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

Roff, L. L., & Klemmack, D. L. (1985). Employers' responsibility for social services: Public perceptions. Social Work, 30(5), 445 ??

Surveyed 2,207 Alabama residents to determine public perceptions about employer responsibility for social services. Results indicated that the majority of respondents believe employers have some responsibility for drug and alcohol counseling, family problem counseling, and day care. Race, sex, family, and educational differences are discussed. (BL)

Root, L. S. (1993). Employee benefits: The role of social insurance and social services. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 102-122). Washington, DC: NASW.

This chapter examines employee benefits as a vehicle for the provision of social insurance and social services. First, it explore the background of work-based programs, observing their growth historically as well as current manifestations. It then considers the overall impact of such services, both on the individuals served and on those who have been left out of this social welfare development. Finally, it discusses the implications and the unintended impact of the employee benefit structure on managerial decisions, collective bargaining, social insurance, and social services.

Root, L. S. (1996). Computer conferencing in a decentralized program: An occupational social work example. Administration in Social Work, 20(1), 31-45.

The author reports on the use of computer conferencing for program development in a decentralized educational counseling program Working with union and management, a university-based program provides counselors in over 70 manufacturing plants throughout the country. Computer conferencing is used to enhance service delivery by creating "virtual meetings" for geographically isolated counselors. The study is a review of the conference activity and usage. The author concludes with a discussion of the correlates of successful conferencing and their application to other social administration contexts.

Safford, F. (1988). Value of gerontology for occupational social work. Social Work, 33(1), 42-45.

The article discusses the implications of gerontology for occupational social work in the U.S. As aging affects society increasingly, occupational social workers can benefit from gerentological research and practice in developing programs to help older employees counteract ageism, prepare for retirement, cope with health challenges, and reduce stress in family relations. The workplace is a convenient site for preventive and therapeutic interventions to meet the social problems associated with longevity. Wellness programs at the workplace ideally would be offered to all age groups, with special segments geared to the older workers. Knowledge about nutrition, exercise, a consumer approach to medical self-care, environmental concerns, and stress management are valuable health promotion tools for everyone. Occupational social workers could encourage older workers to identify areas of specific concern to them and can address those issues in separate programs.

Sarkar, S. (2008). Industrial Social Work to Corporate Social Responsibility: A Transformation of Priority. Journal of Human Values, 14(1), 31-48.

The transformation from industrial social work to corporate social responsibility points out a definite shift in the realm of social work vis-á-vis goal, objective and priorities of business. Over the past several decades social workers around the world have successfully been able to integrate with the modern production and business processes, particularly in addressing the emergent needs of the industrial population like those arising out of the psychosocial impact of workforce alienation, over-specialization, competitiveness, and stress and fatigue on their life. Over all these years, as there has been a major transformation in defining human beings in the context of business from human resource to human capital, the corporate has also been restructuring its role in revitalizing its human resources alongside taking care of the vast external stakeholders (customers) through its new slogan of ‘corporate social responsibility’. But this new configuration lends itself to the process of self-examination and the litmus test remains: Is corporate social responsibility a new area structured to delineate the corporate's idea of greater variety of social services for humankind; or just one more catchphrase used to establish the fact that business houses are doing ‘a lot more’ than mere expansion of industrial social work; or has there been a change in the principal objective and priority of the corporate at the back of starting these programmes—from curbing loss to ‘just making profit’?

Shamir, B., & Bargal, D. (1982). Occupational welfare and organizational effectiveness: Some theoretical notes. Administration in Social Work, 6(4), 43-52.

The recent revival of interest in occupational welfare is justified in many cases by the alleged contribution of occupational welfare to organizational effectiveness. The authors critically examine the possible relationships between management-sponsored occupational welfare services and programs and several facets of organizational effectiveness: workers' motivation, health, performance, commitment and attachment to the organization, rate of absenteeism and labor-management relations. It is concluded that occupational welfare contains potential risks, as well as potential benefits for the organization.

Siddiqui, H. Y., & Sukhramani, N. (2001). Occupational social work in India. Employee Assistance Quarterly, 17(1/2), 43-64.

The development and current practices of occupational social workers in India is described. A review of the industrialization of India, and subsequent child labor and worker protection laws that have been instituted are presented. The role and responsibilities of industrial social welfare officers introduced by statute in the 1940s to work settings such as mines, plantations and factories are also explored. The work and influence of the New Delhi Sri Ram Centre for Industrial Relations and the Bombay Labor Institute in promoting and shaping the tasks of industrial social welfare are examined. Practice models, education and training, and future challenges faced by India's occupational social workers are also discussed. [English Abstract]

Simon, B. L., & Akabas, S. H. (1995). Women workers in high-risk public service. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 297-315). Washington, DC: NASW.

The authors focus on women who hold high-risk public service jobs in work arenas that have long been dominated by men - the armed services, police, fire, and corrections work. Here there are no sticky floors that limit the opportunity and pay of the workers. Instead, women encounter traditions and co-workers who woudl bar the way were it not for the pressure of affirmative action legislation and the potential shortage of workers. The authors recommend an array of interventions for social work attention, starting with an aggressive campiagn to enlist more women in the services. They conclude that changes in the management of these workplaces and in social policy will be necessary if women are to take their place in a gender-integrated public sector that heretofore has been men's exclusive domain. Without such help, women will always be circumscribed by the sticky floor and glass walls of their present occupational isolation.

Smith, M. L. (1985). Social work in the military: An occupational social work perspective. Social work papers, 19, 46-55.

Smith, M. L. (1988). Social work in the workplace: An overview. In G. M. Gould & M. L. Smith (Eds.), Social work in the workplace: Practice and principles (pp. 3-15). New York City, NY: Springer.

Addresses people at risk and the need for workplace-based human services, the development of social work in the workplace, the range of services available in the workplace (including EAP, alcohol services and organisational development / OD), and two other models for OSW practice (corporate public involvement and customer service model).

Smith, M. L. (1988). With a view to the future. In G. M. Gould & M. L. Smith (Eds.), Social work in the workplace: Practice and principles (pp. 343-348). New York City, NY: Springer.

This chapter describes a number of emerging issues that are sufficiently significant and complex to shape whatever it is that the future holds for industrial social work. There are three broad themes: the nature of work, work organisation and the workforce; professionalisation and professional education; and service delivery and intervention systems.

Smith, M. L., & Gould, G. M. (1993). A profession at the crossroads: Occupational social work - present and future. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 7-25). Washington, DC: NASW.

This chapter begins by offering several definitions of OSW and reviewing its history. It then presents a framework for understanding the field and the various models of practice the field embraces. This framework permits the examination of both traditional concerns of practitioners of the field and the identification of some of the major issues that seem likely to shape OSW in the decades to come.

Soochan, C. (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 and 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 and physical health, cultural activities, time management, and 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, and 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.

Spitzer, K., & Favorini, A. (1993). The emergence of external employee assistance programs. In P. A. Kurzman & S. H. Akabas (Eds.), Work and well-being: The occupational social work advantage. (pp. 350-371). Washington, DC: NASW.

This chapter reports on an analysis of existing EAP services, reviews research findings on the efficacy of different models in meeting needs in the workplace, and discusses the authors' research on external providers. The basic theme that emerges from this chapter is that 'it depends'. The advantages of the internal model of EAPs are greater for large settings than for smaller ones; the gains through the external provision of EAP services occur most extensively when the product is custom tailored to the idiosyncratic nature of the setting.

Steiner, J. R., & Borst, E. C. (1980). Industrial settings: Underdeveloped opportunities for social work practice. Arete 6, 1-11.

Stoesz, D. (1988). Functional Concept of Social Welfare. Social Work, 33(1), 58-59.

The article discusses the functional concept of social welfare in the U.S. Despite conservative tendencies, the functional welfare conception is consistent with recent developments in social work. Foremost is the emergence of industrial social work, a new field of practice in the private sector for clinical social workers. Functional well are also affects administration in the public sector, the expansion of programs that train or retrain welfare recipients, such as workfare, will create opportunities for experienced human service administrators, particularly in the area of program development. Social workers serving groups that are either engaged in the labor market, such as the working poor, or are striving to become so, such as unemployed minorities and women, may have a stronger argument for benefits. If the welfare state becomes the work-ethic state, members of these groups may be able to justify additional benefits for clients to become more productive

Stoesz, D. (1989). Human Service Corporations: New Opportunities for Administration in Social Work. Administration in Social Work, 13(3/4), 183-198.

Despite an expansion of for-profit human services in the US, social welfare professionals have not realized the administrative opportunities that are available in the corporate sector. Much of the reason for this can be traced to social welfare ideology as it emerged in the US and a radical critique of capitalism. However, the antipathy of many welfare professionals toward capitalism has contrasted with the willingness of others to use the marketplace as the context for service delivery, particularly in the areas of private practice and industrial social work. Prominent characteristics of the human service corporation today include: 1. access to commercial sources of capital, 2. opportunities in program innovation, and 3. greater organizational flexibility than that found in governmental agencies. Social work administrators who elect to practice in the corporate sector should be aware of some of the issues that they are likely to encounter, such as preferential selection, industry consolidation, and "unfair competition."

Straussner, S. L. A. (1980). Occupational social work today: An overview. In S. L. A. Straussner (Ed.), Occupational social work today (pp. 1-17). New York City, NY: Haworth.

Straussner, S. L. A. (1988). Comparison of in-house and contracted-out employee assistance programs. Social Work, 33(1), 53-55.

The article focuses on a study which compared in-house and contracted out employee assistance programs (EAP) in New York. During the past decade, the most rapid growth in the field of occupational social work has been in employee assistance programs (EAPs). EAP's are found in both the public and the private sector and function under various auspices union, management, joint labor management, or a consortium of several industrial organizations, or unions. Some companies or labor organizations provide there own in-house or internal EAPs, while others contract out or purchase services from a private consulting firm, a non-profit community facility, or a private practitioner. Both in-house and contracted-out programs maximize certain elements that are important to top management. Whether an in-house or contracted-out EAP best serves employee's needs may depend on the nature of each employee's problem and demographic characteristics such as occupational level, gender, and ethnicity. Finally, from the perspective of EAP staff, there is no clear advantage to either one of the program models.

Straussner, S. L. A. (1990). Occupational social work today (special journal issue). Employee Assistance Quarterly, 5(1).

United States; 7 articles. Partial contents: Managed mental health care for employees: roles for social workers, by Jacqueline Bloom Wagman and Jeanette Schiff; Job loss and the occupational social worker, by Brian Foster and Lee Schore; Social workers' role in promoting occupational health and safety, by Beth M. Lewis.

Stuart, P. H. (1999). Linking clients and policy: Social work's distinctive contribution. Social Work, 44(4), 335.

Social work's distinctive contribution to American life has been its ability to link client systems - individuals, families, groups, and communities - and social welfare policy. This unique focus has characterized the profession since its origins in the 19th century. Both settlement houses and charity organization societies emphasized the relations of clients with larger systems in their social environments. Social workers developed social survey methods as a way of understanding their clients' environments during the Progressive Era. They struggled to enact the "Social Standards for Industry" (a precursor to the social welfare legislation of the New Deal), which was adopted by a committee of the National Conference of Charities in 1912. Social work's dual focus on client systems and their environments will continue to be important in the profession's second century.

Stutterheim, E., & Weyers, M. (2004). Strengths-focused intervention : the new approach of the Social Work Service ofthe South African Police Service (SAPS). Social Work / Maatskaplikewerk, 40(4), 1-14.

Discusses the operationalized version of social work's strengths approach adopted by the social work service of the South African Police Service. The historical factors that necessitated the development of a new approach broken down into two periods, the South African Police, 1952-1995, as social work became part of the police organization & SAPS 1995-present, when SAPS became one the larger employers of social workers in South Africa. The nature & practical implications of the approach are discussed, outlining five principles & the goals & objectives of strengths-based intervention. The utility of this approach for social workers in the armed forces & occupational social work in general are touched on.

Sumbulu, A., & Boswell, G. (2003). Rapid change in a South African tertiary institution: implications for occupational social work. Social Work Education, 22(5), 505-516.

Universities, like most organisations, are in a state of continuous transformation. The past decade has seen dramatic changes taking place at universities in South Africa, which have impacted on employees, especially academics. This article focuses on the transformations at the University of Fort Hare in the Eastern Cape, and recounts the qualitative findings of a small-scale research project, conducted by the first author, which provide a flavour of the way in which UFH academics perceived and responded to a fast changing university milieu. It examines the strengths which sustained them and argues that universities should help people to identify and utilise such strengths within their organisations by employing occupational social workers.

Terblanche, L. S. (1992). The state of the art of EAPs in South Africa: A critical analysis. Employee Assistance Quarterly, 7(3), 17-28.

This article resents the findings from a study by which the author sought to determine the "state of the art" of EAPs in South Africa. The intent of the study was to determine the conceptual sophistication of EAPs currently operating in the South African business community. Standards used for the analysis are those developed by the lending occupational groups in the U.S.

Thompson, S. (1992). Ethical Issues in the South African Workplace. Employee Assistance Quarterly, 7(3), 55-64.

Ethics and values are at the core of social work practice. The article examines the ethical conflicts inherent in working in an environment sanctioned by apartheid. The author identifies the many areas of conflict and discusses how EAP practitioners must "position" themselves for ethical practice and avoid cooptation by the organization.

Thompson, S., & Harrison, J. (2002, September 15-20). Occupational social work as a specialised field and its relevance for a developing country. Paper presented at the 34th International Congress on Military Medicine, Sun City, South Africa.

Van Breda, A. D. (1999). Developing resilience to routine separations: An occupational social work intervention. Families in Society, 80(6), 597-605.

Many families are subjected to the routine separation of a family member. Business executives, sales representatives, military employees, and politicians are just a few examples of professions that require the regular separation of an individual from his/her family system. This paper describes a new occupational social work intervention that assists families in resisting the stress of separations, that is, which increases their "separation resilience." The paper describes eight dimensions that are associated with separation resilience and introduces a one-day, multiple-couple, psychoeducational program that fosters these factors. A trial implementation of this Separation Resilience Seminar (SRS) is evaluated with regard to client satisfaction and effectiveness. Recommendations for ongoing research and development and social work practice guidelines are proposed. ABSTRACT FROM AUTHOR Copyright of Families in Society is the property of Alliance for Children & Families 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)

Many families are subjected to the routine separation of a family member. Business executives, sales representatives, military employees, and politicians are just a few examples of professions that require the regular separation of an individual from his/her family system. This paper describes a new occupational social work intervention that assists families in resisting the stress of separations, that is, which increases their "separation resilience." The paper describes eight dimensions that are associated with separation resilience and introduces a one-day, multiple-couple, psychoeducational program that fosters these factors. A trial implementation of this Separation Resilience Seminar (SRS) is evaluated with regard to client satisfaction and effectiveness. Recommendations for ongoing research and development and social work practice guidelines are proposed. ABSTRACT FROM AUTHOR Copyright of Families in Society is the property of Alliance for Children & Families 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)
Van Breda, A. D. (2007, 3-4 September). Implications of developmental social welfare for occupational social work. Paper presented at the ASASWEI (Association of South African Social Work Education Institutions) Conference, Johannesburg, South Africa.

The goal of social development is the synchronisation of economic and social development. Within this framework, much attention is given to poverty alleviation and job creation, which are seen as crucial for the holistic development of a nation. This perspective appears to exclude the field of occupational social work, which, by definition, works with people who are already employed.There has, in response to this, been considerable debate among occupational social workers regarding the relevance of developmental social welfare for occupational social work. Much occupational social work, and particularly social work within Employee Assistance Programmes, is not well aligned with the principles of the developmental social welfare approach as articulated in the White Paper for Social Welfare (1997).This paper endeavours to articulate what a developmentally-oriented occupational social work practice could look like. Six main implications of developmental social welfare for occupational social work are explicated, viz (1) working across the micro-messo-macro continuum, (2) increasing participation in decision making, (3) empowering vulnerable groups, (4) promoting economic development among the working population, (5) generating meaningful work, and (6) mobilising a conducive working milieu.

Vigilante, F. W. (1988). The interactive relationship between work life and family life: Professional intervention. In C. S. Chilman, F. M. Cox, & E. W. Nunnally (Eds.), Employment and economic problems (pp. 85-101). Thousand Oaks, CA: Sage.

This chapter discusses the inseparable relationship between work and family as it is revealed through the work of an EAP modeled on a family-centered service. The principle characteristic of the model is the policy of viewing the services as a contract right of employees and their families. The service rendered is strictly voluntary. Confidentiality is treated as a foremost priority. The program is officially endorsed and strongly supported by the administration of the organisation, the unions representing the employees, and community representatives from outside the organisation.

Wagner, D. (1987). The new temperance movement and social work. California Sociologist, 10(2), 65-81.

The new movements of the 1980s against drinking, drugs, & cigarettes, & other "healthist" movements are compared with the social forces & historical conditions promoting temperance earlier in the century. It is argued that the 1980s movements, particularly when merged with the drive for prehire drug testing & increased employee screening, fit well with a new drive for personal control over the workforce by employers. Several dilemmas for social workers -- especially those who work in drug & alcohol treatment, occupational social work, & "wellness" programs -- are considered. Policy, organization, & paradigmatic conflicts are identified that may divide these fields of practice & new practice styles from more client-centered social work.

Walsh, J. M. (1999). Occupational social work (letter), Social Work (Vol. 44, p. 402).

Response to Iversen's 1998 paper.

Weyers, M. L., Huisamen, A., Kleingeld, C., & Williams, M. (2006). Personnel Capacity-Building Programs: An Effective Addition to Curative Services in Occupational Social Work Settings? Journal of Workplace Behavioral Health, 22(1), 65-87.

The transformation of the South African Police Service (SAPS) in the post-apartheid era brought new pressures to bear on the organization's social workers. They had to change their curative approach to service delivery and prove the new service's effectiveness. This led to the development of seven so-called personnel capacity-building programs and a comprehensive study on their effect, This study involved 11 researchers, 3.437 members of experimental groups and 720 comparison group participants. The measurements and triangulation showed that the new programs had a practical significant effect on personnel's knowledge, attitudes and behavior, and empowered them on both a professional and personal level. These findings have implications that go far beyond the narrower ambit of South African social work. It shows that such interventions could be an effective addition to the curative services that are commonplace in EAP and occupational social work settings.

Winkelpleck, J. M. (1986). Directions EAPs move: Evolvement towards organizational methods. EAP Digest, July/August, 18-21.

Woods, R., & Maenetja, T. (1996). Occupational social work in profit-driven enterprises: Issues for social work education in South Africa in the late 1990s. Social Work/Maatskaplikewerk, 32(2), 112-122.

An exploration of social work education issues focuses on data drawn from social work practice in the corporate world in South Africa. Informed by Hans-Georg Gadamer's hermeneutic approach to social inquiry, an operationalized knowledge-generation framework is developed. After identifying a series of pre-understandings about generic social work & social work practices in profit-driven enterprises, interviews held with occupational social workers (N = 9) were used to reformulate the pre-understandings. In second interviews (N = 4), questions based on revised understandings helped to clarify initial questions relating to accountability within the management model & the occupational social work arena. Recommendations are made for social work education concerning values, knowledge, & methods.