Turning Our Gaze toward Transgender Educators: Fostering Social Justice Leadership in Educational Institutions

The purpose of this study is to find key supports for educational leaders to provide for transgender educators to succeed in an educational workplace setting. By being and becoming aware of the issues involved and conceptualizing interventions to help transgender educators function at their full potential in the workplace, a school’s leadership fosters social equity while also increasing the effectiveness of its organization. This paper draws from a mixed-methods case study that included a quantitative survey conducted with 27 transgender teachers and school principals and focuses on three qualitative in-depth cases. The results show that while some educational administrations support transgender educators in theory, they lack the proper tools to do so; alternatively, many other administrators remain openly hostile toward transgender educators, forcing some to find other work settings. For transgender educators of color, this task is more daunting because they face exponentially higher rates of violence and discrimination. To properly support and supervise transgender educators and principals, educational administrators must learn the necessary skills to provide a more welcoming environment for transgender educators, many of whom experience a myriad of personal struggles. These findings and the insights acquired have implications for transgender educators as well as state, district, and school administrators who wish to better support this growing segment of the LGBTQIA+ community.

Validation and measurement invariance of the Compound PsyCap Scale (CPC-12): a short universal measure of psychological capital

The Compound PsyCap Scale (CPC-12) was developed by Lorenz et al. (2016) to broaden the application of psychological capital, since usually tied to workplace settings; however, no further verification of its suitability across different samples was performed. The present work investigated the psychometric properties of an Italian adaptation of the CPC-12 with the aim of verifying its applicability in samples where the item wording of the existing measures of PsyCap might not be suitable (e.g., students and unemployed people). Study 1 (n = 450) examined the factor structure of the scale. Study 2 (n = 255) advanced the previous CPC-12 validation by testing its measurement equivalence across gender through MCFA. Results confirmed a one higher-order factor structure with four first-order factors, the scale was found to be invariant across gender. The findings advanced the general claim of CPC-12 to be suitable for application in multiple contexts, including sport, education, vocational guidance, as well as typical and atypical work settings. Lorenz y sus colegas desarrollaron la Escala Compound PsyCap (CPC-12) para ampliar este enfoque de dominio específico; sin embargo, no se realizó ninguna verificación adicional de su idoneidad en diferentes muestras / entornos. El presente trabajo investigó las propiedades psicométricas de una adaptación italiana del CPC-12 con el objetivo de verificar su aplicabilidad en muestras donde la redacción de los ítems de las medidas existentes de PsyCap podría no ser adecuada (por ejemplo, estudiantes y desempleados). El estudio 1 (n = 450) examinó la estructura factorial de la escala. El estudio 2 (n = 255) avanzó en la validación anterior de la CPC-12 al probar su equivalencia de medición entre sexos a través de MCFA. Los resultados confirmaron una estructura factorial de un orden superior con cuatro factores de primer orden; se encontró que la escala era invariante en todos los sexos. Los hallazgos avanzaron la afirmación general de la CPC-12 de ser adecuada para su aplicación en múltiples contextos, incluidos el deporte, la educación, la orientación profesional, así como los entornos laborales típicos y atípicos.

Job Satisfaction of Arab Speech-Language Pathologists in Different Work Settings in Kuwait Using the Job Satisfaction Survey

Purpose: Job satisfaction impacts employee work performance, productivity, and retention. We investigated levels of job satisfaction among Arab speech-language pathologists (SLPs) across different work settings in Kuwait. The aims were to determine the differences between work settings for SLPs in terms of job satisfaction and the reasons behind SLPs' migration from one setting to another and to identify the variables that contribute significantly to job satisfaction in each work setting. Method: A 36-item Job Satisfaction Survey (JSS) questionnaire was used to evaluate job satisfaction based on responses to a 6-point Likert-type scale distributed to SLPs across school, hospital, and private clinic settings. Overall JSS score and subscale category ratings were computed and compared between different work settings to assess the influence of variables such as pay, promotion, supervision, benefits, and nature of work on job satisfaction among SLPs working in Kuwait. Results: According to JSS normative data, the highest job satisfaction scores were obtained from SLPs working in private clinics, with average satisfaction scores among those working in government, school, and medical settings. The highest job satisfaction scores for supervision, coworkers, and nature of work subscale categories were similar for SLPs in each setting. The lowest satisfaction scores of subscale categories differed between settings: “promotion” in schools, “fringe benefits” in government medical settings, and “operating conditions” in private clinics. Conclusions: While the need exists to attract SLPs to work in government medical settings (hospitals and clinics) in Kuwait, increased opportunity for professional development courses that are relevant to the discipline, and improved communication among SLPs and departmental heads, is necessary to both attract and retain them. Changes in the government setting need to be made in order to prevent the migration of SLPs from government hospitals to private hospitals where they are desperately needed.

Reframing Recycling Behaviour through Consumers’ Perceptions: An Exploratory Investigation

Despite the increasing awareness of the consequences of waste, there is no consensus on how and why consumers engage in recycling, making it challenging to design behavioural interventions that might promote recycling, especially in organisational settings. This study is designed to explain consumers’ recycling behaviour and how it differs across contexts, particularly between home and work settings. Using personal accounts of 367 employees from different organisations in the UK, this study explores recycling behaviour at home and work including its motivations and barriers. The findings show that recycling behaviour is different across contexts due to many disparate factors underlying people’s waste generation and recycling behaviours from one context to another. According to the findings, buying and consumption behaviour and waste generation patterns influence the way consumers engage in recycling. The study further demonstrates that contextual factors and individual circumstances are important contributors to consumption behaviour, waste production, and recycling behaviour. While recycling behaviour has been investigated extensively, the findings of this study indicate the need for consumption and waste production patterns to be taken into consideration when designing recycling interventions, enhancing the prospect of a circular economy. This study contributes to theory and practice by associating recycling behaviour with buying and consumption behaviour, including waste generation patterns.

Samenspel tussen jongerenwerk en specialistische jeugdzorg

Een deel van de jongeren die in het jongerenwerk partici- peert ontvangt specialistische jeugdzorg, vanuit bijvoorbeeld verslavingszorg, jeugdreclassering, jeugd-ggz of intensieve gezinsbehandeling. Hoewel profes- sioneel jongerenwerk voor een brede groep jongeren in kwetsbare situaties positief bijdraagt aan hun persoonlijke ontwikkeling en maatschappelijke participatie, is er weinig bekend over de betekenis van het jongerenwerk voor jongeren die specialistische jeugdzorg ontvangen. Voor dit verkennende onderzoek zijn interviews afgenomen met: 1) zeven jongeren (16+) die specialistische jeugdzorg ontvangen en in jongerenwerk participeren; 2) zeven jongerenwerkers en 3) zes jeugdhulpverleners werk- zaam in specialistische jeugdzorg. Een thematische analyse maakt inzichtelijk dat het jongerenwerk op vijf manieren van betekenis is voor jongeren in specialistische jeugdzorg. Jonge- renwerkers zijn ten eerste toegankelijke gesprekspartners die deze jongeren motiveren om problemen serieus te nemen en daarbij professionele hulp te accepteren. Het jongerenwerk biedt deze jongeren daarnaast een omgeving om 2) betekenisvolle relaties op te bouwen, 3) hun zelfbeeld en eigenwaarde te versterken, 4) hun maatschappelijke participatie te vergroten en 5) onder- steuning te vinden om hun zelfstandigheid te vergroten. De resultaten maken inzichtelijk dat het jongerenwerk ook voor deze specifieke groep jongeren groeikansen biedt voor hun persoonlijke ontwik- keling en maatschappelijke participatie. Daarnaast leert dit onderzoek dat participatie van deze doelgroep in het jongerenwerk een positieve invloed kan hebben op de jeugdhulpverleningsprocessen en -resultaten. Hiermee bieden de resultaten gemeenten en de jeugdzorg een beter begrip van hoe het jongerenwerk als preventieve voorziening van betekenis is voor jongeren in specialistische jeugdzorg en een bijdrage kan leveren om de druk op de jeugdzorg te verlichten. Engelstalige versie van de samenvatting A substantial share of all young people who participate in professional youth work settings receive specialised youth-care services, such as addiction care, mental healthcare or intensive family treatment. Nevertheless, little is known about the unique value of youth work settings for young people who are receiving specialised youth-care services. In this exploratory study, we investigated the unique value of youth work for young people in specialised youth-care programmes. Interviews were conducted with: 1) seven young people (16 years of age and older) who were receiving specialised youth-care services and participating in youth-work settings; 2) seven youth workers and 3) six professionals working in specialised youth-care services. Thematic analysis demonstrates that participation in youth-work settings is significant for this group in five ways. First, youth workers provide these young people with accessible dialogue partners who can motivate them to take problems seriously and accept professional help for their vulnerabilities. Youth workers also offer an environment within which to 2) build meaningful relationships; 3) strengthen self-concept and self-esteem; 4) enhance social participation and 5) receive support that helps to increase independence. These findings thus suggest that youth work offers growth opportunities for this specific group. They further indicate that participation in youth work settings can reduce the duration and intensity of the youth-care services provided. The results can help municipalities and youth-care professionals to enhance their understanding of the importance of professional youth work to young people who are receiving specialised youth-care services and how youth work can contribute to reducing high healthcare costs.

The Good, the Bad and the Ugly. The experiences of midwives who transition work settings: A qualitative descriptive study

<p>This research explores the experiences of midwives as they transition work settings. It has been found that these experiences are both positive and negative. Midwives relish working with women in a capacity that brings them joy and sustains them within the profession. They achieve this with the valued support of their families, practice partners and colleagues. However, there are numerous stressors on midwives including financial, emotional, physical, family commitments, bullying and work demands, which impact on the ability of the midwife to fulfil these obligations. This dissonance leads to increased levels of stress and fatigue and in order to manage this, the midwives who participated in this research appear to transition work settings. By analysing the lived experiences of nine midwives in Aotearoa/New Zealand who have transitioned work settings between core and LMC (or vice versa) in the previous two years, I have explored the research question ‘What are the experiences of midwives who transition work settings?’ using a qualitative descriptive research framework. Face to face interviews were conducted with midwives around the South Island of Aotearoa/New Zealand using semi-structures interview questions, followed by transcription and thematic analysis. Four main themes emerged, ideal midwife, movement happens, support and obstruction and things have changed. The themes and subthemes are discussed in depth through this work and literature used to support the discourse. The main finding was that transitioning work-settings is a way of remaining professionally and personally sustained in the current system of maternity care in Aotearoa/New Zealand. Other findings were that support from family, colleagues and managers, as well as the relationships with the women, are imperative for midwives in either work setting to remain sustainable. That the lack of support, bullying, harassment, poor remuneration and family commitments, are stressors that impact on the working lives of midwives and contribute to their decisions to transition work settings. There are implications from this research for midwives, DHB, workforce planning, educators and the wider profession.</p>

The Good, the Bad and the Ugly. The experiences of midwives who transition work settings: A qualitative descriptive study

<p>This research explores the experiences of midwives as they transition work settings. It has been found that these experiences are both positive and negative. Midwives relish working with women in a capacity that brings them joy and sustains them within the profession. They achieve this with the valued support of their families, practice partners and colleagues. However, there are numerous stressors on midwives including financial, emotional, physical, family commitments, bullying and work demands, which impact on the ability of the midwife to fulfil these obligations. This dissonance leads to increased levels of stress and fatigue and in order to manage this, the midwives who participated in this research appear to transition work settings. By analysing the lived experiences of nine midwives in Aotearoa/New Zealand who have transitioned work settings between core and LMC (or vice versa) in the previous two years, I have explored the research question ‘What are the experiences of midwives who transition work settings?’ using a qualitative descriptive research framework. Face to face interviews were conducted with midwives around the South Island of Aotearoa/New Zealand using semi-structures interview questions, followed by transcription and thematic analysis. Four main themes emerged, ideal midwife, movement happens, support and obstruction and things have changed. The themes and subthemes are discussed in depth through this work and literature used to support the discourse. The main finding was that transitioning work-settings is a way of remaining professionally and personally sustained in the current system of maternity care in Aotearoa/New Zealand. Other findings were that support from family, colleagues and managers, as well as the relationships with the women, are imperative for midwives in either work setting to remain sustainable. That the lack of support, bullying, harassment, poor remuneration and family commitments, are stressors that impact on the working lives of midwives and contribute to their decisions to transition work settings. There are implications from this research for midwives, DHB, workforce planning, educators and the wider profession.</p>

Exposures to IARC Carcinogenic Agents in Work Settings Not Traditionally Associated with Sinonasal Cancer Risk: The Experience of the Italian National Sinonasal Cancer Registry

The aim of this study is to highlight tasks and jobs not commonly considered at high risk for sinonasal cancer (SNC) identified by Regional Operating Centers currently active in the Italian National Sinonasal Cancer Registry (ReNaTuNS), which retrieve occupational histories through a standardized questionnaire. Data on exposures to IARC carcinogenic agents in work settings unknown to be associated with SNC risk were collected and analyzed. Out of 2208 SNC cases recorded in the ReNaTuNS database, 216 cases and their worked exposure periods were analyzed. Unsuspected jobs with exposure to wood dust include construction-related tasks, production of resins, agriculture and livestock jobs (straw and sawdust), and heel factory work (cork dust). Other examples are hairdressers, bakers (formaldehyde), dressmakers, technical assistants, wool and artificial fiber spinners, and upholsterers (textile dusts). Moreover, settings with coexposure to different agents (e.g., wood with leather dusts and chromium–nickel compounds) were recognized. The study describes jobs where the existence of carcinogenic agents associated with SNC risk is unexpected or not resulting among primary materials employed. The systematic epidemiological surveillance of all epithelial SNC cases with a detailed collection of their work history, as performed by a dedicated population registry, is essential for detecting all potential occupational cases and should be considered in the context of forensic medicine and the compensation process.

Computer-Supported Cooperative Work – Revisited

Due to the COVID-19 lockdowns and the related mandated work for home, we have seen a massive increase of the use of collaboration tools in various work settings in the last 18 months. Whereas this might have been a new terrain for some, IT-supported work and the related research domain Computer-Supported Cooperative Work (CSCW) have been around for decades. In this article we briefly review what CSCW has to offer for the currently increasing demand in setting up remote collaboration – and share our own observations about what happened when collaboration tools have been introduced in the pandemic. As a summary, we present some learnings from the experience – both for the current state of CSCW research and for future work.

Methodical principles and prevention-focused outcomes in professional youth work: A longitudinal analysis

Previous research has suggested that professional youth work settings empower socially vulnerable youngsters, strengthening their personal development and social participation. It is expected that youth work can prevent personal and social problems of youngsters, which may have longer term positive social returns. How the underlying methodical way of acting of youth workers contributes to prevention-focused outcomes remains unclear. This article presents a four-wave longitudinal cohort study (16 months) that investigated longitudinal associations between 12 individual methodical principles that youth workers apply in interactions with youngsters and four prevention-focused outcomes: prosocial skills, self-mastery, social network and civic participation. The sample consisted of 1,597 Dutch youngsters with a mean age of 16.5 years (SD = 3.60). Findings: Linear mixed models analysis found that all individual methodical principles were longitudinally associated with one or more outcome. The strongest associations were observed with regard to prosocial skills and civic participation. Depending on the outcome measure, methodical principles seem to be more effective for boys, for youngsters who participate for 3 years or longer in youth work settings and for youngsters between 10 and 19 years old. With regard to the effect of methodical principles on improving self-mastery, 9 of the 12 principles appeared to play no positive role in increasing self-mastery of youngsters. Applications: This study provides youth workers with a better understanding of which methodical principles are positively associated with prevention-focused outcomes as well as reinforcing the evidence-based practice of professional youth work.