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Welfare to work: What makes a job w...

Levy, Abigail Jurist.

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Welfare to work: What makes a job worth keeping?

紀錄類型:	書目-電子資源 : Monograph/item
正題名/作者:	Welfare to work: What makes a job worth keeping?/
作者:	Levy, Abigail Jurist.
面頁冊數:	186 p.
附註:	Source: Dissertation Abstracts International, Volume: 63-12, Section: A, page: 4492.
Contained By:	Dissertation Abstracts International63-12A.
標題:	Sociology, Public and Social Welfare. -
電子資源:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=3074823
ISBN:	0493948007

Welfare to work: What makes a job worth keeping?
Levy, Abigail Jurist.

Welfare to work: What makes a job worth keeping? - 186 p.

Source: Dissertation Abstracts International, Volume: 63-12, Section: A, page: 4492.

Thesis (Ph.D.)--Brandeis University, The Florence Heller Graduate School for Advanced Studies in Social Welfare, 2003.

The Welfare to Work Program (WtW) was intended to assist long-term welfare recipients in finding and keeping employment as they faced the lifetime limit on cash assistance that was part of the TANF legislation enacted in 1996. The program made almost

ISBN: 0493948007Subjects--Topical Terms:

1017909
Sociology, Public and Social Welfare.

Welfare to work: What makes a job worth keeping?
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500 $a Source: Dissertation Abstracts International, Volume: 63-12, Section: A, page: 4492.
500 $a Adviser: Barry Friedman.
502 $a Thesis (Ph.D.)--Brandeis University, The Florence Heller Graduate School for Advanced Studies in Social Welfare, 2003.
520 $a The Welfare to Work Program (WtW) was intended to assist long-term welfare recipients in finding and keeping employment as they faced the lifetime limit on cash assistance that was part of the TANF legislation enacted in 1996. The program made almost $4 billion available to states to provide hard-to-employ recipients with transitional assistance.
520 $a Research shows that job retention is an important step toward increasing lifetime earnings for adults with little education and/or work experience. However, frequent job changes have been a consistent challenge for welfare recipients. This study uses job satisfaction theory as a framework for examining the behavior of employers that is associated with high retention rates of WtW employees. In a two-part study using WtW Program data from Massachusetts for fiscal years 1999 and 2000, and data gathered from interviews in 17 Massachusetts firms that hired WtW participants, this research explores the relationship between retention and advancement of WtW employees and employer behaviors related to (1) the terms of employment, (2) opportunities in the workplace to learn and advance, and (3) the nature of frontline supervision.
520 $a The study found that placement wages along with other employer investments in their entry-level workforce are distinguishing features of high-retention employers. Such investments include creating structures to help new workers acclimate to their job and work environment, efforts to minimize unequal treatment of workers, and providing small, incremental opportunities to advance. Attitudes toward low-skilled workers, firm capacity, and industry factors contributed to employers' willingness and ability to make such investments. Additionally, retention outcomes by race/ethnicity and TANF status raise concerns about welfare workers' employment prospects as TANF reauthorization is debated.
520 $a Employers should be included in the sphere of welfare policy influence using other tools in addition to the tax credits currently in place. Two broad strategies are worth pursuing: (1) increasing employer outreach and support; and (2) tightening the program's definition of “retention” so that it centers on job maintenance rather than employment maintenance. Accompanying these approaches with a shift in performance measurement and allowable program costs would address the divide between intended program goals and unintended program outcomes.
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791 $a Ph.D.
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