Over the last five decades, there has been an increase in the number of immigrants coming to and settling in the United States (U.S.). Limited research has explored the job and workplace characteristics that contribute to work-family conflict among immigrant workers. To fill this gap in knowledge this study examines the relationship of job demands, social support and worker characteristics to work-family conflict among immigrant and native workers in the U.S. Using the 2002 National Study of Changing Workforce (NSCW), this exploratory study identifies the job demands, social support and socio-demographic factors related with time-based, and strain-based, work-family conflict among immigrant (n=157) and native workers (n=165). Four research questions were posited to examine the differences between the immigrant and native workers’ experiences of job demands, workplace social support, and work-family conflict; the relationship between job demands, workplace social support and time-based and strain-based work-family conflict; and the job demands, workplace social support and socio-demographic characteristics that predicted time-based, and strain-based work-family conflict. Independent sample t-tests, cross-tabulations, and stepwise multiple regressions via backward elimination method were used to address specific research questions. Findings indicate that only two job demands, work schedule and learning requirements, are significantly different between immigrant and native workers. Multivariate analysis suggests that among immigrant workers, workload pressure, total hours worked, and lack of co-worker social support are significantly associated with time-based, work-family conflict; being married, lack of supervisor social support, lack of learning requirements, increased work hours and workload pressure are associated with strain-based, work-family conflict. Among native workers childcare responsibilities, lower levels of income, a job with rotating or split shifts, high workload pressure, increased work hours, and lower learning requirements are associated with time-based work-family conflict. Being younger, having lower supervisor social support, lower learning requirements, higher workload pressure, working at rotating/split shift, and having work role ambiguity are significant predictors of strain-based, work-family conflict among native workers. Drawing on person-in-environment perspective, this study has implications for social work practice at individual, organizational, and policy levels, and also for work-life research among immigrant working populations.

Diss. (sammanfattning) Linköping : Linköpings universitet, 2006. / Härtill 4 uppsatser.

Submitted by Jean Medeiros (jeanletras@uepb.edu.br) on 2017-10-25T12:35:40Z No. of bitstreams: 1 PDF - Helyssa Luana Lopes.pdf: 38159610 bytes, checksum: da35a688591aa9586a0d6b102735eb0e (MD5) / Approved for entry into archive by Secta BC (secta.csu.bc@uepb.edu.br) on 2017-10-26T16:56:03Z (GMT) No. of bitstreams: 1 PDF - Helyssa Luana Lopes.pdf: 38159610 bytes, checksum: da35a688591aa9586a0d6b102735eb0e (MD5) / Made available in DSpace on 2017-10-26T16:56:03Z (GMT). No. of bitstreams: 1 PDF - Helyssa Luana Lopes.pdf: 38159610 bytes, checksum: da35a688591aa9586a0d6b102735eb0e (MD5) Previous issue date: 2017-07-12 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / Work as a helper involves as many positive factors (Compassion Satisfaction) as it does negatives (Compassion Fatigue). A Professional Quality of Life (ProQOL) is a result of the balance between such aspects, it reflects the internal wellbeing of an individual as a result of the nature of the profession (supporting people or animals which are suffering). The following study aims to evaluate the extent of the impact which Social Support at the Workplace and the Deterioration of Self-Efficacy has on the Professional Quality of Life of firefighters. The tools used include: Professional Quality of Life Scale (ProQOL-IV), Scale of Perception of Social Support at the Workplace (SPSSW), Deterioration of Self-Efficacy factor from the General Health Questionnaire (GHQ-12), a Sociodemographic Record and an Interview Script. The data from que standardized questionnaires was applied to the Statistical Package for Social Science (SPSS) software, the data was categories as either descriptive, varying or regressive. In order to analyses the interview, the content analysis technique was applied. The results identified four groups which matched the following ProQOL profiles: Apathetic, Stable, Moderate and Deficient. The Compassion Satisfaction (CS) score remained similar amongst groups, however, the Burnout scores of two groups (Moderate and Deficient) were significantly higher, affecting 43,5% of relevant samples. When looking at the regression analysis, the Deterioration of Self-Efficacy factor stood out as the most relevant predictor of Burnout, being capable of explaining up to 23% of the variation between groups. Information Support stood out as the second most relevant predictor of Burnout. During the interview analysis, two aspects of workplace life were identified as positive (Acknowledgement of profession/work; Psychological reward) alongside a negative factor (The relationship between work and fatigue). These factors respectively corroborate the results of CS and Burnout found from the sample. It was found that, regardless of Burnout levels, firefighters do not present signs of Compassion Fatigue as CS remained high amongst all groups, this leads to the conclusion that the sample’s ProQOL remains high, being sustained by their sense of competence, pride in their profession and willingness to help. It is important that the responsible corporations set out targets to combat high levels of Burnout and to maintain CS amongst firefighters at a high level. This can be done by investing in training which aims to increase workplace self-efficacy, to improve the interpersonal relationships and to improve accuracy of information. All these factors were found to be favorable to the ProQOL levels of firefighters. / O trabalho de ajuda envolve tanto aspectos positivos (Satisfação por Compaixão) como negativos (Fadiga por Compaixão). A Qualidade de Vida Profissional (QVP) resulta do equilíbrio entre tais aspectos e remete a quanto o indivíduo se sente bem, internamente, por ajudar pessoas ou animais em sofrimento. O presente estudo teve como objetivo avaliar o impacto do Suporte Social no Trabalho e da Deterioração da Autoeficácia sobre a Qualidade de Vida Profissional em bombeiros militares. Foram utilizados os instrumentos: Escala de Qualidade de Vida Profissional (ProQOL-IV), Escala de Percepção de Suporte Social no Trabalho (EPSST), o fator Deterioração da Autoeficácia do Questionário de Saúde Geral (QSG-12), uma Ficha Sociodemográfica e um Roteiro de Entrevista. Os dados dos questionários padronizados foram lançados no programa Statistical Package for Social Science (SPSS) e aplicadas as análises estatísticas descritivas, de variância e de regressão. Para análise das entrevistas, foi aplicada a técnica de análise de conteúdo. Os resultados identificaram quatro grupos com os seguintes perfis de QVP: Apático, Estável, Deficitário e Moderado. Nestes perfis, a Satisfação por Compaixão (SC) prevaleceu; no entanto, o Burnout obteve escores elevados em dois perfis (Deficitário e Moderado), afetando 43,5% da amostra. Nas análises de regressão, o fator Deterioração da Autoeficácia se destacou como o melhor preditor direto do Burnout, explicando sozinho 23% da variância. O Suporte Informacional se destacou como segundo melhor preditor inverso do Burnout. Nas análises das entrevistas, foram identificadas duas categorias com conteúdos de vivências positivas no trabalho (Reconhecimento social do trabalho/profissão; Recompensas psíquicas) e uma categoria com vivências negativas (Relação com o trabalho e fontes de desgaste). Estas categorias corroboram, respectivamente, os resultados de SC e de Burnout encontrados na amostra. Observou-se que, apesar dos indícios de Burnout, os bombeiros não apresentam Fadiga por Compaixão. Prevaleceu entre eles elevada SC, podendo-se concluir que a QVP está resguardada na amostra, sendo sustentada pelo senso de competência, orgulho profissional e prazer em ajudar. É importante que a Corporação trace planos de combate ao Burnout e de manutenção da SC entre os bombeiros, investindo em treinamentos para incrementar a autoeficácia no trabalho, os relacionamentos interpessoais e a precisão das informações, visto que esses elementos se mostraram favoráveis à QVP dos bombeiros.

<p>Managers within the hospitality industry are often required to handle irate guests through various service-recovery situations and thus are exposed to frequent guest aggression. Consequently, manager work is associated with high stress and anxiety. This study used several theories to understand the complex landscape of manager stress and anxiety within the hospitality industry. The Conservation of Resource Theory (Hobfoll, 1989), Stress as Offense to Self Theory (Semmer et al., 2007), and the Social Exchange Theory (Baumeister & Leary, 2005) are used as the foundation to delineate the roles of guest aggression and workplace social support played in reducing manager turnover intention through stress and anxiety. The study results identify that stress and anxiety are vital in impacting turnover intention; however, only certain forms of workplace social support (such as appraisal support) moderate the relationship in such a way that turnover intention decreases.</p> <p>The study design utilized a moderated-mediation analysis with a two-time cross-sectional survey. Respondents were guest-facing managers in various hospitality organizations, including restaurants, hotels, and clubs. Two hundred and sixty-three participants completed the first and second waves of the survey, and after data cleaning, a total of 260 usable responses remained. This study employed Hayes' (2018) mediation analysis model 4 and the moderated mediation analysis model 58 to test all hypotheses.</p> <p>This study shows that guest aggression is a significant predictor of turnover intention, and anxiety mediates the relationship leading to turnover intention. At the same time, stress only has a direct effect itself on turnover intention. In addition, this study found that some forms of workplace social support increased turnover intention, while supervisor appraisal (words of affirmation) moderated the relationship. Ultimately, this study helps guide organizations in making decisions that may reduce managers' intention to quit while providing a foundation for future researchers to examine how workplace social support uniquely affects managers.</p>