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

Ortiz, E. T., & Bassoff, B. Z. (1987). Military EAPs: Emerging family service roles for social workers. Employee Assistance Quarterly, 2(3), 55-67.

Ozawa, M. N. (1980). Development of social services in industry: Why and how? Social Work, 25(6), 464-469.

At a time of a changing work force, increasing alientation from work, and rising expectations of the quality of life at the workplace, social services in industry are experiencing a corresponding growth. The nature of these services may be expected to develop through several stages, ranging from counseling for specific problems through organization for workers' participation in decision-making.

Ozawa, M. N. (1982). Work and social policy. In S. H. Akabas & P. A. Kurzman (Eds.), Work, workers and work organizations: A view from social work (pp. 32-60): Prentice Hall.

Ozawa contends that if we so value labor force work without a commitment to full employment and equal access, we lay the seeds for social destruction. Can a society organised around work, where entitlements derive from one's status in relation to a labor force participant, survive when it does not offer equality, or equity, or human growth in the structure of that world of work? If not, what can and should be substituted as an organising principle for such a society?

Ozawa, M. N. (1985). Economics of occupational social work. Social Work, 30(5), 442-445.

The article describes economic incentives for the provision of social services in the workplace. First of all, a clear incentive exists for employees to demand occupational social services. When employees receive higher compensation in the form of cash, they have to pay income taxes on it; then they have to buy necessary social services with their after-tax money. In contrast, if employees receive social services instead of extra wages, they can receive services worth more than the after-tax money. Here is an example, suppose a corporation decided to provide recreational social services worth $300 per employee per year. Employees could actually receive $300 worth of set-vices because corporate expenditures for fringe benefits are nontaxable. But if instead employees receive an increase of $300 in annual wages, they would have to include the increase in their taxable income. At a 30 percent marginal income tax bracket, such an increase would amount to only a net increase of $200 in wages. Thus, if employees decided to use the added wages to buy the same services, they could buy only $200 worth. Hence, it is more beneficial for employees to demand social services rather than an increase in wages. High-wage workers particularly would find it advantageous to demand social services instead of higher wages because they would benefit, more from the tax treatment of corporate expenditures for social services than it would low-wage workers.

The article describes economic incentives for the provision of social services in the workplace. First of all, a clear incentive exists for employees to demand occupational social services. When employees receive higher compensation in the form of cash, they have to pay income taxes on it; then they have to buy necessary social services with their after-tax money. In contrast, if employees receive social services instead of extra wages, they can receive services worth more than the after-tax money. Here is an example, suppose a corporation decided to provide recreational social services worth $300 per employee per year. Employees could actually receive $300 worth of set-vices because corporate expenditures for fringe benefits are nontaxable. But if instead employees receive an increase of $300 in annual wages, they would have to include the increase in their taxable income. At a 30 percent marginal income tax bracket, such an increase would amount to only a net increase of $200 in wages. Thus, if employees decided to use the added wages to buy the same services, they could buy only $200 worth. Hence, it is more beneficial for employees to demand social services rather than an increase in wages. High-wage workers particularly would find it advantageous to demand social services instead of higher wages because they would benefit, more from the tax treatment of corporate expenditures for social services than it would low-wage workers.
Peters, H. J. (1999). A value-driven approach to the operations of a South African EAP vendor. In R. P. Maiden (Ed.), Employee Assistance Services in the New South Africa (pp. 83-107): Haworth.

An EAP vendor is in essence a generator of value for the customer. Even in a relatively small employee market, like that of South Africa, competition between EAP vendors can be intense. Providing just the product of EAP might not be enough to make a customer decide to continue its relationship with its EAP vendor. It will ultimately be the value that is added to the customer's operations that secures subsequent contracts. Adding value to the operations of the customer, taking the customer's needs into account when providing services are all necessary to keep customers satisfied. The way an EAP provider structures its services and operations, not only according to the staff's preferences, but primarily based on what its customers feel comfortable with, makes for an excellent customer/vendor fit. To provide this fit, EAP vendors need to understand the concepts of value adding activities and the value chain. This article describes the operations of an EAP provider in South Africa. These operations are analyzed and suggestions are made towards a reorganization of its value adding activities.

Phillips, K. W. (2002). Work and aging: A study of older social workers' perceptions of ageism in the social work workplace. Dissertation Abstracts International, A: The Humanities and Social Sciences, 62(12), 4334-A.

The purpose of this research was to learn if older social workers perceived ageism in their workplace. The primary research question was whether older social workers perceived ageism in their work environment, and if there was a relationship between perceptions of ageism and job satisfaction. Secondary questions explored relationships between perceptions of ageism in the social work workplace and four additional variables: age, gender, race/ethnicity, and geographical location of employment. The study design was descriptive and utilized a cross-sectional sample of 1000 members of the National Association of Social Workers. The respondents in this sample completed three instruments: the Perceptions of Ageism in the Workplace Scale (PAWS), a survey designed to measure perceptions of ageism in the workforce; the Job Satisfaction Survey (JSS), a survey designed to measure job satisfaction; and a demographic questionnaire developed to provide demographic and employment information. Based on 202 responses, the results indicate a statistically significant relationship between older workers' perceptions of ageism and their level of job satisfaction. Further, there was also a statistically significant relationship related to specific chronological age and older workers' perceptions of ageism. However, no statistically significant relationships were found between older workers' perceptions of ageism and the secondary variables of gender, race/ethnicity, region of employment, agency size, or level of employment. This study offers important insights for the profession of social work for the purpose of examining social workers' attitudes towards ageism, while offering information to gerontologists and occupational social workers who will be dealing with a continually growing aging workforce. Social work educators should also find this study useful in preparing social work students for careers in the growing fields of gerontology and occupational social work. Furthermore, schools of social work should find this research useful in developing curriculum content about the issues of work and aging.

Polman, M. (2004). Guidelines for performance evaluation of industrial social workers of local governments. Unpublished Masters Degree, Stellenbosch University.

The aim of this study is to develop a theoretical and practical framework which can be utilised as a guideline for performance appraisal of occupational social workers employed by local authorities within the Cape Metropole. The study was preceded by a comprehensive literature study whereby the term performance appraisal was explained, the necessity and purpose of performance evaluation, were identified. Furthermore, the characteristics of performance appraisal in social work have been described. These characteristics serve as a basis for this study. An empirical study was then undertaken, which entailed an exploratory study to achieve the aim of this study. The social workers, who are employed by the local authorities within the Cape Metropole, were included in the study. The study was conducted by means of a group administrative questionnaire. Occupational social work is regarded as a relatively new area of specialisation in social work and very little has been written about it. Therefore a brief overview of occupational social work is provided, with specific reference to the U.S.A., Europe and South Africa. Furthermore emphasis is placed on the structural and functional characteristics of an organisation that influences occupational social work. The nature and scope of the social worker's service rendering, as well as the knowledge and skills that is required to render effective services, is discussed. The evaluation of work performance of social workers, the frequency thereof and the persons involved therein, were investigated to determine the nature and scope of the performance appraisal systems that are implemented. Performance appraisal requires the participation of both the supervisor and the social worker. The nature of communication during performance evaluation was identified and the manner in which communication should take place was also obtained. Social workers' opinions in terms of the manner in which they should be allowed to participate during supervision and performance appraisal were also obtained. Social workers' opinions of the valuable aspects of performance appraisal were explored to determine the value of performance evaluation for them. Hence it could be deduced that they experience performance appraisal as valuable and that they have insight into the fact that performance appraisal could contribute to their professional development. The social workers' opinions in terms of the type of principles that should be implemented during performance appraisal were also explored and the outcome of the study showed that the same principles as identified in the literature are also viewed as important to them. The respondents' opinions in terms of the importance of guidelines for performance evaluation and that it should be conducted in terms of a specific process has been explored, and the results of the study showed that the respondents were positive about the use of guidelines for performance appraisal, which should amongst others include the utilisation of an educational model, evaluation and program. In conclusion, the responses from the occupational social workers of local authorities in the Cape Metropole are discussed and compared with relevant literature. This serves as basis for the recommendations that are made and can be utilised to establish guidelines for performance appraisal for social workers at local authorities within the Cape Metropole. The most important recommendation is that management of local government should utilise the results of this study to establish guidelines for performance appraisal for their occupational social workers.
Poole, D. L. (1987). Social work and the supported work services model. Social Work, 32(5), 434-439.

Identifies opportunities for occupational social workers by examining trends in human resource development. A model that demonstrates how occupational social workers can make contributions to the placement and retention of chronically unemployed persons in competitive employment is presented. Case examples are provided.

Potgieter, H. (2002, September 15-20). The design of a supervisory training course for the South African National Defence Force. Paper presented at the 34th International Congress on Military Medicine, Sun City, South Africa.

Potgieter, H. (2003). The development of occupational social work in the South African National Defence Force in the Northwest, Gauteng and Northern Provinces. Unpublished Masters Degree, University of the Witwatersrand.

Poverny, L. M., & Finch, W. A. (1988). Integrating work-related issues on gay and lesbian employees into occupational social work practice. Employee Assistance Quarterly, 4(2), 15-29.

Explores the current state of governmental and corporate policies and business practices involving gay and lesbian employees. Illustrations of workplace discrimination are described, and new practice interventions are proposed. Topics discussed include domestic partnerships and work, the impact of acquired immune deficiency syndrome (AIDS), personnel-related and employee assistance interventions, and the social worker's role. Both direct service issues as well as organizational change strategies are seen as critical aspects of adequately fulfilling employee assistance roles.

Powell, M. A. G. (2001). Occupational social work in Ireland. Employee Assistance Quarterly, 17(1/2), 65-79.

The development and current practices of occupational social work in Ireland are described. The origins of social work practice in the Irish workplace, the impact of the human relations movement on early industrial social work and the reemergence of occupational social welfare services are traced. An analysis of Irish occupational welfare programs and recently emerging employee assistance programs is also presented. The article concludes with a discussion of the future of occupational social work in Ireland and the impetus European Community Directives are expected to have on improving and developing the health and welfare of employees in Ireland. [English Abstract]

Ramanathan, C. S. (1990). Stress and job satisfaction: Implications for occupational social work. Employee Assistance Quarterly, 6(2), 27-39.

Examined the association of stress and job satisfaction (JS) among 50 employees who received employee assistance program (EAP) services in a health care delivery organization in the midwest. Increase in total stress was associated with reduced satisfaction with coworkers. Increase in domestic stress was associated with reduced JS, at the time of contact with EAP and 2 and 4 mo after the initial contact. Increase in vocational stress was associated with reduced satisfaction with coworkers, supervision, and job that continued both 2 and 4 mo after the EAP contact. The use of stress theory in occupational social work practice ought to be explored, and social work interventions need to effectively reduce stress to improve client JS.

Ramanathan, C. S. (1991). Occupational social work and multinational corporations. Journal of Sociology and Social Welfare, 18(3), 135-147.

In a global economy, transfer of human technology via multinational employee assistance programs (EAPs) is a reality. Successful development & implementation of multinational EAPs require attention to the host country's political, legal, & cultural characteristics. Here, EAPs are compared across service delivery models, organizational size, & public vs private sector contexts. The roles of occupational social workers vary based on these dimensions & issues. The targets of interventions are identified as foreign executives & their families, host country employees & their families, & the organization itself.

Ramanathan, C. S. (1992). EAP's response to personal stress and productivity: Implications for occupational social work. Social Work, 37(3), 234-239.

Ethical and practice issues regarding the beneficiary of social work services in the workplace have been raised in the literature. However, no empirical studies could be found that specifically ad- dress these issues. This study's findings indicate that although personal stress and employee productivity are related, employee assistance program interventions improve employee productivity without reducing employee stress. Challenges and implications for occupational social work are discussed in light of the profession's person-in-environment configuration.

Ramanathan, C. S. (1994). Worker health and wellness in developing nations: Issues confronting occupational social work. Employee Assistance Quarterly, 10(1), 79-90.

Notes the alarming occupational injury rates in developing countries, particularly those in Asia. This reflects an inverse relationship between increased economic activity (due to multinational investment) and the health and safety of workers. Occupational health and safety definitions need to include emotional issues because low participation in decision making, ambiguity about job security, poor use of job skills, and lack of social support from co-workers contribute to psychological strain. Higher levels of stress can contribute to more industrial accidents as well as a wide range of physical and mental disorders. Occupational social workers have an obligation to use the profession's social justice perspective while intervening in the work environment of employees in these countries regarding health, safety, and wellness. (PsycINFO Database Record (c) 2006 APA, all rights reserved)

Rankin, P. (1992). Industrial social work: An exploration and an assessment of the practice of social work in industry in South Africa. Unpublished Doctoral Degree, Rhodes University.

The purpose of this research project was to add to the knowledge about the nature of industrial social work practice in South Africa, and to contribute to an understanding of the forces influencing its development. In order to achieve this purpose, an extensive review of the existing literature was done with the aim of identifying and describing the present trends and issues in industrial work thinking. This was combined with an empirical investigation into the practice of social workers presently employed in industry in South Africa. In addition to this, the attitude of industries not employing social workers was established to determine factors influencing the further development of industrial social work. A third component of the empirical investigation consisted of a survey of the attitudes and knowledge of community welfare organisations regarding industrial social work practice. This was done in an effort to establish the amount of support for industrial social work from the rest of the profession. The findings of the empirical investigation indicated an emphasis on the individual employee as far as the practice of industrial social work is concerned - an EAP model thus. Industries not employing social workers still seem to need more education as far as the true nature of social work practice is concerned, and there seem to be a reserved acceptance of industrial social work practice amongst community welfare organisations, as well as a lack of knowledge. In conclusion it can be stated that the social work fraternity in South Africa should take more serious notice of occupational social work practice in South Africa in general, and of industrial work practice in particular, mainly because of its importance to the worker.

Rankin, P. (2002, September 15-20). Occupational social work or employee assistance programmes: Which way. Paper presented at the 34th International Congress on Military Medicine, Sun City, South Africa.

Raymond, G. T., Teare, R. J., & Atherton, C. R. (1996). Is 'field of practice' a relevant organizing principle for the MSW curriculum? Journal of Social Work Education, 32(1), 19-30.

This article uses data from a national sample of over 2,500 master's degree social workers to examine the relevance of ''field of practice'' as an organizing principle for the advanced social work curriculum. The respondents, all of whom were employed in direct practice in five major fields, were asked about the frequency with which they performed 131 tasks. The results indicate that there are not meaningful differences in tasks performed by MSWs employed in diverse fields. This suggests that specialization by field of practice is less useful than supposed. The authors conclude that the ''advanced generalist'' model is more congruent with the actual tasks performed by MSW workers.

Reddy, M. (1994). EAPs and their future in the UK: History repeating itself? Personnel Review, 23(7), 60-79.

The employee assistance program (EAP) archetype goes back to the early 1940s in post-Prohibition America. A conservative estimate in mid-1993 put the number of UK employees covered by various EAPs at around 300,000. Employee assistance is more a philosophy about how employees can be supported, in the interest of health and performance, and more a philosophy about how their needs can be identified and met, than it is any particular device to meet them. The link between employee support and productivity and the corresponding cost benefit ratios have aroused the same interest in Britain as they have elsewhere. A policy linking EAP provision with performance management is intuitively coherent with likely developments in this area. EAP's contribution to a perennial organizational preoccupation, such as performance management, and the role it has already learned to play at the heart of managed care make it a natural ally of virtually every aspect of organizational change.

Reichert, E. (2003). Workplace mobbing: A new frontier for the social work profession. Professional Development: The International Journal of Continuing Social Work Education, 5(3), 4-12.

In the US, abusive work environments perpetrated by a group against a target individual are well documented. Some European countries refer to this group action at the workplace as "mobbing". Mobbing can occur in any work environment & often leads to adverse emotional & other effects on both the individual & society as a whole. Because social workers are involved in workplace issues, they should be familiar with mobbing. However, the social work literature in the US does not address this issue. This article defines mobbing, examines characteristics & effects of mobbing, & explains why mobbing is a human rights violation.

Ribner, D. S. (1993). Crisis the in the workplace: The role of the occupational social worker. Social Work, 38(3), 333-337.

Beginning several months before the Gulf War and continuing through the cease-fire, the Israeli economy underwent dramatic and generally negative changes. Among those most profoundly affected were the country's workers. This article examines the socioeconomic impact of the war and the efforts of occupational social workers to cope with the needs of Israeli working men and women. Techniques of crisis intervention are examined in the context of a pervasive atmosphere of change and uncertainty. This article concludes with a look at the requirements of occupational social workers in such situations and an attempt to extrapolate from this experience to other instances of widespread crisis.

Rice, R. (1988). The evolution of industrial social work in family service agencies. In C. S. Chilman, F. M. Cox, & E. W. Nunnally (Eds.), Employment and economic problems (pp. 103-106). Thousand Oaks, CA: Sage.

Concern with the reciprocal relations between family life and the workplace is not new to family service agencies. Explores the development of OSW in response to this.