 Subjects -> OCCUPATIONS AND CAREERS (Total: 33 journals)
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- Tensions of Making Women's Marginalization Salient in Men-Dominated
Workplaces-
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Authors: Chloe Grace Hart
Abstract: Work and Occupations, Ahead of Print.
Why might women who experience gender-based bias and harassment at work shy away from efforts to address gender inequality in their workplaces' Drawing on data from 52 interviews with women working in the Silicon Valley tech industry, I show that efforts to address women's marginalization in the men-dominated tech industry are complicated by the inscription of negative, gender essentialist stereotypes about women into narratives about why such initiatives are necessary. Interviewees voiced two rationales for not explicitly challenging women's marginalization. First, some women—particularly those whose race/ethnicity and age were typical of Silicon Valley tech workers—articulated a concern that such efforts may be interpreted as evidence that women are fundamentally different from, and deficient relative to, men. Second, women across race/ethnicity and age conveyed the concern that such efforts frame women as disempowered victims lacking agency. Both concerns represent a double bind: ignoring the marginalization that women face maintains a status quo rife with gender bias, but seeking to address it risks further entrenching negative stereotypes about women. These results illustrate both the durable nature of the gender status hierarchy and the unique ways that women of different intersecting identities confront it.
Citation: Work and Occupations
PubDate: 2024-08-06T08:40:11Z
DOI: 10.1177/07308884241268704
- Working for Rehab: Labor Expropriation as Treatment for Addiction
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Authors: Erin Hatton
Abstract: Work and Occupations, Ahead of Print.
This article draws on in-depth interviews with 40 people who attended Salvation Army addiction programs, which deploy “work therapy” as their primary form of addiction treatment. For this “therapy,” rehab residents must work at least 40 h a week without pay. Their labor fuels the Salvation Army's multimillion-dollar thrift store enterprise, while the workers themselves are construed as unproductive objects of charity. Yet most of the informants in this study embrace the Salvation Army's program and its expropriation of their unpaid labor. Through analysis of the four ideological tenets they use to do so, this article develops a typology of ideological justifications for labor expropriation. This is of crucial importance because if, as Nancy Fraser argues, labor expropriation—in addition to exploitation—is central to capitalist accumulation, we need to understand this realm of work and the ideologies that uphold it.
Citation: Work and Occupations
PubDate: 2024-07-26T10:22:26Z
DOI: 10.1177/07308884241265693
- Unsettled Times: The Contestation and Reproduction of Flexible Scheduling
in Pandemic-Era Restaurant Work-
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Authors: Ewa Protasiuk
Abstract: Work and Occupations, Ahead of Print.
Flexible capitalism fosters the organization of worker time around demand, with challenging consequences for precarious and low-wage workers. I examine how this paradigm of work time fared in a context of economic and social disruption, namely the COVID-19 pandemic. Drawing on a qualitative study of restaurant work in the U.S., I argue that shifts in power over work time interacted with the moral and relational nature of time, resulting in both contestation and continuity of the flexible time paradigm. This paper has implications for understanding factors shaping change and stability in flexibly organized and precarious work.
Citation: Work and Occupations
PubDate: 2024-07-26T10:22:05Z
DOI: 10.1177/07308884241265477
- Obscenity Factories: Profanity and Community in Workgroup Cultures
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Authors: Gary Alan Fine, Ugo Corte
Abstract: Work and Occupations, Ahead of Print.
How does profanity contribute to community at work' While obscene talk might be viewed as contrary to the establishment of collegial ties, such discourse can, under the right circumstances, reinforce group sociality as well as challenge hierarchical control. In some sites of labor, participants are permitted—even expected—to use “bad language.” Rather than undermining local culture, this form of communication supports it by revealing the intensity of salient moments. We situate profanity as a means of deepening group membership (affiliation), defining a status hierarchy (division), and delineating boundaries (distinction). Not all workplaces are characterized by profanity, but those that are we label “obscenity factories,” emphasizing the production of community through conversational deviance. To examine this process, we utilize descriptive ethnographies of trauma doctors in war zones, restaurant cooks, wildland firefighters, and correction officers.
Citation: Work and Occupations
PubDate: 2024-05-29T07:05:20Z
DOI: 10.1177/07308884241256101
- Inertia, Progress, or Regress' Observing and Explaining Heterogenous Tech
Firm Demographic Diversity Trajectories-
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Authors: JooHee Han, Donald Tomaskovic-Devey
Abstract: Work and Occupations, Ahead of Print.
Tech firms are under strong pressure to increase their demographic diversity. While activists and scholars have tended to treat the sector as homogenously hostile to women and racialized minorities, recent theory on organizational inequalities stresses heterogeneity in firm-level inequality regimes. Beginning with an inductive exploration of variation in executive, managerial, and professional workforce trajectories, we find that between 2008 and 2016 most Tech firms show little change, but that there are also significant clusters of firms that were becoming either much more or much less diverse for all three occupational levels. We model these trajectories as a function of firm visibility, the regulation of federal contractors by the U.S. Department of Labor, and leadership composition. Multinomial logistic regression models show that firms with an increasing (decreasing) diversity pattern in managerial and executive positions are also more likely to become more (less) diverse in their much more numerous professional jobs. Managers are more influential than executive in this regard. Regulatory pressure is associated with increased executive diversity trajectories, but not with managerial or professional trajectories. We conclude that increased Tech diversity is possible but requires leadership, particularly at the middle manager level. In addition, regulatory and visibility pressures primarily produce symbolic shuffles in top jobs.
Citation: Work and Occupations
PubDate: 2024-05-24T08:16:54Z
DOI: 10.1177/07308884241252338
- Professional in Practice: Stigma Management Strategies of Workers With
Concealed Mental Health Conditions-
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Authors: Shibashis Mukherjee, Jane S. VanHeuvelen, Clayton D. Thomas
Abstract: Work and Occupations, Ahead of Print.
Mental health in the workplace is an area of growing global attention. In this study, we examine the stigma management strategies of professionals with concealed mental health conditions. We assess data from 26 interviews with professionals in India who have not disclosed their mental health condition at work. Findings reveal three stigma management strategies: compartmentalizing the “personal” to define the professional, securing the self, and selective relationship building with supportive individuals. These findings speak to conversations about inequality, stigma, and mental health in the workplace, and what it means to be an ideal worker in the Global South and beyond.
Citation: Work and Occupations
PubDate: 2024-04-29T03:37:36Z
DOI: 10.1177/07308884241250349
- Forsaking an Organization in Favor of Another: Judgment Change in an
Occupational Community-
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Authors: Kyoung-Hee Yu, Sung-Chul Noh
Abstract: Work and Occupations, Ahead of Print.
Understanding how occupations change their judgments about organizations has important consequences for occupations themselves, organizations, and ultimately for institutional change. Collectively held judgments about the value of specific organizational forms are difficult to change because occupations share normative understandings about what is good practice and discriminate across organizations based on this knowledge. Given the difficulty of changing collectively held judgments in occupational communities, the question asked in this article is: How does normative judgment change about organizations develop within an occupational community' We investigate how judgement change occurs in an occupational community in the context of the television broadcasting sector in South Korea. We study how producers in public broadcasters changed their respective judgments about public broadcasters and new commercial broadcasters. Producers found expressing judgment change difficult initially, yet judgment change among more experienced producers enabled it to spread among rank-and-file producers, ultimately leading to an “exodus” of producers from public broadcasters. Findings suggest that occupational members at different stages of their careers play distinct roles in bringing about collective judgment change in occupations. Our study highlights the importance of normative judgments by expert occupations as an impactful means by which occupations can withdraw cooperation or sever their relationship with organizations. The article also contributes to the study of occupational communities in creative industries.
Citation: Work and Occupations
PubDate: 2024-03-27T07:51:44Z
DOI: 10.1177/07308884241237253
- Analyzing Trans and Nonbinary Workers’ Response to Workplace
Discrimination-
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Authors: Brook Hutchinson, Jesse E. Shircliff, Christy Glass, Gabe H. Miller, Guadalupe Marquez-Velarde, Mario I. Suárez
Abstract: Work and Occupations, Ahead of Print.
Workplace discrimination against trans and nonbinary workers is pervasive and contributes to high rates of unemployment, underemployment, and economic precarity. Scholars have begun to identify the ways cisnormativity is embedded in workplace organizations in ways that contribute to hostile work environments for trans and nonbinary workers. However, relatively little research has explored the strategies trans and nonbinary workers use to navigate such environments. The current study contributes to this growing field by exploring the predictors of worker agency among trans and nonbinary workers. Drawing on data from the 2015 U.S. Transgender Survey, this study analyzes the role of social status, including race, gender, and social class, and institutional protections, including union membership and antidiscrimination policies, in shaping trans and nonbinary workers’ responses to discrimination. Our findings suggest that lower status workers are more likely than higher status workers to rely on self-protective measures that pose risks to their health and well-being, while comprehensive antidiscrimination policies enhance the ability of all workers to pursue redressive action. We consider the implications of our findings for workplace policy and practice.
Citation: Work and Occupations
PubDate: 2024-03-19T06:41:13Z
DOI: 10.1177/07308884241240079
- Women Managers and the Gender Wage Gap: Workgroup Gender Composition
Matters-
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Authors: Sylvia Fuller, Young-Mi Kim
Pages: 325 - 361
Abstract: Work and Occupations, Volume 51, Issue 3, Page 325-361, August 2024.
Women's representation in managerial positions is a common metric for gender equity in organizations. Whether women managers improve gender equity among their subordinates is, however, less clear. Drawing on rich longitudinal personnel data from a large Korean food company, we provide new insight into this question by focusing attention on key micro-contexts for interaction and relational politics within organizations: workgroups. Building on social-psychological theories about in-group preference and value threats, we theorize that workgroup gender composition conditions the relationship between supervisor gender and gender earnings differentials. Results from regression models with workgroup fixed effects confirm this insight. Women supervisors are associated with smaller gender earnings gaps in workgroups when they are male-dominated. This relationship is stronger for less-advantaged workers, with supervisor gender and workgroup gender composition mattering more for “sticky floors” than “glass ceilings.”
Citation: Work and Occupations
PubDate: 2023-06-08T06:24:10Z
DOI: 10.1177/07308884231178314
Issue No: Vol. 51, No. 3 (2023)
- How White Workers Navigate Racial Difference in the Workplace:
Social-Emotional Processes and the Role of Workplace Racial Composition-
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Authors: Jennifer L. Nelson, Tiffany D. Johnson
Pages: 362 - 407
Abstract: Work and Occupations, Volume 51, Issue 3, Page 362-407, August 2024.
Research on racialized emotions and racialized organizations has begun to inform how we understand social interactions in the workplace and their implications for racial inequality. However, most research to date focuses on the experiences and coping strategies of racial minority workers, especially when confronted with instances of racial prejudice and discrimination. We extend research on racialized emotions in the workplace by mapping the stages of belonging/unbelonging white workers go through when they encounter instances of racial discomfort or perceived prejudice in the workplace. This is an important contribution to the study of race and work because existing research suggests the deleterious effects for people of color when white people experience negative emotions such as threat, fear, and anxiety in interracial encounters. Drawing on interview data with 56 white teachers in a metropolitan area in the U.S. Southeast, we document a process of racialized belonging. This is a process whereby white workers experienced varying degrees of surprise, confusion, frustration, and fear resulting from interracial—and some intraracial—experiences with coworkers as well as students. We note how the process is informed by racialized imprinting prior to workplace entry and followed by racialized emotions and racialized coping. Racial composition of the workplace also played a role, though the process looked similar across contexts. We argue that by accounting for white workers’ prior life experiences as well as organizations’ involvement in accommodating their emotional expectations, the way white workers behave when race becomes salient to them can be better understood and addressed.
Citation: Work and Occupations
PubDate: 2023-06-13T06:25:32Z
DOI: 10.1177/07308884231176833
Issue No: Vol. 51, No. 3 (2023)
- She Still Works Hard for the Money: Composers, Precarious Work, and the
Gender Pay Gap-
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Authors: Timothy J. Dowd,
Ju Hyun Park
Pages: 408 - 476
Abstract: Work and Occupations, Volume 51, Issue 3, Page 408-476, August 2024.
Music composers exemplify precarious work: they historically have been freelancers and have relied on multiple jobs to subsidize their creative work. We focus here on the gender pay gap amidst such precariousness—heeding their income earned solely from composition and from the totality of jobs recently held. There is no gender pay gap when it comes to income earned from composition but there is a significant gap for income earned from all jobs, showing that women composers face relative disadvantage in subsidizing their creative work. We also find that men and women composers experience different and racialized returns to their capitals and career positioning when navigating precarious work. These findings have lessons for multiple literatures—including those on the new sociology of work and on creative careers.
Citation: Work and Occupations
PubDate: 2023-04-03T07:14:43Z
DOI: 10.1177/07308884231165079
Issue No: Vol. 51, No. 3 (2023)
- More Than a Match: “Fit” as a Tool in Hiring Decisions
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Authors: Bethany J. Nichols, David S. Pedulla, Jeff T. Sheng
Abstract: Work and Occupations, Ahead of Print.
The concept of “fit” has become important for understanding hiring decisions and labor market outcomes. While social scientists have explored how fit functions as a legitimized evaluative criterion to match candidates to jobs in the hiring process, less is known about how fit functions as a hiring tool to aid in decision-making when hiring decisions cannot—or should not—be justified. Drawing on in-depth interviews with 53 hiring professionals, we develop a theoretical argument that hiring professionals can use fit as a tool to circumvent legitimized hiring criteria and justify their hiring goals. Specifically, we show how hiring professionals use fit as a tool to explain their hiring decisions when these decisions cannot or should not be justified and we outline two mechanisms through which this process occurs: (1) fit as a tool for circumventing human capital concerns, and (2) fit as a tool to circumvent hiring policies based upon social characteristics. We argue that fit is more than an evaluative criterion for matching individuals to jobs. Hiring professionals deploy fit as a tool to justify their decisions amid uncertainty and constraint. Fit, then, becomes a placeholder when these hiring decisions are not able to be justified through legitimized means. Our findings reveal some of the potential negative consequences of using fit during the hiring process and contribute important theoretical insights about the role of fit in scholarship on inequality and labor markets.
Citation: Work and Occupations
PubDate: 2023-12-18T05:46:46Z
DOI: 10.1177/07308884231214279
- Living to Work (from Home): Overwork, Remote Work, and Gendered Dual
Devotion to Work and Family-
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Authors: Kim de Laat
Abstract: Work and Occupations, Ahead of Print.
Contemporary North American work culture is characterized by experts as one of overwork. Throughout much of the previous century, many parents devoted themselves either to their careers, or to their families. These “competing devotions” served as a cultural model for making sense of the world and alleviated the tension between overwork and family life. Data from interviews with 84 IT workers are used to examine whether devotion to work and family is still experienced as oppositional for working parents. I find that interviewees report feeling devoted both to their families and their careers, which I refer to as dual devotion. Such espousals of dual devotion are facilitated by the use of flexible work policies—remote work and flextime—which enable those with dual devotions to accomplish work–life integration. However, whereas men perceive remote work as allowing them to dedicate more time to childcare, women perceive it as allowing them to dedicate more time to work. These findings advance our understanding of the relationship between gender inequality and the experiential dimensions of work and family time: the practices that enable dual devotions, in particular remote work, help parents maintain an orientation to time that makes overwork more palatable. In either case, workplaces win since women are working long hours and men are not sacrificing paid work hours to take on more childcare or housework.
Citation: Work and Occupations
PubDate: 2023-10-24T04:22:01Z
DOI: 10.1177/07308884231207772
- Disability and the State Production of Precarity
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Authors: Emily H. Ruppel
Abstract: Work and Occupations, Ahead of Print.
Materialist theories of disability link disability and labor, hypothesizing that under neoliberalism, disability stigma contributes to labor market precarity. These claims have not been evaluated empirically and the mediating role of the state remains underspecified. Ethnographic fieldwork in a job training program for people with psychiatric disabilities reveals two contradictions in the welfare state treatment of disability. First, disability benefits are set at low levels, yet means-testing limits earnings, channeling people with disabilities into low-wage jobs. Second, contradictory imperatives attached to state funding incentivize placement in temporary jobs. These welfare state contradictions produce disabled workers as a precarious labor force.
Citation: Work and Occupations
PubDate: 2023-10-20T05:27:45Z
DOI: 10.1177/07308884231207773
- The Future(s) of Work' Disparities Around Changing Job Conditions When
Remote/Hybrid or Returning to Working at Work-
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Authors: Wen Fan, Phyllis Moen
Abstract: Work and Occupations, Ahead of Print.
The future of work is ambiguous at best. Despite widespread shifts to remote/hybrid work during the COVID-19 lockdown, there is a paucity of knowledge about changing job conditions in tandem with different work locales. Is the move to remote/hybrid work a disrupter or accentuator of existing norms and inequalities' Drawing on nationally representative, four-wave panel survey data (October 2020 to April 2022) collected from U.S. workers who spent at least some time working from home since the pandemic onset, we examine effects of within-person changes in where respondents work on changes in job conditions (psychological job demands, job control, coworker support, and monitoring). Estimates from fixed-effects models show that, compared with returning to working at work, ongoing remote and moving to hybrid work lead to greater reductions in psychological job demands, especially among older women and men. Black and Hispanic women moving back to the office experience the greatest loss of decision latitude and schedule control. While white workers see increased coworker support when returning to the office, returning Black and Hispanic men report a decline in coworker support. Family caregivers’ job conditions do not improve whether remote/hybrid or returning to work. Qualitative data collected from Amazon Mechanic Turk illuminate mechanisms leading to salutary effects of remote work, but also the stress of combining jobs with family carework.
Citation: Work and Occupations
PubDate: 2023-09-29T11:08:38Z
DOI: 10.1177/07308884231203668
- Time Work in the Office and Shop: Workers’ Strategic Adaptations to
the 4-Day Week-
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Authors: Phyllis Moen, Youngmin Chu
Abstract: Work and Occupations, Ahead of Print.
Increasingly popular post-COVID-19 4-day workweek trials challenge deeply embedded 5-day, 40-hour temporal policies and practices, fostering time-work strategies by employees in the face of reduced working hours. This qualitative study in a small business manufacturing customized products finds similar adaptive responses among both office and shop workers. We detect four prevailing time-work strategies: (1) (re) organizing tasks, (2) shifting (work) time, (3) scheduling communication, and a more deliberate form of time shifting, (4) blocking out (work and nonwork) time. These strategies appear to reflect an increasing sense of employee agency. We discuss possible issues around sustainability.
Citation: Work and Occupations
PubDate: 2023-09-22T05:52:21Z
DOI: 10.1177/07308884231203317
- Democratizing the Economy or Introducing Economic Risk' Gig Work
During the COVID-19 Pandemic-
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Authors: Daniel Auguste, Stephen Roll, Mathieu Despard
Abstract: Work and Occupations, Ahead of Print.
Though the growth of the gig economy has coincided with increased economic precarity in the new economy, we know less about the extent to which gig work (compared with other self-employment arrangements and non-gig work) may fuel economic insecurity among American households. We fill this gap in the literature by drawing on a sample of 4,756 workers from a unique national survey capturing economic hardships among non-standard workers like app- and platform-based gig and other self-employed workers during the COVID-19 pandemic. Results from generalized boosted regression modeling, utilizing machine learning to account for potential endogeneity, demonstrated that gig workers experienced significantly greater economic hardship than non-gig and other self-employed workers during the pandemic. For example, gig workers were more likely to experience food insecurity, miss bill payments, and suffer income loss compared with non-gig and other self-employed workers during the pandemic. While household liquid assets endowment prior to the pandemic reduced the effect of gig work on experiencing economic hardships, having dependent children in the household increased this effect. Thus, contrary to democratizing entrepreneurship opportunities, these findings suggest that the expansion of the gig economy may exacerbate labor market inequality, where wealth-endowed families are protected against adverse economic consequences of the gig economy. We discuss the implications of these findings for inequality-reducing labor market policies, including policies that account for the interconnectedness of family and the labor market.
Citation: Work and Occupations
PubDate: 2023-09-20T11:26:51Z
DOI: 10.1177/07308884231202032
- Running From the Union Label' Labor and Business Political
Mobilization in the Golden Age-
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Authors: Marc Dixon
Abstract: Work and Occupations, Ahead of Print.
This paper assesses labor's political effectiveness in the industrial Midwest at the peak of union strength during the 1950s—a time and place that should have been ripe for labor mobilization. Comparing labor and business mobilization and outcomes across key labor elections, I find that politicians and business groups were often successful in persuading industrial communities to vote against labor's interests while unions struggled to shed outsider and greedy special interest labels. To make sense of labor's mixed performance, I draw on social movement theory and the inter-related nature of union mobilization, countermovement organization, and the framing of labor issues. Labor struggled when facing a well-organized business countermovement, which effectively weaponized the union label against labor. Union success hinged in part on their ability to downplay union identity and to have other more respected community partners do much of the public-facing work, but only when facing a fractured opposition. The findings point to important vulnerabilities unions faced at their peak and suggest a more nuanced view of postwar labor relations. They also extend social movement research on framing by identifying the important role of countermovements and coalitions in shaping what movements can convey and what will resonate.
Citation: Work and Occupations
PubDate: 2023-09-16T10:12:05Z
DOI: 10.1177/07308884231202527
- Precarious Employment and Well-Being During the COVID-19 Pandemic: A Mini
Conference and Special Issue-
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Abstract: Work and Occupations, Ahead of Print.
Citation: Work and Occupations
PubDate: 2021-05-09T04:13:53Z
DOI: 10.1177/07308884211016974
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Hybrid journal (It can contain Open Access articles)
