the Disabled Older Person for the World of Work

Although work is meaningful to many older persons, numerous barriers exist that prohibit their active participation in the labor force. Employment counselors must possess a variety of attributes to help break down these barriers. This article discusses skills that the counselor needs when working with older adults and in particular with those who are disabled. Specialized approaches to job placement are discussed, including job modification and job restructuring. To become a successful advocate for the disabled elderly wishing to enter or remain in the labor market, the employment counselor is urged to become familiar with characteristics of older persons and federal laws relating to job development and placement for older and handicapped workers.     

Job satisfaction and women's spheres of work

Job satisfaction for women workers is traditionally researched from the job-gender model in which sex roles generate the research framework. Women employed in the labor market are viewed as responding primarily to the confines of sex roles, as opposed to the structural rewards and constraints of the labor market itself. We reexamined earlier studies that found no effect of the labor market on job satisfaction for women. Reanalysis of the 1972–1973 Quality of Employment national survey revealed significantly different levels of job satisfaction, which are in part structured by the characteristics of the labor market sectors in which women and men work. Women working in labor market sectors that are predominantly male or have a balanced proportion of male and female workers jobs have high job satisfaction. This job satisfaction is predicted almost exclusively by their perceptions of fewer income problems, flexibility of hours, and use of job skills. Factors related to maternity benefits and leaves are related only marginally to job satisfaction for women workers in either labor market sector. Women in predominantly female sectors of the labor market have similarly high job satisfaction scores, but these are related to a wider cluster of factors, including fewer perceived income problems, skills, and challenge factors, as well as the socioemotional rewards of their work. This pattern is most similar to males who work in predominantly male sectors. In contrast, males who work in predominantly female or gender-proportionate jobs have significantly lower job satisfaction scores, even after controling for income issues and other benefits. Labor market sectors and the rewards available within them are important structural dimensions of job satisfaction for women and men employees.     

Labor market experiences and expectancies

Comparisons are made of the labor market experiences of a national sample of employed Black and White men and women. While women had invested in their human capital nearly as often as men, they less often had tried job training or job changes, and more often had acquired additional schooling, to improve their market positions. Compared to White men, both groups of women also expressed lower work-related expectancies. Part of the White male expectancy edge can be attributed to differences in past investment strategies. Black and white women who had tried to make work changes did not differ from White men in present expectancies. While the causal relationship between experiences and expectancies needs further examination, especially in longitudinal studies, these results suggest that adult socialization in the labor market, while generally neglected, is a potentially important area of research on women's employment.     

Weathering the great recession: Psychological and behavioral trajectories in the transition from school to work

Studies of career development highlight the importance of finding a good "fit" between individual values, needs, and abilities and the experiences and rewards to be found in particular occupations. Rapid economic change and labor market turbulence make career choice and development life-long processes. Still, early careers are particularly unstable, as young workers move from "survival jobs" to "career jobs" in their quest for a good person-job fit. Little is known, however, about the psychological orientations and behaviors in the postadolescent period that foster longer term success in the world of work. The maintenance of high aspirations, crystallization of career goals, and intensive job search may be particularly important. Using multilevel latent class analysis applied to longitudinal data obtained from 1,010 youth surveyed by the ongoing Youth Development Study (YDS), we examine the interrelations of psychological orientations and behaviors indicative of agentic striving from age 18 to 31 years. In addition, we assess how these trajectories influence adaptation to declining labor market conditions during the severe economic recession that began in 2007. We find that those who maintain high aspiration and certainty over career goals were better insulated against unemployment between 2007 and 2009 (ages 33-35), even when educational and self-identified career attainments, adolescent achievement orientations, and social background variables indicative of advantage are controlled. They also had higher hourly wages in 2009. (PsycINFO Database Record (c) 2012 APA, all rights reserved).     

Former Soviet Union Immigrant Engineers in Germany and Israel: the Role of Contexts of Reception on Economic Assimilation

This article focuses on the employment experiences of engineers from the Former Soviet Union who immigrated to Germany and Israel. By comparing the experiences of highly skilled immigrants with similar backgrounds in two different host countries, we contribute to a better understanding of the ways contexts of reception create different pathways to economic integration. The analysis is based on in-depth interviews conducted with engineers who immigrated to either country after 1989. We identified several factors in the contexts of reception of the destination societies that promoted or hindered immigrants’ incorporation into the labor market: the balance of labor supply and demand in the field of engineering, differences in the two countries’ integration policies, and characteristics of the vocational training programs offered in either country. These differences provided Former Soviet Union (FSU) engineers with different starting points for integrating into the labor market of each.     

Specialist, physical therapy and social work management status of older children and adolescents with cerebral palsy

In face of catamnestic examinations at a group of 61 older children and juveniles with infantile cerebral palsy we can see, that an optimal attendance by medical specialists, physiotherapists and social workers is not reached yet in each case. 39 patients (64 p.c.) are provided by a specialist regularly, 35 patients (57.4 p.c.) regularly get a physiotherapeutic treatment and 33 patients (54.1 p.c.) are often only sporadically attended by social workers. Serious disabled children, who are nursed only in their families, bring particular problems. In the authors opinion a decisive improvement of attendance is possible. For that purpose a more intensive work of "Dispensaries for disabled children and juveniles" in connexion with a consistent utilization of the socialist legislation is necessary.     

Development and Validation of the Workplace Age Discrimination Scale

Purpose

Workplace age discrimination research is proliferating, but researchers lack a valid measure with which to capture targets’ discriminatory experiences. We developed a measure of perceived workplace age discrimination that assesses overt and covert forms of discrimination and then compared older, middle-aged, and younger workers’ experiences.

Design/Methodology

In Study 1, we developed the Workplace Age Discrimination Scale (WADS) based on older workers’ experiences using a deductive approach, a qualitative study, and two quantitative surveys. In Study 2, we validated the measure among young employees using a qualitative and two quantitative surveys. In Study 3, we tested the WADS among middle-aged workers and tested models of invariance between age groups.

Findings

Participants frequently endorsed covert discriminatory experiences, which the WADS reflects. The WADS contains convergent and discriminant validity, high reliability, and a unidimensional structure across age groups. It demonstrates criterion-related validity among older and younger workers but not middle-aged workers, given their low experiences of age discrimination. Age discrimination frequency follows a U-shaped pattern across age groups.

Implications

Researchers can use the WADS to identify long-term outcomes of age discrimination and to further compare workers’ discriminatory experiences. Practitioners and policymakers can use the measure to develop interventions to ameliorate workplace age discrimination and inform policymaking.

Originality/Value

The WADS is the first validated measure of targets’ perspectives of workplace age discrimination. Our results challenge assumptions that only older workers experience age discrimination (younger workers’ means were highest) and that age discrimination is usually overt in nature (it is often covert).

     

Job insecurity in the younger Spanish workforce: Causes and consequences

The Spanish labor market is currently an example of a flexible labor market. However, it involves a set of detrimental conditions for its workforce, such as lower employability in the labor market and underemployment (i.e. over-qualification and underemployment in time). In this study, we assume that all these conditions promote higher job instability, which is especially serious for the younger population. Hence, the present study aims to examine, on the one hand, how these specific labor conditions affect younger employees' concerns about job loss or job insecurity and, on the other, how this job insecurity can affect their current job performance and the future development of their career. The study sample was composed of 3000 Spanish younger employees. Results showed a significant relationship between employability and underemployment and job insecurity, as well as a significant association between job insecurity and work involvement. Indeed, the relationship between employability and underemployment and work involvement was mediated by job insecurity. Lowemployable, overqualified and temporary young workers experience higher levels of job insecurity, which, in turn, negatively affects their work involvement.     

Battling Discrimination and Social Isolation: Psychological Distress Among Latino Day Laborers

Day labor is comprised of predominately male and recent Latino immigrants, mainly from Mexico and Central America who work in an unregulated and informal market. Three-quarters of the day labor force is undocumented and live under the federal poverty threshold as work is seasonal and highly contingent on the weather and the local economy. However, in spite of their exposure to significant health risks, little is known about the impact of Latino day laborers’ (LDLs) work and life conditions on their mental health. This mixed methods study extends the literature by using the minority stress theoretical model to examine the relationship between discrimination and social isolation as well as participant identified protective factors such as religiosity and sending remittances with psychological distress. A quantitative survey with 150 LDLs was conducted and was followed by a qualitative member checking focus group to extend upon the quantitative results as well as the minority stress model with the lived experiences of these immigrant workers. Results reveal implications for prevention efforts with this hard-to-reach and marginalized population.     

Quality of life and evaluation of functions among people with severely impaired mobility and non-disabled controls

Thirty-six disabled people with severely impaired mobility and 36 non-handicapped matched control subjects were studied with respect to their self-reported quality of life (OOL) and the ranking of 30 functions. No difference concerning QOL was found between the two groups. Correlations between QOL and six different groups of functions were very low in both groups, indicating a mechanism of adapting to a loss of functions. Comparison between the evaluations of the different functions in two groups showed that social abilities were more important to the group with severely impaired mobility, while "motor functions" were more important to the non-handicapped control subjects.     

The Prize:

The Prize: Disability, Parenthood, and Adoption details the concerns and experiences of the author and her husband, an inter-racial couple with disabilities, during the process that culminated in the adoption of their daughter. The author discusses the reactions of others-relatives, social workers, doctors, lawyers, friends, and her husband-to her desire to have a child, and reveals her own considerations and fears. She also documents the couple's experiences, good and bad, with fertility doctors, support groups, adoption agencies, and private adoption lawyers. The article should be of special interest to those involved or interested in the adoption process, particularly as it applies to disabled and/or interracial couples.     

Job Satisfaction and Domains of Job Satisfaction for Older Workers with Disabilities in Europe

This paper analyzes the levels of job satisfaction reported by older workers (aged 50–64) with and without disability by using an aggregating approach in which job satisfaction is seen as a combination of various job satisfaction domains (physical effort, time pressure, level of freedom, capability to develop new skills, support in the workplace, recognition of the work, salary, promotion prospect and job security). Using the Survey of Health, Ageing and Retirement in Europe, we estimate a two-layer model based on the interrelation between the different domains of job satisfaction and wherein the individual’s overall job satisfaction depends on each of these domains. The results show that the levels of satisfaction with the recognition of the work, support in difficult situations and physical effort have a significant effect on the overall job satisfaction reported by limited disabled workers. For this group, the trade-offs between the domains recognition with work and support and satisfaction with salary are especially high. These findings can help organizations, managers and policy makers to design or modify current jobs to make them more attractive in terms of satisfaction for limited disabled older workers.     

Temporal lobe signs: electroencephalographic validity and enhanced scores in special populations

Internal and external validity tests were completed for an inventory that has been used to infer signs of temporal lobe lability. Strong, positive correlations were reported for a normal (reference) population between the numbers of responses that referred to paranormal experiences (including feelings of a "presence") and separately to religious beliefs and the numbers of spikes per minute within electroencephalographic recordings from the temporal lobe. Numbers of spikes were also correlated with the subjects' scores on the hysteria, schizophrenia, and psychasthenia scales from the MMPI. These clusters of items were not correlated with electrical activity from the occipital lobe (the comparison region). Numbers of responses to control clusters of mundane experiences were not correlated with the temporal lobe measures. A group of student poets scored higher on different subclusters of temporal lobe signs and on the schizophrenia and mania scales of the MMPI than the reference group. For both groups, there were positive correlations between the amount of alpha activity in the temporal lobe only and answers to items such as "hearing inner voices" and "feeling as if things were not real." These results demonstrate that quantitative measures of electrical changes in the temporal lobe are correlated with (or with the report of) specific experiences that are prevalent during surgical or epileptic stimulation of this brain region.     

Both Ethnic and Religious: Explaining Employment Penalties Across 14 Ethno‐Religious Groups in the United Kingdom

This article uses the case of the probability of being in employment among different ethno‐religious groups in Britain over a period of 12 years (2002–2013) to illustrate how different degrees of labor market penalty in the United Kingdom are highly associated with the different processes of racialization they undergo in the United Kingdom. It is argued that what matters in producing the observed inequalities in the United Kingdom is the inescapable centrality of “color” (mainly blackness) and “culture” (particularly being Muslim) and the way different Muslim and black groups have been racialized. The findings of this study leave little doubt that there is a black and a Muslim penalty in the labor market, but at the same time it suggest that these penalties are not fixed but tend to vary in extent and nature.     

Occupational floundering

The phenomenon of occupational floundering occurs when a person enters the labor market in search of full-time work without a chosen commitment to an occupational goal. It is a period of effort in which job seekers experience varying degrees of need deprivation and frustration. Floundering can be divided into three stages: the period of initial entry into the labor market; the shopping period; and the mid-career stage. Floundering is not necessarily as destructive a phenomenon as current vocational theories tend to imply, since it sometimes provides experiences that facilitate personal growth and self-acceptance as well as providing a means by which a significant portion of the labor force eventually becomes stabilized.