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Human Relations
Journal Prestige (SJR): 2.2  Citation Impact (citeScore): 4 Number of Followers: 60  Hybrid journal (It can contain Open Access articles)ISSN (Print) 0018-7267 - ISSN (Online) 1741-282X Published by Sage Publications  [1174 journals]
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- Human Relations special issue call for papers
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Pages: 1412 - 1420
Abstract: Human Relations, Volume 75, Issue 7, Page 1412-1420, July 2022.
Citation: Human Relations
PubDate: 2022-05-24T09:07:02Z
DOI: 10.1177/00187267221100972
Issue No: Vol. 75, No. 7 (2022)
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- Working around: Job crafting in the context of public and professional
accountability-
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Authors: Erik Renkema, Manda Broekhuis, Maria Tims, Kees Ahaus
Abstract: Human Relations, Ahead of Print.
Professionals are expected to justify their actions to clients, disciplinary committees and courts in multiple accountability systems. Although developed to reflect professional standards, is it possible that these systems induce proactive behaviours that counteract their goals and instead serve to protect the professional' This article examines the types of stimuli professionals acquire from the public and professional accountability contexts and how these stimuli motivate engagement in specific proactive behaviours. An interpretive grounded theory study was conducted; it included 31 in-depth interviews with physicians from eight hospitals. The study revealed that accountability systems trigger and motivate professionals to engage in self-serving, proactive job-crafting behaviours. Professionals simultaneously manage their perceived accountability pressures and their personal interests. Context-specific factors that motivate individuals to craft their jobs are identified, and we reveal four distinct stimuli–motivation–job-crafting patterns that are linked to specific performance episodes (i.e. work stages). Our findings emphasize the importance of taking specific work contexts (i.e. accountability) and work stages into account when studying job-crafting behaviours. This study contributes to understanding professionals’ motivations and behaviours in the context of accountability, which is essential, as the quality and safety of their work are matters of public concern.
Citation: Human Relations
PubDate: 2022-06-20T10:49:32Z
DOI: 10.1177/00187267221104011
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- On alliance teams: Conceptualization, review, and future research agenda
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Authors: Martijn van der Kamp, Brian Tjemkes, Valérie Duplat, Karen Jehn
Abstract: Human Relations, Ahead of Print.
With organizations working together more readily than ever before, it is becoming increasingly common to have teams of individuals from different organizations. These “alliance teams” bring together people across organizations to achieve collaborative outcomes. There is a lack of consensus among researchers on how to conceptualize an alliance team and fragmentation of the research across fields and theoretical perspectives has inhibited the development of a coherent body of knowledge on alliance teams. We aim to bring greater conceptual clarity and integrate the research on alliance teams by analyzing existing definitions of alliance teams to inductively arrive at a conceptualization of alliance teams along three key dimensions: factionalism, team scope of responsibility, and team entitativity. We then systematically review the diverse literature and derive three key research foci: diversity, goal ambiguity, and team connectivity to other teams. Our review shows that the three-dimensional (3D) conceptualization opens up valuable research opportunities and stimulates research across dimensions and foci when examining alliance team functioning and effectiveness. We use alliance team leadership, a critical topic in alliance team research, as an illustration of how the 3D conceptualization can help integrate and advance research on alliance teams. We conclude by providing a future research agenda.
Citation: Human Relations
PubDate: 2022-06-17T12:29:09Z
DOI: 10.1177/00187267221104985
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- A process model of peer reactions to team member proactivity
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Authors: Melissa Twemlow, Maria Tims, Svetlana N Khapova
Abstract: Human Relations, Ahead of Print.
Team member proactivity refers to self-starting, future-directed behavior to change a team’s situation or the way a team works. While previous studies have shown that individuals generally benefit from their proactivity, few studies have explored how others in a team experience it. This is important as the way peers perceive team member proactivity could be critical for the initiative to be effective. We conducted a five-month in-depth study to uncover how peers from three self-managing agile teams react to instances of team member proactivity. Our findings suggest a process model of team member proactivity, in which we show that peers react at two distinct moments during proactive episodes. Depending on its perceived success and whether peers directed their reaction to the proactive employee or at their initiative, peer reactions unfolded in four different pathways: by (1) belittling the proactive team member, (2) criticizing the proactivity initiative, (3) supporting the proactive initiative, or (4) admiring the proactive team member. We explain how and why these reactions are formed by showcasing their cognitive, affective, and behavioral evaluations. Our findings contribute to the proactivity literature, provide a process perspective for understanding how peers perceive proactivity, and present implications for sustaining proactivity in teams.
Citation: Human Relations
PubDate: 2022-06-10T10:43:24Z
DOI: 10.1177/00187267221094023
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- Mitigating the harms of abusive supervision on employee thriving: The
buffering effects of employees’ social-network centrality-
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Authors: Shuye Lu, Lei Wang, Dan Ni, Debra L Shapiro, Xiaoming Zheng
Abstract: Human Relations, Ahead of Print.
This article builds on the scant literature regarding antecedents and consequences of employee thriving, a positive psychological state characterized by the joint experience of vitality and learning. Guided by conservation of resource (COR) theory and the social embeddedness perspective, we predict that the social-network centrality of employees helps them buffer against the negative effects of abusive supervision. Via a pilot study, a field study, and two scenario-based experiments, we find patterns supporting our hypotheses. Specifically, employees’ perception of abusive supervision is negatively associated with their level of thriving and, thereby also, with their performance-related outcomes such as task performance, organizational citizenship behavior (OCB), and creativity. However, abusive supervision’s negative association with employees’ thriving weakens when employees are more central in their advice and friendship networks. Our research adds to the sparse but growing literature on thriving, and supplements the mostly reactive- and/or dyadic-oriented strategies previously identified as ways to cope with abusive supervisors. Theoretical and practical implications are discussed.
Citation: Human Relations
PubDate: 2022-06-10T10:39:06Z
DOI: 10.1177/00187267221091469
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- Abjection in extremely gendered colonial organizations: Female military
firefighter officers in Brazil-
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Authors: Eloisio Moulin de Souza, Joanna Brewis, Richard Godfrey
Abstract: Human Relations, Ahead of Print.
It is often suggested that some occupations are inherently more suited to men or to women. Such beliefs can become norms that can have powerful effects on those who inhabit, or wish to enter, such occupations. This article explores the discursive framing of gendered occupations by considering the experience of cis female military firefighter officers in the masculine world of the Corpo de Bombeiros Militar in the Brazilian state of Espírito Santo. We identify this Global South organization as extremely gendered but also profoundly colonial in its patriarchal order and its hierarchical culture and structure. We use Kristeva’s and Butler’s work on abjection to understand how these officers and their bodies are differentiated. Based on interviews and document analysis, we foreground their abjection using three examples: the organization’s physical entrance test, the maternal body and its masculine organizational grammar. Yet, just as they are targets of exclusion, these women and their bodies are also necessary to maintain the hypermasculinity of this organization. Our contribution is to analyse abjection in a specific hypergendered organizational context where masculinity is not only amplified by the co-presence of military service and firefighting, but also where gender relations, structure and culture have deep colonial roots.
Citation: Human Relations
PubDate: 2022-06-08T07:20:41Z
DOI: 10.1177/00187267221098759
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- Presenting as a chief strategy officer: A discourse-analytical study of
elite subjectivities and vulnerabilities-
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Authors: Eric Knight, Paula Jarzabkowski
Abstract: Human Relations, Ahead of Print.
Do elite strategists always project powerfulness in how they talk about their strategy work' Whilst the strategy discourse literature has often assumed that those occupying senior strategy positions project strength in how they negotiate power through discourse, our findings challenge and elaborate this assumption by revealing aspects of vulnerability and powerlessness in how they talk about themselves as elite strategists. Based on the strategy discourse of 48 elite strategists around the world, our findings extend the literature at the intersection of power and subjectivity, strategy discourse, and strategy work in three ways. First, we illuminate surprising vulnerability and powerlessness in some elite strategists’ discourses about themselves, an element that goes beyond the assumption of exclusivity and influence embedded in current studies. Second, we contribute to the discursive opening up of the strategist role itself, showing how elite strategists position themselves in contrast to a variety of ‘others’ in strategy work beyond traditional hierarchies. Finally, we advance understandings on discursive competence in the strategy professional field, illuminating new ways in which its discursive competitiveness and continuity is manifest.
Citation: Human Relations
PubDate: 2022-06-08T01:05:44Z
DOI: 10.1177/00187267221099773
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- How is social inequality maintained in the Global South' Critiquing
the concept of dirty work-
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Authors: Ghazal Zulfiqar, Ajnesh Prasad
Abstract: Human Relations, Ahead of Print.
Extant research on dirty work—occupations involving physical, social, or moral taint, which affect worker identities—has been read primarily through the lens of social identity theory (SIT). There are two notable shortcomings that emerge as a consequence of dirty work being too heavily reliant upon the precepts of SIT, which we seek to remedy in this article: (1) the overemphasis on the symbolic to the detriment of the material has led to false optimism regarding the ability for subjects doing dirty work to exercise agency in constructing their own sense of selves, and (2) the failure to substantively account for the role of identity differences suggests that empirical research on the phenomenon is devoid of proper historical and cultural contextualization. Drawing on a qualitive study on low-caste toilet cleaners in Pakistan, our findings were largely incongruous with the scholarly conceptualization of dirty work that has been propagated to date. We explicate the embedded role of power and context in dirty work, which are not adequately considered using SIT alone. Repudiating the overly romanticized version of the concept, we argue that SIT’s account of dirty work ought to be complemented by status construction theory going forward.
Citation: Human Relations
PubDate: 2022-06-03T01:17:55Z
DOI: 10.1177/00187267221097937
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- Keeping up with the Joneses: Social comparison of integrating work and
family lives-
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Authors: Dawn S Carlson, Matthew J Quade, Min (Maggie) Wan, K Michele Kacmar, Kui Yin
Abstract: Human Relations, Ahead of Print.
Does everyone around you seem to be juggling the work and family roles more successfully than you' This research examines the influence of social comparison of work–family balance in the work role overload to emotional exhaustion relationship through two paths – a spillover path to both job and family emotional exhaustion for the job incumbent and a crossover path to the spouse to their own family emotional exhaustion. Further, we examine whether the personality trait of social comparison orientation exacerbates these processes. We used matched responses over two time periods from 403 dual-earning, married couples living in the United States to test our hypotheses. We found support for all our hypothesized relationships. Social comparison plays a role in individuals’ perception of work–family demands, which may contribute to undesirable consequences for both the job incumbent and the spouse.
Citation: Human Relations
PubDate: 2022-05-25T10:25:16Z
DOI: 10.1177/00187267221094686
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- Walking back to happiness: The resurgence of latent callings in later life
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Authors: Jane Sturges, Catherine Bailey
Abstract: Human Relations, Ahead of Print.
Working in a domain to which one feels called has been heralded as a source of deep meaning and fulfilment, but not everyone is able to pursue their calling through paid employment. Current thinking positions such abandoned occupational callings as a source of regret, stress and disappointment but, by focusing on the perspectives of those still in mid-career, extant research has overlooked the potential for a calling to re-emerge in late adulthood. Drawing on life history narratives from retired individuals who felt called to music at an early age but did not pursue a musical career, we contribute to the corpus of work on unanswered callings by proposing the construct of latent callings to explain how callings may be held in the individual’s identity set primed to re-emerge, and reveal the mutable calling identity scripts that re-awaken the potential to live out a calling later in life. Our research shows how latent callings may be resumed via accommodation, deferred and emergent pathways and highlights the potential for a previously unanswered calling to become a source of social connection, deep happiness and enjoyment late in life.
Citation: Human Relations
PubDate: 2022-05-19T05:17:36Z
DOI: 10.1177/00187267221095759
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- Development as freedom' Insights from a farmer-led sustainable
agriculture non-governmental organisation in the Philippines-
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Authors: Gavin Jack, Jagjit Plahe, Sarah Wright
Abstract: Human Relations, Ahead of Print.
This study addresses freedom, work and organisation by problematising Amartya Sen’s pluralistic notion of (development as) freedom through a fieldwork study of a Filipino non-governmental organisation that promotes sustainable agriculture. In this context, peasant farmers face increasing threat from intersecting agrarian and climate crises, exacerbated by mainstream economic paradigms for agricultural development. For Sen, development encompasses the process of expanding the ‘substantive freedoms’ of people (freedom to), and removing sources of ‘unfreedom’ (freedom from). However, it is not clear in Sen’s work how such freedoms are relationally constituted and thus the manner of the ‘labour of agential becoming’ at the core of Sen’s thought. We therefore ask: how do agroecological work and organisational practices of grassroots development promote freedom for small-scale farmers under climate threat in the Global South' Our analysis identifies a novel form of freedom – labelled ‘freedom with’ – defined as a set of relational, multi-actor capabilities and organising practices that constitute alternative, future-oriented ways of doing and being. ‘Freedom with’ enables us to better understand how and why the labour of agential becoming works, offering a theoretical extension of Sen’s notion of freedom with implications for debates in our field on sustainability and beyond-capitalist organising.
Citation: Human Relations
PubDate: 2022-05-18T05:23:56Z
DOI: 10.1177/00187267221090779
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- Humanizing work in the digital age: Lessons from socio-technical systems
and quality of working life initiatives-
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Authors: David Guest, Angela Knox, Chris Warhurst
Abstract: Human Relations, Ahead of Print.
New and residual challenges related to digital technology, COVID-19, precarious employment and scientific management are a reminder of research published in the early years of Human Relations that laid the foundation for socio-technical systems theory and its later conceptual offspring, the quality of working life. Analysing the evolution, challenges, legacy and lessons of socio-technical systems and quality of working life, we develop guiding principles for the theoretical development and practical implementation of socio-technical systems and quality of working life for the 21st century. These principles are needed to optimize the benefits of new technology and improve job quality. They would enable an effective and sustained humanization of work through stakeholder involvement, inter-disciplinary partnerships and institutional support, producing positive outcomes for employees and employers as well as wider society.
Citation: Human Relations
PubDate: 2022-05-14T10:44:17Z
DOI: 10.1177/00187267221092674
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- What enables us to better experience our work as meaningful' The
importance of awareness and the social context-
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Authors: Evgenia I Lysova, Luke Fletcher, Sabrine El Baroudi
Abstract: Human Relations, Ahead of Print.
Why does becoming more aware of yourself and your wider work environment enable you to experience greater meaningful work' Drawing upon mindfulness-to-meaning and interpersonal sensemaking theories, we argue that in a state of awareness individuals are cognitively flexible and are able to interpret relevant interpersonal cues in ways that enable them to experience their work as meaningful. Study 1 is a quantitative diary study over a period of six weeks that tests the state-level relationships between awareness, cognitive flexibility, and meaningful work. We find that awareness is, directly and indirectly, related to three of four dimensions of meaningful work via cognitive flexibility. Study 2 qualitatively explores what individuals cognitively attend to in the social context when they reflect upon the most meaningful work events that occurred each week, over four weeks. Findings reveal that ambivalent work events are experienced as meaningful when individuals attend to interpersonal cues in their work context that convey a sense of worth, care, and/or safety. Overall, our article advances knowledge about meaningful work as a state-level experience that is facilitated by awareness, cognitive flexibility, and cues from the social context. It shows the importance of integrating meaningful work, mindfulness, and interpersonal sensemaking literatures.
Citation: Human Relations
PubDate: 2022-05-13T11:14:12Z
DOI: 10.1177/00187267221094243
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- Thinking outside Pandora’s box: Revealing differential effects of coping
with physical and psychological menopause symptoms at work-
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Authors: Belinda Steffan, Kristina Potočnik
Abstract: Human Relations, Ahead of Print.
Menopause is one of the most distinctive and individualised aspects of health-related gendered ageing at work, which is important as more women than ever before are working through their entire menopause cycle. We turn to the life-span development model of Selection, Optimisation and Compensation (SOC), which has great potential to provide a more nuanced review of adaptive behavioural strategies for potential work-related resource loss owing to menopause. In this article, we provide evidence from two studies: study 1 was an inductive analysis of 21 interviews; study 2 tested a number of hypotheses emergent from study 1 on two survey samples (N = 381). We found that women with severe menopause symptoms were adversely affected at work; however, the use of SOC alongside supervisory and female peer support, ameliorated the negative impact of physical menopause symptoms on work performance. We also identified that SOC use was actually detrimental to work performance when used to manage psychological menopause symptoms. Our findings advance the understanding of gendered ageing at work, specifically managing menopause at work, through the lens of SOC theory. We show how engaging in agentic adaptive behaviours can be both beneficial and detrimental for differentially managing physical and psychological menopause symptoms at work.
Citation: Human Relations
PubDate: 2022-05-12T11:18:57Z
DOI: 10.1177/00187267221089469
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- Sometimes enough is enough: Nurses’ nonlinear levels of passion and
the influence of politics-
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Authors: Wayne Hochwarter, Samantha Jordan, Ilias Kapoutsis, Jennifer Franczak, Mayowa Babalola, Abdul Karim Khan, Yingge Li
Abstract: Human Relations, Ahead of Print.
Does work politics get in the way of nurses’ passions even when mired in a global pandemic' To address this question, we examined the nonlinear associations of general work passion with job outcomes for practicing nurses and investigated whether these relationships were consistent across levels of perceived work politics. Results from multi-source, time-separated data indicated that passion possessed nonlinear associations with job satisfaction (inverted U-shape), work effort (U-shape), organizational citizenship behaviors (OCBs) (U-shape), and work performance (U-shape). Furthermore, passion demonstrated nonlinear relationships with job satisfaction and work effort when perceptions of organizational politics (POPs) were high (inverted U-shape) and low (U-shape). A nonlinear relationship emerged when POPs were high (inverted U-shape) when examining work passion associations with OCBs and job performance. Conversely, nonlinear associations were nonsignificant when POPs were low. These findings question the often-held assumption of linearity in the organizational sciences, in general, and support the speculation of more complex passion – outcome forms, specifically. We discuss implications of these results for nursing practice and scholarship, strengths, limitations, and avenues for future research.
Citation: Human Relations
PubDate: 2022-05-03T09:35:17Z
DOI: 10.1177/00187267221088535
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- When ‘I’ becomes ‘we’: An ethnographic study of power and
responsibility in a large food retail cooperative-
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Authors: Guy Huber, David Knights
Abstract: Human Relations, Ahead of Print.
Based on ethnographic research of a large food retail cooperative in New York (the Co-op), this article raises the research question of whether organizations can cultivate an ethic of responsibility to others and, if so, how this can be secured in everyday working practices' It draws principally on the work of Foucault and especially his later writings on the care of the self and ethics but seeks to link these deliberations to Levinas in identifying responsibility to the Other as prior to identity. Indeed, one message that we seek to convey is that attachments to identities are frequently a stumbling block for developing ethically responsible relations and organizations and this may necessitate some normative control. While recognizing that normative control can easily become oppressive and there were occasional signs of this where staff were watching one another and demanding compliance, our research provides a platform for exploring conversations about alternative forms of organization. We explore how relations of power can produce ethically progressive relations, through generative norms that give space to, and nurture, care and responsibility for others to constitute morally engaging organizational life.
Citation: Human Relations
PubDate: 2022-05-03T09:32:14Z
DOI: 10.1177/00187267221085445
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- The work is alive! Systems psychodynamics and the pursuit of pluralism
without polarization in human relations-
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Authors: Gianpiero Petriglieri, Jennifer Louise Petriglieri
Abstract: Human Relations, Ahead of Print.
This article celebrates the vitality of the systems psychodynamic approach and its potential to humanize organization studies, management practice, and working lives. An approach is a deliberate movement: a way to move closer to, inquire about, and deal with something. The systems psychodynamic approach involves moving closer to organizations and workers through research and educational efforts to study and manage the unconscious dynamics of organizing. It aims to reveal the fears, needs, and wishes that underpin rigid structures and dysfunctions in groups, organizations, and institutions—and to foster more adaptive and functional ways of dealing with those impulses. Advocates refer to this approach as ‘the work’. This article tells the story of the work as we understand it. We tell it as a life, to highlight the work’s intent and evolution, its struggles and contributions, but mostly to make the point that the work is alive. It is alive as an academic enterprise and it is a way of life. An approach devoted to dismantling defenses, countering authoritarianism, and nurturing development and democracy, we argue, is more relevant than ever. And so is what we see as the purpose of the work: fostering pluralism without polarization in human relations.
Citation: Human Relations
PubDate: 2022-04-21T10:41:45Z
DOI: 10.1177/00187267221089208
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- From germination to propagation: Two decades of Strategy-as-Practice
research and potential future directions-
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Authors: Paula Jarzabkowski, David Seidl , Julia Balogun
Abstract: Human Relations, Ahead of Print.
Over the last two decades, Strategy as Practice (SAP) has developed from an embryonic, fringe perspective on strategy to a consolidated field of strategy research. The 2007 special issue of Human Relations on ‘Strategizing: The challenges of a practice perspective’ played a pivotal role in bringing this field to fruition. Reflecting on the broad SAP aim to ‘let a thousand flowers bloom’, we employ a plant-based metaphor, to distinguish three phases in the development of SAP, each associated with different types of agenda work. In an initial Germination Phase, scholars did agenda-seeking work of establishing new concepts and differentiating SAP from other fields of strategy research. A Blossoming Phase of agenda-setting work followed, establishing a community of scholars and articles that identified as SAP, and establishing and defending the boundaries of the new field. As the field became established, it entered a Harvesting Phase, characterized by agenda-confirming work of using SAP lenses to explain core strategy and organization. Based on these reflections, and considering the many public critiques of SAP, we note that the field appears to be in transition to a new Propagating Phase that offers exciting potential to cross-pollinate within the SAP field and across other areas.
Citation: Human Relations
PubDate: 2022-04-19T06:10:19Z
DOI: 10.1177/00187267221089473
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- Narratives of workplace resistance: Reframing Saudi women in leadership
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Authors: Liela A Jamjoom, Albert J Mills
Abstract: Human Relations, Ahead of Print.
Despite considerable social, economic, and organizational advancements that Saudi women have achieved in the past two decades, research on Saudi women in leadership continues to focus on the structural, organizational, and societal challenges the women face. Often missing from analyses are the micro ways in which the women resist and negotiate with/against organizational challenges. Using a postcolonial feminist lens, we asked: how do Saudi women leaders resist power in the workplace' This question was posed to reinsert the value of Saudi women within organizational narratives, generate deeper understanding of a marginalized group of women, and understand resistance as located within socio-political-ethical structures. Our contributions are threefold: (1) this study advances the literature on Saudi women in organizations by focusing on resistance as a point of entry and analysis; (2) we add a less antagonistic relationship between power/resistance, and reconceptualize agency/resistance as one inclusive of subtle and individual forms of resistance, and one that moves beyond the limits of the liberal imaginary; (3) our study also adds to the burgeoning scholarship on workplace resistance in non-Western contexts, which advocates for situated knowledge and the decolonization of management.
Citation: Human Relations
PubDate: 2022-04-19T06:07:38Z
DOI: 10.1177/00187267221087593
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- An event-oriented approach to the transmission of ex-leaders’
entrepreneurial endeavor to employees’ entrepreneurial intention-
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Authors: Qingyan Ye, Duanxu Wang, Kai Zeng
Abstract: Human Relations, Ahead of Print.
Departing from the conventional feature-oriented approach, this study introduces event system theory to highlight the importance of salient workplace events in shaping employees’ motivation for entrepreneurship and to uncover how the spatial and temporal issues inherent in the event of ex-leaders’ entrepreneurial endeavor may combine to influence employees’ entrepreneurial intention. The results of two time-lagged studies reveal that ex-leaders’ entrepreneurial success, relational proximity, and time proximity interact to affect employees’ entrepreneurial intention such that the positive impact of ex-leaders’ entrepreneurial success on employees’ entrepreneurial intention is stronger in the presence of high relational proximity and time proximity. The results further indicate that employees’ entrepreneurial self-efficacy functions as a crucial mechanism in translating this impact of ex-leaders’ entrepreneurial endeavor. These findings highlight the value of an event-oriented approach to investigating the impact of workplace events on employee outcomes.
Citation: Human Relations
PubDate: 2022-04-12T11:21:32Z
DOI: 10.1177/00187267221084495
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- Feminism in women’s business networks: A freedom-centred perspective
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Authors: Florence Villesèche, Elina Meliou, Harsh Kumar Jha
Abstract: Human Relations, Ahead of Print.
How do women’s business networks help to advance women’s freedom' Drawing on Zerilli’s freedom-centred feminism, our study sets out to answer this question at the intersection of freedom, feminism and work. Critics argue that women’s business networks promote a postfeminist view of freedom focusing on individual self-realisation and thus participate in rolling back collective, feminist efforts to dismantle structural inequalities. We reconceptualise women’s business networks as political arenas and argue that making claims about shared interests and concerns in such an arena constitutes a feminist practice of freedom. With an original, inductive and qualitative research design combining topic modeling and dialectical analysis, we examine the claims made in 1529 posts across four women’s business network blogs. We identify postfeminist claims and new forms of change and transformation that can help to advance women’s freedom across three ‘dialectics of freedom’: conformity and imagination; performative care and relational care; sameness and openness. Our findings show that uncertain and contradictory ways of defining and engaging with women’s freedom can emerge through claim-making in such arenas. The fragility of the process and its outcomes are, then, what can move feminism forward at work and beyond.
Citation: Human Relations
PubDate: 2022-04-07T10:03:08Z
DOI: 10.1177/00187267221083665
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- Official truth, applied deconstruction and post-inquiry sensemaking in the
Mull of Kintyre helicopter crash-
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Authors: Frank Mueller, Andrea Whittle, Susan Addison
Abstract: Human Relations, Ahead of Print.
On 2 June 1994, an RAF Chinook helicopter crashed into the Mull of Kintyre, Scotland, killing all crew members and intelligence personnel on board. In this article, we analyse the 17-year campaign to set aside the finding of gross negligence against the two pilots. Existing literature has tended to focus on sensemaking during the inquiries that typically follow an accident, crisis, or disaster. However, we have a more limited understanding of the post-inquiry sensemaking occurring after an inquiry has published its findings. Drawing insights from the sociology of science and sociology of knowledge, we conceptualise post-inquiry sensemaking as three phases involving a ‘black box’ being constructed and closed, re-opened and overturned. We propose the concept of ‘applied deconstruction’ to make sense of the latter two phases. We identify the components of the ‘engine of applied deconstruction’, namely: animated actors who seek to ‘open the black box’; the building of a coalition that spans institutional sites of power; activities of discrediting the official version and crediting alternative versions; and activities of ‘lamination’ that build successive ‘layers’ of doubt. We conclude by discussing the implications arising from our case for advancing the understanding of post-inquiry sensemaking.
Citation: Human Relations
PubDate: 2022-04-01T09:52:35Z
DOI: 10.1177/00187267221082881
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- To be or not to be political' Racialized cognitive scripts and
political motivation-
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Authors: Madeleine Wyatt, Elena Doldor, Fatima Tresh
Abstract: Human Relations, Ahead of Print.
How do employees become politically motivated' In this study, we examine how ethnic minority employees interpret political experiences at work and form motivations to act politically (or not) by uncovering attribution-based political scripts. We propose that cognitive scripts entail learning about the political landscape at work and motivational pathways (personal responses to the political landscape). Adopting a mixed methods approach, we interviewed 40 ethnic minority employees and extracted 810 spontaneous causal attributions about beneficial or detrimental career-related political experiences. Using latent class analysis, we identified how combinations of these attributions formed six political scripts. The content of these scripts revealed that most political experiences motivated participants to opt out of the political arena, unless political activity was legitimized or enabled by senior gatekeepers. Our findings advance scholarship on political cognition, political will, and racialized politics at work by highlighting how the wider organizational political environment shapes employees’ political motivation. We also demonstrate how politics can be perceived as racialized and offer practical suggestions for ways organizations can make workplace politics more racially inclusive.
Citation: Human Relations
PubDate: 2022-03-27T07:38:14Z
DOI: 10.1177/00187267221083660
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- Ventriloquial reflexivity: Exploring the communicative relationality of
the ‘I’ and the ‘it’-
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Authors: Frank Meier, Brigid Carroll
Abstract: Human Relations, Ahead of Print.
Can an exploration of managers’ real-time organizational talk make way for a profoundly revised theory of reflexivity' Indeed, our analysis of the reflexivity literature reveals four significant points of contestation – the subject/object distinction, temporality, representation and agency – all of which revolve around the interplay of an ‘I’ (at least one reflexive agent) and an ‘it’ (something to be reflexive about). The focus of this inquiry lies in how the ‘I’ and the ‘it’ are constituted communicatively and what generates, sustains and animates them in interaction. Such interactions are sourced from a post-experience master programme for practising managers, thus providing naturally occurring data amendable to a ventriloquial analysis. We identify and demonstrate three types of reflexive moments: conflating, bifurcating and animating. We subsequently theorize these as instances of ventriloquial reflexivity, using the terms conflating, bifurcating and animating to express the different moments in which speakers co-orient to the communicative constitution of the ‘I’ and the ‘it’. Ventriloquial reflexivity allows us to explore reflexivity as an interactional and situated accomplishment, thus further pointing to how reflexive practices can be understood and enhanced.
Citation: Human Relations
PubDate: 2022-03-27T07:36:45Z
DOI: 10.1177/00187267221078493
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- The role of organizational settings in social learning: An ethnographic
focus on food-delivery platform work-
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Authors: Claire Le Breton, Sophia Galière
Abstract: Human Relations, Ahead of Print.
How do organizational settings influence learning mechanisms and their outcomes' Based on a 26-month online and offline ethnography, the article specifically analyses couriers’ learning in the context of food-delivery platform work, marked by the heterogeneity of the working crowd, the gig nature of the job and the digitally mediated, individualized and automated management apparatus. Drawing on social learning theory, and in particular on communities of practice (CoPs), the results of the study unpack how the digital nature of online peer discussion groups enables three interrelated learning mechanisms (sharing, symphonizing and shaping). The digitalness of CoPs indeed allows for a high degree of responsiveness in exchanges and a commutativity of shared knowledge that overcome the structural barriers to social learning inherent in the low-skilled platform context. The present study finally challenges the widespread approach that views online worker groups as a potential locus for resistance; its findings suggest that they also indirectly contribute to maintaining power relations through the social learning processes they enable.
Citation: Human Relations
PubDate: 2022-03-17T10:35:04Z
DOI: 10.1177/00187267221081295
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- Gaslighting and dispelling: Experiences of non-governmental organization
workers in navigating gendered corruption-
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Authors: Sanela Smolović Jones
Abstract: Human Relations, Ahead of Print.
How does corruption adopt gendered guises and how do women combat it in practice' Theorizing from the basis of a 30-month ethnography within a women’s non-governmental organization (NGO), the article proposes gaslighting as a way of interpreting gendered corruption, owing to its elusive but pernicious nature. Gaslighting is posited as the deployment of tactics to make women doubt their sanity and as a means of securing personal advantage. Gaslighting triggers embodied forms of struggle, and the article offers the notion of dispelling as denoting the persistent, patient and reiterative counter-practice of NGO practitioners to assert democratic norms of liberty and equality. The article provides rich empirical insight both into how corruption is enacted through the citing of patriarchal norms and how such norms are contested through the bodies of practitioners. These insights are important at a time when governments globally claim gender equality while undermining it in practice.
Citation: Human Relations
PubDate: 2022-03-17T04:36:54Z
DOI: 10.1177/00187267221083274
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- Institutionalized affect in organizations: Not an oxymoron
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Authors: Blake E Ashforth, Ronald H Humphrey
Abstract: Human Relations, Ahead of Print.
Can affective states – emotions, moods, and sentiments – become institutionalized in an organization such that they become “objective” factors that are exterior to any one person and resistant to change' We argue that the answer is yes, through intertwined top–down and bottom–up processes that shape an organization’s (or subunit’s) affective climate and affective culture, resulting in a dynamic equilibrium. The top–down processes include leadership, attraction–selection–attrition, and socialization, coupled with the physical, task, and social context, while the bottom–up process of emergence occurs via affective events, appraisal, affective sharing, and affect schemas. We also consider how identification with the organization (or subunit) enhances the likelihood of institutionalized affect. We conclude that institutionalized affect in organizations is far from an oxymoron.
Citation: Human Relations
PubDate: 2022-03-12T11:30:47Z
DOI: 10.1177/00187267221083093
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- Hybrid (un)freedom in worker hostels in garment supply chains
-
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Authors: Andrew Crane, Vivek Soundararajan, Michael J Bloomfield, Genevieve LeBaron, Laura J Spence
Abstract: Human Relations, Ahead of Print.
Worker hostels or dormitories are common in labour-intensive industries staffed largely by migrant labour, and have long been associated with exploitative practices. More recently, hostels have come under scrutiny because of accusations that they are used to restrict workers’ freedom in ways that are tantamount to modern slavery. Drawing on a qualitative study of a garment hub in South India where such claims have frequently arisen, we explore the conditions of freedom and unfreedom in worker hostels and how suppliers who run such hostels respond to competing expectations about worker freedom. Our findings show that hostels perform three interrelated functions: restriction, protection, and liberation, which together constitute a complex mix of freedom and unfreedom for migrant women workers that we term hybrid (un)freedom. As a result, we problematize the binary understandings of freedom and unfreedom that predominate in the modern slavery literature. We also develop a new way forward for examining freedom in the context of hostels that considers the system of relationships, traditions, and socio-economic arrangements that workers and employers are locked into and that prevent meaningful improvements in the freedom of women workers.
Citation: Human Relations
PubDate: 2022-03-11T11:02:25Z
DOI: 10.1177/00187267221081296
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- Untangling the team social capital–team innovation link: The role of
proportional task conflict as well as group- and differentiated
individual-focused transformational leadership-
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Authors: Jakob Stollberger, Amer Ali Al-Atwi, David De Cremer
Abstract: Human Relations, Ahead of Print.
Findings from prior research on the relationship between a team’s social network architecture and team innovation have been inconclusive. Integrating social network theory with input–process–output models of team innovation, our research aims to reconcile the mixed findings in the literature by introducing a novel process perspective as well as highlighting a relevant contingency factor to untangle the team social capital–team innovation link. We propose that team social capital, operationalized as bridging and bonding social capital, negatively influences team innovation via team proportional task conflict, which is the level of task conflict teams experience proportional to the general level of team conflict (i.e. task, relationship and process conflict). In addition, we expected group and differentiated individual-focused transformational leadership to buffer the negative indirect effect of team social capital on team innovation via team proportional task conflict. Results from time-lagged data collected from research and development teams in Iraq revealed that teams with bonding and bridging social capital are less innovative because they experience less proportional task conflict. Furthermore, group-focused transformational leadership buffered the negative indirect relationship of team bridging social capital on team innovation via proportional task conflict. Theoretical and practical implications of these findings are discussed.
Citation: Human Relations
PubDate: 2022-03-09T01:16:11Z
DOI: 10.1177/00187267221080995
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- How biopower puts freedom to work: Conceptualizing ‘pivoting
mechanisms’ in the neoliberal university-
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Authors: Peter Fleming
Abstract: Human Relations, Ahead of Print.
Academics working in the neoliberal university embody a key tension. They enjoy substantial occupational freedoms and yet endure formidable levels of control. The two attributes are not necessarily opposed. Michel Foucault’s concept of biopower explains why. Unlike disciplinary power (modelled after the prison, factory, school, etc.), biopower operationalizes significant freedoms in order to render workers productive. Studies examining how employers achieve this have several limitations that this article seeks to remedy. Biopower does not frame or subjectify employee agency but pivots it instead. I develop the concept of ‘pivoting mechanisms’ and illustrate its utility with respect to academic labour in the neoliberal university. This provides a more nuanced explanation of how biopower can infiltrate professional autonomy and sheds light on its troubling effects in higher education today.
Citation: Human Relations
PubDate: 2022-03-03T05:15:16Z
DOI: 10.1177/00187267221079578
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- Alternativity as freedom: Exploring tactics of emergence in alternative
forms of organizing-
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Authors: Sara Dahlman, Erik Mygind du Plessis, Emil Husted, Sine N Just
Abstract: Human Relations, Ahead of Print.
This article proposes that being alternative is not a question of adhering to certain principles or applying certain practices, but rather a question of freedom. It does so by exploring three empirical cases of alternative organizing, namely the sustainable fin-tech start-up SusPens, teachers of mindfulness meditation, and the UK minor party Independents for Frome. The article first identifies a common trajectory, according to which alternative organizing usually begins with a rejection of the dominant socio-economic order. However, in seeking to increase their impact on the world, alternatives are often appropriated by the very order they were meant to depart from. On that basis, we explore how freedom can be articulated and enacted as emergent tactics that break free from this common trajectory and constitute alternativity as the ‘other’ within the existing order; in the cracks and crevasses that evade (discursive) regulation and where liberties can be taken. More specifically, we identify three emergent tactics of endurance, germination, and reiteration and discuss what they may teach us about organizing for freedom in the 21st century.
Citation: Human Relations
PubDate: 2022-02-24T09:32:31Z
DOI: 10.1177/00187267221080124
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- Re/searching leadership: A critique in two agonies and nine fits
-
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Authors: Jackie Ford, Nancy Harding, Sarah Gilmore
Abstract: Human Relations, Ahead of Print.
Since the 19th century, much academic effort has been expended researching leadership. Bodies of theory have risen to dominance, proved unsatisfactory and been replaced by another generation of ultimately disappointing leadership thought. This repetitive pattern continues, so we ask what motivates this continuing, seemingly fruitless search' Focusing on researchers and not leadership per se, our analysis is inspired by two surprisingly complementary sources: psychoanalytical theory and Lewis Carroll’s epic nonsense poem, The Hunting of the Snark: An Agony in Eight Fits. Together they lead to a theory that re/search is motivated by unconscious desires to experience the transformational object—an ultimately unachievable search but one that unconsciously sustains the ever-growing field of leadership research. In contributing a new psychoanalytical theory of unconscious motivations that inspire our research, we also demonstrate the inspiration poetry may offer organizational researchers. We conclude by offering a ninth fit, which leaps into the void of future thought and finds that the leadership Snark was, in fact, a Boojum.
Citation: Human Relations
PubDate: 2022-02-24T09:30:57Z
DOI: 10.1177/00187267221079167
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- Organizational responses to political sanctions: Voluntary state
co-optation and strategic acquiescence in China’s futures market-
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Authors: Hua Wei, John Hassard
Abstract: Human Relations, Ahead of Print.
What can an organization do to survive when its existence is a problem for political institutions' Drawing information from China’s futures market, we address this question through analysing forms of corporate political activity (CPA) among the nation’s ‘red capitalists’, notably using CPA concepts to decode power dynamics between Chinese financial organizations and the state. Deploying a multi-method, longitudinal and reflexive case approach, we explain how a ‘rogue’ futures exchange was targeted by a major regulatory crackdown, yet ostensibly survived; principally by negotiating new forms of institutional control. This saw the enrolling of state actors and resources to shape politically acceptable forms of corporate behaviour, a process framed theoretically through the concept of voluntary co-optation; or the strategic steps the focal organization took to yield power to the state in return for enhanced corporate legitimacy. Constructing a two-phase empirical account, including detailed diagrammatic explanations, the article assesses how a range of lobbying-oriented and guanxi-related practices influenced the organization in repositioning and reconstructing itself through progressive strategic acquiescence, as forces of political capital (‘whom you know’) and intellectual capital (‘what you know’) combined to shape the firm’s decision responses and bolster its functional credibility amid a hostile institutional climate.
Citation: Human Relations
PubDate: 2022-02-24T09:29:32Z
DOI: 10.1177/00187267221077995
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- Are narcissistic CEOs good or bad for family firm innovation'
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Authors: Paola Rovelli, Alfredo De Massis, Luis R Gomez-Mejia
Abstract: Human Relations, Ahead of Print.
Despite anecdotal evidence showing that some CEOs possess narcissistic personality traits, research on this individual characteristic is still lagging behind. Though the literature has established that narcissistic CEO traits may affect firm performance, it is not clear whether they act as constructive or destructing forces in family firms. This is particularly important given family firms’ attention towards the preservation of socioemotional wealth. A question thus arises: Can family firms benefit from narcissistic CEOs or should they avoid appointing individuals with this personality trait' Our analysis of unique data from Italian CEOs – collected through a survey and a psychometric test – reveals that CEO narcissism is lower in family firms, and among family CEOs. Nevertheless, in family firms, more narcissistic CEOs tend to exploit greater innovation opportunities by fostering higher top management teams strategic decision comprehensiveness. Our findings advance our understanding of narcissism in leadership positions, highlighting its importance for family firms’ innovation and providing meaningful contributions for research on CEO personality, family business and innovation, as well as for practitioners.
Citation: Human Relations
PubDate: 2022-02-15T08:50:52Z
DOI: 10.1177/00187267221076834
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- Playful work design: Conceptualization, measurement, and validity
-
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Authors: Yuri S Scharp, Arnold B Bakker, Kimberley Breevaart, Kaspar Kruup, Andero Uusberg
Abstract: Human Relations, Ahead of Print.
In three different studies, we challenge the traditional view that work and play are mutually exclusive phenomena. We introduce the concept of playful work design – the proactive cognitive-behavioral orientation that employees engage in to incorporate play into their work activities to promote fun and challenge. In Study 1, we utilized expert-ratings and iterative exploratory factor analyses to develop an instrument that measures (1) designing fun and (2) designing competition. Additionally, Study 1 evidences the divergent and convergent validity of the subscales as well as their distinctiveness. Specifically, playful work design was indicative of proactivity as well as play, and designing fun especially correlated with ludic traits (i.e. traits focused on deriving fun; e.g. humor), whereas designing competition particularly correlated with agonistic traits (i.e. traits focused on deriving challenge; e.g. competitiveness). Study 2 cross-validated the two-factor structure, further investigated the nomological net of playful work design, and revealed that playful work design is distinct from job crafting. Finally, Study 3 examined the predictive and incremental validity of the playful work design instrument with self- and colleague-ratings two weeks apart. Taken together, the results suggest that the instrument may advance our understanding of play initiated by employees during work.
Citation: Human Relations
PubDate: 2022-02-10T09:14:45Z
DOI: 10.1177/00187267211070996
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- The forgotten ‘immortalizer’: Recovering William H Whyte as the
founder and future of groupthink research-
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Authors: Oliver Pol, Todd Bridgman, Stephen Cummings
Abstract: Human Relations, Ahead of Print.
Irving Janis’s concept of ‘groupthink’, the idea that a collective desire for consensus overrides the realistic appraisals of alternatives and leads to poor group decision making, is a staple of social science textbooks. Despite gaining little support in empirical studies, Janis’s eight symptoms of groupthink remains a popular framework. What has been forgotten, however, is that nearly 20 years before Janis’s supposed invention, groupthink was coined by social critic William H Whyte, author of one of the 1950s, most influential books on management. Adding to the growing interest in a historical turn in Management and Organization Studies, we investigate how and why Whyte’s groupthink was over-written by a history that found Janis’s ideas more useful, and outline how recovering Whyte can add value to our thinking now.
Citation: Human Relations
PubDate: 2022-02-10T06:06:04Z
DOI: 10.1177/00187267211070680
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- Dynamic relationships between leader–member exchange and employee
role-making behaviours: The moderating role of employee emotional
ambivalence-
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Authors: Hai-Jiang Wang, Lixin Jiang, Xiaohong Xu, Kong Zhou, Talya N Bauer
Abstract: Human Relations, Ahead of Print.
We set out to understand how role-making works and what roles employees and leaders play in this process. Employees often make changes to their work roles, such as by negotiating their job responsibilities and seeking challenging tasks. In this study, we suggest that role-making behaviours influence and are influenced by the dyadic relationship between leaders and employees, otherwise known as leader–member exchange (LMX). We collected three waves of survey data from a sample of Chinese employees who were recent college graduates (n = 203). The results from cross-lagged panel analyses showed that (1) LMX and job-change negotiation were reciprocally related to each other and (2) initial LMX was associated with increased challenge-seeking behaviours, although these behaviours did not lead to greater LMX later on. In addition, we found evidence that when employees experienced a high level of emotional ambivalence (a conflicting, mixed and complex emotional state), the direct and reciprocal relationships between LMX and role-making behaviours were weakened. Our findings advance the understanding of the development of leader–employee relationships in the workplace and have implications for strengthening employee perceptions of high-quality relationships with their leaders by making changes to their workplace roles.
Citation: Human Relations
PubDate: 2022-02-08T05:19:36Z
DOI: 10.1177/00187267221075253
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- Survey response rates: Trends and a validity assessment framework
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Authors: Brooks Holtom, Yehuda Baruch, Herman Aguinis, Gary A Ballinger
Abstract: Human Relations, Ahead of Print.
Survey methodology has been and continues to be a pervasively used data-collection method in social science research. To better understand the state of the science, we first analyze response-rate information reported in 1014 surveys described in 703 articles from 17 journals from 2010 to 2020. Results showed a steady increase in average response rate from 48% in 2005 to 53% in 2010 to 56% in 2015 and 68% in 2020; a marked increase in the number of surveys per published article from 1.27 in 2015 to 1.79 in 2020; and that variables that predict response-rate fluctuations over time are related to research design (e.g. data-collection medium), participant motivation (e.g. incentives), and researcher motivation (i.e. number of surveys per article). Second, we propose complementary information on contemporary response-rate norms and benchmarks with a response-rate validity assessment framework to gather evidence on accuracy of inferences based on a particular response-rate level. Implementing this validation process involves gathering information on the researcher–participant relationship, participant qualifications and motivation, survey length and complexity, and cultural and national context. Future survey research should implement the validity assessment framework in addition to reporting the response-rate value to better indicate a sample’s quality, appropriateness, and representativeness.
Citation: Human Relations
PubDate: 2022-02-01T12:43:45Z
DOI: 10.1177/00187267211070769
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- Algorithmic governmentality and the space of ethics: Examples from
‘People Analytics’-
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Authors: Richard Weiskopf, Hans Kause Hansen
Abstract: Human Relations, Ahead of Print.
Does human reflexivity disappear as datafication and automation expand and machines take over decision making' In trying to find answers to this question, we take our lead from recent debates about People Analytics and analyze how the use of algorithmically driven digital technologies like facial recognition and drones in work-organizations and societies at large shape the conditions of ethical conduct. Linking the concepts of algorithmic governmentality and space of ethics, we analyze how such technologies come to form part of governing practices in specific contexts. We conclude that datafication and automation have huge implications for human reflexivity and the capacity to enact responsibility in decision making. But that itself does not mean that the space for ethical conduct disappears, which is the impression left in some literatures, but rather that is modified and (re) constituted in the interplay of mechanisms of closure (like automating decision making, black boxing and circumventing reflexivity), and opening (such as disclosing contingent values and interests in processes of problematization, contestation and resistance). We suggest that future research investigates in more detail the dynamics of closure and opening in empirical studies of the use and effects of algorithmically driven digital technologies in organizations and societies.
Citation: Human Relations
PubDate: 2022-02-01T09:37:41Z
DOI: 10.1177/00187267221075346
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- Theorising work–life balance endeavours as a gendered project of the
self: The case of senior executives in Denmark-
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Authors: Maria Adamson, Sara Louise Muhr, T Alexandra Beauregard
Abstract: Human Relations, Ahead of Print.
Recent work–life balance (WLB) studies offer considerable insight into the challenges and strategies of achieving WLB for senior managers. This study shifts the focus from asking how to asking why individuals are so invested in pursuing a particular kind of WLB. Through analysing 62 life history interviews with male and female senior executives in Denmark, we develop the concept of the gendered project of the self to theorise WLB. We show how for the executives, WLB was not simply an instrumental process of time or role management; instead, pursuing WLB in a certain way was a key part of acquiring and maintaining a particular desired subjectivity or a sense of self as a better person, better worker and better parent. We argue that theorising WLB as the gendered project of the self allows us to explicate the mechanisms through which gendered social and cultural expectations translate into how male and female executives can and want to pursue their WLB goals – first by driving one’s desire for WLB and, second, by shaping and restricting what is desired. In doing so, we highlight the importance of scrutinising the role of broader WLB discourses in shaping the experience and uptake of organisational WLB policies.
Citation: Human Relations
PubDate: 2022-01-22T12:21:03Z
DOI: 10.1177/00187267211073309
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- Business as service' Human Relations and the British interwar
management movement-
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Authors: Mairi Maclean, Gareth Shaw, Charles Harvey
Abstract: Human Relations, Ahead of Print.
To what extent should business have an implication of service when its fundamental purpose is profit-seeking' We explore this issue through a contextually informed reappraisal of British interwar management thinking (1918–1939), drawing on rich archival material concerning the Rowntree business lectures and management research groups. Whereas existing literature is framed around scientific management versus human relations schools, we find a third pronounced, related theme: business as service. Our main contribution is to identify the origins in Britain of the discourse of corporate social responsibility in the guise of business as service. We show that this emerged earlier than commonly assumed and was imbued with an instrumental intent from its inception as a form of management control. This was a discourse emanating not from management theorists but from management practitioners, striving to put the corporate system on a sustainable footing while safeguarding the power, authority, and legitimacy of incumbent managerial elites.
Citation: Human Relations
PubDate: 2022-01-19T10:01:13Z
DOI: 10.1177/00187267211070771
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- Objectal resistance: The political role of personal objects in workers’
resistance to spatial change-
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Authors: Laurent Taskin, David Courpasson, Céline Donis
Abstract: Human Relations, Ahead of Print.
Flexwork, that is, the combination of shared offices and telework, is one of the major changes affecting the workplace these days. But how do employees react to these transformations of their work environment' In this article, we investigate employees’ resistance to the introduction of flexwork in a large Belgian organization. We show employees resisting this workspace transformation through the use of personal objects as means to physically reconnect to the place, using objects to convey their claims and objectively occupy places. Though space has become a key analytic concept in the study of organizations, research still largely neglects the concrete role played by personal objects in the capacity of workers to resist change in the occupation of workspaces. We highlight the mutual constitution of objects and space in practices of resistance to workspace change. We show specifically how the politicality of these materials – referred to here as objectal resistance – comes from the meaning that people assign to objects when they place them in order to re-establish workers’ bodily presence at work – that is, from acts of objects embodiment and emplacement. We contribute to studies of resistance in the workplace by showing that objectal resistance is a complex combination of overt and covert activities, which leads to seeing the classic opposition between recognition and post-recognition politics in a new light.
Citation: Human Relations
PubDate: 2022-01-19T09:57:01Z
DOI: 10.1177/00187267211067142
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- Critical Essay: Wicked problems in the Age of Uncertainty
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Authors: Keith Grint
Abstract: Human Relations, Ahead of Print.
We are, apparently, living in unprecedented times, an Age of Uncertainty, when wicked problems whirl all around as we struggle to cope with Covid-19, environmental catastrophe and the right-wing populism that threatens to unravel all kinds of international agreements. In this personal reflection, 15 years after I wrote an article on wicked problems and the social construction of leadership, I take a look back, and forward, to see whether there ever was an Age of Certainty when only tame problems temporarily troubled us, or whether our understanding of the world is itself a social construction, open to dispute and thus we have always lived in uncertain times. In the process of this evaluation, I consider whether collaborative leadership, often associated with wicked problems, is as ubiquitous and effective as some proponents make out, and if it isn’t, what this says about our ability to address such problems.
Citation: Human Relations
PubDate: 2022-01-16T05:17:03Z
DOI: 10.1177/00187267211070770
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- Revisiting conflict: Neoliberalism at work in the gig economy
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Authors: Alessandro Niccolò Tirapani, Hugh Willmott
Abstract: Human Relations, Ahead of Print.
What is the role of conflict in bringing about radical change' Taking the case of the gig economy, we study the conditions of possibility for fairer alternative ways of organising to emerge. Currently, some commentators underscore the sense of freedom of working as a self-employed contractor; others focus on its negative and exploitative dimensions. Less attention has been given to the potential emergence of (radical) conflicts around the nature of gig work. Thus, we contribute to the study of conflict in organisation theory by appreciating two different yet interrelated phenomena. First, how neoliberal gig work mobilises positive fantasies of individualised economic prosperity and independence, leading to reformist responses to social and contractual disputes. Second, how the dark side of gig work can trigger radical conflicts, which reject the assumptions underpinning the ‘self-employed contractors’ business model. We argue that the potential for radical (labour) revolts is buffered by neoliberal individualisation and hegemonic ideology – articulated in the phenomenon that we term ‘econormativity’. Yet, as the latter offers no resolution to structural grievances, conflict continues to simmer in the background. The article aims to advance, principally from an organisation studies perspective, our understanding of conflict and its role in unleashing radical alternatives.
Citation: Human Relations
PubDate: 2022-01-08T06:42:47Z
DOI: 10.1177/00187267211064596
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