Citation

Haley-Lock A. Adm. Soc. Work 2007; 31(3): 41-61.

Copyright

(Copyright © 2007, Informa - Taylor and Francis Group)

DOI

10.1300/J147v31n03_04

PMID

unavailable

Abstract

This paper applies an organizational perspective to the study of employment in human services workplaces, specifically domestic violence services agencies. The author used the theory of firmlevel labor markets to investigate how organizations occupying the same field of service may nonetheless differ in their approaches to granting instrumental benefits to their jobs. Data come from the population of 25 nonprofit domestic violence programs and their employees in a Midwestern metropolitan area. Examining a range of employment benefits, the author found that agencies as a whole and specific, comparable jobs differed in the access they provided to these “workplace opportunities,” and concludes by discussing the theoretical and organizational implications of this variation for the workforce outcomes of recruitment, retention and diversity.