Annotated Bibliography Occupational Social Work Compiled: Dr Adrian D. van Breda 24 January 2009

Chima, F. O. (2005). Persons with disabilities and employment: Implications for social work and rehabilitation roles and advocacy. Journal of Social Work in Disability & Rehabilitation, 4(3), 39-60.

A momentous piece of legislation, the Americans With Disabilities Act (ADA) of 1990 provided for the elimination of discrimination against individuals with disabilities & more significantly is aimed toward improving their employment opportunities. There is, however, evidence that the ADA implementation has not moved fast enough in increasing employment opportunities for persons with disabilities. This article reviews the literature on disability & employment barriers, federal statutes, societal attitudes & biases, & human relations misconceptions associated with disabilities. It discusses social work roles, advocacy for social justice, implications for rehabilitation counselors, & issues related to disabilities & employment.

Choi, S. (2002). Understanding American and Korean workers' adaptations to expatriate work environments: A practical guide for industrial social sorkers. Employee Assistance Quarterly, 17(3), 33-54.

To examine the essence of cross-cultural adjustment in the expatriate work environment, based on synergistic systems approaches, a survey research was conducted to a sample of 229 expatriate workers: 101 Americans in South Korea & 128 Koreans in the US. Results of the study have verified that the extent to which the expatriates adjust to overseas assignments is likely to depend on five major factors, ie, national culture, individual attributes, work organization, community, & family members. The findings facilitate strategic plans to satisfy the expatriates' social service needs & to maximize their adaptability in the foreign workplace.

Choi, S. (2003). Roles and opportunities for social work intervention in expatriate work environments. International Social Work, 46(2), 221-233.

By applying synergistic systems approaches, the present study has examined social work services for foreign-based US employees & their families in order to facilitate a successful adjustment in overseas assignments. A clear understanding of the key elements that constitute the expatriate's adjustment procedure is essential in implementing the practical roles occupational social workers can play in the global workplace today. On the basis of the recognition of the difficulties of cross-cultural adjustment, industrial social workers can utilize their expertise particularly in the processes of selection, training, support in overseas systems & repatriation to maximize an effective & efficient foreign expatriation.

Choi, S. (2005). Applying needs-assessment skills in the implementation of EAP structures: An examination of how to promote the growth of underdeveloped EAPs in Korean corporations. Journal of Workplace Behavioral Health, 21(2), 45-58.

Needs-assessment skills were applied in order to promote the growth of underdeveloped EAPs in Korean corporations. Employees in Korean manufacturing were examined in terms of what problems they experienced & what services they would like to see developed in the workplace. The findings suggest that the respondents' concerns mainly centered on job stress, vocational guidance, retirement, mental & physical health, cultural activities, time management, & smoking habits. Correspondingly, they desired employer assistance in areas such as job stress management, vocational guidance, retirement services, mental health services, physical health promotion, cultural activity promotion, time-management services, & smoking prevention. The results not only facilitate the application of needs-assessment skills, but also trigger the birth of EAPs for troubled employees in South Korea.

Cole, D. W. (1988). Evaluating organizations through an Employee Assistance Program using an organization development model. Employee Assistance Quarterly, 3(3/4), 107-118.

Describes an industrial social work program staffed by a fully trained social worker. The evolution of this employee assistance project (EAP) into an organizational development (OD) project is also outlined. The present author describes how the EAP was operationalized and used to evaluate the organizational culture. The evaluation utilized an OD model involving the phases of (1) orientation/information gathering, (2) individual treatment, (3) research on cultural change, (4) team building and OD, and (5) OD management training. It is asserted that organizations should guard against contributing to the "professional suicide" of employees.

Crawley, B. (1992). The transformation of the American labor force: Elder African Americans and occupational social work. Social Work, 37(1), 41-46.

Since the early 1980s, a significant labor force shift has occurred: Workers aged 18 to 34 have become a decreasing segment of the work force. This trend is expected to continue into the 21st century. One response to this labor force shortage is to use older workers to meet employment needs. In this article, the author examines the work interests and needs of older African Americans within the context of issues related to the changing labor force. The author's view is that occupational social work is the appropriate field with the profession to conduct proactive research and to address the policy and program needs of this aged segment ot the population.

Csiernik, R. (1996). Occupational social work: From social control to social assistance. The Social Worker, 64(3), 67-74.

Traces the origins of occupation-based assistance from the early 1800s, including occupational alcoholism programmes, and more recently, employee assistance programmes. Considers why critics claim that occupational assistance are mechanisms of social control, and suggests that such programmes should move to a more dualistic orientation where both the employee and the work environment are evaluated during problem assessment, planning and problem solving processes.

Csiernik, R. (1998). An integrated model of occupational assistance. The Social Worker, 66(3), 37-47.

Describes an integrated model of occupational assistance designed to create both worker & workplace wellness by drawing on existing practice models coupled with renewed emphasis on self-help. The shift from the traditional model of occupational social work as a mechanism of social control to one of active social change is examined, along with the problems most frequently encountered & the evolution of self-help groups. The model presented incorporates worker participation in an ecological framework that focuses on the target (individual/organizational wellness) & the method of intervention (professional intervention & mutual aid/self-help). The core concepts of participation & self-determination are examined, along with the wide range of implementation options that allow mutual aid/self-help dimensions to become the foundation of new programs or added to existing programs. The model's flexibility in varied workplace & workforce environments, & the importance of social work involvement in occupational assistance are discussed.

Csiernik, R. (2005). What we are doing in the employee assistance program: Meeting the challenge of the integrated model of practice. Journal of Workplace Behavioral Health, 21(1), 11-22.

Using the Integrated Model of Occupational Assistance as a framework, a review of 88 organizations from across Canada with active Employee Assistance Programs (EAPs) was conducted. It was found that the majority of programs provide services primarily to meet individual employee needs with fewer EAPs offering services targeted at enhancing the overall wellness of the workplace. Some form of mutual aid-self help programming was a component of nearly half of the EAPs though less than one quarter of programs took this form of assistance & applied it to the organizational environment. Neither workforce size, location, sector, having an existing EAP policy or committee nor who the program initiator was, were associated with the provision of enhanced mutual aid or organizational-focused services. The survey did discover, however, that the evolution of standard & traditional EAP practice into a more integrated wellness-focused approach is no longer merely a theoretical conceptualization but has begun to be put into place to a limited extent at several diverse Canadian work sites.

Danto, E. A., & Mazzella, A. J. (1988). Peer supervision in occupational social work. Employee Assistance Quarterly, 4(1), 29-44.

Explores the peer supervision model as a response to the professional needs of occupational social workers. Valued by other mental health disciplines and by social workers in traditional settings, the peer supervision group helps to allay anxiety, confusion, and fears that have a negative impact on the employee assistance program practitioner. Case illustrations reveal how this process works. Group dynamics are also examined.

Davis, A., & Gibson, L. (1994). Designing employee welfare provision Personnel Review, 23(7), 33-46.

In selecting an employee assistance program (EAP) model for a particular organization, program initiators need to take a variety of factors into consideration, including: 1. organization size, 2. the availability of social service resources both within the organization and in the local community, and 3. degree of unionization. Critical elements of program implementation include: 1. commitment and support by senior management, 2. clear written policy on personal problems, and 3. guaranteed protection of confidentiality. The EAP approach offering a confidential, professionally staffed individual service can facilitate putting depressed, immobilized, or ineffective staff back to work. Lack of money tends to be the biggest argument against the development of EAPs, yet the associated costs need not be prohibitive.

Davis, G. (1985). Retooling: Clinical social worker to occupational social worker. Social Casework, 66(8), 498-503.

Describes the transition from clinical social worker to occupational social worker (OSW) as one of hierarchical expansion, from provider of a narrow range of in-depth direct services to a wider range of direct services, with less emphasis on the depth of direct clinical treatment. The nature of the OSW's job, the clinical component of occupational social work, and typical problems encountered by the OSW are described; treatment approaches and sources of satisfaction for OSWs are also discussed. (PsycINFO Database Record (c) 2006 APA, all rights reserved)

De Klerk, M. H., & Kruger, A. (2002, 15-20 September). Military social work: A South African perspective. Paper presented at the 34th International Congress on Military Medicine, Sun City, South Africa.

Decker, J. T., Starrett, R., & Redhorse, J. (1986). Evaluating the Cost-Effectiveness of Employee Assistance Programs. Social Work, 31(5), 391-393.

The article discusses the cost-effectiveness of the implementation of employee assistance programs (EAP) as an area of industrial social work practice. An EAP exists as long as an organization pays for it. EAPs operate on the concept that it is a truism that early detection and treatment of employee problems will benefit both the employee and the organization. Born of management's concern both for the well being of employees and of corporate profits, these programs provide services for employees with personal problems. Because EAPs are burgeoning without the benefit of the standardized principles and practices that are present in most well recognized areas of social work, research is needed to provide clear conceptualizations and a framework for ensuring responsible and effective implementation. Other reasons why research is needed are the following: employees' benefits are being cut, and this trend does not seem to have an end in sight; organizations are now starting to ask hard questions about whether they are in the business of mental health or profit making; and organizations, unions, and employees have a right to know if they are getting an honest return on their investments of time, money, and people.

Directorate Social Work. (2000). Military social work SAMHS order. Unpublished manuscript, Directorate Social Work, South African National Defence Force, Pretoria, South Africa.

Donovan, R. (1987). Stress in the workplace: A framework for research and practice. Social Casework, 68(5), 259-266.

Outlines a theoretical framework for work-related stress and suggests assessment tools for practice and research. It is argued that attention has been deflected from the source of stress and focused on the management of stress, placing an unrealistic and unfair burden on individual workers; moreover, stress-management programs have not proven particularly effective. It is concluded that the unique patterns of job stress within a variety of occupations must be understood; specific conditions that pose a threat to the well-being of workers can then be targeted for preventive action or organizational-change initiatives. The role of schools of social work in developing the knowledge base is discussed.

Du Plessis, A. W. (1987). Industrial social workers: The personnel department's latest recruit. IPM journal, 5(12), 26-29.

Compares the complementary roles of social workers and personnel practioners. Describes industrial social work practice and highlights corporate issues that need to be addressed should a social worker be employed in a company.

Du Plessis, A. W. (1988). Employee Assistance Programmes (EAPs). Social work practice, 6(1), 23-25.

Defines Employee Assistance Programmes (EAPs). Focuses on the programme which links troubled employees with helping resources and the rationale of social responsibility. Discusses the functions of EAPs as well as various models in the light of certain steps common and essential to all.

Du Plessis, A. W. (1988). Industrial social workers: The personnel department's latest recruit. Social work practice, 3(1), 19-22.

Focuses on industrial social work as a field of specialization and on social workers as part of multi-disciplinary teams concerned with employee welfare in industry. Examines different models and stresses important and relevant issues which need to be addressed should a social worker be employed in a company.

Du Plessis, A. W. (1990). Occupational social work in action. In B. W. McKendrick (Ed.), Social work in action (pp. 253-281). Pretoria, South Africa: HAUM.

Du Plessis, A. W. (1990). Occupational social work practice. In B. W. McKendrick (Ed.), Social work in action (pp. 199-228). Pretoria, South Africa: HAUM.

Du Plessis, A. W. (1990). South African occupational social work practice. In B. W. McKendrick (Ed.), Social work in action (pp. 229-252). Pretoria, South Africa: HAUM.

Du Plessis, A. W. (1990). South African occupational social work practice. In B. W. McKendrick (Ed.), Social Work in Action (pp. 229-252). Pretoria, South Africa: HAUM.

Du Plessis, A. W. (1991). A society in transition: EAPs in South Africa. EAP Digest, March/April, 35-58.

In the 1980s, employee assistance programs (EAPs) developed at an unprecedented rate in the RSA, especially in the second half of the decade. Increasingly, EAPs are being placed on the corporate human resources agenda in that nation. South African EAP practitioners relied heavily on AMerican literature to guide their efforts, although emphasis has been placed on local models. EAPs cannot remain separate from their economic and sociopolitical context, as witnessed by their emergence during a period in SA history characterised by major challenges in those two arenas.

Du Plessis, A. W. (1992). EAPs in South Africa: A Macro Model. Employee Assistance Quarterly, 7(3), 29-43.

EAPs in South Africa are best characterized as macro model as opposed to the U.S. micro model EAP. Although EAPs in South Africa were initially modeled after U.S. programs, they have evolved into something quite different. This article examines the rationale for the evolution of the macro model EAP in South Africa in light of the counlry's socio-political, economic and racial problems.

Du Plessis, A. W. (1994). Exploring the potential for primary level services in the occupational setting: Future considerations for welfare managers and social work educators. Social Work / Maatskaplikewerk, 30(1), 42-49.

Explores the disassociation between the worlds of work & social work by examining opportunities inherent in the placing of social work in work settings & then testing this against the reality of occupational social work practice in South Africa. Interviews with 70 social workers indicate that occupational social workers are stuck in tertiary level casework; this hampers efforts to humanize the workplace & to challenge organizational factors that hinder an ecological practice metaphor. Reasons for an overemphasis on casework as a service methodology in the South African workplace are offered. Considerations for social work educators & welfare managers are also outlined, intending to encourage social work at the workplace that moves away from tertiary level work to primary level services with an emphasis on preventive, promotive, & developmental programs.

Du Plessis, A. W. (1994). Issue resolution in the evolvement of occupational social work practice in South Africa. Unpublished doctoral dissertation, University of the Witwatersrand, Johannesburg, South Africa.

This study set out to explore the nature of the rapidly developing field of occupational social work within employing organisations in South Africa. The investigation aimed to describe current practice, as well as assess whether circumstances which facilitate movement towards a comprehensive practice model at the workplace could be identified. A central purpose of the enquiry was to offer conceptual guidelines for a maturation of appropriately focused practice within the South African context. To achieve the aims of the study, the universe of practising occupational social workers was identified nationally. Thereafter, a fifty per cent sample was drawn and an in-depth enquiry initiated with each of the 70 respondents. This comprised a Questionnaire sent to respondents, followed up by an interview. Quantitative data were processed with computer assistance while qualitative data were analysed directly by the researcher. The investigation covered a description of the total sample, plus a comparative analysis of two groups of 14 respondents each - those demonstrating a propensity to practise mainly casework and those showing a move away from casework to more comprehensive, evolved services, termed 'macro practice'. The study was guided by six issues which were proposed to affect level and orientation of practice. It was found that occupational social work in South Africa comprised a diverse range of activities across a heterogeneous array of settings. In addition, practice was oriented towards micro, clinical services based primarily on individual intervention in the form of casework. Many factors accounted for this, including the authoritarian nature of the setting, the 'expert ideology' inherent in many workplaces, tradition and a reluctance on the part of the occupational social worker to negotiate new turf. From the analysis, nine tentative principles were proposed which, it was suggested, could facilitate evolvement to a more macro practice orientation in South African occupational social work endeavours.

Du Plessis, A. W. (1999). Occupational social work in South Africa. Employee Assistance Quarterly, 14(3), 19-40.

This article describes the development and current practices of occupational social workers in South Africa. As a means to accomplish this, the author conducted in-depth interviews with social workers employed in work settings throughout South Africa. Workplace practices, education and training and the challenges facing occupational social workers in the New South Africa are explained and analyzed. (PsycINFO Database Record (c) 2006 APA, all rights reserved)

Du Plessis, A. W. (2001). Occupational social work in South Africa. Employee Assistance Quarterly, 17(1/2), 97-118.

The development and current practices of occupational social work in South Africa are discussed. Two major contexts define the development of South African occupational social work: social work practice within the professional arena, and the management of people in the workplace. The economic and ideological trends that contributed to the creation and evolution of social work as a field of practice are outlined. In order to identify and analyze some major trends in South African workplaces, in-depth interviews with social workers employed in work settings throughout South Africa were conducted. Workplace practices, education and training, and the challenges facing occupational social workers in South Africa are presented and discussed. [English Abstract]

Du Plessis, A. W. (??). Employee assistance programmes: From micro to macro practice. ??

Fabricant, M. (1985). The industrialization of social work practice. Social Work, 30, 389-395.

A brief narrative description of the journal article, document, or resource. The drive to increase the productivity of social workers in large public agencies has contributed to an erosion of craft elements of practice. Workers' functions are becoming increasingly repetitive and mechanistic, and opportunities to exercise judgment or to develop specific skills are limited. These trends contribute to a weakening of professional commitment to social change and the poor.

Faherty, V. E. (1988). Influencing management policy. In G. M. Gould & M. L. Smith (Eds.), Social work in the workplace: Practice and principles (pp. 265-279). New York City, NY: Springer.

The purpose of this chapter is to show the need for a more comprehensively trained social worker who is comfortable with the language, the issues, and the perspective of the business community and who is able, therefore, not only to deliver direct social services but also to impact policy decisions made in executive planning sessions. Following a brief discussion of the kinds of expanded social services that could be delivered by a retrained human service professional, the chapter describes the competencies necessary toimpact realistically on the business environment. This chapter concludes with a presentation and discussion of a case example in which a nontraditional role for an OSW is highlighted.

Faul, A. C. (2002). Comprehensive assessment in occupational social work: The development and validation of the Corporate Behavioral Wellness Inventory. Research on Social Work Practice, 12(1), 47-70.

Objective: The objective is to report on the development and validation of the Corporate Behavioral Wellness Inventory (CBWSI), specifically designed for use by social workers in occupational social work. Method: One thousand and forty employees from different organizations in South Africa were subjected to the original validation research done on the CBWSI. Results: The results clearly indicate that the different subscales on the CBWSI have good reliability, that the scale is strong enough in terms of its measurement error characteristics to recommend it for use in occupational settings, and that the CBWSI appears to be acceptable in terms of its content and construct validity. Conclusions: The CBWSI is a new assessment tool specifically designed for social workers in occupational practice settings, that can be recommended to serve as a tool for assessing diverse employee strengths or to use as part of service delivery to employees.