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Effectively engaging parents under stress is a key component of skilful child welfare practice. This paper aims to investigate how social workers practice with parents with either high or normal levels of stress.

The study used a mixed methods design including observations and audio recordings of meetings between families and social workers, interviews with parents/carers and questionnaires with social workers. Validated instruments, including the general health questionnaire (GHQ) for stress levels and the working alliance inventory (WAI), were used to explore how levels of stress influence practice.

Data from 366 families found twice as many parents had clinically elevated GHQ scores compared to the general population (40% to about 20%). Stressed parents reported significantly less good working relationships with social workers [WAI, for the less stressed parents/carers, M = 65.3 vs highly stressed M = 60.6, t(324) = 2.407, p = 0.017, d = 0.28]. When quality of practice was directly measured, workers showed higher level of relationship skills with the less stressed group [t(291) = 1.71, p = 0.44, d = 0.205].

This study explored the interaction between practitioner skills and family factors influencing engagement, such as stress and anxiety. Engagement with stressed families may be particularly challenging, making it all the more important to understand how social workers engage such families to provide effective help and support. A better understanding of the parent-worker relationship under stress can lead to the development of training and practice strategies aimed at overcoming barriers in family engagement. This study also highlights the need for practice to re-focus on the relational elements and the emotional well-being of families.

This paper is concerned with what intensive family intervention professionals reveal to the parents with whom they work about whether they themselves are parents or not, as a form of professional self-disclosure in child welfare work. This paper also addresses the act of lying in professional self-disclosure.

The paper draws on material from a series of narrative interviews completed with practitioners from one family intervention programme in an English local authority as part of a study looking at how children’s services professionals experience the suffering of parents. The study was based on a psychoanalytically informed methodological approach, which is represented in the analysis provided in the paper.

The overall team ethos regarding parental status disclosure is considered briefly first then two participants’ accounts are explored in depth. These involved, what can be considered as, questionable or unorthodox stances regarding parental status disclosure (and self-disclosure more generally). The exploration illustrates the role that practitioners’ personal lives and histories can play in influencing how the act of professional parental status disclosure is experienced and how particular positions are invested in regarding the role of self-disclosure in working relationships with parents.

Child welfare and family intervention professionals are often asked personal questions by the parents and carers they work with, including questions about whether they are a parent or not. These questions can be difficult to answer and there is a need for dedicated empirical analysis into the ways in which professionals experience, think about and respond to them and what they disclose about themselves when working with families.

This special “Anbar Abstracts” issue of the International Journal of Manpower is split into seven sections covering abstracts under the following headings: Human Resource Management; Career Planning & Recruitment; Women/Dependant Care; Health & Safety ; Education &Training ; Industrial Relations & Participation ; Redundancy.

The unanticipated disruption caused by the ongoing coronavirus pandemic led to the extensive use of flexible working arrangements. In such a boundaryless work environment, however there are significant concerns, especially around inclusivity and discrimination. Given the increasing concerns surrounding hybrid and remote work settings, the authors investigated whether the extent of working in substantially flexible working arrangements relates to employees’ perceived ostracism and inequality, distinguishing between working from home, in a hybrid mode or from the office. In addition, the authors theorised that in flexible working arrangements, high-quality leader relationships, such as leader–member exchange (LMX) and servant leadership are likely to reduce perceptions of ostracism and inequality. Based on a survey of 161 professionals, who worked to varying degrees in flexible working arrangements, the authors found that employees who worked extensively in a hybrid mode were less likely to report experiences of ostracism and inequality in comparison to employees who worked mainly from home or in an office. Furthermore, a moderation analysis showed that the effects of LMX and servant leadership on perceptions of ostracism and inequality were much stronger for individuals who work in hybrid working arrangements than those who work at the office or from home. This research makes an important contribution to our understanding of how different degrees of flexible working arrangements affect employees by demonstrating the role of high-quality leader relationships in reducing perceptions of ostracism and inequality at different degrees of work flexibility.

Research has not yet examined how paid labor performed at nontraditional hours may factor into women’s perceptions of the fairness of the division of household labor. Here we specifically examine how being employed during nonstandard hours alters the relationship between the division of household labor and wives’ perceptions of the fairness of this division of labor.

We analyze data from the National Survey of Families and Households using multinomial logistic regression.

We find that over-work in household labor has a weaker effect on perceptions of unfairness for wives who work nonstandard hours than for wives who work standard hours. This interaction effect, however, is partially mediated by husbands’ time in feminine-type chores.

The cross-sectional design does not allow us to draw causal conclusions. Future research would benefit by considering how movement in and out and nonstandard work affects perceptions of fairness of household labor.

Our findings suggest that one way that the gender revolution has stalled is through women’s participation in the service economy since this participation is positively associated with their husbands’ hours in routine chores, which women particularly value. Thus, women may continue to perceive fairness in the home, despite objective inequality, because their husbands are spending more time in feminine-type chores, as necessitated by women’s participation in work at nonstandard times.

This study, based on our analysis of survey data from 1,242 partners and employees of a U.S. national public accounting firm, examines the impact on psychological well-being from the moderating effects of flexibility and role clarity on work-home conflict experienced by public accountants. Most prior research in public accounting deals with the antecedents and consequences of role stress and primarily focuses on job outcomes of turnover intentions and job satisfaction as dependent variables. Public accounting firms have responded to stressors with worker-friendly policies, largely by introducing flexibility and clarity in their organizational culture. Using a multi-disciplinary research model, we analyze the causal relationships of flexibility and clarity as moderators of the bi-directional nature of work-home conflict (work interference with home and home interference with work) on psychological well-being. Our study finds that perceptions of flexibility and role clarity drawn from a career position in public accounting can mitigate role conflict between work and home environments and contribute to enhanced psychological well-being. We also find that certain relationships described in the model are moderated by family status and age, but not by gender. Results of our study have implications to both individual public accountants and to their firms.

This special “Anbar Abstracts” issue of the Personnel Review is split into six sections covering abstracts under the following headings: Career/Manpower Planning and Recruitment; Health and Safety; Industrial Relations and Participation; Pay, Incentives and Pensions; Performance, Productivity and Motivation; Work Patterns.

Work–family research has mainly focused on nuclear families, neglecting other types of families, such as single self-employed parents. To what extent does the freedom and flexibility attached to being single and self-employed hinder or enhance single parents' work–family balance? Using role theory as a theoretical lens, this study examines single-self-employed parents' work–family balance.

Drawing on the accounts of 25 single self-employed parents in Nigeria, the article uses semi-structured interviews to examine how this group achieves work–family balance.

We found that the freedom and flexibility associated with being single and self-employed form a double-edged sword that increases the spate of singlehood and intensifies commitments to work, altogether preventing the participants in the study from achieving work–family balance. The findings also indicate that singlehood and a lack of spousal support cause and exacerbate work–family imbalance for this group. The findings further indicate that the reconstruction of functions, and the recreation of the traditional masculine gender role overwhelm single self-employed women in their entrepreneurial activities, thereby causing a lack of time and the energy required to function well in a family role, thus creating imbalance between the different spheres of life.

The extent to which the findings of this research can be generalised is constrained by the limited sample and scope of the research.

While literature espouses freedom and flexibility as important ingredients needed to achieve work–family balance, this study shows that they enhance inter-role role conflict. The study suggests creation of private or family time, devoid of work or entrepreneurial engagements, for single female entrepreneurs. This will ensure quality time and energy for the family and for fresh relationship – all of which will impact business positively.

Rather than enhancing work–family balance, the freedom and flexibility attached to being single and self-employed remain the main source of work–family imbalance for Nigerian single self-employed parents.

The purpose of this paper is to particularly focus on lone-mother families, comparing the childcare-related challenges experienced by working lone mothers and coupled mothers in three European countries in the context of a 24/7 economy and non-standard working hours (e.g. evening, night and weekend work).

This study utilises survey data from Finnish, Dutch and British working mothers (n=1,106) collected as part of the “Families 24/7” research project. Multivariate regression analysis is used to analyse the associations between childcare-related challenges, maternal non-standard working, lone motherhood and country of residence.

The results indicated similar results across the three countries by showing that working lone mothers experience childcare-related challenges more often compared with coupled mothers. Furthermore, an increase in maternal non-standard working associated positively with increased childcare-related challenges in both lone mother and coupled families but lone motherhood did not moderate this association. The findings suggest that, regardless of family form, families in all three countries struggle with childcare arrangements when the mother works during non-standard hours. This possibly relates to the inadequate provision of state-subsidised and flexible formal childcare during non-standard hours and to the country-specific maternal work hours cultures.

This study responds to the need for comparative research on the reconciliation of maternal non-standard working and childcare with self-collected data from three European welfare states. The importance of the study is further highlighted by the risks posed to the maintenance of maternal employment and family well-being when reconciliation of work and childcare is unsuccessful, especially in lone-mother families.