Assessments of fit and usability of work-life supports in the context of diversity and perceptions of fairness

Halvorsen, Cal; Saran, Indrani; Pitt‐Catsouphes, Marcie

doi:10.1080/13668803.2020.1809996

Cited by 7 publications

(10 citation statements)

References 62 publications

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“…Respondents noted that it is through their local SCSEP offices and host agencies that many participants learned about these supports, leading to increased access. This complements research on the fit and usability of organization-provided work-life supports when considering diverse worker populations, including by age (Halvorsen et al, 2020), in that it highlights how workplaces can connect particularly vulnerable older workers to external safety net supports.…”

Section: Aim 2: Respondent-driven Recommendations To Strengthen Scsepmentioning

confidence: 69%

How the Senior Community Service Employment Program Influences Participant Well-Being: A Participatory Research Approach With Program Recommendations

et al. 2022

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The federal Senior Community Service Employment Program (SCSEP) provides on-the-job training to people 55 years and older with incomes at or below 125% of the federal poverty level with multiple barriers to employment. This study examined the processes by which SCSEP may influence participant financial, physical, and mental well-being. We engaged 15 SCSEP participants and case managers over four virtual and one telephone session using a participatory research method called community-based system dynamics. Activities included identifying key problem trends, variable elicitation, developing a causal map, and identifying changes to the system to increase participant well-being. Respondents identified how individual, organizational, and program and policy factors relate to participant well-being (e.g., SCSEP participation reduces social isolation, which increases desire to participate) and suggested program and policy recommendations to strengthen SCSEP (e.g., benchmarks of success should include health and well-being outcomes). These findings highlight the benefits and potential of this long-running program.

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Section: Aim 2: Respondent-driven Recommendations To Strengthen Scsepmentioning

confidence: 69%

How the Senior Community Service Employment Program Influences Participant Well-Being: A Participatory Research Approach With Program Recommendations

et al. 2022

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“…Scholars have also drawn attention to the "fit" between employees' needs and the available WLB initiatives (Halvorsen, Saran, & Pitt-Catsouphes, 2020). There is a common perception that WLB initiatives are primarily "women-only" or "parents-only", hence employees who do not fall into those categories are less likely to access WLB initiatives (Perrigino et al, 2018).…”

Section: Costs To Employees and Organisationsmentioning

confidence: 99%

Extending Work-Life Balance Initiatives

Chan¹,

Tay²

2021

Handbook on Management and Employment Practices

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In the last decade, we have seen strong growth in published scholarly and practitionerfocused research on work-life balance initiatives which are implemented in organisations to assist employees with managing their work and non-work demands. Correspondingly, the goal of this book chapter is twofold. First, we seek to take stock of existing scholarly and practitioner-focused research conducted on work-life balance initiatives, and in so doing, provide a comprehensive understanding of the impacts of work-life balance initiatives on organisations and employees. Second, we contend that despite increased scholarly and practitioner attention on work-life balance initiatives, there remains a significant gap between the provision and promise of work-life balance initiatives and their actual uptake and outcomes. We also discuss how the nature of these issues has changed in light of the COVID-19 pandemic, and what this means for work-life balance initiatives going forward. Finally, we propose several areas to extend existing work-life balance initiatives, which we hope can enhance the effectiveness and intended positive outcomes of work-life balance initiatives.

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“…Perceptions of feeling valued at the workplace and fairness within the workplace can significantly impact individual (e.g., mental health, satisfaction with life) and organizational (e.g., sense of inclusion, turnover intention) outcomes; more so, these perceptions can differ by demographic groups, such as gender, race, and ethnicity, reflecting organizational and societal issues related to diversity, equity, and inclusion (Halvorsen et al, 2020). Given that the lack of feeling valued and a sense of unfairness at work is linked to negative personal and workplace outcomes for peer-support specialists (Firmin et al, 2019; Ostrow et al, 2022), it is important to understand the experiences of this understudied class of worker.…”

Section: Introductionmentioning

confidence: 99%

Assessing Mental Healthcare Worker Experiences of Workplace Fairness and Organizational Value: A National Survey of Peer-Support Specialists

Collier,

Halvorsen,

Fortuna

2023

Workplace Health Saf

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Background: Peer-support specialists—individuals with diagnosed mental illnesses who provide support services to other adults with diagnosed mental health issues—often feel stigmatized and undervalued at work, leading to negative personal- and job-related outcomes. Given their important link to positive service user outcomes, this study assessed how peer-support specialists perceive fairness and feel valued in the workplace. Methods: Peer-support specialists ( N = 274) were recruited online from peer-support specialist listservs, social media groups, and patient-run organizations to take a cross-sectional survey that included a 14-item scale on how workplace fairness relates to job satisfaction and four questions on how valued they felt by administrators, clinicians, the people they serve, and fellow peer-support specialists. Descriptive and bivariate statistics were used to assess total scores and differences by gender and race. Findings: Ranging in age from 20 to 77 years and identifying predominantly as White (81.0%) and female (62.9%), respondents noted that fair practices in the workplace would increase their job satisfaction, with no significant differences observed by gender or race. Most peer-support specialists felt valued by the people they serve (97.1%) and fellow peer-support specialists (92.7%). However, fewer reported feeling valued by administrators (64.6%) and clinicians (60.6%). Conclusions/Application to Practice: Peer-support specialists value fairness at the workplace and feel undervalued by some staff. This study highlights peer-support specialists’ important role in behavioral health services and suggests that healthcare professionals, including occupational health specialists, are important stakeholders in creating fairer workplaces and increasing peer-support specialists’ sense of being valued, leading to improved personal and organizational outcomes.

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Assessments of fit and usability of work-life supports in the context of diversity and perceptions of fairness

Cited by 7 publications

References 62 publications

How the Senior Community Service Employment Program Influences Participant Well-Being: A Participatory Research Approach With Program Recommendations

How the Senior Community Service Employment Program Influences Participant Well-Being: A Participatory Research Approach With Program Recommendations

Extending Work-Life Balance Initiatives

Assessing Mental Healthcare Worker Experiences of Workplace Fairness and Organizational Value: A National Survey of Peer-Support Specialists

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