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

Ford, J. D., Ford, J., & Weingard, S. (1985). Organisational wellness: New slant for EAPs. EAP Digest, 6(1), 49-54.

Employees' personal problems may not be the only reason for poor work performance. Through organisational development, employers can foster a constructive work environment in which everyone benefits.

Foster, B., & Schore, L. (1989). Job loss and the occupational social worker. Employee Assistance Quarterly, 5(1), 77-97.

Economic and technological changes are creating workplace and labor market upheavals. While new jobs are being rapidly created, many old ones are destroyed. Some new jobs are high-paying, but many are low-paying with little opportunity for advancement. Especially affected are higher-paid blue-collar workers and middle managers, often ill-equipped to cope with jobchange. The authors discuss the impact of job-loss and downsizing on individuals and organizations, and describe current dislocated worker and outplacement services. Occupational social work skills are seen as particularly appropriate for lay-off interventions.

Frank, R., & Streeter, C. (1985). Identifying roles for social workers in industrial settings: A multi-level conceptual framework. Social Work Papers, 19, 14-22.

Gal, J., & Bargal, D. (2002). Critical junctures, labor movements and the development of occupational welfare in Israel. Social Problems, 49(3), 432-454.

The role of occupational welfare, and in particular that of occupational pensions, has gained growing attention in the study of welfare states in recent years. This article draws on a variety of primary and secondary data and two theoretical models, power resources and path dependency, in order to analyze the emergence of occupational welfare in the Israeli welfare state. In particular, it explores the notion of "critical junctures" and their role in path dependent policies. The article seeks to understand why the role of occupational welfare in Israel is so formidable and to examine the implications of this. Its focus is upon the crucial role that the labor movement played in the formation of this system during a critical juncture in the evolution of the Israeli welfare state. During the 1950s, the Israeli labor movement brought about the establishment of an extensive system of occupational welfare and a social security system for the elderly based primarily upon low universal state benefits and generous voluntary occupational benefits. The legacy of these systems is still very prevalent in the contemporary welfare state and has marked implications both for spending on social spending and the welfare of the elderly.

Garza Trevino, G. (1998). Organizational stress, health, and behavior in the work place: A structural equation model analysis. Unpublished dissertation, ProQuest Information & Learning.

Stress is a part of every day life; anyone can face a number of stressful situations each day. In considering issues of stress, occupational stress appears as one of the principal and occupational health concerns. It is well documented that from change comes potential for increased job stress that leads to burnout, illness and absenteeism. This study tested a theoretical model to determine the relationship between personality, job demands organizational stressors, and physical health and behavioral consequences. The sample in this study was selected from a population of workers in a manufacturing company in Monterrey, N.L. Mexico. The sample of 250 employees was made up of two subsamples, one of 190 blue collars and one of 60 white collar employees. The research design used instruments from North America to measure variables. This study has implications for the cross-cultural applications and validity of the measures. Data were collected by the researcher on site at the manufacturing company. The data were analyzed using EQS as the computer statistical program. The findings of the study revealed that hypotheses model did not provide a good fit to the data. At this point, model modifications were done, and confirmatory fit index for this final model was 0.951 indicating a goodness of fit. However, various hypothesized relationships between constructs and variables were not supported by the data. Four possible reasons why the relationships in the hypothesized model were not supported by the data. They were explained by methodological, cultural, analytic and theoretical issues. The current study has implications in organizational settings as a source of stress, and in the area of occupational social work and stress in workplace. The present study constitutes the first empirical evaluation of a stress. It was an attempt to make a theoretical and empirical contributions which in the absence of literature in Mexico would be an exploratory study for future studies in this field. (PsycINFO Database Record (c) 2006 APA, all rights reserved)

Gehlenborg, H. (2001). Occupational social work in Germany: A continuously developing field of practice. Employee Assistance Quarterly, 17(1/2), 17-41.

In addition to providing a history of the industrial health and social welfare system in Germany, this article describes the development and current practices of occupational social workers in Germany. The placement of governesses in factories to help women adjust to entering the industrialized workforce as a result of World War I, the transformation of these early workplace helpers to purveyors of Nazi ideology with the rise of the Third Reich, and subsequent efforts to restore their credibility are described. The evolution of occupational social welfare functions over the past six decades is traced, including how this evolution is patterned after the social, political, economic and labor force changes that have marked Germany throughout this period. The predominance of occupational social workers as employees rather than contractors or consultants, employer preferences for internal programs, and the general absence of occupational social work services in the public not-for-profit sector are also examined. A successful alcohol intervention and treatment program developed for City of Stuttgart employees is presented as an exception to this trend. Efforts undertaken by the Professional Association of Occupational Social Workers to promote the recognition of occupational social workers and their value to a healthier and more productive workplace are discussed. [English Abstract]

Gettman, D., & Peña, D. G. (1986). Women, mental health, and the workplace in a transnational setting. Social Work, 31(1), 5-11.

The article discusses occupational social work in the U.S.-Mexico border region and the Border Industry Program (B.I.P.) in light of the organizational factors affecting the mental health of the women workers. Occupational socialwork is an emerging field with a major focus on mental health in the workplace. It was observed from the findings from the garment and electronic industries on the U.S.-Mexico border that occupational social workers must incorporate change strategies in order to assist their clientele. A major source of work-related stress for women stems from organization of the workplace. Men as compared to women are more concentrated in higher power positions as supervisors and managers. In most cases, gender specific attitudes have an impact on the interaction between co-workers and supervisors which may sometimes lead to sexual harassment of women workers. It was found from the study of garment workers in a border city of the United States that women who dated their supervisors received preferential treatment.

Goldmeier, J. (1994). Intervention with elderly substance-abusers in the workplace. Families in Society, 75(10), 624-629.

The author discusses elderly alcohol and drug abusers in the workplace, emphasizing prevention and strategies to identify the abuser while the problem is still in the incipient stage. Social workers' roles in providing treatment are discussed.

Googins, B. (1987). Occupational social work: A developmental perspective. Employee Assistance Quarterly, 2(3), 37-53.

Discusses occupational social work (OSW) not as a new, isolated set of roles within the workplace, but as a practice that is now entering a new phase of development. In a retrospective analysis of industrial social work along with a delineation of OSW, 5 stages of development are discussed: welfare capitalism, personal problem orientation, a service model, a prevention model, and organizational change. The following issues are addressed: the client, the dilemma of the micro-macro role, boundaries, and treatment. Guidelines for the future are suggested.

Googins, B. (1993). Work-site research: Challenges and opportunities for social work. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 61-78). Washington, DC: NASW.

Over the past two decades, OSW has begun to build a body of research to accompany the explosion of OSW practice. There are almost limitless opportunities for OSW research because the workplace has now become a widely accepted arena for practice, legitimating research efforts. The current challenge is to exploit the range of opportunities that cover a wide variety of issues: wellness, unions' efforts to develop new service models, populations in need, workers with disabilities, workers who are single parents, AIDS and employment, women's issues, work-family stress, prevention and treatment of alcohol and drug abuse, and corporate community relations.

Googins, B., & Davidson, B. N. (1993). The organization as client: Broadening the concept of employee assistance programs. Social Work, 38(4), 477-484.

Although most employee assistance programs (EAPs) focus on the problems of individuals, many are broadening their function to address the rapidly changing human and social issues of the environments in which they operate. Refocusing practice to include the organization as the client establishes an alternative paradigm for conceptualizing practice. This article discusses traditional EAP practice, the evolution of EAPs, the changes confronting corporations, and the alternative paradigm in terms of the opportunities it offers and the risks of adopting it. ABSTRACT FROM AUTHOR Copyright of Social Work is the property of National Association of Social Workers and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts)

Although most employee assistance programs (EAPs) focus on the problems of individuals, many are broadening their function to address the rapidly changing human and social issues of the environments in which they operate. Refocusing practice to include the organization as the client establishes an alternative paradigm for conceptualizing practice. This article discusses traditional EAP practice, the evolution of EAPs, the changes confronting corporations, and the alternative paradigm in terms of the opportunities it offers and the risks of adopting it. ABSTRACT FROM AUTHOR Copyright of Social Work is the property of National Association of Social Workers and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts)
Googins, B., & Godfrey, J. (1985). The evolution of occupational social work. Social Work, 30(5), 396-402.

The article focuses on evolution in the occupational social work in the U.S. as of September 1985. Social service is still relatively unknown in the workplace. On the one hand, traditional, sometimes negative stereotypes of social work and social workers still exist. On the other hand, the first decade of occupational social work has sewed to inform and demonstrate the knowledge and skills of the profession. These programs and the work of individual social workers in unions, corporations, and other work organizations have initiated the crucial task of illuminating what social work is and how it can be useful in work organizations. The particular social problem-solving skills are very much in demand, but first they must be tried and tested in practice. This has already begun to happen in areas as diverse as corporate social responsibility programs, training departments, corporate foundations, and human resource management departments. The profession itself must, now purposely and deliberately organize what has begun on an individual, almost serendipitous basis. The multiple problems that face workers and work organizations often respond to the knowledge and skills of social workers and lie within the interests of social problem solvers.

Googins, B., & Godfrey, J. (1987). Occupational social work. Englewood Cliffs, NJ: Prentice-Hall.

Most textbooks induce sleep with circumspect accounts of the accepted wisdom in a given field. . . . Hold your hats, this book is different. (from the foreword)First, it is about "real problems." What could be more real (and important) than helping people deal with the personal problems created in society and in the family that are brought into the workplace (like alcoholism, drug addiction, chronic depression and alienation)?Second, the book is not a narrow, provincial or conservative view of the profession. Instead, it seeks to enlarge the scope of social work by including not just the psychological issues that have been the traditional focus of the field, but setting the individual employee in the broader context of the organization and society. . . . Moreover, the social worker can change the organization, making it both more humane and more effective.Thus, third, this lively book is about "change." (PsycINFO Database Record (c) 2006 APA, all rights reserved)

Googins, B., Reisner, E., & Milton, J. (1986). Industrial social work in Europe. Employee Assistance Quarterly, 1(3), 1-22.

Explored the nature and extent of European industrial social work in a series of interviews with professionals in the industrial social work community in France, Holland, Germany, and Switzerland. The history, stages of development, roles, and characteristics of the specialization in each country, as portrayed by practitioners and educators, are described. Findings suggest that there is a high degree of interaction between social workers and unions in Europe and that a series of developmental stages has been shared by the countries discussed. European practices are compared with those of the US with regard to organizational integration and to the emergence of employee assistance programs in the US.

Gould, G. M. (1984). Developing Industrial Social Work Field Placements. Journal of Education for Social Work, 20(2), 35-42.

This paper documents some of the research on counseling programs in industry and outlines the scope of industrial social work. It discusses the rapid growth of industrial social work in schools of social work throughout the country. It then describes a marketing and selling approach that has been used very successfully to secure field internships for the Industrial Social Work Program at the University of Southern California.

Gould, G. M., Knoepler, S., & Smith, M. L. (1988). Developing effective organizations. In G. M. Gould & M. L. Smith (Eds.), Social work in the workplace: Practice and principles (pp. 247-264). New York City, NY: Springer.

This chapter focuses on organization development and the importance of OSW mastering OD skills. Many of the skills and much fo the knowledge base for OD practice are already a part of the professional repertoire of many practising social workers. What follows is a brief description of the types and phases of OD practice. Areas of overlap between it and conventional practice of social work are identified, as are the knowledge and skills areas important for effective organization development intervention.

Gould, G. M., & Smith, M. L. (Eds.). (1988). Social work in the workplace: Practice and principles. New York City, NY: Springer.

Contents: Social work in the workplace : an overview / Michael Lane Smith -- The ethical base for social work in the workplace / Paul A. Kurzman -- Employee assistance/counseling typologies / Dorothy Fleisher and Barbara Hade Kaplan -- Identifying and referring troubled employees to counseling / Judy Winkelpleck and Michael Lane Smith -- Time-limited crisis therapy in the workplace : an eclectic perspective / Howard J. Parad -- Drunk, drugged, and on the job / Diana M. DiNitto -- Counseling survivors of workplace accidents and disasters / Sam Brunstein and Margaret Ann Kilpatrick -- Relocation counseling and services / David I. Siegel -- Health enhancement programs : balanced lifestyles, physical fitness, smoking cessation, stress management, and weight control / James L. Jenkins -- Managing shift work problems / Diane Meadow -- Employer-supported child care / Jacquelyn McCroskey -- The outplacement process / Michael Lane Smith, Gary M. Gould, and MaryAnn Hosang -- Human resource issues and aging / Carl S. Wilks ... [et al.] -- Assisting in affirmative action and equal employment opportunity / Ruta J. Wilk -- AIDS in the workplace / Wilbur A. Finch, Jr. and Kathleen O. Ell --Developing effective organizations / Gary M. Gould, Seth Knoepler, and Michael Lane Smith -- Influencing management policy / Vincent E. Faherty -- Services to customers : customer assistance programs / E. Gregory de Silva -- Influencing corporate philanthropy / Eleanor L. Brilliant and Kimberlee A. Rice -- Corporate community relations / Edmund M. Burke -- The changing world of work / Henry Morgan -- With a view to the future / Michael Lane Smith.

Gray, M., & Littlefield, M. (2005). Group work with employee-related issues. In G. L. Greif & P. H. Ephross (Eds.), Group work with populations at risk (2nd ed., pp. 383-398): Oxford University Press.

Issues of the workplace are of interest, in large part, because of the role of work in shaping the lives and identities of individuals and the impact of the nature of work on shaping the identities of nations. Social workers have traditionally worked in a variety of host settings with a variety of populations; however, only recently has the workplace emerged as an appropriate practice setting for social workers. This field of practice is commonly referred to as occupational social work. Historically, most employee assistance programs were "internal," whereby the social workers were employed by and staffed within the workplace. Now, most programs are "external," in that the program is provided by external contractors. Assistance programs are commonly identified by the populations they serve. They are typically employee assistance programs (EAPs) when sponsored by management; member or labor assistance programs when sponsored by labor alone; worker assistance programs when sponsored jointly by labor and management; faculty and staff assistance programs when sponsored by colleges and universities to serve those populations; and student assistance programs when sponsored by schools to serve students. (PsycINFO Database Record (c) 2006 APA, all rights reserved) (from the create)

Gustavsson, N. S., & Balgopal, P. R. (1991). Training of social workers in work settings: Response of the academia. Employee Assistance Quarterly, 6(4), 79-89.

Surveyed 75 schools of social work regarding their role in the preparation of social workers to assume professional responsibilities within work settings. 14 schools offered a concentration in occupational social work. Five schools did not include content on occupational social work in their curricula. Results indicate that although social workers are increasingly entering the work settings (including employee assistance programs), there does not appear to be a dramatic increase in the number of specialized occupational social work programs.

Hargrave, G. E., & Hiatt, D. (2004). The EAP treatment of depressed employees: Implications for return on investment. Employee Assistance Quarterly, 19(4), 39-49.

This article applies calculations from the outcome literature on lost productive work time to the EAP treatment of depressed employees. Pre- & post-treatment measures were obtained on 11,756 employees who accessed treatment over a seven-year period. 66% of these employees reported at least moderate symptoms of depression at the time of intake. After treatment, approximately half of the depressed subjects reported no such symptoms. Applying results from research conducted by Stewart, Ricci, Chee, Hahn, & Morganstein (2003) to the present study indicated substantial cost savings associated with the EAP treatment of depression. The article provides a model for calculating return on investment (ROI) by reducing lost productive work time (LPT).

Harper, T. (1992). Cost effective quality services in the context of the health care crisis: Implications and opportunities for South African EAPs. In R. P. Maiden (Ed.), Employee Assistance Programs in South Africa (pp. 105-114): Haworth.

South Africa is facing a health care crisis of staggering proportions. The article provides an overview of the South African health care system, an analysis of the current problems and the implications and patented opportunities for EAPs in health care management in South Africa.

Harper, T. (1999). Employee assistance programming and professional developments in South Africa. In R. P. Maiden (Ed.), Employee Assistance Services in the New South Africa (pp. 1-18): Haworth.

This article reports the findings of a survey on employee assistance programs in 100 of South Africa's largest companies. The purpose of this study was to examine the development of EAPs in South Africa, the motivation of companies for adopting an EAP and the role and activities of practitioners in these programs.

Harris, J. J. (1993). Military social work as occupational practice. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 276-290). Washington, DC: NASW.

Explores the ways in which military social work is a variety of occupational social work. Explores background and history of social work in the military, the roles of the military social worker, the practice of MSW in health and clinical military settings, etc.

Heimerdinger, J. F. (1986). Occupational social work (letter). Social Work, 31(2), 159.

Letter in response to Fabricant, 1985.

Herring, H. L. (1926). The beginnings of industrial social work 1. Social Forces, 5(2), 317-324.

The article relates the development of social-industrial relationship in the U.S. in 1927. The extensive welfare schemes of Robert Owen, ranging all the way from improved housing to an inspection of the operatives' lives, was most unusual in its day. Certainly in his sanitation system, his schools, Sunday schools, savings plan and company store, his experiment was a sort of prophecy of what was to become common in the textile industry. Indeed, it may well have been that the youthful Owen had his attention turned to such possibilities by the accident of having worked for mill owners who conducted mills considered models in their day. Tench Coxe, interested in establishing manufacturing in the U.S., made a tout of the mill section of England about 1830. In most of the early New England mills, housing and boarding houses were the chief form of company welfare work, though nearly all seem to have aided churches and Sunday schools. In Lowell the boarding houses had many rules of conduct and religious observance which all must obey. The corporation maintained a hospital, encouraged savings, and for a time, operated schools. The workers supported several other activities, the Lowell Offering an operative's magazine, a circulating library, night classes in French and German, and lyceum lectures.