Subjects -> POLITICAL SCIENCE (Total: 1192 journals)
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    - POLITICAL SCIENCE (992 journals)
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POLITICAL SCIENCE (992 journals)            First | 1 2 3 4 5     

Showing 201 - 281 of 281 Journals sorted alphabetically
Defense & Security Analysis     Hybrid Journal   (Followers: 30)
Democracy & Education     Open Access   (Followers: 18)
Democratic Communiqué     Open Access   (Followers: 1)
Democratic Theory     Full-text available via subscription   (Followers: 12)
Democratization     Hybrid Journal   (Followers: 42)
Democrazia e diritto     Full-text available via subscription   (Followers: 3)
Demokratie und Geschichte     Hybrid Journal  
Demokratizatsiya: The Journal of Post-Soviet Democratization     Full-text available via subscription   (Followers: 12)
Der Donauraum     Hybrid Journal  
Desafíos     Open Access  
Development and Change     Hybrid Journal   (Followers: 61)
Digest of Middle East Studies     Hybrid Journal   (Followers: 12)
Digital Government : Research and Practice     Open Access   (Followers: 3)
Diplomacy & Statecraft     Hybrid Journal   (Followers: 16)
Diplomatic History     Hybrid Journal   (Followers: 25)
Diritto, immigrazione e cittadinanza     Open Access   (Followers: 4)
Discurso     Open Access  
Dissent     Full-text available via subscription   (Followers: 8)
Diversité urbaine     Full-text available via subscription  
Dynamics of Asymmetric Conflict: Pathways toward terrorism and genocide     Hybrid Journal   (Followers: 18)
Earth System Governance     Open Access  
East European Jewish Affairs     Hybrid Journal   (Followers: 17)
East European Politics     Hybrid Journal   (Followers: 13)
East/West : Journal of Ukrainian Studies     Open Access   (Followers: 2)
Eastern African Literary and Cultural Studies     Hybrid Journal  
Eastern Review     Open Access   (Followers: 1)
Economia Politica     Hybrid Journal   (Followers: 40)
Ecopolítica     Open Access  
eJournal of eDemocracy and Open Government     Open Access   (Followers: 9)
Ekonomi, İşletme, Siyaset ve Uluslararası İlişkiler Dergisi     Open Access  
El Banquete de los Dioses     Open Access  
El Cotidiano     Open Access   (Followers: 1)
Electoral Studies     Hybrid Journal   (Followers: 45)
Em Pauta : Teoria Social e Realidade Contemporânea     Open Access   (Followers: 1)
Encuentro     Open Access  
Entramados y Perspectivas     Open Access  
Environment and Planning C : Politics and Space     Full-text available via subscription   (Followers: 43)
Environmental Politics     Hybrid Journal   (Followers: 19)
Espacios Públicos     Open Access  
Estudios digital     Open Access   (Followers: 1)
Estudios Políticos     Open Access  
Estudios Políticos     Open Access  
Estudos Avançados     Open Access  
Ethical Theory and Moral Practice     Hybrid Journal   (Followers: 23)
Ethics & International Affairs     Full-text available via subscription   (Followers: 18)
Ethics & Global Politics     Open Access   (Followers: 9)
Ethics in Science and Environmental Politics     Hybrid Journal   (Followers: 5)
Éthique publique     Open Access   (Followers: 1)
Études internationales     Full-text available via subscription   (Followers: 1)
Eunomia. Rivista semestrale del Corso di Laurea in Scienze Politiche e delle Relazioni Internazionali     Open Access   (Followers: 2)
Eureka Street     Full-text available via subscription   (Followers: 5)
European Integration Studies     Open Access   (Followers: 13)
European Journal for Security Research     Hybrid Journal   (Followers: 1)
European Journal of American Culture     Hybrid Journal   (Followers: 1)
European Journal of Cultural and Political Sociology     Hybrid Journal  
European Journal of Government and Economics     Open Access   (Followers: 6)
European Journal of International Relations     Hybrid Journal   (Followers: 63)
European Journal of Political Economy     Hybrid Journal   (Followers: 60)
European Journal of Political Research     Hybrid Journal   (Followers: 88)
European Journal of Political Research : Political Data Yearbook     Hybrid Journal   (Followers: 3)
European Journal of Politics and Gender     Hybrid Journal   (Followers: 1)
European Policy Analysis     Hybrid Journal  
European Political Science     Hybrid Journal   (Followers: 41)
European Politics and Society     Hybrid Journal   (Followers: 7)
European Review     Hybrid Journal   (Followers: 19)
European Security     Hybrid Journal   (Followers: 20)
European Union Politics     Hybrid Journal   (Followers: 56)
European Yearbook of Minority Issues Online     Hybrid Journal   (Followers: 5)
Eurostudia     Open Access  
Evaluation     Hybrid Journal   (Followers: 21)
Evaluation and Program Planning     Hybrid Journal   (Followers: 12)
Evidence Base : A journal of evidence reviews in key policy areas     Open Access  
Exchange : The Journal of Public Diplomacy     Open Access   (Followers: 2)
E|mporium     Open Access   (Followers: 1)
Fascism     Open Access   (Followers: 4)
Federal Governance     Open Access   (Followers: 1)
Federalism-E     Open Access   (Followers: 2)
Fédéralisme Régionalisme     Open Access  
FEU Academic Review     Open Access  
Fijian Studies: A Journal of Contemporary Fiji     Full-text available via subscription   (Followers: 1)
Financial Times     Full-text available via subscription   (Followers: 38)
Foreign Policy     Full-text available via subscription   (Followers: 55)
Foreign Policy Analysis     Hybrid Journal   (Followers: 26)
Foreign Policy Bulletin     Hybrid Journal   (Followers: 6)
Foro Interno. Anuario de Teoría Política     Open Access  
French Politics     Hybrid Journal   (Followers: 14)
Frontiers in Political Science     Open Access   (Followers: 1)
Gaceta Laboral     Open Access  
Genocide Studies International     Hybrid Journal   (Followers: 10)
Geographische Zeitschrift     Full-text available via subscription  
Geopolítica(s). Revista de estudios sobre espacio y poder     Open Access   (Followers: 1)
Geopolitics     Hybrid Journal   (Followers: 13)
Geopolitics under Globalization     Open Access  
German Politics     Hybrid Journal   (Followers: 16)
German Politics and Society     Full-text available via subscription   (Followers: 9)
Germinal : Marxismo e Educação em Debate     Open Access  
Gestão & Regionalidade     Open Access  
Ghana Journal of Development Studies     Full-text available via subscription   (Followers: 8)
Ghana Studies     Full-text available via subscription   (Followers: 15)
Global Affairs     Hybrid Journal  
Global Change, Peace & Security: formerly Pacifica Review: Peace, Security & Global Change     Hybrid Journal   (Followers: 417)
Global Discourse : An Interdisciplinary Journal of Current Affairs and Applied Contemporary Thought     Hybrid Journal   (Followers: 3)
Global Environmental Politics     Hybrid Journal   (Followers: 19)
Global Governance: A Review of Multilateralism and International Organizations     Full-text available via subscription   (Followers: 50)
Global Journal of Peace Research and Praxis     Open Access   (Followers: 4)
Global Justice : Theory Practice Rhetoric     Open Access   (Followers: 1)
Global Media Journal : African Edition     Open Access  
Global Policy     Hybrid Journal   (Followers: 11)
Global Societies Journal     Open Access  
Global Society     Hybrid Journal   (Followers: 10)
Global South, The     Full-text available via subscription   (Followers: 2)
Global War Studies     Full-text available via subscription   (Followers: 12)
Göç Dergisi     Full-text available via subscription  
Good Society     Full-text available via subscription   (Followers: 3)
Governare la paura. Journal of interdisciplinary studies     Open Access  
Government and Opposition     Full-text available via subscription   (Followers: 25)
Granì     Open Access  
Greek Political Science Review     Open Access   (Followers: 2)
Group Processes & Intergroup Relations     Hybrid Journal   (Followers: 7)
Hague Journal of Diplomacy     Hybrid Journal   (Followers: 10)
Hegel Bulletin     Full-text available via subscription   (Followers: 2)
Helsinki Monitor     Hybrid Journal  
Hic Rhodus : Crisis capitalista, polémica y controversias     Open Access  
Historia i Polityka     Open Access  
History of Communism in Europe     Full-text available via subscription   (Followers: 3)
Hommes & Migrations     Open Access   (Followers: 6)
HONAI : International Journal for Educational, Social, Political & Cultural Studies     Open Access  
Horyzonty Polityki     Open Access  
Human Relations     Hybrid Journal   (Followers: 60)
Human Rights Case Digest     Hybrid Journal   (Followers: 13)
Human Rights Law Review     Hybrid Journal   (Followers: 66)
Human Rights Quarterly     Full-text available via subscription   (Followers: 73)
Human Rights Review     Hybrid Journal   (Followers: 26)
Icelandic Review of Politics and Administration     Open Access  
Idäntutkimus     Open Access  
identidade!     Open Access  
Identities : Journal for Politics, Gender and Culture     Open Access   (Followers: 1)
Identities: Global Studies in Culture and Power     Hybrid Journal   (Followers: 19)
Identity Papers : A Journal of British and Irish Studies     Open Access   (Followers: 1)
IDP. Revista de Internet, Derecho y Politica     Open Access   (Followers: 2)
Ids Practice Papers     Hybrid Journal  
IKAT : The Indonesian Journal of Southeast Asian Studies     Open Access  
Indes : Zeitschrift für Politik und Gesellschaft     Hybrid Journal  
Index on Censorship     Hybrid Journal   (Followers: 4)
India Quarterly: A Journal of International Affairs     Hybrid Journal   (Followers: 7)
India Review     Hybrid Journal   (Followers: 7)
Indialogs : Spanish Journal of India Studies     Open Access  
Indonesia Prime     Open Access   (Followers: 1)
Indonesian Journal of Community Engagement     Open Access  
Innovation Policy and the Economy     Full-text available via subscription   (Followers: 7)
Innovations : Technology, Governance, Globalization     Hybrid Journal   (Followers: 10)
Insight on Africa     Hybrid Journal   (Followers: 3)
InSURgência : revista de direitos e movimentos sociais     Open Access  
Intelligence & National Security     Hybrid Journal   (Followers: 36)
Interdisciplinary Political Studies     Open Access   (Followers: 2)
Interdisziplinäre Zeitschrift für Südasienforschung     Open Access  
Interest Groups & Advocacy     Hybrid Journal   (Followers: 3)
Interfaces Brasil/Canadá     Open Access   (Followers: 2)
International Affairs     Hybrid Journal   (Followers: 72)
International Area Studies Review     Hybrid Journal   (Followers: 3)
International Communication of Chinese Culture     Hybrid Journal   (Followers: 7)
International Critical Thought     Hybrid Journal   (Followers: 4)
International Gramsci Journal     Open Access   (Followers: 3)
International Interactions: Empirical and Theoretical Research in International Relations     Hybrid Journal   (Followers: 4)
International Journal : Canada's Journal of Global Policy Analysis     Hybrid Journal   (Followers: 4)
International Journal of African Renaissance Studies - Multi-, Inter- and Transdisciplinarity     Hybrid Journal   (Followers: 2)
International Journal of Area Studies     Open Access   (Followers: 6)
International Journal of Children's Rights     Hybrid Journal   (Followers: 23)
International Journal of Diplomacy and Economy     Hybrid Journal   (Followers: 7)
International Journal of E-Politics     Full-text available via subscription   (Followers: 4)
International Journal of East Asian Studies     Open Access   (Followers: 3)
International Journal of Electronic Government Research     Full-text available via subscription   (Followers: 4)
International Journal of Environmental Policy and Decision Making     Hybrid Journal   (Followers: 2)
International Journal of Group Tensions     Hybrid Journal  
International Journal of Human Rights     Hybrid Journal   (Followers: 60)
International Journal of Intelligence and CounterIntelligence     Hybrid Journal   (Followers: 592)
International Journal of Intercultural Relations     Hybrid Journal   (Followers: 14)
International Journal of Peace Studies     Open Access   (Followers: 5)
International Journal of Politics, Culture, and Society     Hybrid Journal   (Followers: 16)
International Journal of Press/Politics     Hybrid Journal   (Followers: 11)
International Journal of Refugee Law     Hybrid Journal   (Followers: 38)
International Journal of Sexuality and Gender Studies     Hybrid Journal   (Followers: 26)
International Journal of Social Quality     Full-text available via subscription   (Followers: 1)
International Journal of Sustainable Development and World Ecology     Hybrid Journal   (Followers: 9)
International Journal on Minority and Group Rights     Hybrid Journal   (Followers: 8)
International Migration     Hybrid Journal   (Followers: 33)
International Migration Review     Hybrid Journal   (Followers: 179)
International Negotiation     Hybrid Journal   (Followers: 15)
International NGO Journal     Open Access   (Followers: 3)
International Organization     Full-text available via subscription   (Followers: 110)
International Peacekeeping     Hybrid Journal   (Followers: 481)
International Political Science Abstracts     Hybrid Journal   (Followers: 20)
International Political Science Review     Hybrid Journal   (Followers: 98)
International Political Sociology     Hybrid Journal   (Followers: 41)
International Quarterly for Asian Studies     Open Access   (Followers: 2)
International Regional Science Review     Hybrid Journal   (Followers: 13)
International Relations     Hybrid Journal   (Followers: 34)
International Relations of the Asia-Pacific     Hybrid Journal   (Followers: 25)
International Review of Public Policy     Open Access  
International Security     Hybrid Journal   (Followers: 80)

  First | 1 2 3 4 5     

Similar Journals
Journal Cover
Human Relations
Journal Prestige (SJR): 2.2
Citation Impact (citeScore): 4
Number of Followers: 60  
 
Hybrid Journal Hybrid journal   * Containing 2 Open Access Open Access article(s) in this issue *
ISSN (Print) 0018-7267 - ISSN (Online) 1741-282X
Published by Sage Publications Homepage  [1089 journals]
  • Human Relations special issue call for papers: Freedom, work and
           organizations in the 21st century: Freedom for whom and for whose
           purpose'
    • Pages: 1186 - 1191
      Abstract: Human Relations, Volume 73, Issue 8, Page 1186-1191, August 2020.

      Citation: Human Relations
      PubDate: 2020-06-25T02:42:29Z
      DOI: 10.1177/0018726720938623
      Issue No: Vol. 73, No. 8 (2020)
       
  • Activating the ‘ideal jobseeker’: Experiences of individuals with
           mental health conditions on the UK Work Programme
    • Authors: Frederike Scholz, Jo Ingold
      Abstract: Human Relations, Ahead of Print.
      Active labour market programmes (ALMPs) are critical preparation mechanisms to assist people to enter the workplace. This article analyses qualitative data from a hard-to-access group of individuals with mental health conditions (MHCs) participating in a large-scale UK ALMP, the Work Programme (WP). Using the lens of the ‘extended social model of disability’ and the concept of the ‘ideal worker’, the article demonstrates that ableist norms of the ‘ideal jobseeker’ were embedded within the Programme’s design, prioritising individuals with certain abilities and behaviour over others. Second, the article extends Acker’s framework of inequality regimes to demonstrate that formal and informal inequality practices within the Programme maintained, rather than challenged, disability inequality. This was visible along four dimensions: (1) ALMPs as organising processes producing disability inequality; (2) the visibility of disability inequality; (3) the legitimacy of disability inequality; and (4) control and compliance derived from hierarchical social relations within ALMP design and implementation, involving either stabilising or destabilising effects on disabled jobseekers. The theoretical and practical contributions of this article demonstrate that the design of the WP as an employment preparation mechanism pushed disabled jobseekers further away from paid employment, rather than towards workplace inclusion.
      Citation: Human Relations
      PubDate: 2020-06-24T01:54:45Z
      DOI: 10.1177/0018726720934848
       
  • Strategy-in-Practices: A process philosophical approach to understanding
           strategy emergence and organizational outcomes
    • Authors: Brad MacKay, Robert Chia, Anup Karath Nair
      Abstract: Human Relations, Ahead of Print.
      Emergence of a firm’s strategy is of central concern to both Strategy Process (SP) and Strategy-as-Practice (SAP) scholars. While SP scholars view strategy emergence as a long-term macro conditioning process, SAP advocates concentrate on the episodic micro ‘doing’ of strategy actors in formal strategy planning settings. Neither perspective explains satisfactorily how process and practice relate in strategy emergence to produce tangible organizational outcomes. The conundrum of reconciling the macro/micro distinction implied in process and practice stems from a shared Substantialist metaphysical commitment that attributes strategy emergence to substantive entities. In this article, we draw on Process metaphysics and the practice-turn in social philosophy and theory to propose a Strategy-in-Practices (SIP) perspective. SIP emphasizes how the multitude of coping actions taken at the ‘coal-face’ of an organization congeal inadvertently over time into an organizational modus operandi that provides the basis for strategizing. Strategy, therefore, inheres within socio-culturally propagated predispositions that provide the patterned consistency that makes the inadvertent emergence of a coherent strategy possible. By demonstrating how strategy is immanent in socio-culturally propagated practices, the SIP perspective overcomes the troublesome micro/macro distinction implied in SP and SAP research. It also advances our understanding of how strategy emergence impacts organizational outcomes.
      Citation: Human Relations
      PubDate: 2020-06-21T06:06:37Z
      DOI: 10.1177/0018726720929397
       
  • Prototypical career paths in urban, suburban, and rural locations in the
           United States
    • Authors: Tenace Setor, Damien Joseph
      Abstract: Human Relations, Ahead of Print.
      Career paths are formed over time from interactions between individuals, organizations, and labor markets within and across geographic locations. What are the prototypical career paths thus formed' Who are the likely incumbents of these career paths' What are the consequences of pursuing these career paths' This study combines micro-level perspectives on personal agency and macro-level institutional factors to explain how careers unfold over time and space. The juxtaposition of micro- and macro-level factors contributes to career research and practice, which have traditionally examined careers as movements across organizations and occupations over time, but almost exclusively within specific geographic locations. We make a significant contribution to theory and practice by analyzing sequences of jobs and residence locations for 2836 individuals drawn from the National Longitudinal Survey of Youth 1979. The analyses reveal eight prototypical career paths, some commonly found across geographic locations and others idiosyncratic to specific geographic locations. The profiles of the career path incumbents vary regarding gender, ethnicity, and education attainment. We find that the objective career success associated with prototypical career paths is more a function of human capital accumulation and career choices than geographic locations. We close by discussing our findings’ implications for career research and practice.
      Citation: Human Relations
      PubDate: 2020-06-14T08:00:49Z
      DOI: 10.1177/0018726720929406
       
  • Family matters: The impact of family functioning on co-worker outcomes
    • Authors: Merideth J Thompson, Dawn S Carlson, K Michele Kacmar
      Abstract: Human Relations, Ahead of Print.
      Does family really matter when it comes to work' To answer this question, we tested the relationships between a job incumbent’s family life and a co-worker’s work life and found that one person’s family may impact another person’s work. We hypothesized that job incumbent family functioning influences workplace outcomes through work–family balance (WFB) to shape a co-worker’s job attitudes and experiences. Further, we proposed that task interdependence moderates the mediated effects of WFB on the relationship between family functioning and these outcomes. Our sample was 226 married job incumbents living in the United States who work full time, along with responses from both their spouses and co-workers. We found that WFB mediates family functioning’s relationship with the co-worker’s job satisfaction, job incumbent’s incivility, and job incumbent’s task-focused organizational citizenship behaviors. Task interdependence moderated family functioning’s indirect effect on co-worker job satisfaction and the incumbent’s incivility through WFB. There were no significant effects of job incumbent family functioning on co-worker organizational commitment. Thus, family does matter as positive family functioning not only allows the employee to reap the benefit of WFB, but also co-workers benefit through increased job satisfaction and the job incumbent performing more helpful and collegial behavior toward the co-worker.
      Citation: Human Relations
      PubDate: 2020-06-12T10:48:07Z
      DOI: 10.1177/0018726720930067
       
  • Rethinking history and memory in organization studies: The case for
           historiographical reflexivity
    • Authors: Stephanie Decker, John Hassard, Michael Rowlinson
      Abstract: Human Relations, Ahead of Print.
      The historic turn in organization studies has led to greater appreciation of the potential contribution from historical research. However, there is increasing emphasis on integrating history into organization studies, rather than on recognizing how accommodating history might require a reorientation. As a result, key conceptual and methodological insights from historiography have been overlooked or at times misrepresented. We identify four modes of enquiry that highlight distinctions from history about ‘how to conceptualize’ and ‘how to research’ the past. First, historical organization studies research the past primarily through reference to archival sources. Second, retrospective organizational history reconstructs the past principally from retrospective accounts, such as those generated in oral history. Third, retrospective organizational memory uses ethnography and interviews to explore the role of memory in the present. Fourth, historical organizational memory traces the institutionalization of organizational memory through archival research. From the analysis, we argue that historical organization studies are increasingly established, and interest in ‘uses of the past’ has contributed to the rise of retrospective organizational memory. However, historiographical reflexivity – a new concept for organization studies – focuses attention on engaging with both history and collective memory, and on the distinct methodological choices between archival and retrospective methods.
      Citation: Human Relations
      PubDate: 2020-06-04T03:57:47Z
      DOI: 10.1177/0018726720927443
       
  • Microphones, not megaphones: Functional crowdworker voice regimes on
           digital work platforms
    • Authors: Thomas Gegenhuber, Markus Ellmer, Elke Schüßler
      Abstract: Human Relations, Ahead of Print.
      Digital work platforms are often said to view crowdworkers as replaceable cogs in the machine, favouring exit rather than voice as a means of resolving concerns. Based on a qualitative study of six German medium-sized platforms offering a range of standardized and creative tasks, we show that platforms provide voice mechanisms, albeit in varying degrees and levels. We find that all platforms in our sample enabled crowdworkers to communicate task-related issues to ensure crowdworker availability and quality output. Five platforms proactively consulted crowdworkers on task-related issues, and two on platform-wide organisation. Differences in the ways in which voice was implemented were driven by considerations about costs, control and a crowd’s social structure, as well as by platforms’ varying interest in fair work standards. We conclude that the platforms in our sample equip crowdworkers with ‘microphones’ by letting them have a say on workflow improvements in a highly controlled and easily mutable setting, but do not provide ‘megaphones’ for co-determining or even controlling platform decisions. By connecting the literature on employee voice with platform research, our study provides a nuanced picture of how voice is technologically and organisationally enabled and constrained in non-standard, digital work contexts.
      Citation: Human Relations
      PubDate: 2020-06-02T06:13:39Z
      DOI: 10.1177/0018726720915761
       
  • The affective extension of ‘family’ in the context of changing
           elite business networks
    • Authors: Zografia Bika, Michael L Frazer
      Abstract: Human Relations, Ahead of Print.
      Drawing on 49 oral-history interviews with Scottish family business owner-managers, six key-informant interviews, and secondary sources, this interdisciplinary study analyses the decline of kinship-based connections and the emergence of new kinds of elite networks around the 1980s. As the socioeconomic context changed rapidly during this time, cooperation built primarily around literal family ties could not survive unaltered. Instead of finding unity through bio-legal family connections, elite networks now came to redefine their ‘family businesses’ in terms of affectively loaded ‘family values’ such as loyalty, care, commitment, and even ‘love’. Consciously nurturing ‘as-if-family’ emotional and ethical connections arose as a psychologically effective way to bring together network members who did not necessarily share pre-existing connections of bio-legal kinship. The social-psychological processes involved in this extension of the ‘family’ can be understood using theories of the moral sentiments first developed in the Scottish Enlightenment. These theories suggest that, when the context is amenable, family-like emotional bonds can be extended via sympathy to those to whom one is not literally related. As a result of this ‘progress of sentiments’, one now earns his/her place in a Scottish family business, not by inheriting or marrying into it, but by performing family-like behaviours motivated by shared ethics and affects.
      Citation: Human Relations
      PubDate: 2020-05-23T06:23:58Z
      DOI: 10.1177/0018726720924074
       
  • Workdays are not created equal: Job satisfaction and job stressors across
           the workweek
    • Authors: Shani Pindek, Zhiqing E Zhou, Stacey R Kessler, Alexandra Krajcevska, Paul E Spector
      Abstract: Human Relations, Ahead of Print.
      Are your workdays created equal' Common wisdom suggests that employees experience Mondays differently from Fridays. However, few studies distinguish among workdays, inherently assuming that the employee experience is uniform across the workweek. In the current study, we examined the trajectories of employees’ experiences of job satisfaction and job stressors across the workweek. We proposed two competing theoretical perspectives that result in opposite predictions as to whether job dissatisfaction and perceived job stressors will be higher (“Monday blues”) or lower (“rested and recharged”) at the beginning of the workweek rather than later in the week. Employing a daily diary design with 139 employees (681 matched daily observations) working the traditional workweek, we found that employees reported experiencing lower levels of job satisfaction and perceived more job stressors (i.e., incivility and organizational constraints) at the beginning of the workweek as opposed to later in the week. Additionally, the relationship between perceived incivility and job satisfaction was stronger at the beginning of the workweek. Our findings were consistent with the “Monday blues” perspective and suggest that workdays are not created equal.
      Citation: Human Relations
      PubDate: 2020-05-23T06:23:58Z
      DOI: 10.1177/0018726720924444
       
  • Share a little of that human touch: The marketable ordinariness of
           security and emergency agencies’ social media efforts
    • Authors: Joel Rasmussen
      Abstract: Human Relations, Ahead of Print.
      Today, communication specialists working for public security and rescue services increasingly use superficially personalized content, or apply ‘a human touch’, to promote their organizations in social media. To theoretically capture and understand such processes, the concept of marketable ordinariness is proposed. This refers to how the communication relates to everyday conceptions – through feelings, humor, cool vehicles or pet animals – and is made marketable, suggesting there is a promotional logic at work. Drawing on appraisal analysis of interviews with communication specialists, the article examines this strategy’s discursive elements, including the semiosis of simplicity, emotion, promotion, storytelling and quantitative success, pointing critically to the ways they aid marketization – the process whereby promotional culture encompasses increasingly more sectors and areas of life. It then discusses a number of implications. First, the public sector employees’ alignment with both informational and promotional values and communication may give rise to an authenticity paradox, leaving everyone else wondering when each standard applies. Second, a stronger promotional identity implies compromised professionalism, favoring certain abilities and choices and underutilizing communication efforts that (a) do not pursue big publicity and (b) involve any issue suspected to be challenging for the organization and mainstream culture.
      Citation: Human Relations
      PubDate: 2020-05-21T03:20:27Z
      DOI: 10.1177/0018726720919506
       
  • Social action as ‘a total social phenomenon’: Comparing leadership
           
    • Authors: Huiyan Fu
      Abstract: Human Relations, Ahead of Print.
      This article seeks to address an empirical puzzle: ‘why do community-based labour organizations (CLOs) in China and Japan play a similarly marginal role in facilitating social change, despite drastic differences in national circumstances'’ Theoretically, special importance is given to a cross-disciplinary approach that combines anthropology and business and management perspectives. Methodologically, the comparative study draws on ethnographic fieldwork and interviews to explore how leadership activism is embedded in and shaped by an intricately interwoven web of political, economic and cultural forces, what anthropologists refer to as ‘a total social phenomenon’. The findings highlight a series of agential and structural challenges, especially those arising from the tension between culture and social institutions. More generally, the work contributes to an alternative, critical understanding of leadership.
      Citation: Human Relations
      PubDate: 2020-04-30T11:18:18Z
      DOI: 10.1177/0018726720915957
       
  • The possibility of disalienated work: Being at home in alternative
           organizations
    • Authors: Jerzy Kociatkiewicz, Monika Kostera, Martin Parker
      Abstract: Human Relations, Ahead of Print.
      Work organizations have long employed various management techniques in order to maximize workers’ engagement, which in itself implies that ‘alienation’ at work is common. One of the central descriptions of alienation in classic writings is the idea of not being ‘at home’ while at work. In this article, however, we explore its obverse, which we term ‘disalienation’ – a relationship to work based on assumptions concerning control and agency, aided by collective participatory mechanisms for identity construction and dialogical building of social relationships. We suggest that the concept and experience can be productively explored in the context of organizations which are owned and controlled by workers. Using ethnographic case studies from two Polish co-operatives, we discuss the potential characteristics of a disalienating relation to a work organization and suggest that co-operatives can provide a way for workers to be ‘at home’ while they are at work.
      Citation: Human Relations
      PubDate: 2020-04-28T08:44:16Z
      DOI: 10.1177/0018726720916762
       
  • How institutional and ecological forces shape the career profiles of
           organizational leaders: An analysis of US law school deans, 1894–2009
    • Authors: Young-Chul Jeong, Huseyin Leblebici, Ohjin Kwon
      Abstract: Human Relations, Ahead of Print.
      How do macro social forces shape the career profiles of organizational leaders' The aim of the article is to answer this question by examining how institutional and ecological forces have influenced the careers of law school deans in the US from the late 19th century to the present. Specifically, we focus on the coexistence of two social forces—professionalization and the diversity of an organizational population. On the one hand, we view professionalization as a converging institutional force that promotes homogeneity among leader career profiles. The diversity of an organizational population, on the other hand, is viewed as a diverging ecological force that increases heterogeneity among leader career profiles. We show how these two opposing forces have left different imprints on leader career profiles with a unique career data of 1396 deans in American law schools from 1894 to 2009. We utilize optimal matching analysis to assess the degree of similarity (or dissimilarity) among deans’ career sequences and test our hypotheses. This study contributes to our understanding of the link between macro social transformations and leader career profiles.
      Citation: Human Relations
      PubDate: 2020-04-15T11:14:16Z
      DOI: 10.1177/0018726720915966
       
  • From female computers to male comput♂rs: Or why there are so few women
           writing algorithms and developing software
    • Authors: Rana Tassabehji, Nancy Harding, Hugh Lee, Carine Dominguez-Pery
      Abstract: Human Relations, Ahead of Print.
      Software development is one of the few professions in Europe and the USA from which women are disappearing. Current explanations range from unproven assumptions that women cannot write algorithms to insights into the misogynistic culture of this profession. This article argues these explanations are inadequate, and illuminates how forms of masculinity constituted within software development put women in the ambivalent position of being either female or a coder, but not both. Using a poststructural theoretical position to analyse materials from a qualitative, interview-based study, we identified three constitutive ontologies of the person circulating within the profession. The Comput♂r is presumptively male and can merge with the machine, although a subset, Geeks, cannot demerge from it. The Human, presumptively female, can communicate with people but not the machine. The Ideal developer claims the best of both, that is, adept at writing algorithms and communicating with people. These ontologies are informed by a theory of the body circulating within software development whose norms are unattainable by women. Female bodies are envisaged as ‘flesh’, and male bodies as a futuristic merger of body and machine. This Janus-faced theory excludes female developers from practising their profession.
      Citation: Human Relations
      PubDate: 2020-03-30T09:01:30Z
      DOI: 10.1177/0018726720914723
       
  • When (and why) job self-efficacy does not promote career success: The
           roles of resilience and organizational prototypicality
    • Authors: Laura Guillén
      Abstract: Human Relations, Ahead of Print.
      Does job self-efficacy affect career success' In this article, we explore the idea that not only insufficient, but also excessive self-efficacy can impede success. We used multisource, time-lag data on managers working at a social-work organization to test our theoretical predictions. Our results show that job self-efficacy has a curvilinear relationship with resilient behavior, which in turn affects managers’ career success: self-efficacy increased resilience up to a point where it turned not significant. We also found an antidote for the negative consequences of low self-efficacy: when managers were perceived to embody the values and behaviors typical in their organization—i.e., high organizational prototypicality—low self-efficacy did not hamper their success. These findings suggest that low job self-efficacy is not invariably an obstacle to being successful in organizations. They also contravene the assumption that the more self-efficacy, the better; a supportive work environment might be just as important.
      Citation: Human Relations
      PubDate: 2020-03-16T01:39:14Z
      DOI: 10.1177/0018726720912309
       
  • Underemployment and well-being in Europe
    • Authors: Jason Heyes, Mark Tomlinson
      Abstract: Human Relations, Ahead of Print.
      This article examines the consequences of underemployment for the well-being of workers in European countries. Previous studies of the impact of underemployment on well-being have tended to focus on a single country or occupational group and have examined single dimensions of underemployment. This article, by contrast, examines experiences across several European economies and explores two different dimensions of underemployment: the gap between hours of work and workers’ desired hours and the underutilisation of their skills and abilities. The article uses data from the 2015 European Working Conditions Survey (EWCS) and explains the consequences of underemployment for well-being by drawing on the international comparative political economy literature, particularly the theorisation and analysis of comparative employment and welfare regimes. We find that while underemployment is generally associated with lower levels of well-being, the nature and strength of relationships between different dimensions of underemployment and well-being vary between employment regimes. The article also highlights the detrimental consequences of ‘overemployment’ for workers’ well-being, and shows that the well-being of women tends to be lower than that of men, regardless of employment regime.
      Citation: Human Relations
      PubDate: 2020-03-16T01:38:54Z
      DOI: 10.1177/0018726720912297
       
  • Examining the impact of applicant smoking and vaping habits in job
           interviews
    • Authors: Nicolas Roulin, Namita Bhatnagar
      Abstract: Human Relations, Ahead of Print.
      Cigarette and electronic-cigarette users (i.e. vapers) are increasingly stigmatized in both society and the workplace. We examine effects of this stigmatization in the selection process by testing whether interviewers’ negative initial impressions of smokers and vapers extend throughout the interview. We used a dual-process framework of interviewer bias against stigmatized applicants, comprised of Type I-automatic and Type II-systematic processes, and conducted two experiments where US and Canadian participants enacted the role of an interviewer in video-based job interview simulations. Consistent with Type I processes, results show that cigarette smokers, and to lesser extent vapers, were initially rated as less qualified than non-smokers. These initial impressions were not subjected to justification/rationalization during the interview via harder questions asked. However, they served as anchors, also consistent with Type I processes, and impacted final assessments alongside Type II adjustments based on applicants’ response quality. Additionally, using attentional eye tracking data, we found that raters with worse attitudes toward smoking, but not vaping, glanced at stigma cues more frequently, which went on to influence first impressions. These findings provide valuable tests of key components of the dual-process model of interviewer bias, and raise concerns around the devaluation of smokers and vapers in hiring decisions.
      Citation: Human Relations
      PubDate: 2020-03-12T07:05:08Z
      DOI: 10.1177/0018726720912320
       
  • The stories that make us: Leaders’ origin stories and temporal
           identity work
    • Authors: Wei Zheng, Alyson Meister, Brianna Barker Caza
      Abstract: Human Relations, Ahead of Print.
      The stories we tell about our origins can shape how we think and act – helping us make sense of and communicate who we have “become” over time. To better understand the role that origin stories play in individuals’ work lives, we explore how 92 men and women leaders make sense of “becoming” a leader (origin stories) and “doing” leadership (enactment stories). We find that, despite the uniqueness of their experiences, their narratives converge around four frames, being, engaging, performing, and accepting, through which they understand, articulate, and enact their leader identities. We theorize that these narrative frames serve as sensemaking and identity work devices which allow them to create temporal coherence, validate their leader identity claims, and offer them behavioral scripts. Our findings also unearth key gender differences in the use of these frames, in that men used the performing frame more often and women tended toward the engaging frame. These findings provide novel insights into the ways in which the gendered context of leadership becomes embedded in leaders’ understandings of who they are and what they intend to do in their roles. We discuss the theoretical implications of our findings on scholarly conversations around identity, leadership, and gender.
      Citation: Human Relations
      PubDate: 2020-03-10T12:24:04Z
      DOI: 10.1177/0018726720909864
       
  • ‘Living at the border of poverty’: How theater actors maintain their
           calling through narrative identity work
    • Authors: Silvia Cinque, Daniel Nyberg, Ken Starkey
      Abstract: Human Relations, Ahead of Print.
      People who have a sense of calling to their work are more inspired, motivated and engaged with what they do. But how is calling constructed and maintained within organizations' More importantly, how do people maintain a sense of calling to their work when this is a source of ongoing material and existential hardships' This article seeks to address these questions by looking at the artistic setting of theater where actors maintain their calling despite their precarious work situation. The study employs a narrative approach to illustrate how three dominant narratives—religious, political and therapeutic—are central in constructing theater work as deeply meaningful. Specifically, each narrative explains how theater actors maintain their calling through different processes of identity work enacted through sacrifice (religious), responsibility (political) and self-care (therapeutic), with corresponding role identities as martyrs (religious), citizens (political) and self-coaches (therapeutic). We contribute to the literature on callings by: (a) showing how different processes of identity work are central to maintaining callings in precarious work situations, (b) exploring the role played by the ‘other’ as an interlocutor in accounting for and maintaining callings, and (c) advancing a theoretical explanation of callings that illustrates how callings contingently emerge as acts of elevation, resistance or resilience within contemporary society.
      Citation: Human Relations
      PubDate: 2020-03-03T09:07:16Z
      DOI: 10.1177/0018726720908663
       
  • Aligning to disadvantage: How corporate political activity and strategic
           homophily create path dependence in the firm
    • Authors: Andrew Perchard, Niall G MacKenzie
      Abstract: Human Relations, Ahead of Print.
      To what extent should firms get close to government for competitive advantage' What happens if they get too close' In this article we explore how corporate political activity inculcated strategic homophily in leading UK aluminium producer, the British Aluminium Company Ltd, resulting in its path dependence and eventual lock-in. The article makes three main contributions: a longitudinal study of corporate political activity and strategic homophily revealing their organizational manifestations and detailed understanding of certain mechanisms of path dependence; articulating the value of historical methods and perspectives to exploring organizational path dependence; and exploring the impact that prolonged business-government relations can have on the organizational behaviour and strategic outlook of the firm with implications for TMT selection and environmental scanning. In so doing it responds to calls for firms to align market positions with political activity, as well as those for the recognition of the value of business history in better understanding the links between corporate political activity and firm performance. It further elucidates the longer-term consequences of strategic homophily, which has to date focused on the early stages of venture formation.
      Citation: Human Relations
      PubDate: 2020-03-03T09:06:16Z
      DOI: 10.1177/0018726720908923
       
  • We have emotions but can’t show them! Authoritarian leadership, emotion
           suppression climate, and team performance
    • Authors: Jack Ting-Ju Chiang, Xiao-Ping Chen, Haiyang Liu, Satoshi Akutsu, Zheng Wang
      Abstract: Human Relations, Ahead of Print.
      How do authoritarian leaders in modern organizations influence work team emotional climate and performance' Defining authoritarian leadership as an ambient, demanding, and controlling leadership style, we conducted a survey study of 252 leaders and 765 subordinates matched in 227 work teams in three large public Japanese organizations. The results indicate that authoritarian leaders are more likely to create a team climate of emotion suppression, which induces a higher level of team emotional exhaustion that negatively impacts team performance. Furthermore, we found that authoritarian leaders’ own emotion suppression enhances the above sequential mediation effects, i.e. the more emotion suppression the authoritarian leader him/herself exercises, the stronger the team climate of emotion suppression, the higher the level of team emotional exhaustion, and the lower the team performance. These findings suggest that leadership effectiveness may be improved if leaders can reduce their authoritarian behaviors and identify appropriate channels for employees to release emotions in the workplace.
      Citation: Human Relations
      PubDate: 2020-02-27T09:51:05Z
      DOI: 10.1177/0018726720908649
       
  • Making sense of organisational change failure: An identity lens
    • Authors: Georgia J. Hay, Sharon K. Parker, Aleksandra Luksyte
      Abstract: Human Relations, Ahead of Print.
      This study investigates how employees craft narratives of organisational change failure through the lens of their work identity. We analysed change recipients’ retrospective sensemaking accounts of an organisational re-structuring in a university, finding these accounts to be filled with widely varying descriptions of failure – of errors, dysfunction, and loss. We explored how employees’ organisational, professional, and work-group identities were intertwined with, and fundamentally challenged by, their sensemaking about the change and its failure. Our inductive analysis revealed four distinct narrative trajectories – Identity Loss, Identity Revision, Identity Affirmation, and Identity Resilience – each characterised by distinct cognitive, affective, and behavioural patterns. We discuss the unique contributions that this study makes to the literatures on organisational change failure, sensemaking, and identity.
      Citation: Human Relations
      PubDate: 2020-02-27T09:49:45Z
      DOI: 10.1177/0018726720906211
       
  • Unravelling the antecedents of loneliness in the workplace
    • Authors: Sarah Wright, Anthony Silard
      Abstract: Human Relations, Ahead of Print.
      ‘I am lonely’, ‘I feel lonely’, ‘I am all alone’, ‘I feel lonely at work’. Each statement conjures up different sentiments about loneliness and speaks to the myriad ways one can arrive at the conclusion that they are lonely. This everyday language gives us insight into the mechanics of what loneliness is, what it is not, how it can manifest, and how being lonely is variously perceived in our social environments. Loneliness indicates that our relational life is unsatisfying in some way and implies a yearning for connection. The perception of loneliness is magnified in social contexts such as the workplace, yet because loneliness is often perceived as a shameful topic that is stigmatised, trivialised, or ignored, it is not something we often hear revealed within organisations. How does loneliness develop in the workplace' This article introduces a process model to help us understand how loneliness at work can manifest. Because the literature on workplace loneliness is far from mature, we use multidisciplinary research on various aspects of loneliness, relationships, and organisations to help develop a conceptual model of loneliness in the context of the workplace. Lastly, the article outlines future research directions for the study of workplace loneliness.
      Citation: Human Relations
      PubDate: 2020-02-21T12:37:46Z
      DOI: 10.1177/0018726720906013
       
  • Organization change failure, deep structures and temporality: Appreciating
           Wonderland
    • Authors: Loizos Heracleous, Jean Bartunek
      Abstract: Human Relations, Ahead of Print.
      Organization change failure has typically been viewed as occurring when expected outcomes of change have not been met. This view downplays key, but frequently hidden organizational dimensions such as deep structures and temporality. In this article, drawing inspiration from the story of Alice in Wonderland, we distinguish between surface-level intervention approaches to change, deeper process approaches and, deeper yet, structuration approaches, and suggest the different ways they approach change failure as well as the implications of these. On the basis of our exploration we propose a three-fold way forward: adopting a process-based, empirically grounded and reflective approach to understanding change and its often-failed outcomes; adopting methodologies that can capture deep structures and temporal dimensions; and incorporating expanded conceptions of time as a multi-level, nested construct. We illustrate our ideas of deep structures and temporality by drawing from a particularly important illustration of long-term successful change that includes multiple short-term failures, that of the National Aeronautics and Space Administration in the United States (NASA).
      Citation: Human Relations
      PubDate: 2020-02-20T10:34:06Z
      DOI: 10.1177/0018726720905361
       
  • Responding to imposed job redesign: The evolving dynamics of work and
           identity in restructuring professional identity
    • Authors: Yaru Chen, Trish Reay
      Abstract: Human Relations, Ahead of Print.
      How do professionals respond when they are required to conduct work that does not match with their identity' We investigated this situation in an English public services organization where a major work redesign initiative required professionals to engage in new tasks that they did not want to do. Based on our findings, we develop a process model of professional identity restructuring that includes the following four stages: (1) resisting identity change and mourning the loss of previous work, (2) conserving professional identity and avoiding the new work, (3) parking professional identity and learning the new work, and (4) retrieving and modifying professional identity and affirming the new work. Our model explicates the dynamics between professional work and professional identity, showing how requirements for new professional work can lead to a new professional identity. We also contribute to the literature by showing how parking one’s professional identity facilitates the creation of liminal space that allows professional identity restructuring.
      Citation: Human Relations
      PubDate: 2020-02-14T09:19:14Z
      DOI: 10.1177/0018726720906437
       
  • Transnational employee voice and knowledge exchange in the multinational
           corporation: The European Company (SE) experience
    • Authors: Antje Fiedler, Catherine Casey, Benjamin Fath
      Abstract: Human Relations, Ahead of Print.
      The European Company (Societas Europaea, SE) regulations include the highest mandatory provision for negotiation of transnational employee voice. What are the effects of transnational employee voice, enacted at works council and board levels, on knowledge exchange within the multinational corporation' This qualitative study of globally active SEs incorporated under the SE regulations that have ‘dual-forum’ transnational employee voice addresses that research gap. Our main contribution reveals that, over time, transnational employee voice facilitates multifaceted knowledge exchange, both widening the platform and strengthening relations for intra-multinational corporation collaboration. Alongside expressing labour interests as intended, dual-forum transnational employee voice stimulates managers and employees to develop mutually beneficial competencies and trust. These aid multilateral knowledge exchange. That knowledge, which includes factors affecting employees and quality of organizational and work life, also includes insights into country-specific market, industrial and operational issues. Importantly, dual-forum transnational voice fosters development of a participatory culture across the multinational corporation. Robust multifaceted knowledge exchange generates better-informed and more productive decision-making that yields plural socio-economic value.
      Citation: Human Relations
      PubDate: 2020-02-13T01:26:27Z
      DOI: 10.1177/0018726720905351
       
  • Spatially organizing future genders: An artistic intervention in the
           creation of a hir-toilet
    • Authors: Annika Skoglund, Robin Holt
      Abstract: Human Relations, Ahead of Print.
      Toilets, a neglected facility in the study of human relations at work and beyond, have become increasingly important in discussions about future experiences of gender diversity. To further investigate the spatial production of gender and its potential expressions, we transformed a unisex single-occupancy toilet at Uppsala University into an all-gender or ‘hir-toilet’.1 With the aim to disrupt and expose the dominant spatial organization of the two binary genders, we inaugurated the hir-toilet with the help of a performance artist. We describe and analyse internal and external responses thereto, using Lefebvre’s work on dialectics and space. Focusing on how space is variously lived, conceived and perceived, our analysis questions the very rationale of gender categorizations. The results contribute to a renewed critique of binary thinking in the organization of workplaces by extending our understanding of how space and human relations mutually constitute each other.
      Citation: Human Relations
      PubDate: 2020-02-10T12:42:00Z
      DOI: 10.1177/0018726719899728
       
  • Alternative logics: A Discursive approach to normative and alternative
           organizing
    • Authors: Peter R Jensen
      Abstract: Human Relations, Ahead of Print.
      The marketization of nonprofit organizations is often taken for granted as an inevitable fact. Drawing on the institutional logics and discursive resources perspective, I examine the organizing practices of two shelters that serve homeless women in the same area. In my analysis, I argue that a Discursive approach to institutional logics has much to offer in examining differences between nonprofit organizations as these organizations enact their organizational mission. Using comparative ethnographic methods, I examine how each organization sought to enact a social welfare institutional logic, and how that enactment resulted in more normative or alternative organizing practices. At one organization the social welfare institutional logic was translated into getting clients ‘back on track’ while at the other shelter it was translated as practicing ‘hospitality’. I argue that these translations served as primary discursive resources that both enabled preferred organizational practices and productively maintained tensions between conflicting Discourses.
      Citation: Human Relations
      PubDate: 2020-02-06T12:02:56Z
      DOI: 10.1177/0018726720904128
       
  • Why work it when you can dodge it' Identity responses to ethnic stigma
           among professionals
    • Authors: Elena Doldor, Doyin Atewologun
      Abstract: Human Relations, Ahead of Print.
      Culturally different professionals often encounter stigma as they negotiate work lives. Professionals commonly seek to repair stigmatized identities by constructing more positive and relatively coherent self-views. This study draws on interview, observation and diary data from Romanian professionals in the UK, in order to understand how they construct their identities when faced with ethno-cultural stigma. We find that these professionals engage in counterintuitive identity responses which consist of simultaneously denying and acknowledging personal stigmatization (doublethink), and evading engagement with the stigmatized identity (dodging). Unlike the restorative identity work highlighted by previous studies, these atypical responses require less effort, provide less coherence and do not attempt to restore the blemished ethno-cultural identity. Our analyses further indicate that being professional and being White confer on individuals privileges that sustain doublethink and dodging. We contribute to scholarship by underscoring the need to consider both stigmatized and privileged identities when investigating reactions to stigma. We also reflect on the practical implications for organizations of what it means for stigmatized individuals to deny stigmatization or to dodge engagement with stigma.
      Citation: Human Relations
      PubDate: 2020-01-21T11:36:23Z
      DOI: 10.1177/0018726719895552
       
  • Post-failure impression management: A typology of entrepreneurs’ public
           narratives after business closure

         This is an Open Access Article Open Access Article

    • Authors: Ewald Kibler, Christoph Mandl, Steffen Farny, Virva Salmivaara
      Abstract: Human Relations, Ahead of Print.
      What are the strategies entrepreneurs apply to present business closure to public audiences' Most entrepreneurs choose to communicate venture failure publicly so as to foster a favorable impression of failure, in effect engaging in impression management to maintain and/or repair their professional reputation for future career actions. To date, however, the focus of most research has been on managing failure within organizational settings, where organizational actors can interact closely with their audiences. We know little about entrepreneurs’ strategies in presenting failure to public audiences in cases where they have limited opportunities for interaction. In response to this, we present an analysis of public business-closure statements to generate a typology of five venture-failure narratives—Triumph, Harmony, Embrace, Offset, and Show—that explains entrepreneurs’ distinct sets of impression-management strategies to portray failure in public. In conclusion, we theorize from our public venture-failure typology to discuss how our work advances understanding of the interaction between organizational failure, impression management, and entrepreneurial narratives.
      Citation: Human Relations
      PubDate: 2020-01-21T07:00:01Z
      DOI: 10.1177/0018726719899465
       
  • When is age dissimilarity harmful for organisational identification'
           The moderating role of age stereotypes and perceived age-related treatment
           
    • Authors: Alessia Sammarra, Silvia Profili, Riccardo Peccei, Laura Innocenti
      Abstract: Human Relations, Ahead of Print.
      Due to demographic changes, age diversity is growing in the workplace, creating a potential challenge to social integration. However, who is most affected by working with colleagues of different ages and when is being dissimilar in age from others more likely to hinder organisational identification' Drawing on relational demography and on the social identity approach, we suggest that certain individual and contextual conditions can lead employees to react to greater age dissimilarity by reducing their psychological attachment to the organisation. We propose that negative age stereotypes and perceived age-related treatment affect the salience of age as a social category for employees and threaten their age group identity, thereby creating conditions in which age dissimilarity might hinder organisational identification. We therefore examine the moderating effects of negative age stereotypes and perceived age-related treatment on the relationship between age dissimilarity and organisational identification in a sample of 434 schoolteachers from 16 schools in Italy. Findings show that age dissimilarity per se is not sufficient to hamper employees’ identification with the organisation. However, it has detrimental effects when employees hold negative age stereotypes and/or perceive an unfair organisational treatment towards their own age group. Implications for research are discussed along with practice implications.
      Citation: Human Relations
      PubDate: 2020-01-20T12:25:27Z
      DOI: 10.1177/0018726719900009
       
  • The decentered translation of management ideas: Attending to the
           conditioning flow of everyday work practices
    • Authors: Lotta Hultin, Lucas D Introna, Magnus Mähring
      Abstract: Human Relations, Ahead of Print.
      Based on a study of Lean management practices at the Swedish Migration Board, we develop a novel theoretical understanding of the translation of management ideas. We show how translation, rather than being reduced to a network of human intentions and actions governing the transformation of organizational practices, can instead be understood as a historically contingent, situated flow of mundane everyday work practices through which social and material translators simultaneously become translated, conditioned to be and act in certain ways. We show how prior actor-centric accounts of translation of management ideas can be understood as performative consequences of a conceptual vocabulary inherited from Callon and Latour. Contrasting this, the non-actor-centric vocabulary of social anthropologist Tim Ingold allows us to background the intentional human actor and foreground the flow of mundane, situated practices. In adopting this vocabulary, we capture how the flow of practices conditions subjects and objects to become enacted as well as act, and develop an understanding of translation as occurring within, rather than distinct from, these practices. In essence, our novel view of translation emphasizes how management ideas are radically unstable, and subject to alteration through the flow of practices rather than as a result of deliberate implementation efforts.
      Citation: Human Relations
      PubDate: 2020-01-16T10:03:46Z
      DOI: 10.1177/0018726719897967
       
  • Navigating identities in global work: Antecedents and consequences of
           intrapersonal identity conflict
    • Authors: Cristina B Gibson, Patrick D Dunlop, Sonia Raghav
      Abstract: Human Relations, Ahead of Print.
      What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time' Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to navigate their various sources of identity. We empirically examined identity conflict among 122 workers of a multinational mineral refining firm, who worked across five locations globally. Our findings revealed that the higher the tolerance for ambiguity and resilience, and the stronger the team identification, the less the intrapersonal identity conflict experienced, and the more the workers thrived at work, experiencing simultaneously greater learning and physical vitality. Identity conflict explained variance in thriving beyond that explained by the strength of identification with specific identities, such as national cultural identity or team identity. These findings extend prior research which has focused on the strength of a single identity or the relationship among two identities, and is the first to show effects of individual characteristics on identity conflict and the impact of identity conflict on individual thriving among global workers. We discuss implications for theory and practice.
      Citation: Human Relations
      PubDate: 2020-01-10T10:01:59Z
      DOI: 10.1177/0018726719895314
       
  • Reframing childhood obesity: The role of local communities in change
           implementation failure
    • Authors: James M Vardaman, John M Amis, Paul M Wright, Ben P Dyson
      Abstract: Human Relations, Ahead of Print.
      Childhood obesity remains one of the defining challenges of our time, with government response around the world being largely ineffective. This has been particularly the case in the USA, which continues to suffer high rates of childhood obesity despite numerous legislative interventions to combat it. In order to develop insight into this ongoing catastrophic change failure, we engaged in a three-year qualitative study of the implementation of policies in the USA designed to reduce childhood obesity through school-based interventions. We found that leaders in schools, as in many organizations, were faced with numerous, often conflicting, pressures from federal, state, and local community stakeholders. The resultant ambivalence led to change failure being reframed as success to in order to fit with locally expressed priorities. In bringing light to an understudied aspect of change implementation, local community pressure, we further theoretical understanding of why large change interventions often fail. We also offer insights more generally into the (re)framing of change and the influence of local communities on organizations. Policy and managerial implications are also discussed.
      Citation: Human Relations
      PubDate: 2020-01-09T12:29:53Z
      DOI: 10.1177/0018726719899464
       
  • Is ‘be yourself’ always the best advice' The moderating effect of
           team ethical climate and the mediating effects of vigor and
           demand–ability fit

         This is an Open Access Article Open Access Article

    • Authors: Emily M David, Tae-Yeol Kim, Jiing-Lih Farh, Xiaowan Lin, Fan Zhou
      Abstract: Human Relations, Ahead of Print.
      Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged self-verification theory to better understand the internal and interpersonal effects that self-verification striving has on employees. Specifically, we proposed and found that self-verification striving serves to increase both employee vigor and demand–ability fit, ultimately leading to better job performance. Results of a multilevel, two-wave study involving 222 employees and their supervisors further revealed that ethical climates also play a critical role in affecting the self-verification striving–employee outcome relationship. Specifically, self-verification striving leads to higher vigor and better demand–ability fit and subsequently higher job performance only in teams with high ethical climates. Our results contribute to the literature by describing how and when self-verification striving may augment performance.
      Citation: Human Relations
      PubDate: 2020-01-06T09:19:06Z
      DOI: 10.1177/0018726719894054
       
  • Human Relations virtual special issue: Flexible Work Practices and
           Work-Family Domain
    • Authors: Yasin Rofcanin, Smriti Anand
      First page: 1182
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2020-06-15T08:35:36Z
      DOI: 10.1177/0018726720935778
       
 
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