Chronister, K.M. (2006). Social class, race, and ethnicity: Career interventions for women domestic violence survivors. American Journal of Community Psychology, 37(3-4), 175-182.
The author led a research team of fifteen and performed a community intervention study with seventy-three female victims of domestic violence. The women participated in one of two career intervention programs as well as “intervention groups” of six to eight women who reported experiencing domestic violence in the last five years. During the study, interrelationships between the participants’ social classes, races, ethnicities, and career development created dilemmas in terms of the study and the provision of services for the DV victims. The author discusses these dilemmas, the benefits and disadvantages of keeping the women in racially, ethnically, and socially diverse groups, and of helping the women develop critical consciousness of sociocultural factors in their lives and the lives of others.

Helfrich, C.A., Badiani, C., & Simpson, E.K. (2006). Worker role identity development of women with disabilities who experience domestic violence. Work, 27(3), 319-326.
The authors performed this qualitative study over two years with seven women with disabilities who experienced domestic violence. Through annual interviews and monthly follow-up calls, they ascertained the meaning of work in the women’s lives and followed the development of role identity during the transition from living in a shelter to living and working in a community. Findings indicate that disabled abused women feel ambivalence about developing strong worker identity roles, preferring developing roles such as mother, family member, community member, and hobbyist. This suggests that long-term abuse and experiencing disability results in reprioritizing life goals and roles. The implications for future research as well as service providers for victims of domestic violence are discussed.

Kwesiga, E., Bell, M.P., Pattie, M., & Moe, A.M. (2007). Exploring the literature on relationships between gender roles, intimate partner violence, occupational status, and organizational benefits. Journal of Interpersonal Violence, 22(3), 312-326.
This paper considers the experiences of female domestic violence victims in “high-wage high status, or HWHS” positions. Using gender role theory, the authors consider the reasons that HWHS women experiencing intimate partner violence often do not use job-related benefits such as FMLA, medical and vacation time, and flexible work schedules, despite the availability of these resources. The importance of training managers and executives about intimate partner violence and removing gendered barriers in the workplace, “allowing [women] freedom to succeed and fail as men are allowed to do and seek help when needed” is emphasized.

Reeves, C., & O’Leary-Kelly, A.M. (2007). The effects and costs of intimate partner violence for work organizations. Journal of Interpersonal Violence, 22(3), 327-344.
This paper investigates whether intimate partner violence victims and nonvictims differ in the number of work hours missed due to tardiness, absenteeism, and work distraction and analyzes the costs of these missed work hours to employers. The authors performed a Web-based survey of 823 male and 1,550 female employees of three different mid-sized United States organizations. Findings indicated that employees reporting lifetime experience with IPV, but not current abuse, missed more hours of work than nonvictims. Current victims, but not lifetime victims, were more often distracted at work than nonvictims. Organizational costs were greater for lifetime victims than nonvictims and current victims; no difference was found between current victims and nonvictims. The different patterns of effects according to the recentness of experiencing IPV are discussed.

Rothman, E.F., Hathaway, J., Stidsen, A., & De Vries, H.F. (2007). How employment helps female victims of intimate partner violence: A qualitative study. Journal of Occupational Health Psychology, 12(2), 136-143.
This qualitative study analyzed in-depth interviews with twenty-one women employed by a large health care organization in a major United States city, all of whom had sought out and received advocacy services from intimate partner violence specialists employed by their workplace EAP program. Through these interviews, the authors identified six ways in which employment was helpful to the interviewees, including improving finances, increasing self-esteem, and providing a “purpose in life.” Findings suggest that workplaces can play an important, positive role in the lives of intimate partner violence victims.

Rowe, W.S., FakihSutan, N., & Dulka, I.M. (2006). A study of domestic violence against academic working wives in Medan. International Social Work, 49(1), 41-50.
This article examines domestic violence as encountered by married women working in various positions in academia in Medan, North Sumatra, Indonesia. Medan is a heterogeneous city in terms of ethnicity, religion, culture, and social class. The authors spoke with two focus groups of twelve women and followed up with individual interviews. Findings indicate that a woman’s financial independence from her husband does not protect her against domestic violence; in several cases, it appeared to contribute to husbands’ violent behaviors. Furthermore, the types of abuse described were comparable with those reported by women in other countries, highlighting the fact that domestic violence occurs across the socioeconomic spectrum.

Swanberg, J., Macke, C., & Logan, T.K. (2007). Working women making it work: Intimate partner violence, employment, and workplace support. Journal of Interpersonal Violence, 22(3), 292-311.
The authors consider the association between workplace disclosure of domestic violence and current employment status as well as the association between receiving workplace support and current employment status among women who disclosed their victimization to a coworker. Participants in the study numbered 494, identified as White or African American, and had been employed within the past year, with 63.6% employed at the time of the interview and 34.6% unemployed during the interview. Findings indicate that women who disclosed to a coworker and/or received workplace support were more likely to be currently employed at the time of the survey.

Ammons, S.K., & Kelly, E.L. (2008). Social class and the experience of work-family conflict during the transition to adulthood. New Directions for Child and Adolescent Development, 119, 71-84.
This paper examines how social class affects young adults’ exposure to work-family conflicts and their coping strategies for managing work and family. The authors used data from the Youth Development Study, specifically survey responses from waves five through fifteen, beginning when the participants were eighteen to nineteen and ending when they were thirty or thirty-one. Findings indicate class and gender variations in work-family roles and conflict. People with lower educational attainments tended to experience more family-to-work conflict, often due to early family formation as well as poor working conditions, while those with higher educational attainments experienced more work-to-family interference, particularly women with college educations.

Korabik, K. (Ed.). (2008). Handbook of work-family integration: Research, theory, and best practice. Boston: Academic Press.
Table of contents: Chapter 1: Historical Trends in Work-Family: The Evolution of Earning and Caring Denise L. Whitehead Chapter 2: A Conceptual Model of the Work-Family Interface Patricia Voydanoff Chapter 3: Reflections and Future Directions on Measurement in Work-Family Research Dawn S. Carlson & Joseph G. Grzywacz Chapter 4: On Multiple Roles: Past, Present and Future Rosalind Chait Barnett Chapter 5: Toxic Job Ecologies, Lagging Time Convoys and Work-Family Conflict: Can Families (Re)Gain Control and Life Course ?Fit?? Phyllis Moen & Noelle Chesley Chapter 6: Too Much To Do, and Not Enough Time: An Examination of Role Overload Linda Duxbury, Sean Lyons, & Christopher Higgins Chapter 7: Spillover Between Personal and Professional Life: Definitions, Antecedents, Consequences, and Strategies Steven Poelmans, Olena Stepanova & Aline Masuda Chapter 8: Work-Related Outcomes of the Work-Family Interface: Why Organizations Should Care Jay M. Dorio, Rebecca H. Klein, & Tammy D. Allen Chapter 9: The Emotional Dimension of Family Time and Their Implications for Work-Family Balance Shira Offer & Barbara Schneider Chapter 10: Health and Well-Being Outcomes of the Work Family Interface E. Kevin Kelloway, Jane Mullen & Elizabeth Kelley Chapter 11: Integrating Gender-related Issues into Research on Work and Family Karen Korabik, Allyson McElwain, & Dara B. Chappell Chapter 12: Viewing 21st Century Motherhood Through a Work-Family Lens Sarah Damaske & Kathleen Gerson Chapter 13: Work-Life Issues for Fathers Kerry Daly, Lynda Ashbourne & Linda Hawkins Chapter 14: Coping with Work-Family Conflict: Integrating Individual and Organization Perspectives Anat Drach-Zahavy and Anit Somech Chapter 15: Social Support and Work-Family Conflict Roya Ayman & Amy Antani Chapter 16: How do Labour Policies and Social Policies Frame Work-life Integration? Donna S. Lero Chapter 17: Work and Family Policy Implementation: An Employment and Organizational Behavior Perspective Ellen Kossek & Linn Van Dyne Chapter 18: Work-family Culture: Current Research and Future Directions Jeanine Andreassi & Cynthia A. Thompson Chapter 19: Cross-Cultural Approaches to Work-Family Conflict Zeynep Aycan Chapter 20: Future Directions in Work-Family Suzan Lewis & Donna S. Lero.

Ng, T.W.H. & Feldman, D.C. (2008). The relationship of age to ten dimensions of job performance. Journal of Applied Psychology, 93(2), 392-423.
This study expands the past research on age and job performance beyond “core task performance” to include nine other dimensions of job performance, including creativity, performance in training programs, organizational citizenship behavior, safety performance, counterproductive work behaviors, workplace aggression, on-the-job substance use, tardiness, and absenteeism. The authors performed a literature search using these concepts and related vocabulary as keywords. Results indicate that according to the literature found using these expanded dimensions, age was largely unrelated to core task performance, creativity, and performance in training programs, it related more strongly to the seven other dimensions. Research design issues for future investigations into this topic are discussed.