Subjects -> BUSINESS AND ECONOMICS (Total: 3830 journals)
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    - BANKING AND FINANCE (330 journals)
    - BUSINESS AND ECONOMICS (1409 journals)
    - COOPERATIVES (4 journals)
    - ECONOMIC SCIENCES: GENERAL (231 journals)
    - HUMAN RESOURCES (103 journals)
    - INSURANCE (26 journals)
    - INTERNATIONAL COMMERCE (146 journals)
    - INVESTMENTS (22 journals)
    - MACROECONOMICS (17 journals)
    - MANAGEMENT (631 journals)
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    - MICROECONOMICS (23 journals)
    - PUBLIC FINANCE, TAXATION (42 journals)

HUMAN RESOURCES (103 journals)                     

Showing 1 - 101 of 101 Journals sorted alphabetically
Accounting and Business Research     Hybrid Journal   (Followers: 37)
Accounting and the Public Interest     Full-text available via subscription   (Followers: 4)
Accounting Auditing & Accountability Journal     Hybrid Journal   (Followers: 35)
Accounting Education: An International Journal     Hybrid Journal   (Followers: 24)
Accounting Forum     Hybrid Journal   (Followers: 31)
Accounting, Organizations and Society     Hybrid Journal   (Followers: 46)
Advances in Accounting     Hybrid Journal   (Followers: 14)
Advances in Developing Human Resources     Hybrid Journal   (Followers: 33)
Afro-Asian Journal of Finance and Accounting     Hybrid Journal   (Followers: 9)
American Journal of Finance and Accounting     Hybrid Journal   (Followers: 25)
Annual Review of Organizational Psychology and Organizational Behavior     Full-text available via subscription   (Followers: 48)
Asia Pacific Journal of Human Resources     Hybrid Journal   (Followers: 331)
Asian Review of Accounting     Hybrid Journal   (Followers: 2)
Attachment & Human Development     Hybrid Journal   (Followers: 12)
Australian Accounting Review     Hybrid Journal   (Followers: 5)
British Accounting Review     Hybrid Journal   (Followers: 11)
Burnout Research     Open Access   (Followers: 10)
Coaching : Theorie & Praxis     Open Access   (Followers: 3)
Contemporary Accounting Research     Full-text available via subscription   (Followers: 32)
Corporate Governance and Organizational Behavior Review     Open Access   (Followers: 1)
Critical Perspectives on Accounting     Hybrid Journal   (Followers: 19)
EURO Journal on Decision Processes     Hybrid Journal   (Followers: 3)
European Accounting Review     Hybrid Journal   (Followers: 22)
European Journal of Training and Development     Hybrid Journal   (Followers: 13)
Evidence-based HRM     Hybrid Journal   (Followers: 6)
FOR Rivista per la formazione     Full-text available via subscription  
German Journal of Human Resource Management     Hybrid Journal   (Followers: 7)
HR Future     Full-text available via subscription   (Followers: 4)
Human Relations     Hybrid Journal   (Followers: 65)
Human Resource and Organization Development Journal     Open Access   (Followers: 6)
Human Resource Development International     Hybrid Journal   (Followers: 27)
Human Resource Development Quarterly     Hybrid Journal   (Followers: 31)
Human Resource Development Review     Hybrid Journal   (Followers: 33)
Human Resource Management     Hybrid Journal   (Followers: 90)
Human Resource Management Journal     Hybrid Journal   (Followers: 85)
Human Resource Management Research     Open Access   (Followers: 27)
Human Resource Management Review     Hybrid Journal   (Followers: 64)
Human Resource Research     Open Access   (Followers: 1)
Intangible Capital     Open Access   (Followers: 2)
International Journal of Accounting     Hybrid Journal   (Followers: 2)
International Journal of Accounting and Finance     Hybrid Journal   (Followers: 20)
International Journal of Accounting Information Systems     Hybrid Journal   (Followers: 8)
International Journal of Accounting, Auditing and Performance Evaluation     Hybrid Journal   (Followers: 15)
International Journal of Banking, Accounting and Finance     Hybrid Journal   (Followers: 16)
International Journal of Behavioural Accounting and Finance     Hybrid Journal   (Followers: 12)
International Journal of Critical Accounting     Hybrid Journal   (Followers: 3)
International Journal of Economics and Accounting     Hybrid Journal   (Followers: 3)
International Journal of Ethics and Systems     Hybrid Journal   (Followers: 3)
International Journal of Human Capital and Information Technology Professionals     Full-text available via subscription   (Followers: 4)
International Journal of Human Resource Management     Hybrid Journal   (Followers: 57)
International Journal of Human Resource Studies     Open Access   (Followers: 17)
International Journal of Human Resources Development and Management     Hybrid Journal   (Followers: 31)
International Journal of Management Development     Hybrid Journal   (Followers: 13)
International Journal of Management Education     Hybrid Journal   (Followers: 10)
Journal of Accounting & Organizational Change     Hybrid Journal   (Followers: 6)
Journal of Accounting and Economics     Hybrid Journal   (Followers: 50)
Journal of Accounting and Public Policy     Hybrid Journal   (Followers: 8)
Journal of Accounting Education     Hybrid Journal   (Followers: 7)
Journal of Accounting Research     Hybrid Journal   (Followers: 36)
Journal of Advances in Management Research     Hybrid Journal   (Followers: 2)
Journal of Chinese Human Resource Management     Hybrid Journal   (Followers: 8)
Journal of Contemporary Accounting & Economics     Hybrid Journal   (Followers: 4)
Journal of Corporate Citizenship     Full-text available via subscription   (Followers: 1)
Journal of Enterprising Communities People and Places in the Global Economy     Hybrid Journal   (Followers: 1)
Journal of Global Responsibility     Hybrid Journal   (Followers: 5)
Journal of HR intelligence     Open Access   (Followers: 1)
Journal of Human Capital     Full-text available via subscription   (Followers: 13)
Journal of Human Development and Capabilities : A Multi-Disciplinary Journal for People-Centered Development     Hybrid Journal   (Followers: 24)
Journal of Human Resource and Sustainability Studies     Open Access   (Followers: 1)
Journal of Human Resource Costing & Accounting     Hybrid Journal   (Followers: 5)
Journal of Human Values     Hybrid Journal   (Followers: 5)
Journal of International Accounting, Auditing and Taxation     Hybrid Journal   (Followers: 5)
Journal of Marketing and HR     Open Access   (Followers: 7)
Journal of Organizational Effectiveness : People and Performance     Hybrid Journal   (Followers: 9)
Journal of Professions and Organization     Free   (Followers: 6)
Journal of Service Management     Hybrid Journal   (Followers: 9)
Kelaniya Journal of Human Resource Management     Open Access  
New Horizons in Adult Education and Human Resource Development     Hybrid Journal   (Followers: 13)
NHRD Network Journal     Full-text available via subscription  
Open Journal of Leadership     Open Access   (Followers: 19)
Organizational Behavior and Human Decision Processes     Hybrid Journal   (Followers: 76)
Pacific Accounting Review     Hybrid Journal  
Personality and Individual Differences     Hybrid Journal   (Followers: 28)
Personnel Assessment and Decisions     Open Access   (Followers: 2)
Personnel Review     Hybrid Journal   (Followers: 16)
Professions and Professionalism     Open Access   (Followers: 9)
Psychologie du Travail et des Organisations     Hybrid Journal  
Public Personnel Management     Hybrid Journal   (Followers: 14)
Qualitative Research in Accounting & Management     Hybrid Journal   (Followers: 7)
Quarterly National Accounts - Comptes nationaux trimestriels     Full-text available via subscription  
Research in Accounting Regulation     Hybrid Journal   (Followers: 2)
Research in Human Development     Hybrid Journal   (Followers: 6)
Review of Accounting Studies     Hybrid Journal   (Followers: 27)
Review of Public Personnel Administration     Hybrid Journal   (Followers: 12)
Review of Quantitative Finance and Accounting     Hybrid Journal   (Followers: 9)
Revista Gestión de las Personas y Tecnología     Open Access  
Revista Portuguesa e Brasileira de Gestão     Open Access  
South Asian Journal of Human Resources Management     Full-text available via subscription   (Followers: 4)
Southern African Journal of Accountability and Auditing Research     Full-text available via subscription  
Sri Lankan Journal of Human Resource Management     Open Access   (Followers: 1)
Strategic HR Review     Hybrid Journal   (Followers: 9)


Similar Journals
Journal Cover
Human Relations
Journal Prestige (SJR): 2.2
Citation Impact (citeScore): 4
Number of Followers: 65  
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  [1151 journals]
  • How leader and follower prototypical and antitypical attributes influence
           ratings of transformational leadership in an extreme context
    • Authors: Bruce J Avolio, Fong T Keng-Highberger, Robert G Lord, Sean T Hannah, John M Schaubroeck, Steve WJ Kozlowski
      Abstract: Human Relations, Ahead of Print.
      Leadership is a process where leaders enact certain behaviors to influence followers. Yet, each follower may view the leader’s enactment differently, owing to differences in disposition and context. Here we examine leadership as a property attributed by followers to their leader, influenced by both the leader and followers’ personal attributes and the situation in which leaders and followers interact. Guiding this study, we asked: how do followers’ affect (negative and positive traits), motivation (regulatory focus), and cognitions (identity) and their congruence with their leader’s corresponding attributes influence their ratings of transformational leadership' Participants operated in extreme situations where their lives were often at risk because of exposure to combat. Results based on a sample of 1587 US Army soldiers operating in 262 units show that when there is a higher congruence between leaders’ and followers’ positive affect, promotion focus, relational identity, and collective identity, follower ratings of transformational leadership are higher, whereas a higher level of incongruence between followers’ and leaders’ positive and negative affect predicted lower ratings of transformational leadership. These findings differed based on the soldiers’ time spent in deployment and the level of combat exposure they experienced.
      Citation: Human Relations
      PubDate: 2020-09-30T07:34:22Z
      DOI: 10.1177/0018726720958040
  • Development and validation of the workplace hazing scale
    • Authors: Mary B Mawritz, Johnna Capitano, Rebecca L Greenbaum, Julena M Bonner, Joongseo Kim
      Abstract: Human Relations, Ahead of Print.
      What is workplace hazing and how does it affect newcomers' Although most people associate hazing behaviors with university life, sports teams, or military organizations, hazing has been reported in a wide variety of workplace settings as a means of socializing newcomers into their new work environments. However, hazing is seldom researched in the organizational context. Consequently, we contribute to research on workgroup socialization by examining workplace hazing as one particular form of socialization. We first draw on management research on socialization, anthropology research on hazing, and anecdotal evidence to define and conceptualize the construct of workplace hazing. Then, we use a multi-study scale development process to create and validate a five-dimensional workplace hazing scale (WHS). The resulting 15-item WHS captures a range of hazing behaviors across organizational settings, and includes the dimensions of segregation, verbal abuse, task-related hazing, physical abuse, and testing. Overall, our research suggests that the WHS is a valid, reliable scale that can be used to assess this complex phenomenon and that workplace hazing has detrimental effects on newcomers.
      Citation: Human Relations
      PubDate: 2020-09-25T07:23:04Z
      DOI: 10.1177/0018726720957058
  • Racialised professionals’ experiences of selective incivility in
           organisations: A multi-level analysis of subtle racism
    • Authors: Mustafa Bilgehan Ozturk, Aykut Berber
      Abstract: Human Relations, Ahead of Print.
      This article explores how racialised professionals experience selective incivility in UK organisations. Analysing 22 in-depth, semi-structured interviews, we provide multi-level findings that relate to individual, organisational and societal phenomena to illuminate the workings of subtle racism. On the individual level, selective incivility appears as articulated through ascriptions of excess and deficit that marginalise racialised professionals; biased actions by white employees who operate as honest liars or strategic coverers; and white defensiveness against selective incivility claims. On the organisational level, organisational whitewashing, management denial and upstream exclusion constitute the key enablers of selective incivility. On the societal level, dynamic changes relating to increasing intolerance outside organisations indirectly yet sharply fuel selective incivility within organisations. Finally, racialised professionals experience intersectional (dis-)advantages at the imbrications of individual, organisation and society levels, shaping within-group variations in experiences of workplace selective incivility. Throughout all three levels of analysis and their interplay, differences in power and privilege inform the conditions of possibility for and the continual reproduction of selective incivility.
      Citation: Human Relations
      PubDate: 2020-09-23T05:58:57Z
      DOI: 10.1177/0018726720957727
  • ‘Thriving instead of surviving’: A capability approach to geographical
           career transitions in the creative industries
    • Authors: Ana Alacovska, Christian Fieseler, Sut I Wong
      Abstract: Human Relations, Ahead of Print.
      This article examines career transitions in creative industries that involve geographical relocation from large metropolitan creative cities to small, remote and marginal urbanities. Drawing on 31 in-depth interviews with freelancers who have relocated to peripheral Southern European locales, the article explores the ways in which creative workers make sense of and justify their career transitions away from the metropolis, while reassessing reflexively over their lifespan the shifting meaning of their career success. We propose the adoption of Nussbaum’s capability approach in the study of such career transitions as a means of strengthening current theorizing about the role played by urban contexts in individual conceptualizations of career success and meaningful professional identities. Applying this analytical lens, we tease out the ways in which our informants perceived the influence exerted by different urban contexts on their capacity to enact a set of capabilities for the attainment of well-being and quality of life at different stages in their careers while striving to preserve a stable professional identity as creative workers. We argue that a good life evaluation, which includes a reflexive and comprehensive reassessment of the capabilities to live life well while pursuing a creative career, underlies creative workers’ shifting interpretations of geographical career transition that contravene conventional measures of career upward mobility, development and growth.
      Citation: Human Relations
      PubDate: 2020-09-17T09:54:30Z
      DOI: 10.1177/0018726720956689
  • City context and subjective career success: How does creative workers’
           need for recognition filter city identity'
    • Authors: Fabrizio Montanari, Lorenzo Mizzau, Damiano Razzoli, Stefano Rodighiero
      Abstract: Human Relations, Ahead of Print.
      How do creative workers draw on their city context as they interpret their subjective career success over time' This article aims to answer this question with a qualitative study of 140 creative workers in Reggio Emilia, Italy. The results illuminate how subjective career success stems from a need for recognition that draws on a city’s identity. Mobilising Lotman’s concept of semiosphere, we propose that creative workers use city identity to understand what ‘soft’ factors they can harness from the city context. They filter city identity based on three recognition-related needs that are contingent on their level of work experience. Our contribution is threefold. First, we provide a nuanced view of the social and symbolic context in which careers are embedded, highlighting its multilayered, multivocal and multimodal nature. Second, we provide a fine-grained understanding of the interplay between an individual’s career need for recognition and their interpretation of city identity. Third, we shed light on recognition as a facet of subjective career success, which is particularly relevant to creative workers.
      Citation: Human Relations
      PubDate: 2020-09-12T09:27:50Z
      DOI: 10.1177/0018726720956700
  • Challenging the cross-national transfer of diversity management in MNCs:
           Exploring the ‘identity effects’ of diversity discourses
    • Authors: Dulini Fernando
      Abstract: Human Relations, Ahead of Print.
      I develop a critique of the cross-national transfer of diversity management in multinational companies. Adopting a critical approach to diversity management, and considering diversity as a discourse, I examine how and why employees in an overseas subsidiary challenged the diversity practices transferred by their foreign parent company. Drawing on a case study of a Sri Lankan knowledge work firm that was in the process of implementing its Western parent company’s Diversity Management agenda, which they had had little input in shaping, I highlight how challenge is triggered by a desire to reject unfavourable subject positions attributed to individuals in transferred discourses of diversity and to reposition the self more favourably. My contribution involves showing how dynamic power relations between parents and subsidiaries shape the global transfer of diversity across MNCs, depicting subsidiary employees as agentic subjects as opposed to passive recipients.
      Citation: Human Relations
      PubDate: 2020-09-10T06:20:55Z
      DOI: 10.1177/0018726720952838
  • Organizational change failure: Framing the process of failing
    • Authors: Gavin M Schwarz, Dave Bouckenooghe, Maria Vakola
      Abstract: Human Relations, Ahead of Print.
      Despite what we know about how organizations and their members respond to change, organizations continue to spend an inordinate amount of time confronting, mitigating, and dealing with failure during change. This special issue focuses on what happens when organizational change fails. Its goal is to enhance knowledge and advance theory regarding the processes and mechanisms that underlie the emergence of organizational change failure. In this editorial, we first take stock of the established perspectives on failure, and introduce an integrative approach to offer a more holistic account of the process of change failure. The framework constitutes a multilevel, interlocking strategy for future scholarship. It highlights how the evolving experience defines, creates, and enacts failure during change across three structures: the surface (i.e., context), intermediate (i.e., building block dimensions), and deep (i.e., enduring aspects) structures of failure. With this frame as its basis, the articles in the special issue prompt discussion of what exactly failure means for organizations and their members dealing with different accounts of change failure.
      Citation: Human Relations
      PubDate: 2020-09-10T06:19:35Z
      DOI: 10.1177/0018726720942297
  • The idealization of ‘compassion’ in trainee nurses’ talk: A
           psychosocial focus group study
    • Authors: Parisa Dashtipour, Nollaig Frost, Michael Traynor
      Abstract: Human Relations, Ahead of Print.
      Why do nurses in training continue to draw on the ideal of compassion when responding to their experiences of nursing work in the UK National Health Service (NHS), despite the difficulties that they face in developing compassionate, long-term relationships with patients in practice' To answer this question, we draw from a psychosocial analysis of focus group data from 49 trainee nurses in the NHS. First, we show how this ideal leads them to blame qualified nurses for failures in patient care. We suggest this is an unconscious defence against the anxiety evoked both by the vulnerability of their position as those who need to gain access to the profession, and of being unable to conduct compassionate nursing work. Second, we emphasize that less powerful occupational groups, such as trainee nurses, may adopt defences that underpin dominant organizational policy, such as idealization, despite further disadvantaging their group and benefitting those in power. We conclude by questioning the particular emphasis on compassion in nurses’ training, which can prevent occupational solidarity and the ability to reflect on the structural and organizational factors required to conduct patient-centred nursing work.
      Citation: Human Relations
      PubDate: 2020-09-03T08:01:28Z
      DOI: 10.1177/0018726720952150
  • Career capital in global versus second-order cities: Skilled migrants in
           London and Newcastle
    • Authors: Andrew Kozhevnikov
      Abstract: Human Relations, Ahead of Print.
      This study explores the impact of city-specific factors on skilled migrants’ career capital within the intelligent career framework. It compares global and secondary cities as distinct career landscapes and examines how differently they shape development and utilisation of three ways of knowing (knowing-how, knowing-whom and knowing-why). Findings from 82 qualitative interviews with skilled migrants in global (London) and secondary (Newcastle) UK cities explain the importance of cities at an analytical level, as skilled migrants’ careers were differently constrained and enabled by three groups of city-specific factors: labour market, community and lifestyle. By exploring the two types of cities in career context, this article contributes to developing an interdisciplinary dialogue and problematises careers as a relational and contextually embedded phenomenon. Limitations and recommendations are discussed.
      Citation: Human Relations
      PubDate: 2020-08-29T08:27:57Z
      DOI: 10.1177/0018726720952857
  • Knocking sovereign customers off their pedestals' When contact staff
           educate, amateurize, and penalize deviant customers
    • Authors: Aurélien Rouquet, Jean-Baptiste Suquet
      Abstract: Human Relations, Ahead of Print.
      Promoted by marketing discourses, customer sovereignty is characterized by the cult of the customer and the belief that contact staff have to serve the customer. However, research shows that customers adopt improper conduct, such as fraudulent or aggressive behaviors. While largely tolerated, these behaviors prove damaging for contact staff and could eventually lead them to react. How do frontline actors react to such behaviors, which prevent them from developing customer relations in accordance with the mythical discourse' This is the question our article explores. To do so, we use Becker’s interactionism approach to deviance, and investigate how frontline actors in five organizations deal with customer complaints they consider as ‘deviant’. Our results show that when faced with behaviors that they no longer wish to tolerate, contact staff educate, amateurize, or penalize the customer. This research contributes by conceptualizing three alternative forms of relations to customer sovereignty, which contact staff attempt to legitimize through internal and external resources.
      Citation: Human Relations
      PubDate: 2020-08-25T06:51:22Z
      DOI: 10.1177/0018726720950443
  • The hegemony of men in global value chains: Why it matters for labour
    • Authors: Lauren McCarthy, Vivek Soundararajan, Scott Taylor
      Abstract: Human Relations, Ahead of Print.
      Substandard labour practices continue to be observed in global value chains (GVCs), even where there are strong legal frameworks and in those that engage with ethical accreditation schemes. We argue that this indicates a slow rate of progressive change in GVC labour governance, that is due in part to the lack of attention paid to the interplay of men, masculinities and GVC operation. We offer a reading of Jeff Hearn’s ‘hegemony of men’ framework as a means of showing and deconstructing men’s power within GVC labour standards and welfare programmes, to understand how particular forms of masculinity are reproduced to detrimental effect. Our critical review of the GVC literature emphasises the need to recognise how the social category of ‘men’ has both material and discursive effects on GVCs. We then present a research agenda that emphasises how an intersectional lens on the hegemony of men can surface how complexities of race, class, caste and other experiences of working in GVCs interact with dominant forms of masculinity. This would significantly enhance our understanding of how governance mechanisms might be better designed and operationalised in GVCs, for the betterment of all.
      Citation: Human Relations
      PubDate: 2020-08-25T06:51:06Z
      DOI: 10.1177/0018726720950816
  • Career challenges in smart cities: A sociotechnical systems view on
           sustainable careers
    • Authors: Petru Lucian Curşeu, Judith Hilde Semeijn, Irina Nikolova
      Abstract: Human Relations, Ahead of Print.
      Smart cities are a modern reality in an increasingly digitized and fast changing world; and, as multidimensional, multilayered and interconnected career ecosystems they bring a number of challenges for the development of sustainable careers. What are the systemic roots of these challenges, and how can we deal with them to support the emergence of sustainable careers' We draw on a sociotechnical approach, supplemented by a dynamic person–environment fit perspective, to describe two systemic challenges tied to the development of sustainable careers in smart cities, namely: (1) an unbalanced fit, in that the highly digitized context fits best with highly educated and information and communications technology (ICT) literate citizens working in knowledge intensive organizations; and (2) a volatility of fit, associated with the complex and fast-changing smart urban context. Based on the sociotechnical analysis, we put forth three suggestions for addressing these challenges and creating a sustainable career ecosystem focused on: (1) the continuous development of ICT literacy, knowledge, talents and skills; (2) citizen participation and career communities; and (3) network-centric organizing of sustainable careers that could alleviate some of the challenges associated with the parallel development of sustainable careers and smart cities.
      Citation: Human Relations
      PubDate: 2020-08-21T12:35:45Z
      DOI: 10.1177/0018726720949925
  • It’s not just what you say, it’s how you say it: How callings
           influence constructive voice delivery
    • Authors: Alexander C Romney
      Abstract: Human Relations, Ahead of Print.
      How employees communicate their ideas at work shapes how their ideas are received. When employees constructively communicate their ideas, the value of those ideas can be more readily recognized. Conversely, ideas that are not communicated constructively may be overlooked, ignored, or rejected, regardless of their potential value to an organization. This research contributes to the employee voice literature by introducing the concept of constructive voice delivery and examining its relationship with callings. In this endeavor, two field studies explored the influence of callings on constructive voice delivery. The first study examined these relationships from the employee perspective, identified organizational attachment as the mechanism driving the relationship, and highlighted the role psychological safety plays in strengthening the relationship. The second study explored the relationship between callings and constructive voice delivery from managers’ perspectives, revealing a negative relationship between callings and managerial ratings of constructive voice delivery and emphasized psychological safety’s role in strengthening this negative relationship. Furthermore, constructive voice delivery suppressed the positive effect callings have on employee performance. Taken together, the results of both studies demonstrate that constructive voice delivery is an important aspect of speaking up at work.
      Citation: Human Relations
      PubDate: 2020-08-17T07:32:26Z
      DOI: 10.1177/0018726720945775
  • Identity work in refugee workforce integration: The role of newcomer
           support organizations
    • Authors: Luciara Nardon, Hui Zhang, Betina Szkudlarek, Daniel Gulanowski
      Abstract: Human Relations, Ahead of Print.
      How does professional employment support provided by newcomer support organizations (NSOs) influence highly-skilled refugees’ professional identities and workforce integration' To answer this question, we draw on interviews with 25 managers and staff of NSOs in Canada and 11 recently arrived, highly-skilled refugees. We contribute to the literature on refugee workforce integration by shedding light on the dynamic process of employment support in which NSOs engage in sensegiving practices and influence refugees’ understanding of career options, assessment of opportunities, and their professional identity responses. We found that NSOs attempted to manage refugees’ expectations of career opportunities while fostering hope for the future and that refugees reacted to NSOs’ sensegiving practices by resisting expectation management messages, recrafting a new identity, or bracketing the present as transitory. We highlight the role of external agents in sensemaking and identity work by exploring work role transitions caused by forced migration. Furthermore, we uncover the dynamics of power and contextual constraints that influence sensegiving interactions. From a practical point of view, we argue that in the absence of quality employment opportunities, the reliance on refugees’ resilience and their motivation for long-term professional integration may further marginalize them.
      Citation: Human Relations
      PubDate: 2020-08-14T12:00:08Z
      DOI: 10.1177/0018726720949630
  • Normative collusion in the industry ecosystem: Explaining women’s career
           pathways and outcomes in investment management
    • Authors: Rae Cooper, Marian Baird, Meraiah Foley, Sarah Oxenbridge
      Abstract: Human Relations, Ahead of Print.
      Women are chronically under-represented in investment management, an industry that wields substantial global economic power. This article examines the sources of women’s under-representation, marginalization, and lack of progression within this crucial industry. We demonstrate that norms and practices generated within the industry ecosystem – comprised of industry-specific structures, actors, and interactions – collude to restrict women’s ability to engage with and progress through investment management careers, a process we label normative collusion. Where existing theories have focused on the institutional, organizational, and individual factors that influence women’s career choices and trajectories, our findings demonstrate how industry-level norms and practices can bind organizations to particular modes of operating. To fully understand women’s career pathways and outcomes, particularly at key stages of the life course, we assert that industry-level influences should be incorporated into theoretical models. Foregrounding how normative collusion occurs in the industry ecosystem is an important step, we argue, in understanding women’s career disadvantage, and in designing strategies for change.
      Citation: Human Relations
      PubDate: 2020-08-10T09:32:15Z
      DOI: 10.1177/0018726720942826
  • The moderating role of a city’s institutional capital and people’s
           migration status on career success in China
    • Authors: Liang Guo, Yehuda Baruch
      Abstract: Human Relations, Ahead of Print.
      This article explores the role of cities’ institutional capital in the context of massive waves of migration from rural regions to cities in China. We examine reasons for and consequences of the accelerated urbanization process from both social and individual points of view. Based on surveys using a database of 8113 Chinese people, we identify and analyse factors that influence career success according to their migration status, comparing those who have migrated from rural to urban areas with those who have not moved. We also identify the role of an individual’s migration status and the role of a city’s institutional capital as moderators of the relationships between human, social capital and career success. We find that human, social and institutional capital, both individually and interactively play important roles in career success. The article offers an original contribution to career theory, in particular by incorporating migration status as a novel factor, and by determining the role of a city’s institutional capital in the process. With these overwhelming structural changes in populations, it may also inform internal migration policy and its implementation.
      Citation: Human Relations
      PubDate: 2020-07-28T11:11:23Z
      DOI: 10.1177/0018726720946102
  • Power crafting at work: A phenomenological study on individual differences
    • Authors: Aykut Berber, A. Gökhan Acar
      Abstract: Human Relations, Ahead of Print.
      What does having power mean, not for, but to an individual at work' In this article, we focus on the individual’s concerns and experiences in the work setting and discuss how individuals conceptualise and construct their own power at work. This perspective is important due to its corresponding implications for how individuals choose their jobs, how they show proactive work behaviours and how they are engaged in power relations in organisations. In-depth interviews with 11 participants were subjected to interpretative phenomenological analysis and key themes were identified to explain how these individuals cognitively, socially and operationally crafted their ‘own’ versions of power in their organisations. Despite the idiosyncratic similarity among the participants, our analysis revealed a clear divide: ‘position-based power holders’ and ‘territory holders’. We first present our findings and results with interview excerpts and implications drawn from the emergent themes based on participant accounts. Next, we focus on two individual cases to explain how these individuals identified themselves as power holders within their own organisational contexts. Finally, we discuss our findings in association with other theoretical frameworks and concepts including the meaning of power, the organisational context and proactive work behaviours.
      Citation: Human Relations
      PubDate: 2020-07-18T08:59:11Z
      DOI: 10.1177/0018726720942828
  • Hope labour and the psychic life of cultural work
    • Authors: Ewan Mackenzie, Alan McKinlay
      Abstract: Human Relations, Ahead of Print.
      How do we understand the psychic life of cultural workers under neoliberalism' ‘Hope labour’ is a defining quality of a cultural worker’s experience, practice and identity. Hope labour is unpaid or under-compensated labour undertaken in the present, usually for exposure or experience, with the hope that future work may follow. Hope labour is naturalised by neoliberal discourses but not fully determined by them. Drawing upon empirical research investigating the ‘creative industries’ in the North East of England, we ask how hope labour is made meaningful and worthwhile for cultural workers positioned as entrepreneurial subjects, despite its legitimisation of power asymmetries. We develop Foucauldian studies of governmentality by addressing how cultural work is lived through neoliberal categories, demonstrating the conflicting discourses and relations to self involved in the constitution of entrepreneurial subjectivity. We make a novel contribution to an understanding of hope and precarity by illustrating how cultural workers begin to occupy the site of the entrepreneurial subject amidst conflicting configurations of hope, desire, anxiety and uncertainty.
      Citation: Human Relations
      PubDate: 2020-07-15T10:08:16Z
      DOI: 10.1177/0018726720940777
  • Environmentally specific transformational leadership and team
           pro-environmental behaviors: The roles of pro-environmental goal clarity,
           pro-environmental harmonious passion, and power distance
    • Authors: Jian Peng, Xiao Chen, Yanchun Zou, Qi Nie
      Abstract: Human Relations, Ahead of Print.
      Does environmentally specific transformational leadership promote team pro-environmental behaviors' If so, why and when' Using the cognitive-affective processing system framework, we explore the idea that environmentally specific transformational leadership facilitates team pro-environmental behaviors via team pro-environmental goal clarity and team pro-environmental harmonious passion separately and that such indirect relationships are stronger when the team power distance is high. We used three waves of data from 113 teams in six Chinese manufacturing organizations to test our theoretical predictions. The results of regression analyses show that environmentally specific transformational leadership is positively related to team pro-environmental behaviors; this relationship is parallel mediated by team pro-environmental goal clarity and team pro-environmental harmonious passion. Furthermore, the team power distance strengthens the above parallel mediation effects such that in teams with high levels of power distance, environmentally specific transformational leadership strongly provokes team members’ pro-environmental goal clarity, pro-environmental harmonious passion, and subsequent pro-environmental behaviors. These findings suggest that environmentally specific transformational leadership is an effective approach for organizations to improve their teams’ pro-environmental behaviors, particularly in the context of strong power distance.
      Citation: Human Relations
      PubDate: 2020-07-15T04:38:43Z
      DOI: 10.1177/0018726720942306
  • A closer look at how managerial support can help improve patient
           experience: Insights from the UK’s National Health Service
    • Authors: Chidiebere Ogbonnaya, Mayowa T Babalola
      Abstract: Human Relations, Ahead of Print.
      Recent debates in healthcare have emphasized the need for more respectful and responsive services that meet patients’ preferences. These debates centre on patient experience, one of the most critical factors for measuring healthcare performance. In exploring the relevance of patient experience key questions need answers: what can managers or supervisors do to help improve the quality of healthcare' What is the role of employees' Addressing these questions, this study examines whether perceived supervisor support (PSS) promotes patient experience through a serial mediation involving perceived organizational support (POS), and positive employee outcomes such as engagement, involvement and advocacy. Using two-wave data from the British National Health Service, we show that PSS is strongly associated with POS, which in turn improves engagement, involvement and advocacy among employees. PSS also has a positive indirect influence on patient experience through POS and advocacy; but the indirect paths involving engagement and involvement are not supported. We offer useful guidance on how healthcare employers can support employees towards improving the quality of services rendered to patients.
      Citation: Human Relations
      PubDate: 2020-07-09T03:06:09Z
      DOI: 10.1177/0018726720938834
  • Are outside directors on the small and medium-sized enterprise board
           always beneficial' Disclosure of firm-specific information in
           board-management relations as the missing mechanism
    • Authors: Lorraine Uhlaner, Alfredo de Massis, Ann Jorissen, Yan Du
      Abstract: Human Relations, Ahead of Print.
      In board governance literature and practice, the presence of outside directors is presumed to have a beneficial effect on board effectiveness and firm performance. This study challenges this prevailing view by exploring the boundary conditions and intermediate mechanism preventing the potential benefits of outside directors. Our results reveal that reality is more complex than previously assumed. Using unique data from a sample of 561 Belgian small and medium-sized enterprises, we find that the presence of outside directors has a neutral or even negative effect under certain boundary conditions on board service engagement in the small and medium-sized enterprises context. Family ownership control and infrequent board meetings are two important contingencies that reduce management’s propensity to disclose firm-specific information to the board in the presence of outside directors. The disclosure of such information, in turn, serves as a critical mechanism to offset firm-specific information asymmetry, associated with better board service engagement and (indirectly) enhanced firm performance. Based on our study, we articulate new theoretical insights for understanding board governance in small and medium-sized enterprises, which integrate existing board governance theories with the dominant coalition context, serving as a springboard for future board governance research.
      Citation: Human Relations
      PubDate: 2020-07-07T04:04:24Z
      DOI: 10.1177/0018726720932985
  • Leader and organizational identification and organizational citizenship
           behaviors: Examining cross-lagged relationships and the moderating role of
           collective identity orientation
    • Authors: Anders Friis Marstand, Olga Epitropaki, Daan van Knippenberg, Robin Martin
      Abstract: Human Relations, Ahead of Print.
      People may identify with multiple entities at work, but how are different foci of identification related and how do they influence extra-role work behaviors' Drawing from social identity theory, our article examines: (a) the potential bidirectional relationship between leader and organizational identification; (b) the mediating role of organizational identification on the relationship between leader identification and organizational citizenship behavior (organization-targeted, OCBO); and (c) the moderating role of collective identity orientation on the indirect relationship between leader identification and OCBO via organizational identification. Cross-lagged analyses of two-time data in two independent studies provided support for identification generalization from leader identification to organizational identification and confirmed the hypothesized mediating role of organizational identification. Our results also confirmed the moderating role of collective identity orientation and showed that the relationship between leader identification and organizational identification was stronger for employees with low collective identity orientation. Support was also provided for moderated mediation. Overall, our findings showcase the importance of examining multiple identifications foci when studying social identification at work, and provide support for spillover effects of lower-order to higher-order identifications.
      Citation: Human Relations
      PubDate: 2020-07-06T10:43:42Z
      DOI: 10.1177/0018726720938118
  • Scarred objects and time marks as memory anchors: The significance of
           scuffs and stains in organisational life
    • Authors: Harriet Shortt, Michał Izak
      Abstract: Human Relations, Ahead of Print.
      This article lays the workplace under the microscope to examine how scuffs on floors and battered corners on desks – things we define as ‘scarred objects’ – become material autobiographical archives and are made into memory anchors by workers. We explore how these scarred objects, construed as insignificant by some, become integral to workers’ sense of memory and continuity. These scarred objects become time marks (Walsh, 1992) which provide a sense of embeddedness in an otherwise flexible, transient working world. We draw on material culture and sociological literatures, and the work of Burnett and Holmes (2001), to make sense of scarred objects in terms of their significance to workers as well as their construal of work and relationship to organisation mediated through memory. This article is based on empirical, visual data gathered from a 9-month study involving 43 hairdressers working in hair salons. We offer three contributions: first, we develop a new area of material studies, at a micro-level, that extends our understanding of objects in the workplace; second, we demonstrate how scarred objects anchor workers’ sense of memory; and third, we show the importance of scarred objects in the context of greater flexibility and liquidity in contemporary work.
      Citation: Human Relations
      PubDate: 2020-07-04T03:23:06Z
      DOI: 10.1177/0018726720938848
  • More than just an angry face: A critical review and theoretical expansion
           of research on leader anger expression
    • Authors: Bo Shao, Yongxing Guo
      Abstract: Human Relations, Ahead of Print.
      Stories about angry bosses in the workplace are relatively common. Have you ever wondered what causes their anger and how the expressed anger impacts the workplace' Our review of 58 studies on leader anger expression provides an overview of research findings on this phenomenon. The review demonstrates significant research progress in understanding leader anger expression, including its causes, consequences, mechanisms, and boundary conditions. However, the review also reveals that the current approaches to leader anger expression are quite static, which creates the need for a dynamic approach to examining leader anger expression. Integrating a range of theories, we suggest three ways of building dynamic models of leader anger expression, considering its temporal dimension, the dynamics between its mechanisms, and the complexity of emotional episodes in which anger is expressed. Our research contributes to the existing literature by being the first to take stock of leader anger expression research to date and propose a dynamic approach to understanding this phenomenon.
      Citation: Human Relations
      PubDate: 2020-07-04T03:22:47Z
      DOI: 10.1177/0018726720938123
  • The dimensional structure of transparency: A construct validation of
           transparency as disclosure, clarity, and accuracy in organizations
    • Authors: Andrew K Schnackenberg, Edward Tomlinson, Corinne Coen
      Abstract: Human Relations, Ahead of Print.
      In this article, we advance research on transparency by developing and validating a measure based on recent theoretical insights about its dimensionality. We find that transparency—defined as the perceived quality of information—is a three-dimensional construct consisting of perceived information disclosure, clarity, and accuracy. Evidence shows items associated with these dimensions can be aggregated into a single transparency construct. We also find that transparency (as an aggregate construct) is distinct from neighboring constructs such as informational justice and capable of predicting perceptions of the source’s trustworthiness (ability, benevolence, and integrity). Finally, we find evidence of measurement invariance between two commonly used referents of analysis, yielding confidence in the application of the proposed measure across research settings. We discuss implications of the new measure for research on transparency, the extension of the new measure to related research traditions, and the practical application of the new measure for managers interested in constructing and appraising transparent messages.
      Citation: Human Relations
      PubDate: 2020-06-28T06:32:50Z
      DOI: 10.1177/0018726720933317
  • 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
    • 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
    • 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
    • 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
    • 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
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