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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. [ABSTRACT FROM AUTHOR]

The authors address three overlooked issues regarding the well-established organizational justice and trust relationship: how an authority's enactment of fair outcomes, procedures, and interactions "trickles down" to the development of coworker trust; how trust and respect represent distinct interpersonal outcomes; and whether coworker dynamics mediate these relationships. Using original survey data collected at two time points from 354 high school teachers, the authors investigate justice antecedents and the mediating role of coworker dynamics using structural equation modeling. The authors find that the effects of the authority's (i.e., principal's) distributive and procedural justice actions on coworker trust and respect do "trickle down" and are mediated through coworkers' collective responsibility and work communication. In contrast, principal's interpersonal justice has no effect on coworker dynamics or interpersonal outcomes, but coworker interpersonal justice enhances these outcomes. The results of this study also provide empirical support for the conceptual distinctiveness of trust and respect in the workplace. [ABSTRACT FROM AUTHOR]

This research examines variation in the relationships between college expectations, planfulness, and intense adolescent work by socioeconomic factors using data from Add Health (n = 8,836). Results show that higher college expectations are related to higher odds of intense school-year work among lower social class youth, but lower odds of intense work among youth from higher social class backgrounds. Moreover, planful adolescents are more likely to work intensely during the school year among youth from disadvantaged neighborhoods, but less likely to work intensely among those from advantaged neighborhoods. Results also show less variability in these relationships when considering summer work. [ABSTRACT FROM AUTHOR]

Recent attention has been given to the supportive relationships that may develop among coworkers, and researchers have produced evidence that coworker support can be beneficial for worker well-being. However, studies that have examined the role of social support at work in protecting workers from the detrimental effects of a poor work environment have reported mixed results. The effects of coworker support appear to depend on the type of stressor experienced. This research focuses on stress from exposure to mistreatment by others. This type of stress may be particularly harmful for interactive service workers as they must negotiate interactions with others of various statuses in the workplace. Drawing on data from a large survey of workers, the ability of perceived coworker support to help protect workers from the negative effects of mistreatment by supervisors, customers, and coworkers is examined. The results offer some support for the stress-buffering hypothesis. Although being treated unfairly by others in the workplace is associated with low levels of job satisfaction and high levels of psychological distress, workers who report supportive coworker relationships appear to be protected from some of the negative effects of mistreatment. [ABSTRACT FROM PUBLISHER]

The authors investigate how nonstandard work arrangements shape work attitudes and behaviors. They find that attitudes and behaviors vary across different types of nonstandard work arrangements. As expected, retention part-time workers have more positive and agency temporary workers more negative attitudes toward their work arrangements than do standard workers. But contrary to conventional wisdom about temporary work arrangements. agency temporary workers who have opportunities to transition to standard employment arrangements have more positive attitudes toward supervisors and coworkers and are better performers than their peers in standard work arrangements. Part-time arrangements designed to retain valued workers do not produce increased commitment or other attitudinal benefits consistent with retention. The authors discuss the implications of the findings for the study of nonstandard work and the management of nonstandard workers. [ABSTRACT FROM AUTHOR]

This article uses work-life history data from the British Household Panel Survey (1991-2001) to examine married/cohabiting women's work histories and their gender-role attitudes. Findings suggest that women's employment careers are affected by both preferences and constraints. The presence of dependent children poses less of a barrier to full-time work for women with work-centered attitudes than other women. Nevertheless, women having a continuous employment career tend to be childless. Finally, there is a reciprocal relationship between gender-role attitudes and women's labor market participation, suggesting that preferences are changeable according to labor market experience. [ABSTRACT FROM AUTHOR]

The authors examine the measurement structure of individuals' orientations toward work rewards, or "judgments about work," a concept central to the social psychology of work. Despite extensive and sustained interest in the level of importance attached to work rewards by major markers of social location such as birth cohort, social class origins, and gender, prior studies have not examined whether the same classification schema captures the underlying variation in judgments about work across these axes of social location. Drawing on five data sets, the authors examine the fit of models corresponding to the recently revived entrepreneurial bureaucratic classification schema with those corresponding to the dominant extrinsic-intrinsic classification schema across subgroups of the population using confirmatory factor analysis. Findings offer only limited support for reconceptualizing judgments about work along entrepreneurial- bureaucratic dimensions but call for additional research on the dimensions of judgments about work that emerge under distinct conditions and across different groups. [ABSTRACT FROM AUTHOR]

This article examines an unexplored topic within industrial sociology--terrain of music for meaning making on the factory floor. The article is based on ethnographic research undertaken in a blinds factory. Although contemporary popular music appears to speak only rarely to the arena of work, this article shows that workers reappropriated music to articulate their experience of working in the factory. Many workers independently created meaning systems through music, which displayed both a negative experience of the work and an active resistance and defiance. The way in which this functioned was through the process of avowal in which choruses of songs "allowed deeply felt, but usually tacit, feelings to be given direct articulation. Social listening in the factory played a key role in shaping the way in which music was used to create meaning. [ABSTRACT FROM AUTHOR]

Although the job and career functions of workers' networks have been well documented, there is little understanding of the social support that workers provide to their network members. This article addresses this gap by developing a typology of social support that workers provide to their network members. Drawing oil interview data from 40 employees, the author identities six types of social support that vary in terms of heir intimacy, emotional energy expended, nonemotional resources required, frequency of expression, and function. The author concludes by discussing the implication of this typology for our understanding of workplace intimacy and the benefit of informal networks in work organizations. [ABSTRACT FROM AUTHOR]

The new Oxford Handbook of Work and Organization reminds us of the importance that organizations have on work and workplace outcomes. Its exhaustive coverage of research on these topics also makes clear that research relating organizations and work are in short supply and suggests some promising areas for future studies. [ABSTRACT FROM AUTHOR]

Research on work in Latin America has in many ways followed the region's struggles with economic development. As countries deal with globalization pressures, switching from import substitution state-driven development to export policies sustained by privatization, much has changed in the workplace of Latin Americans. Recently, that has translated into a growing body of literature on work in the region, with much of it reflecting the efforts of a new generation of Latin American scholars. Unfortunately, most of their work is yet to be circulated among scholarly circles in the United States. This article is an effort to provide U.S. researchers in the area with an overview of what is being done in sociology of work in Latin America, especially the research lines that have developed in the past 20 years. [ABSTRACT FROM AUTHOR]

The authors integrate research on the causes and consequences of sexual harassment victimization with organizational research to better understand the relationship between harassment and the work outcomes of job satisfaction, job stress, and intention to quit an organization. In doing so, the authors broaden the narrow conceptualization of organizational context that has been considered in previous research on sexual harassment. This broadened conceptualization incorporates features of modern organizational structure, including social integration, structural differentiation, decentralization, and formalization—all argued to indirectly control employees by increasing employee job satisfaction and commitment (and to ultimately increase productivity and reduce turnover). Although these features of modern organizational structure are not intended to reduce sexual harassment, the authors propose and find with a national sample of almost 6,000 employees that they have the unintended consequence of doing so. The authors also propose and find that this context-harassment linkage improves understanding of the often reported relationship between sexual harassment and job dissatisfaction, job stress, and intention to quit. [ABSTRACT FROM AUTHOR]

This article examines gender differences in four dimensions of work alienation-routine, nonautonomous, estranged, and isolated work-and the ways in which work alienation shapes subjective alienation, measured as the sense of powerlessness versus control. It is expected that women's work is more objectively alienating than men's, that these work characteristics shape people's sense of personal control, and that work characteristics explain the effect of employ- men status, especially homemaker status and pan-time employment, on perceived control. These propositions an examined in a 1995 U.S. national telephone probability sample with 2,592 respondents. Nonroutine work including task variety and problem solving; autonomous work including decision-making autonomy and freedom from supervision; fulfilling work; and nonisolated work all significantly positively affect the sense of personal control. Women's disproportionate representation in homemaking and part-time work explains women `s low personal control. Compared to full-time employees, pan-time workers have a lower sense of control because their work is more routine, less enjoyable, and less autonomous. Compared to full-time employees, homemakers have a lower sense of control because their work is more routine, less enjoyable, and more isolated. However, homemakers report more autonomy than paid workers, and female paid workers report less isolated work than their male counterparts. [ABSTRACT FROM AUTHOR]

This article on the development of the sociology of work in Latin America addresses changes in the main themes, interdisciplinary relationships, and research methodologies during three periods, beginning in the 1950s. During this era, the themes shifted from modernization, to working-class organization under democracy and dictatorship, and, most recently, to structural adjustment and economic globalization. The sociology of work has become increasingly linked to other social sciences, history, management, and industrial engineering. Researchers use an array of qualitative and quantitative research methodologies. Current challenges for the discipline in Latin America include the relationships between the labor process and labor markets, and between intrafirm processes and interfirm connections, and the introduction of gender and labor culture perspectives into the analysis of new production paradigms. [ABSTRACT FROM AUTHOR]

The article focuses on the literature related to the meaning of work. The first great wave of research and publication on the crisis of work was directly related to the upsurge of labor protest in the workplace. The labor movement lay at the root of vast number of studies that came out after 1974 on the "new form of work organization," on improvements in working conditions and on attitudes toward work. The basic objective of these studies were to give workers back meaningful and significant jobs. It can be seen that this was a period in which the sociology of work renewed its conceptual baggage, its analytical tools, and certainly its research topics. Sociologist Harry Braverman's "Labor and Monopoly Capitalism" is a good example of these new concerns and approaches. The 1970s and early 1980s saw a first period of high output of articles and books devoted to what was labeled the dual crisis of work. In the same period, research on the reorganization of the large enterprise also examined the transformation of work and its significance.

This overview of the recent intellectual history of the sociology of work in Latin America contextualizes this history in economic globalization and restructuring and political institutions in Latin America. The three-stage intellectual history addresses the development of a Latin American discipline whose theoretical models and empirical research strategies reflect cross- national similarities and variations in work, workers, and workplaces within Latin America and questions the acritical application of European and North American theoretical and research approaches. The analysis also describes the important role of social networks in the institutionalization of the discipline, including the establishment of the Latin American Sociology of Work Association in 1993. [ABSTRACT FROM AUTHOR]

This article pars tribute to Evener Herrington Hughes. The focus is on Hughes the person as opposed to Hughes the scholar. However, for Evener there was no arbitrary separation of the two. The landmark of his career was his endless curiosity. He never tired of observing and drew upon sources as diverse as members of his family and people around the world. He insisted an analysis grounded in data gathered with an open mind. Although he made numerous contribution to the substantive area of work and occupations, he prided himself on being a generalise he saw studying occupations as a way of studying society. [ABSTRACT FROM AUTHOR]

William Form helped found the field of work and occupations. He also headed the American Sociological Association during some of its most turbulent years. In this autobiography, Form shares his story and reflections on how the field has developed and his experiences with some of our most important and colorful forbears. As C. Wright Mills's only doctoral student, and the first sociologist to document that the working class, across nations, is not reliably or consistently left in its politics, Form has made many contributions to the discipline. In this depiction of the discipline as a guild, and his role in shaping it, Bill Form provides a fascinating and well-paced review of how our field has developed and grown up. [ABSTRACT FROM AUTHOR]