Реферат По дисциплине «Иностранный язык»
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 ОБРАЗОВАТЕЛЬНОЕ УЧРЕЖДЕНИЕ ПРОФСОЮЗОВ ВЫСШЕГО ОБРАЗОВАНИЯ «АКАДЕМИЯ ТРУДА И СОЦИАЛЬНЫХ ОТНОШЕНИЙ ______________________________________________________________ Кафедра профессиональных иностранных языков РЕФЕРАТ По дисциплине «Иностранный язык» По монографии Anne M. Sibbel «Living FIFO: The Experiences and Psychosocial Wellbeing of Western Australian Fly-in/fly-out Employees and Partners» («Жизнь на вахте: опыт и психосоциальное благосостояние работников, занятых на работе вахтовым методом на западе Австралии») Выполнил: Ю.В. Болгова, аспирант кафедры трудового права первого года обучения Проверил: И.В. Матвеева, к.п.н., профессор Москва - 2015 CONTENTS
SUMMARY The thesis is “Living FIFO: The Experiences and Psychosocial Wellbeing of Western Australian Fly-in/fly-out Employees and Partners” by Anne M. Sibbel, Bachelor of Arts (Psychology, First Class Honours) published by Edith Cowan University in 2010. The study investigates the psychosocial wellbeing of the Western Australian fly-in/fly-out (FIFO) mining employees and their partners. Implications of the findings at the individual, community, corporate and government levels are presented together with recommendations for future actions. The thesis consists of 8 chapters and several appendixes and also includes 25 illustrating tables and 11 figures. The first chapter sets the context of the study. It introduces the concept of the interaction between work and home lives, in relation with the general impacts of non-standard working hours and portrays the history and current practice of FIFO employment within the context of the Australian resources sector. It is proposed that supportive employee and family policies can result in healthier families and communities, higher productivity and safety. More broadly, this study could contribute to the development of company and social policy in the wider areas of the work/family interface and non-standard working arrangements. Consequently, research from other industries that require their employees to be absent from home on a regular basis has frequently been used by researchers, policy makers and industry to provide theoretical frameworks and guide our understandings of FIFO impacts. Chapter 2 «Work Life, Home Life and Wellbeing» presents a review of literature on the work family interface and different models and approaches for understanding these processes, and discusses the implications of the findings for investigations into the impacts of FIFO working arrangements on employees and their families. This thesis is premised on the understanding that work and home are no longer viewed as separate worlds but as parts of life-systems that intersect, overlap and mutually influence each other. Changes in the global economy, competition between developed and developing nations, and local demands for extended business operating hours have led to more flexible working arrangements and the deregulation of working schedules thus impacting on when people work. Currently more than half of Australia’s labour force works hours other than the standard nine-to-five week days, and more than 73% of fathers have non-standard working arrangements. According to Greenhaus and Beutell (1985) the key determinants of work-family conflict can be categorised into three main types, namely; time-based, strain-based and behaviour-based. Work-related time based pressures shown to be associated with conflict between work and home roles include the number of hours spent at work, inflexible work hours, shift work and overtime. Strain refers to those work and home factors which can result in psychological stress and tension spilling over from one domain into the other. Behaviour based determinants of work-family interference occur when norms and role expectations at work might be incompatible with those expected in the home and family. For example, successful job performance might require aggressive, task-oriented actions, while home roles require loving, supportive behaviours. Allen, Herst, Bruck, and Sutton (2000) identified three groups of consequences of work-family conflict, namely work-related outcomes (e.g., job satisfaction, commitment and turnover, absenteeism), non-work related outcomes (e.g., marital and life satisfaction, family function) and stress-related outcomes (e.g., psychological strain, depression, burnout, work and family stress). The key antecedents and outcomes of work-family interference are summarised in Table 1. Whereas much of the research has focussed on the determinants and outcomes of work-family interference, a number of studies have highlighted the presence of various moderating individual, family, organizational and job characteristics including the value of each role to an individual, life stage, working arrangements, job characteristics and the availability of social support. These moderating variables are summarised in Figure 5. Work-family facilitation is an appraisal that resources associated with one role enhance participation in another role. Both work-family conflict and work-family facilitation are regarded as separate constructs and their impacts as bi-directional. Voydanoff (2005) proposes that it is these appraisals that provide the linking mechanisms that mediate the relationships between demands and resources and role quality and performance. The linking mechanisms lead to strategies which are the actions individuals and families undertake to reduce any misfit between work, family and community demands and resources. For example, by reducing work hours, or engaging outside help with home maintenance. According to the model, these boundary spanning strategies can have both mediating and moderating effects on the relationships between work-family linking mechanisms and work-family balance. In further acknowledgement of the limitations of role theory in understanding the role of moderating variables (e.g., gender, age, working conditions, job type, life stage) on the work-family interface, some have suggested the use of a more general stress theory to guide research into work-family conflict and work-family facilitation. For example, resources act as buffers against strain and conflict, thus those individuals who have many resources will experience less work-home related strain and conflict. Individual or personal resources and processes include positive emotions, personal beliefs, coping styles and a sense of mastery or control of the environment, especially in challenging situations. Social resources and processes include emotional support, guidance and assistance from different levels within the social system including family (e.g., family cohesion and communication), friends and the community. COR theory proposes that conservation of resources is central to the successful adaptation of individuals, families and wider systems to life's stressors. According to COR theory, people and families strive to maximize the gain of these resources and to minimize their loss. In terms of positive outcomes, COR theory implies the availability of more resources will increase the potential for facilitation which has been shown to result in improved work and family (e.g., marital quality; family wellbeing) system functioning. Variables such as gender, marital status, age, job type, status and tenure have been classified as resources in this context and their moderating roles can be explained in terms of COR theory. When applied to negative outcomes, COR theory implies work-family conflict occurs when demands associated with attempts to integrate work and home lives lead to a loss of resources which has been associated with increased job distress and reduced marital and life satisfaction. Chapter 3 reviews the work-family interface literature which relates to the impacts of work related absence and FIFO working arrangements on individual and family wellbeing and relationship satisfaction. In particular, it evaluates research investigating the impacts of FIFO working arrangements on individual and family wellbeing, and relationship satisfaction. First earlier international FIFO research is discussed followed by an in depth review of Australian FIFO research studies in both the oil and gas and land-based mining sectors. There are however a number of differences between the employment conditions in the different industries that need to be acknowledged when reviewing the findings. For example, the profiles of absences differ between the employment groups. Some employees such as those involved in offshore oil and gas experience continuous rostered absences such as two weeks away followed by two weeks at home and so on, whereas others such as the Australian military might be required to be absent for up to eight months at a time on an irregular basis. The studies reviewed in this chapter are presented in Table 2. The main differences between the FIFO employment practices of Australian off-shore oil and gas and the land-based mining industries are the roster profiles and work place locations. Off-shore oil and gas rosters are more likely to be even-time whereas mining rosters are more likely to be uneven. In respect to work-sites, mining activities are land-based, whereas off-shore oil and gas employees predominantly work and are accommodated on sea-based installations. Their physical work environment is constrained by the size of the platform resulting in limited work and recreational space, greater use of 'hot bedding', and a lack of privacy for employees. There can be a perception of greater hazards associated with the offshore workplace including; adverse weather conditions, the physical environment (e.g., noise, ventilation and lighting), fire, and transport to and from the worksite (typically by boat or helicopter). As detailed in Table 2, each of the research studies listed investigated the impacts of FIFO employment from different perspectives and on different profiles of employees and/or their families, thus each study will be reviewed individually. Despite having different theoretical bases, all but one project (Gallegos, 2006), was premised on the proposal that regular employment related absence would have various negative psychosocial or physical individual or relational impacts on FIFO employees and/or their families. The research focusing on employees, both single and partnered is reviewed first, followed by couples, partners and children. In summary, these investigations into the impacts of FIFO work arrangements on male and female employee wellbeing and job, life and relationship satisfaction found no significant differences between the levels of job, life and relationship satisfaction of oil and gas and land-based mining FIFO employees, or the levels of psychological wellbeing of residential and FIFO mining employees. Based on the experiences of the participants, Watts (2004) proposed a four stage model, described as the “Continuum of Emotions”, to explain individual workers’ adaptation to the lifestyle (see Figure 6). The duration of this adaptation process is mediated by various factors such as the strength of relationships, personality and availability of support. The first stage “changing concepts of self identity” is characterised by emotions such as a sense of living in two separate worlds, dissociation from ‘normal’ life patterns, the freedom to move away from responsibilities. The second stage “changing emotions” includes amongst others, feelings of loneliness and depression, loss and grief associated with being away. “Changing relationships”, stage three includes feelings of strain in some marital relationships particularly associated with the changing roles in the household. The final stage “acceptance or rejection” describes the categories of eventual acceptance or rejection of FIFO that result from the deeper understandings by FIFO workers and their families of the cost and benefits associated with the lifestyle. Chapter 4 establishes the research framework for the current study and provides an overview of the multi-methods design, including the research questions for both the qualitative and quantitative phases. The role of the researcher, the study’s relevance for community psychology and ethical considerations are also discussed. Although there are numerous classification schemes, the three major interpretive paradigms posited as currently guiding behavioural and social research are the positivist/post-positivist, constructivist/interpretive, and transformative/emancipatory frameworks. Multi-method research designs are “relatively new” as a distinct research approach in the human and social sciences. Multi-methods can be used to identify variables and constructs that are subsequently measured through the use of existing instruments or for the development of new instruments. Furthermore, they may be employed to obtain statistical quantitative data and results from a sample of the population which are subsequently used to identify individuals with whom to expand on results through qualitative inquiry. Despite their increasing acceptance and use multi-methods designs present a number of challenges to the researcher. These include the need for extensive data collection, the time-intensive nature of multi-method analyses, the need for the researcher to be competent in both qualitative and quantitative forms of research and issues with integration of the findings. Both quantitative and qualitative methods were employed in two discrete components, as presented in Figure 9. Priority was given to the qualitative component. The findings from the quantitative component informed the qualitative component as illustrated in Figure 9. Each method was matched to a specific purpose within the overall study thus providing a more comprehensive understanding of the complex phenomena of the experience of FIFO employment. A detailed description of the quantitative research process and discussion of the findings is provided in Chapter 5 and the qualitative phase is presented in Chapter 6. Chapter 5 describes the research process for the Quantitative Phase of the project. First the aims of the study and the associated research questions are restated. These are followed by a description of the research instruments used and the method of data collection. Details of the statistical analyses undertaken and the results are presented. Finally the results are discussed in light of the research questions and the findings obtained from previous studies. A number of psychometric instruments and one survey instrument were completed by the informants. They are:
The GHQ-12 is a 12-item self-report inventory which assesses the psychological health and wellbeing of adults. The DAS is a widely used 32 item self-report measure of relationship satisfaction which was explicitly designed as a measure of relationship adjustment in both married couples and unmarried cohabiting couples. The FAD is a 60 item self-report questionnaire designed to evaluate families. Based on systems theory, this model views the family as “an interactional system whose structures, organisation, and transactional patterns determine and shape its members’ behaviour”. The FLS is a multi-faceted survey instrument developed by the researcher to assess informants’ perceptions of various aspects of their FIFO lifestyle. Several tables present the result of the undertaken research. |
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