Work barriers in the context of pathways to the employment of welfare-to-work clients

Wayne State University, 4756 Cass Avenue, Detroit, MI 48201, USA.
American Journal of Community Psychology (Impact Factor: 1.74). 01/2008; 40(3-4):301-12. DOI: 10.1007/s10464-007-9144-x
Source: PubMed


The ability of welfare-to-work clients to leave the welfare rolls and stay in the labor force is often limited by the work barriers they face. Using a sample of 1,404 female welfare-to-work clients we first examined the structure of work barriers and then tested their contribution to current work status in the context of a structural equation model that incorporated other central pathways to employment. Whereas work barriers included diverse factors ranging from lack of transportation to low quality jobs, they were shown to constitute a uni-dimensional construct. Furthermore, work barriers had a net adverse
effect on employment outcomes, controlling for job search self-efficacy and employment intention. We conclude with discussion of implications for the development of welfare-to-work programs and interventions that target low-income women.

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Available from: Shawna J Lee, Oct 04, 2015
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    • "The identification of personal barriers of low education and lack of skills was consistent with previous research (e.g. Giles, Park, & Cai, 2006b; Heflin, 2003; Lee & Vinokur, 2007; Luo & Li, 2001; Ma et al., 2004). The findings were understandable because low education and lack of skills were likely to be associated negatively with the productivity and employment of workers, especially when new technologies, such as computers, were increasingly used in workplaces. "
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    ABSTRACT: This research adopted a qualitative research method to explore work barriers perceived by 36 welfare recipients of a community employment program in Beijing, China. The barriers identified included personal and family factors of low education, lack of working skills, poor physical health, mental health problems and family care burden, along with interpersonal factors of weak social networks and social factors of high competitiveness in the job market and age discrimination. The findings were discussed in Chinese social contexts. The practice and policy implications of the study were noted and further research was recommended.
    Asia Pacific journal of social work 09/2014; 25(1). DOI:10.1080/02185385.2014.933358 · 0.04 Impact Factor
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    • "It is therefore unclear if measures capture the extent to which barriers exist in their lives or the degree to which one perceives these barriers. Fourth, survey research with smaller samples have approached employment barriers with either the focus on client perception (Barclay, 2004; Brooks, Martin, Ortiz, & Veniegas, 2004; Lee & Vinokur, 2007) or the comprehensiveness of covering wider domains of employment barriers (Seigel & Abbott, 2007), but it has not been able to do both in one study. Moreover, only one study has been identified as having grouped multiple barrier items into categorical domains that could better inform practice (Ovwigho et al., 2005). "
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    ABSTRACT: The purpose of this study is to (a) validate the psychometric properties of the Perceived Employment Barrier Scale (PEBS) and (b) investigate the effect of perceived barriers on employment hope. An exploratory factor analysis (EFA), a confirmatory factor analysis (CFA), and a series of invariance tests were conducted to validate PEBS using two independent samples. Structural equation modeling (SEM) was used to test the hypothesized relationship. The latent factor structure generated by EFA failing to fit efficiently in CFA, the model was revised to a 5-factor, 20-item structure. This model demonstrated a common latent factor and item structure in both samples. And SEM results suggest a significant negative effect of perceived employment barriers on employment hope. PEBS is a reliable and valid measure that could be used as an evidence-based tool for comprehensively assessing client-centered employment barriers and providing appropriate support services to low-income jobseekers.
    Journal of Community Psychology 08/2014; 42(6). DOI:10.1002/jcop.21646 · 0.99 Impact Factor
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    • "For example, research suggests that discrimination within the workplace makes it difficult for racially diverse and gender minority persons to obtain or maintain employment in a desired career (Brown, Reedy, Fountain, Johnson, & Dischiser, 2000; Budge, Tebbe, & Howard, 2010; Cunningham & Singer, 2010; Pololi, Cooper, & Carr, 2010; Shollen, Bland, Finstad, & Taylor, 2009). Other barriers, such as income, education level, and family demands , have been found to infringe upon an individual's ability to freely make career decisions (Brown et al., 2000; Dolan, Braun, Katras, & Seiling, 2008; Lee & Vinokur, 2007; Shollen et al., 2009; Tang & Smith-Brandon, 2001), potentially making it difficult for one to live out the career to which she or he feels called. "
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    ABSTRACT: The current study examined the relation between perceiving a calling, living a calling, and job satisfaction among a diverse group of employed adults who completed an online survey (N = 201). Perceiving a calling and living a calling were positively correlated with career commitment, work meaning, and job satisfaction. Living a calling moderated the relations of perceiving a calling with career commitment and work meaning, such that these relations were more robust for those with a stronger sense they were living their calling. Additionally, a moderated, multiple mediator model was run to examine the mediating role of career commitment and work meaning in the relation of perceiving a calling and job satisfaction, while accounting for the moderating role of living a calling. Results indicated that work meaning and career commitment fully mediated the relation between perceiving a calling and job satisfaction. However, the indirect effects of work meaning and career commitment were only significant for individuals with high levels of living a calling, indicating the importance of living a calling in the link between perceiving a calling and job satisfaction. Implications for research and practice are discussed.
    Journal of Counseling Psychology 11/2011; 59(1):50-9. DOI:10.1037/a0026129 · 3.23 Impact Factor
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