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

Maiden, R. P. (2002). Global perspectives of occupational social work (journal special edition). Employee Assistance Quarterly, 17(2).

Seven chapters contributed by eight authors from Australia, Germany, India, Ireland, Israel, South Africa, and the U.S. reveal the similarities and differences in the roles of occupational social workers and their responsibilities in the social, political, and economic climates which shape their workplaces; how the profession has evolved in the seven countries represented here; and the impact of occupational social workers on the workplace

Mama, R. S., & Mama, S. (1986). Occupational social work (letter). Social Work, 31(2), 159-160.

Letter in response to Fabricant, 1985

Marlow, C. (1991). Occupational social work and employee assistance programs in Great Britain. Employee Assistance Quarterly, 7(1), 19-24.

The study of the development of occupational social work in Europe can provide some insights into its development in the United States. Thts article reports on a study that investigated the extent of occupational social work in Great Britain, and its inclusion in social work education in that country. The results indicate that occupational social work as a field and emplopee assistance programs are not developed to any great extent in Great Britain. However, employment related services are beginning to grow and are responding to a broad range of needs and problems.

Martinez-Brawley, E. E., & Mendez-Bonito Zorita, P. (1995). Place of caring in rural women's work. In N. Van Den Bergh (Ed.), Feminist practice in the 21st century (pp. 126-142). Washington, DC: NASW Press.

In this chapter we address the undervaluing of women's caring work, using the case of rural women as the unit of analysis. We also explore comparable worth and the social wage as frameworks that might better accommodate feminist and social work concerns vis-a-vis the realities of rural women.

McCarthy, D. E., & Steck, S. B. (1980). Social work in private industry: Assessing the corporate culture. In S. L. A. Straussner (Ed.), Occupational social work today (pp. 19-35). New York City, NY: Haworth.

McClellan, K. (2001). The contribution to industrial social work of Jewish support for displaced persons in the aftermath of World War II: An initial exploration. Employee Assistance Quarterly, 16(4), 21-34.

In the aftermath of WWII, US casework practices were introduced to social work efforts in Western Europe by social workers employed by the Jewish Joint Distribution Committee (JDC) & by the US Army Occupation force. The casework practices taught to European social workers at the Paul Baerwald School for the technical training of social workers in Paris, France, operated by the JDC revolutionized European social work & inaugurated modern industrial social work in Europe. Work with displaced persons by Jewish social workers in North America also had profound impact on occupational social work in the US & Canada.

McCormack, J. (1996). Older workers: Roles for occupational social work. Australian Social Work, 49(1), 19-25.

This paper looks at the role of occupational social work (OSW) in the context of the changing world of work. It focuses on one demographic group, older workers, who are seen to be at occupational risk in this environment. Labour force characteristics, trends and experiences of the group are examined in this context. Emerging models of occupational social work with more inclusive roles are explored and applied to the problems of older workers, with an emphasis away from work exit to maintenance and re-entry.

McCroskey, J. (1984). In the Wake of the Subtle Revolution: Opportunities and Challenges in Child Care. Social Work Papers, 18, 57-64.

xplores the role of industrial social workers in employer supported child care services. Discusses current employer supported child care efforts, their relationship to industrial social work (i.e., through Employer Assistance Programs), possible problems related to this trend, and the immediate challenges for social workers in developing conceptual frameworks.

McCroskey, J., & Scharlach, A. (1993). Family and work: Trends and prospects for dependent care. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 153-169). Washington, DC: NASW.

This chapter discusses the challenges and opportunities for occupational social workers to help businesses maximize their investments in families by improving care for dependent children and elderly family members.

McGimpsey, H. S. (2006). The Supervisory Training Course of the SANDF: An occupational social work evaluation. Unpublished Masters Degree, North-West University.

The productivity and well-being of the SANDF are dependent on the effective functioning of its individual members, positive relationships amongst various groups of members and between members and the organization. Military social work, based on occupational social work, was established in order to support the well-being of the organization. Supervisors within the South African National Defence Force play a fundamental role in the management and assistance of employees and organizational units whose performance is affected by a range of problems. These supervisors are the key role players in the identification and effective referral of employees whose performance is affected by problem situations. The Supervisory Training Course was developed and implemented by military social workers as a training aid to equip supervisors in appropriate ways of managing and assisting employees and organizational units. The Supervisory Training Course (a very comprehensive package) is currently presented on a small scale amongst SANDF supervisors. These supervisors are not using acquired knowledge and skills effectively regarding the management of their subordinates. This situation motivated the researcher to undertake this study.

McNeely, R. L., & Fogarty, B. A. (1988). Balancing parenthood and employment: Factors affecting company receptiveness to family-related innovations in the workplace. Family Relations, 37(2), 189-195.

Findings reported in this article are presented to aid family life specialists and others interested in identifying companies most receptive to the adoption of innovative programs that enhance the "balance" between work and family life. Data were obtained from 276 employers revealing the influence of certain demographic and other features on the willingness of company officials both to consider and implement innovations. Advocates of balancing programs are urged to target initial efforts to promote innovative programming in companies displaying characteristics associated with receptiveness.

Meyer, C. H. (1985). Occupational social work and the public services: Gains and losses (Editorial). Social Work, 30(5), 387-388.

Editorial. OSW may prove to be a model of affirmative professional practice. If it is not too late, that field may serve as a model for a rejuvenated core of social work in the public services.

Mkalipe, S. (1992). Occupational Social Work Education in South Africa. Employee Assistance Quarterly, 7(3), 115-125.

This paper describes findings from a survey by the author, of twenty Schools of Social Work in South Africa and the neighboring so-called "Black Homelands." In addition, the study sought to establish the content, scope and objectives of curricula and opportunities for field placement in OSW.

Mkhize, V. (1999). Transformation management and cultural diversity training through Employee Assistance Programs. In R. P. Maiden (Ed.), Employee Assistance Services in the New South Africa (pp. 61-69): Haworth.

This article explores motivation of black managers in two different settings. A study was conducted to explore the hypothesis that perception of organizational environment will influence both motivation and locus of control. It was further hypothesized that black managers working in a white management dominated organization will have a less positive perception of the organizational environment in comparison with their counterparts working in a black management dominated organization. It is hoped that such a study will help influence the focus of black advancement programs from an individual perspective to a more dynamic person-environment transactions focus. The results confirmed the hypothesis to a significant extent. This article suggests an intervention that utilizes EAP expertise in helping organizations to create and manage diversity for competitive advantage.

Moema, M. S. (1992). Cultural issues in South African EAPs: The perspective of the Black client. Employee Assistance Quarterly, 7(3), 45-54.

Cultural identity is at the core of the current sociopolitical changes taking place in SA. Similarly, EAP practice is fraught with obstacles that are culturally based, involve language barriers, traditional versus contemporary medicine, and even the use of marijuana for medicinal purposes. This article examines some of the cultural concerns facing black and white EAP practitioners and clients alike.

Molloy, D., & Burmeister, L. (1989). Social workers in union-based programs. Employee Assistance Quarterly, 5(1), 37-51.

Occupational social work today. pp. 37-51. [Journal Article] Abstract: Traces the groundwork leading to the establishment of labor-based industrial social work programs and discusses the framework in which social work is practiced in labor, as well as the social work skills that are applicable to trade unions. The roles and functions of social workers in trade unions and social service programs (mental health, chemical dependency, family issues, entitlements, consultation) for specific populations (retirees, disabled workers, and dislocated workers) are illustrated. A human service providers advisory committee in New York City, which is solidifying the relationship between labor and all its helping components, is described.

Molloy, D. J., & Kurzman, P. A. (1993). Practice with unions: Collaborating toward an empowerment model. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 46-60). Washington, DC: NASW.

This chapter defines and describes the human services provided by unions to their members. Placed in a historical perspective, the programs may have evolved only in the last 50 years; however the antecedents of the emerging partnership between the labor movement and the social work profession date back to the industrial revolution and the turn of the 20th century. This review of the major human service programs under the auspices of labor unions explores the unfolding models, noting the similarities and differences to programs under the aegis of employers. The discussion concludes with a projection of future trends, based on the forces in the world of work that are already in motion.

Mor Barak, M. E. (2000). The inclusive workplace: An ecosystem approach to diversity management. Social Work, 45(4), 339-353.

This article's main argument is that organizations need to expand their notion of diversity to include not only the organization itself, but also the larger systems that constitute its environment. The concept of "the inclusive workplace," introduced here, refers to a work organization that is not only accepting and using the diversity of its own work force, but also is active in the community, participates in state and federal programs to include working poor people, and collaborates across cultural and national boundaries with a focus on global mutual interests.

Mor Barak, M. E. (2000). Repositioning occupational social work in the new millennium. Administration in Social Work, 23(3-4), 201-210.

Volatile global market conditions dictate to companies the necessity to expand and contract in response to the changing market needs, forcing layoffs on the one hand, and rapid hiring on the other hand. In order to provide services to populations in need, it may be time for occupational social work to redefine its parameters and include all aspects of work, regardless of the auspices under which occupational social work is practiced A model for repositioning occupational social work is presented here, proposing a continuum of practice for occupational social work under public, private, or non-profit organizational auspices. The proposed practice continuum spans the gamut from practice in corporate and union settings to service provision at transition points vis-a-vis the world of work to populations such as domestic violence survivors, the mentally ill, or welfare recipients. The model's implications are discussed.

Mor Barak, M. E., & Bargal, D. (2000). Human services in the context of work: Evolving and innovative roles for occupational social work. Administration in Social Work, 23(3-4), 1-11.

Globalizing economies, downsizing, rightsizing, mergers, and corporate acquisitions continue to challenge work organizations, and impact the lives of workers and their families. These trends increase the needs far the provision of social work services to individuals who are employed in need of employment or in transitional situations, to their families, and to work organizations, The challenges facing the world of work in the new millennium present new opportunities for the social work profession in general, and for the field of occupational social work in particular. To face these challenges, the profession needs to put special emphasis on the diverse roles that social workers can take in the work context, from the micro to the macro, both within work place settings and in the context of more traditional agencies, in local, national, and global contexts.

Mor Barak, M. E., Poverny, L. M., Finch, W. A., McCroskey, J., Nedelman, H. L., Seck, E. T., & Sullivan, R. (1993). A model curriculum for occupational social work. Journal of Social Work Education, 29(1), 63-77.

Social issues in the workplace are of increasing concern to social services agencies, Corporate America, and organized labor. Increasing numbers of social workers are practicing in occupational and industrial settings, but the profession is still struggling with conceptualizing and implementing a curriculum that will prepare students for these careers and, at the same time, will be consistent with social work values and ethics. Few U.S. schools of social work, however, offer courses in the area, and even fewer offer a concentration or a specialization in occupational social work. The University of Southern California School of Social Work was one of the pioneers; it has offered a concentration in industrial/ occupational social work since 1982. During the decade of its existence, the faculty teaching in the concentration have developed a comprehensive model for teaching social work in work-related settings. The authors present a model curriculum for teaching occupational social work in a master's program from an ecosystems perspective with an integrated and coordinated approach. They provide a detailed description of the rationale for the program, its themes and objectives, and its application across six courses and the field practicum in occupational/industrial social work and then explore the program's utility for second-year master's students.

Mor Barak, M. E., & Tynan, M. (1993). Older workers and the workplace: A new challenge for occupational social work. Social Work, 38(1), 45-55.

The trend toward early retirement, coupled with the diminishing numbers of youths entering the labor market as a result of lower birth rates, presents American industry with an impending shortage of available workers. Concurrently, many older adults can anticipate a prolonged and healthy aging and are interested in continuing their productive involvement in society. Despite this interest, older adults face many difficulties in obtaining and retaining a job, the most important of which is age discrimination. Social workers who are trained in both occupational social work and gerontology are in a unique position to respond to these problems. This article suggests several areas for social work intervention to promote continued employment and rehiring of older workers, including advocacy, linking older job seekers with interested employers, advising companies on work arrangements and training programs, and counseling older workers and their families.

Moxley, D. P. (2002). Social work strategies and tactics in the workplace: Socialization of people with disabilities. Journal of Social Work in Disability & Rehabilitation, 1(3), 43-60.

Social workers who offer employment services can frame job development & placement as a process of workplace socialization in which they facilitate the inclusion of people with disabilities in mainstream work settings. This paper examines the construct of workplace socialization & offers five specific strategies & related tactics for its facilitation in the context of social work practice in disability & rehabilitation.

Mudrick, N. R. (1991). An underdeveloped role for occupational social work: facilitating the employment of people with disabilities. Social Work, 36(6), 490-495.

Although occupational social workers routinely assist employees with alcohol-or drug-related disabilities, workers with disabling problems such as back pain, paralysis, and cancer have not received as much attention, even though they are covered by the same laws and programs. Employees with disabilities benefit from assistance in assessing health and work abilities, seeking accommodation and protection from discrimination in the workplace, developing a plan for income and health insurance, and maintaining family functioning and self-esteem. Employers benefit from assistance with employees that supports the need to balance safety, efficiency, and the considerate and legal treatment of workers. Occupational social workers are uniquely qualified to assist in this arena because the issues raised by disability reflect a mix of workplace requirements, individual physical and emotional needs, and public social policy. This article presents an analysis of the issues confronting workers with disabilities and their employers and provides information about disability and workplace disability policy important to the practice of occupational social work.

Naidoo, A., & Jano, R. (2003). The role of Employee Assistance Programmes (EAPs) in the South African context. Social Work Practitioner-Researcher, 15(2), 113-127.

Reviews the current role, status and functions of Employee Assistance Programmes (EAPs) in South Africa as well as the future direction that EAPs need to consider given the local context.

Nakao, M., Nishikitani, M., Shima, S., & Yano, E. (2007). A 2-year cohort study on the impact of an Employee Assistance Programme (EAP) on depression and suicidal thoughts in male Japanese workers. International Archives of Occupational and Environmental Health, 81(2), 151–157.

Objective Depression and suicide-related behaviours are important issues for workers, and the number of Japanese companies contracting with the Employee Assistance Programme (EAP) to promote employees’ mental health has recently increased. However, no longitudinal studies have reported that the EAP maintains or improves the overall level of depression among employees qualitatively. Thus, we attempted to assess the impact of the EAP on depression and suicide-related behaviours in the workplace. Methods A cohort study was conducted on 283 male Japanese employees aged 22–38 years at a Japanese information-technology company introducing the EAP. Because the privacy policy of the EAP service made it difficult to perform a randomised design in the workplace, 22 men working at an affiliated company without the EAP were used as a reference group. All the subjects completed the 17-item Hamilton Depression Scale (HAM-D) and Job Content Questionnaire (JCQ) consisting of job demands, control, and social support before the EAP was introduced to establish a baseline and after 2 years. Results In the EAP group, the total HAM-D scores significantly decreased after the 2-year study period (P = 0.0011); the changes in the scores of the five HAM-D items (i.e., suicidal thoughts, agitation, psychomotor retardation, guilt, and depressed mood) were significant. Specifically, 19 (86%) of the 22 workers with a positive response to the suicidal thoughts item (i.e., score ≥ 1) at baseline reported that they no longer had suicidal thoughts (i.e., score = 0) after the 2 year study period. No significant changes were observed in the reference group. The three JCQ scores were not significantly different between the baseline and after the 2 year study period in both groups. Conclusion Although further studies are needed, EAPs may be a promising strategy for maintaining the good mental health of workers.

Neikrug, S. M. (1982). Meaning in work: Toward a clinical approach to work dissatisfaction. Journal of Sociology & Social Welfare, 9(1), 134-145.

Explores issues related to the meaning of work for the worker and clinical implications for the social worker intervening in the field of industrial and occupational social work. The problems of work dissatisfaction and alienation in work are analyzed. The author presents 2 concepts, work as play and logotherapy, as being useful in the clinical intervention in work-related problems. It is concluded that the absence of work dissatisfaction need not be the goal of intervention; rather the clinical encounter can strive for meaningfulness, growth, and self-discovery.

Neikrug, S. M., & Katan, J. (1981). Social work in the world of work: Israel and the United States. Journal of Applied Social Sciences, 5(2), 47-65.

Nuttman-Shwartz, O., & Ginsburg, R. (2002). Early rehabilitation program after workplace injuries. Employee Assistance Quarterly, 17(3), 17-32.

Literatures on workplace injury indicate that there is insufficient concern by employers about programs to reinstate injured employees. This article describes an intervention model, which expresses a change in the employers' policy toward workplace injuries. The intervention is an early return to work program for injured employees. It provides an integrated solution for both the injured employees & the employers, & combines assimilation of a changed policy & a single-session group intervention for slight- & medium-injured employees. The findings indicate that employer efforts at the workplace to reinstate injured employees aids the rehabilitation process.

Nuttman-Shwartz, O., & Shay, S. (2000). Large group intervention to encourage dialogue between directors and workers in the context of organizational ambiguity. Group, 24(4), 279-288.

In the postmodern era the entire sphere of employment is undergoing changes that create feelings of ambiguity. These changes are reflected in the use of defense mechanisms such as splits between management and employees, and alienation and dissociation. Occupational social workers are also experiencing insecurity. Although their function is to assist individuals and the organization during crises, they are nor able to detach themselves from their experiences. It is more difficult for them resort to bridging and dialogue in order to ameliorate feelings of anxiety. This article will describe how a large group intervention cart provide practical experience that raises self-awareness and facilitates coping with organizational ambiguity.