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Getting Welfare to WorkStreet-Level Governance in Australia, the UK, and the Netherlands$

Mark Considine, Jenny M. Lewis, Siobhan O'Sullivan, and Els Sol

Print publication date: 2015

Print ISBN-13: 9780198743705

Published to Oxford Scholarship Online: October 2015

DOI: 10.1093/acprof:oso/9780198743705.001.0001

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(p.179) Appendix 2 (for Chapter 8)

(p.179) Appendix 2 (for Chapter 8)

Source:
Getting Welfare to Work
Publisher:
Oxford University Press

(p.180)

Table 1. 1998 factor loadings for 3-factor solution

Australia (24.5% of variance explained)

The Netherlands (23.0% of variance explained)

UK (27.2% of variance explained)

Corporate-market

Network

Procedural

Corporate-market

Network

Procedural

Corporate-market

Network

Procedural

1. I find that issuing Participation Reports (sanctions) can really damage your reputation with jobseekers and others in the employment field

0.53

2. The lines of authority are not clear in my work

0.38

–0.48

0.48

0.44

–0.38

3. I do not like my competition (internal or external) to know how I go about getting my results

0.40

0.56

–0.33

4. My job can be done by following a few basic rules

0.41

0.31

–0.36

5. When it comes to day-to-day work, I am free to decide for myself what I will do with each jobseeker

0.36

–0.37

0.46

6. My supervisor knows a lot about the work I do day-to-day

0.66

–0.39

0.55

7. The really important rules in this job are the ones to do with obtaining assistance from other organizations

0.50

0.42

0.45

0.37

8. In my job, I am not influenced by numerical targets (including star rating)

–0.45

–0.56

–0.44

0.42

9. The main thing I have to do in this job is gain the trust of the jobseeker

0.51

0.32

0.61

10. Our organization has targets for certain types of jobseekers

0.41

0.34

0.37

11. When I come across something not covered by the procedural guide, I refer it to my supervisor

0.63

0.32

0.44

0.46

12. The goal in this work is to find a middle ground between the needs of jobseekers, employers, and the social security system

0.47

0.33

13. I use a lot of personal judgement to decide what is best for each jobseeker

–0.32

0.36

0.73

14. Before reporting a jobseeker for non-compliance, I would always consider which classification group they belonged to

0.33

0.42

15. I like to keep my own records and files on jobseekers and programs

0.36

–0.43

0.45

16. Our computer system tells me what steps to take with jobseekers and when to take them

0.36

0.33

0.38

17. When you get a good result with jobseekers, it’s usually a team effort involving yourself, a trainer, other staff in your office, and the employer

0.37

0.31

0.33

18. To get jobseekers to pay attention, I often remind them that enforcing compliance is part of my job

0.49

0.55

0.44

19. My job is determined by goals set elsewhere

0.53

0.38

0.65

20. More and more the objective in this job is to maximize the organization’s financial outcomes

0.49

–0.49

0.64

0.64

21. I think the objective in this job is to shift the maximum number of jobseekers off benefits

0.39

–0.49

0.55

0.49

22. I use our information technology system to track priority jobseekers

0.38

0.58

0.39

23. I do tend to take note of those actions with jobseekers that will generate a payable outcome for the office

–0.72

0.46

0.54

24. All my jobseekers receive a similar service

0.33

–0.33

–0.30

0.44

25. I am often asked to suggest ways to improve things

0.47

0.47

26. I am aware that my organization pays attention to the income I generate by placing jobseekers

0.49

27. If an official from another employment organization asked for help in using the computer, I would help them

0.51

0.39

28. In my job, jobseekers are organized into formal and informal priority groups

0.38

0.46

0.43

Note: In these tables, the factor loadings are from a principal components analysis using varimax rotation on the three-factor solution. Only the factor loadings with a magnitude of 0.30 or more are shown, for ease of interpretation.

(p.181) (p.182)

Table 2. 2008 factor loadings for 3-factor solution

Australia (24.4% of variance explained)

The Netherlands (22.5% of variance explained)

UK (26.8% of variance explained)

Corporate-market

Network

Procedural

Corporate-market

Network

Procedural

Corporate-market

Network

Procedural

1. I find that issuing Participation Reports (sanctions) can really damage your reputation with jobseekers and others in the employment field

0.44

0.40

–0.33

2. The lines of authority are not clear in my work

–0.45

0.47

–0.65

3. I do not like my competition (internal or external) to know how I go about getting my results

0.60

–0.44

4. My job can be done by following a few basic rules

5. When it comes to day-to-day work, I am free to decide for myself what I will do with each jobseeker

0.35

0.43

0.53

6. My supervisor knows a lot about the work I do day-to-day

0.62

–0.30

0.38

0.36

0.46

7. The really important rules in this job are the ones to do with obtaining assistance from other organizations

0.54

0.34

0.48

8. In my job, I am not influenced by numerical targets (including star rating)

–0.55

0.32

–0.50

9. The main thing I have to do in this job is gain the trust of the jobseeker

0.60

0.52

0.47

10. Our organization has targets for certain types of jobseekers

0.45

0.35

0.38

11. When I come across something not covered by the procedural guide, I refer it to my supervisor

0.55

0.60

0.38

12. The goal in this work is to find a middle ground between the needs of jobseekers, employers, and the social security system

0.52

0.45

0.41

13. I use a lot of personal judgement to decide what is best for each jobseeker

0.46

0.41

0.40

14. Before reporting a jobseeker for non-compliance, I would always consider which classification group they belonged to

0.37

0.47

15. I like to keep my own records and files on jobseekers and programs

0.44

0.31

0.41

16. Our computer system tells me what steps to take with jobseekers and when to take them

0.38

0.32

17. When you get a good result with jobseekers, it’s usually a team effort involving yourself, a trainer, other staff in your office, and the employer

0.49

0.46

0.43

0.34

18. To get jobseekers to pay attention, I often remind them that enforcing compliance is part of my job

0.35

0.34

0.55

19. My job is determined by goals set elsewhere

0.44

0.46

0.60

20. More and more the objective in this job is to maximize the organization’s financial outcomes

0.62

–0.31

0.58

0.32

0.50

–0.44

21. I think the objective in this job is to shift the maximum number of jobseekers off benefits

0.49

0.32

0.62

22. I use our information technology system to track priority jobseekers

0.37

0.31

0.40

0.50

23. I do tend to take note of those actions with jobseekers that will generate a payable outcome for the office

0.58

0.50

0.37

0.40

24. All my jobseekers receive a similar service

0.36

0.42

25. I am often asked to suggest ways to improve things

0.50

0.47

0.49

0.39

26. I am aware that my organization pays attention to the income I generate by placing jobseekers

0.54

0.37

0.32

0.56

27. If an official from another employment organization asked for help in using the computer, I would help them

0.35

–0.38

0.39

28. In my job, jobseekers are organized into formal and informal priority groups

0.39

0.43

0.38

(p.183)

Table 3. 2012 factor loadings for 3-factor solution

Australia (25.8% of variance explained)

UK (28.6% of variance explained)

Corporate-market

Network

Procedural

Corporate-market

Network

Procedural

1. I find that issuing Participation Reports (sanctions) can really damage your reputation with jobseekers and others in the employment field

0.33

–0.42

–0.55

2. The lines of authority are not clear in my work

–0.63

–0.67

3. I do not like my competition (internal or external) to know how I go about getting my results

–0.40

0.38

–0.33

4. My job can be done by following a few basic rules

0.41

5. When it comes to day-to-day work, I am free to decide for myself what I will do with each jobseeker

0.43

0.42

0.42

6. My supervisor knows a lot about the work I do day-to-day

0.60

0.52

7. The really important rules in this job are the ones to do with obtaining assistance from other organizations

0.42

0.53

8. In my job, I am not influenced by numerical targets (including star rating)

–0.46

0.39

–0.37

9. The main thing I have to do in this job is gain the trust of the jobseeker

0.55

0.57

10. Our organization has targets for certain types of jobseekers

0.32

0.32

11. When I come across something not covered by the procedural guide, I refer it to my supervisor

0.45

0.41

12. The goal in this work is to find a middle ground between the needs of jobseekers, employers, and the social security system

0.50

0.58

13. I use a lot of personal judgement to decide what is best for each jobseeker

0.42

0.53

14. Before reporting a jobseeker for non-compliance, I would always consider which classification group they belonged to

0.48

0.43

15. I like to keep my own records and files on jobseekers and programs

0.38

0.42

16. Our computer system tells me what steps to take with jobseekers and when to take them

17. When you get a good result with jobseekers, it’s usually a team effort involving yourself, a trainer, other staff in your office, and the employer

0.45

0.47

18. To get jobseekers to pay attention, I often remind them that enforcing compliance is part of my job

0.36

19. My job is determined by goals set elsewhere

0.54

0.61

20. More and more the objective in this job is to maximize the organization’s financial outcomes

0.66

0.64

21. I think the objective in this job is to shift the maximum number of jobseekers off benefits

0.51

0.64

22. I use our information technology system to track priority jobseekers

0.53

0.47

23. I do tend to take note of those actions with jobseekers that will generate a payable outcome for the office

0.59

0.42

0.35

24. All my jobseekers receive a similar service

0.32

0.31

25. I am often asked to suggest ways to improve things

0.42

0.70

26. I am aware that my organization pays attention to the income I generate by placing jobseekers

0.65

0.32

0.47

27. If an official from another employment organization asked for help in using the computer, I would help them

28. In my job, jobseekers are organized into formal and informal priority groups

0.34

0.36

(p.184) (p.185)