The Effect of Battering on the Employment Status of Women

Abstract

Seventy-one battered women were surveyed to explore the effect of battering on their employment status. Although the majority of the women were working, their work performance was seriously affected by the physical abuse, which resulted in their absenteeism. Furthermore, they had been harassed by their abusers at work. Many women also reported that their abusive partners had interfered either with their attending school or with their obtaining work. Social workers are encouraged to consider abuse-related employment difficulties in the provision of services to women. Economic dependence has long been viewed as a major stumbling block in the struggle to gain equal rights for women in our society (Chapman, 1976). Because power is rooted in the possession of resources, economic self-sufficiency is a critical component in the ability of women to control their own lives. Women are disproportionately represented among the poor and are employed in lowwage industries or part-time positions that do not provide a decent family income (Gelpi et al., 1986). These conditions, which enforce the economic dependence of women, have been viewed as a means of maintaining power and control over women in our society. THEORIES OF RESOURCES AND POWERTheories of resources and power have hypothesized that the marital partner with the greatest resources has more power in the relationship (Blood and Wolfe, 1960). Studies have indicated that wives who are employed outside the home have a greater influence in family decision making than do those who are not (Bird, 1979;Blood and

Work-related Intimate Partner Violence: The Role of Acculturation Among Employed Latinos in Batterer Intervention Programs

“…Furthermore, these statistics confirm the upper ranges of previous estimates across studies (36% to 75%) of employed victims of IPV and their harassment by abusive partners while at work (Shepard & Pence, 1988;Swanberg, Logan, & Macke, 2005;Taylor & Barusch, 2004).…”

“…In the current study we found that over half of the participants reported arguing with their partners on the phone while the partner Work-related IPV 117 was at work. Specifically, these rates are consistent with research among female victims of IPV attending battered women support groups (57%: Shepard & Pence, 1988) and among a sample of employed woman who filed domestic violence orders (57%; Swanberg, Logan & Macke, 2005). The findings of this study indicate that participants engaged in various tactics that involved the surveillance and monitoring of their partners while they were at work.…”

“…Broadly speaking, research has shown that work-related IPV affects productivity, work morale, absenteeism, safety and well being of all employees and affects women's relationships with coworkers, supervisors, and customers (Brownwell, 1996;Fitzgerald, Work-related IPV 9 Dienenemann, & Cadorette, 1998;Mighty, 1997;Riger, Ahrens, & Blickenstaff, 2000). It has been estimated across studies that between 36% and 75% of employed woman who experience IPV are harassed by their abusive partners while at work (Shepard & Pence, 1988;Swanberg, Logan, & Macke, 2005;Taylor & Barusch, 2004).…”

“…Research has shown that work-related IPV affects productivity, work morale, absenteeism, safety and well being of all employees and affects women's relationships with coworkers, supervisors, and customers (Brownwell, 1996;Fitzgerald, Dienenemann, & Cadorette, 1998;Mighty, 1997;Riger, Ahrens, & Blickenstaff, 2000). It has been estimated that between 36% and 75% of employed woman who experience IPV are harassed by their abusive partners while at work (Shepard & Pence, 1988;Swanberg, Logan, & Macke, 2005;Taylor & Barusch, 2004). Lloyd and Taluc (1999) found women who had experienced IPV in their adult relationships, were more likely to experience periods of unemployment, increased turnover, and experience physical and mental problems.…”

L’étude de l’absence au travail a-t-elle un sexe?

“…Les caractéristiques individuelles sont, par exemple, celles qui décrivent l'âge, le sexe et les habitudes de consommation d'un individu. Les conditions extraprofessionnelles concernent le nombre d'enfants ou (dans un seul article) le fait d'être battue par son mari (Shephard et Pence 1988). Quant aux conditions de travail, elles ont été divisées en deux sous-catégories : environnementales (agents et conditions physiques et chimiques) et organisationnelles, puisque nous avions une hypothèse concernant l'utilisation de ces variables selon le sexe des personnes qui composent l'échantillon.…”