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Copyright of Intermediality / Revue Intermédialités is the property of La Revue Intermedialites / Centre de recherche sur l'intermedialite and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Discovering the causes of satisfaction and dissatisfaction is one of the primary goals of job satisfaction studies, and also it has a connection with several important factors. The present study investigates the relationship among Iranian EFL teachers' experience, age, gender, income level, and job satisfaction. To this end, 104 male and female EFL teachers in Urmia, Iran was selected based on convenience sampling design. The participants were asked to fill out an online Job Satisfaction Index (JDI) questionnaire. It evaluates a person in six areas: the nature of the job, supervision, coworkers, promotions, salaries, and benefits, and working conditions. The questionnaires were analyzed by SPSS. In order to investigate the hypothesis, a parametric correlation coefficient was used. The results revealed there was a connection between experience, age, income level, and job satisfaction. However, the gender-job satisfaction connection was determined to be insignificant. It implies that job satisfaction is irrelevant to gender. The implication of the present study can be beneficial to supervisors, institutes, and administrators. [ABSTRACT FROM AUTHOR]

Recent advancement in educational systems have fostered the significance of language teachers' responsibilities to improve their qualities and competences since students' development is directly related to teachers' qualities and profession. The current study aims at finding the interrelationships between TEFL graduates vs. Non TEFL graduates EFL teachers' Teaching Experience, Sense of Creativity, Sense of Mindfulness, and their Instructional Competency. 318 EFL teachers were selected through convenience sampling from different institutes. Participants filled three questionnaires of Teaching Creativity Quotient, Five Facet Mindfulness Questionnaire, and Instructional Competency Questionnaire by using both paper-based and online methods. To analyze the data, two models for interrelationships among the variables of the study for the two groups of TEFL and Non- TEFL graduates were proposed and tested using path analysis. The findings showed that the proposed model in TEFL group perfectly fit with the data. In non-TEFL group the goodness of fit indices was not within the acceptable range. Moreover, there was a significant difference between the two groups (TEFL and Non-TEFL teachers) regarding instructional competency. This study can be beneficial for teachers, learners, and supervisors. [ABSTRACT FROM AUTHOR]

The relevance of scientific work in the field of studying the measurement of the happiness index in the countries of Central Asia is due to the fact that the assessment of the psychological state of society is a significant problem in the social sciences and humanities. The purpose of the study is to analyse the happiness index, the mechanism of its social measurement, which will be based on a comparative analysis of this indicator in Central Asian countries, in particular, on the example of such countries as Kazakhstan, Tajikistan, Turkmenistan, Uzbekistan, and Kyrgyzstan. The key objectives and directions of this study can be achieved through the use of different methodological approaches, which can reveal both the theoretical and practical components of the research. Such methodological approaches include theoretical and methodological approach, dialectical methodological approach, method of deduction, method of induction, method of synthesis, method of logical analysis, and others. In the course of the research work social and psychological aspects of the concept of the "happiness index" were identified, an assessment of international indices that are designed to conduct sociological change in the index of happiness as a level of quality of life was provided, and a comparative analysis of sociological measurement of the happiness index in Central Asian countries, which was based on an analysis of this index in such countries as Kazakhstan, Tajikistan, Turkmenistan, Uzbekistan, and Kyrgyzstan was conducted. The results of the study demonstrated that the quantitative assessment based on the index of happiness in the countries of Central Asia has a fairly low level of public satisfaction with the quality of life, therefore, an important aspect of the research work is also to identify the problems that impede this and to define the methods to solve them. [ABSTRACT FROM AUTHOR]

Purpose: Based on the job demands-resources (JD-R) model (Demerouti et al., 2001), the authors posited that concealment of one's transgender identity (a demand) would be negatively associated with work effort and commitment and that coworker support (a resource) would be positively related with those outcomes. In addition, the authors tested whether coworker support buffered the demand of maintaining secrecy as predicted by the JD-R model. Design/methodology/approach: Relying on survey data from 89 transgender employees, the authors used Hayes' Process Model 1 to test the model. Findings: Concealment was significantly related to both organizational commitment and work effort, but coworker support had no direct effect on either outcome. However, coworker support interacted with concealment, such that there were significant coworker support effects among trans employees who were out to none or some of their coworkers, but no significant effect among those who were out to all of their coworkers. Originality/value: While prior studies have examined the importance of coworker support and outness, the authors add to the literature by examining the joint effect of these variables on transgender employees' work experiences. In addition, as prior research has been slow to examine behavioral work outcomes, the authors expand the criterion space by examining the simple and joint effects of outness and support on a previously ignored variable, work effort. [ABSTRACT FROM AUTHOR]

Copyright of Pasado y Memoria. Revista de Historia Contemporánea is the property of Pasado y Memoria and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Revista de Ciencias Sociales (0797-5538) is the property of Universidad de la Republica, Faculdad de Ciencias Sociales, Departmento de Sociologica and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Purpose: This study aims to explore the social sustainability reporting (SR) of top European business schools to illustrate and discuss their practices and the associated challenges. Design/methodology/approach: For the top 20 European business schools, content and thematic analyses were used to investigate reports concerning social sustainability and data from semi-structured interviews. Reports from the past three years (typology, framework, channels of communication and frequency) were analysed, including content on social issues in the past period and the challenges faced by managers regarding social SR. Findings: Social SR in the top 20 European business schools is heterogeneous and the main challenges are the lack of specific frameworks and resources, the amount of data that must be collected and the complexity of measuring social impact. Diversity and equality, society issues, ethical integrity and human rights with respect to students, partners and organizations are the most relevant social contents. Practical implications: Business schools need to debate ways of promoting social sustainability and to adapt procedures and technology to communicate their social sustainability strategies and impacts. It offers an improved understanding to regulatory institutions that can allow them to establish standards and a foundation for future research that can refine or generalize the findings of this study. Social implications: Measuring and reporting social sustainability issues are relevant challenges for business schools that are working on social sustainability aspects. Originality/value: The originality of this study lies in the discussion on current social SR practices at business schools, and their responsibilities regarding the development of a more sustainable society in a changing regulatory context. [ABSTRACT FROM AUTHOR]

Copyright of Pedagogía Social is the property of Pedagogia Social and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Copyright of Social Psychology / Psihologie Socială is the property of Alexandru Ioan Cuza University and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

We develop the notion of organizational readiness, a construct that describes the anticipatory expectations about future organizational life that children develop as they absorb the cultural influences to which they are exposed. We conduct our analyses through an exploration of the depictions of work in Disney's 56 "Classic" feature-length animations (from Snow White and the Seven Dwarfs [1937] to Moana [2016]). We can, of course, make no direct cause and effect claims about the effects of the animations. However, we argue that Disney animations are likely to significantly shape children's learning about organizations. This is because the Disney animated canon regularly provides children with consistent and vivid impressions of the nature of working life-impressions that will have important implications for them and the staff who teach them, when they eventually enter business schools as undergraduates. [ABSTRACT FROM AUTHOR]

Purpose: Much of the current research on women refugees and work focuses solely on settlement, neglecting the effects of displacement within this equation, despite its significant impact. Drawing from the wider literature of international development, migration, gender, work psychology and sociology, this paper provides a framework to guide informed research within this area. Design/methodology/approach: This paper is a reflective and critical review of the intersection between gender, forced displacement and work. It addresses a blind spot in the current work literature, which fails to address the impact of displacement on refugee women and the consequences of displacement for vocational engagement during resettlement. Findings: This paper contributes to the current literature in four ways. First, it adds forced displacement to the peripheral-intersections literature informing Acker's theory of "inequality regimes". Secondly, it contributes to a deeper understanding of how pluralities and intersectionality develop during forced displacement, by introducing the theory of displacement-plurality (D-P). Thirdly, it contributes to human resource management (HRM) diversity practice by explaining the relationship between D-P and related constructs, such as work engagement (WE), economic empowerment (EE), work-related factors (WRFs) and psycho-social factors (PSFs) to help improve localised diversity practices in relation to refugee populations. Fourthly, it provides a detailed framework to guide research and practice in this area, supported by a critical evaluation of the current refugee work literature. Originality/value: When we understand displacement-related factors, we can move towards a more emancipatory approach to intersectionality, allowing us to develop more sophisticated approaches to diversity in organisations. In turn, this helps us to understand people's lived experiences and their responses to organisational interventions more effectively. [ABSTRACT FROM AUTHOR]

Public relations (PR) agencies often win work by responding to competitive tenders for new business in the form of a presentation known as a 'pitch'. PR pitches are bound by few rules and there is often little or no transparency. Contracts can be awarded on intangibles such as 'chemistry'. PR practitioners may put many hours of unpaid work into pitches and not receive any useful feedback if unsuccessful. This article researches the practice of pitching through interviews with regional UK public relations agencies and an analysis of textbook advice. It views the process via the lens of ceremonial values to understand why a flawed business arrangement thrives in an occupation striving to be seen as a profession. The study demonstrates that the imbalance of power in the pitching process works in favour of the client. Agency leaders cited the human cost of pitching, the lack of transparency in the pitching process and the lack of feedback after a pitch as the main issues with the process. Textbook advice stresses the value of 'chemistry' and puts responsibility on the PR agency for making the relationship work which immediately puts the agency in a subservient position. [ABSTRACT FROM AUTHOR]

This article analyses how knowledge workers experience and reflect upon intrusions from digital media in the pursuit of focused work. As a multitude of digital media technologies have become integral to working life, scholars have observed a connectivity paradox in which these technologies are experienced as both helpful and hindering, as integral to but also intruding upon focus and concentration. To understand this important and widespread ambivalence in digital society, we analyze qualitative interviews with knowledge workers in a range of professions. With a theoretical framework drawing on domestication theory, sociology of work and critiques of digital modernity, we highlight how workers negotiate spatial, temporal, and technological conditions, and the conflicted norms that are activated in the process. Our findings indicate that negotiations about digital media technologies come to represent psychological, cultural and social dilemmas that go beyond the individual worker, but are nevertheless experienced as individual cross-pressures to be managed. [ABSTRACT FROM AUTHOR]

Purpose: The decision to disclose an illness is a difficult choice for many individuals. Despite national laws such Americans with Disabilities Act that protect workers with disabilities from discrimination in the workplace, the stigmas around certain illnesses, fears of being judged by others using different standards, and concerns about a lack of support regardless of legal requirements are all reasons why someone may hesitate to disclose a health condition in the workplace. Design/methodology/approach: Using experimentally manipulated vignettes and a combination of theories on attribution and incivility, this study explores the dangers of not disclosing a disability/condition that can lead to behaviors that will engender judgments by coworkers. Findings: The results of the study make clear that there are social benefits to disclosing a health condition rather than concealing. The findings clearly demonstrate that attributing an individual's negative behavior to their disposition will lead to more judgments of responsibility, and less sympathy and more anger compared to behaviors that can be explained by any health reason. Furthermore, more punishment, feelings of revenge and social distancing await individuals whose negative behavior cannot be explained by health issues. Originality/value: This study combines issues of health, attributions, incivility in an experimental studies that illuminates issues surround disclosing a workplace disability that go beyond the typical focus of legal questions. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of this paper is to make a conceptual argument for considering interactive work – i.e. work made up of micro-level exchanges or social interactions with third parties such as customers, patients or citizens – as a distinct analytical category in employment-related research. The argument is underpinned by the core role played by interactive work in valorisation. Design/methodology/approach: This is a conceptual paper, with its argument based on key findings from the debates on symbolic interactionism, service work and interaction work. These are merged and combined with a valorisation perspective. Findings: "Social interactions" and "work" have mostly been considered separately by theoretical sociology and the sociology of work. The author contends however that the two concepts should be viewed together, as social interactions at work are a constitutive feature of many occupations, jobs and tasks. This implies studying both exchange and social relationships between the different parties and their embeddedness in specific (multi-level) contexts. Moreover, there are two reasons why interactive work relates to specific working conditions: first, it involves customers or similar groups as third parties; second, it is key to valorisation. To systematically study interactive work, context-sensitive approaches spanning multiple (analytical) levels are recommended. Originality/value: The article contributes to advancing the understanding of interactive work as a distinct form of work as yet under-theorised but deserving to be considered as a separate analytical category. [ABSTRACT FROM AUTHOR]

While the sociology of disasters was slow to incorporate the study of inequality in analyses, recent research in the field has centered the study of inequality. Powered by changing empirical terrain in the form of climate change and by theoretically engagement with other sociological subfields, our article showcases how this research analyzes inequality by tracing three research motifs of scale, time, and feedbacks. Using a data set of nearly 200 articles published in the field including all 57 articles published in 10 generalist sociology journals from 2008 to 2020, we relate this perspective on scale, time, and feedbacks to eight primary areas of work in the sociology of disasters: (1) community, social capital, and resilience; (2) migration and displacement; (3) race; (4) gender; (5) intersectionality; (6) health and wellness; (7) governance and policy; and (8) environment and climate change. Our discussion champions future research on feedbacks by providing a theoretical backing with social theory on relational inequality as well as by substantiating it empirically with the eight areas of research. [ABSTRACT FROM AUTHOR]

The teacher workforce has undergone macrostructural economic and political changes tied to privatization, deunionization, and deregulation. These forms of neoliberal restructuring have resulted in employment precarity or job insecurity for teachers, but have acutely impacted teachers of color. Drawing on the literature from economic sociology and the sociology of work, this conceptual paper outlines three defining features of precarity in teaching: (1) precarity as a process of neoliberalism; (2) precarity as a socioeconomic condition; and (3) precarity as an ontological experience. By applying these aspects of precarity, this article casts light on the historical and contemporaneous work experiences of teachers of color that render them at risk for job insecurity and social and economic vulnerability. [ABSTRACT FROM AUTHOR]

A number of recent works in sociology call for the decolonization of the discipline. Colonialism and Modern Social Theory adds a critical intervention to this recent body of work by deconstructing the theories that have been canonized in North American and European social theory, and meticulously laying out the systematic erasure of colonialism and imperialism from their concepts and analytical categories. This review focuses on the introductory chapter and overall scope of the book, and draws attention to several potential areas for fruitful future engagement that this text inspires. [ABSTRACT FROM AUTHOR]

To contrast the COVID-19 pandemic crisis, 'home-schooling' was adopted in most countries and the issue was studied in considering the effects of the crisis on educational and digital inequalities, and on families and gender relations. Nevertheless, very few studies have looked at the working conditions of teachers in this very atypical framework. This paper presents results from a survey with the aim of investigating these conditions, following the sociology of work approach. The survey was promoted by FLC-CGIL (the federation of knowledge workers of the main trade union in Italy), realised by a research group composed of researchers from Fondazione Giuseppe Di Vittorio, Università di Roma 'La Sapienza', Università Guglielmo Marconi, and Università di Teramo and was carried out in Italy using the CAWI technique during the first national lockdown (between April and May 2020). We present results about two specific issues: (1) the ways the new pandemic framework was organised, and (2) its consequences on the quality of work and living conditions of workers. Regarding the first issue, we found variations in accordance with different management styles and decision-making approaches. On the second issue, we found worsening working time, workloads and work-life balance given the absence of a clear regulation. [ABSTRACT FROM AUTHOR]

Innovation or the creation and diffusion of new material, social and cultural things in society has been widely studied in sociology and across the social sciences, with investigations sufficiently diverse and dispersed to make them unnavigable. This complexity results from innovation's importance for society, but also the fundamental paradox underlying innovation science: When innovation becomes predictable, it ceases to be an engine of novelty and change. Here we review innovation studies and show that innovations emerge from contexts of discord and disorder, breaches in the structure of prior success, through a process we term destructive creation. This often leads to a complementary process of creative destruction whereby local structures protect and channel the diffusion of successful innovations, rendering alternatives obsolete. We find that social scientists naturally focus far more on how social and cultural contexts influence material innovations than the converse. We highlight computational tools that open new possibilities for the analysis of novel content and context in interaction, and show how this brings us empirically toward the broader range of possibilities that complex systems and science studies have theorized—and science fiction has imagined—the social, cultural and material structures of innovation conditioning each other's change through cycles of disruption and development. [ABSTRACT FROM AUTHOR]

By curtailing workplace socialisation, platform-mediated gig work hinders the development of affective relationships necessary for the experience of recognition. However, extant research into recognition at work has typically only focused on face-to-face interactions, overlooking technologically complex forms of work where recognition might be sought from and via technical intermediaries. Advancing sociological research into the lived experience of contemporary gig workers, this article draws on 41 interviews with Foodora riders in Norway and Sweden to explore how gig workers solicit and experience recognition at work. I identify a process of anthropotropism, whereby gig workers turn to human connections where possible in an attempt to pursue traditional social scripts of collegiality and to gain recognition from legitimate human sources. Further, I identify how platform-mediated communication does not prohibit recognition, but intermittent automation and neoliberal modes of instrumentalising recognition can disrupt the development of individual subjectivities and lead to feelings of mechanistic dehumanisation. [ABSTRACT FROM AUTHOR]

Copyright of Soziale Welt is the property of Nomos Verlagsgesellschaft mbH & Co. KG and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This study examines narratives told by employees who experienced involuntary job loss. Results expand on previous narrative research investigating the American Dream master narrative and job loss as related to the neoliberal claim that those who work hard will be successful. The study investigated the master narrative's implications for job loss that if someone loses their job, they must be either flawed or a bad worker. Contributions include a new redeemed-resolved identity construction by individuals who narrated job loss as an opportunity to correct some flaw in either their character or work life and to emerge a better, changed worker. In addition, the study contributes analysis of an additional counterstory type that provides insight into the ways people reconstruct damaged identities throughout their job loss experience. As family, friends, and coworkers of those who lose their jobs, we can contribute to their well-being and facilitate their return to work by affirming their counter narratives, refusing to accept the master narrative, and helping them develop counterstories as needed. [ABSTRACT FROM AUTHOR]

Prevailing dualisms of work as formal, paid employment on the one hand or informal, unpaid domestic labour on the other, means volunteering is often overlooked. Although academic interest in voluntary labour is growing, it remains inadequately theorised in the sociology of work. A more sociological meaningful understanding of volunteering is needed. Through an analysis of voluntary body work labour, this article advances theorisation of volunteering as work in two ways. Firstly, the article invokes a total social organisation of labour approach to overcome the paid/unpaid work dichotomy. Secondly, it grounds this theorisation empirically by drawing on the volunteers' insights into their delivery of body work labour to shed new light on the complex ways in which volunteers frame labour within wider social relationships. [ABSTRACT FROM AUTHOR]

In the last decade, research on the nature, impact and prospect of meaningful work has flourished. Despite an upsurge in scholarly and practitioner interest, the research field is characterized by a lack of consensus over how meaningful work should be defined and whether its ingredients are exclusively subjective perceptions or solely triggered by objective job characteristics. The disconnection between objective and subjective dimensions of meaningful work results in a hampered understanding of how it emerges in relation to the interplay of workplace, managerial, societal and individual relations. The article addresses this gap and introduces a novel sociological meaningful work framework that features the objective and subjective dimensions of autonomy, dignity and recognition as its key pillars. In this way, a framework is offered that analyses how meaningful work is experienced at the agent level, but shaped by wider dynamics at the structural level. [ABSTRACT FROM AUTHOR]

The twenty-first century has seen an increase in ethical misconduct at the workplace, highlighting the need to stimulate discussion on the role of work ethics. The objective of the current study is to extend the literature on work ethics by examining the role of Islamic work ethic in enhancing the task performance of employees. The current study proposes that psychological capital mediates the relationship between Islamic work ethic and task performance. It is also proposed that ethical leadership might act as a boundary condition that boosts the positive relationship between Islamic work ethic and psychological capital. Data were collected in three-time lags from employees working in the service sector of Pakistan (N = 218) through the questionnaire. The results supported the mediation and moderation hypothesis, confirming that psychological capital mediates the relationship between Islamic work ethic and task performance. Ethical leadership moderates the relationship between Islamic work ethic and psychological capital. The results offer implications for theory and practice. Limitations and future research directions are also discussed. [ABSTRACT FROM AUTHOR]

Purpose: Drawing on job demands-resources theory (Bakker and Demerouti, 2017) and conservation of resources theory (Hobfoll, 1989), this study aims to investigate the roles of work task conflict and coworker support in the experience of daily work-family balance. In particular, this study theorizes work-family balance as a higher-order construct, including both psychological (work-family balance satisfaction) and social (work-family balance effectiveness) dimensions. Design/methodology/approach: The authors tested the proposed model using daily diary survey data collected from 50 full-time corporate employees across five consecutive workdays in a week. The hypotheses were tested using multilevel modeling analyses. Findings: Analyses show that work task conflict impedes employees' work-family balance on a daily basis. Results also support the moderating role of coworker support, such that the negative relationship between work task conflict and work-family balance is weaker when coworker support is high. Originality/value: This research contributes to the literature by considering work-family balance as a higher-order construct. Further, this research advances theoretical knowledge of the interpersonal predictors of work-family balance. This study also expands previous work by examining the dynamic relationships between interpersonal events and work-family balance. [ABSTRACT FROM AUTHOR]

Copyright of Cinta de Moebio is the property of Universidad de Chile, Facultad de Ciencas Sociales and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The anti-COVID-19 restrictions and lack of face-to-face learning have increased depression and anxiety among students, alienating them from the university milieu. It can be argued that students suffered from the phenomenon of social anomie during the pandemic restrictions between 2020 and 2022. After the lifting of these restrictions in March 2022, some universities in Romania adopted blended learning, both face-to-face and online. In this context, did the partial return to face-to-face teaching reduce the anomic phenomenon that students faced during the COVID-19 pandemic? To answer this question means to observe whether students integrated into the university milieu during blended learning. Based on a sample of 130 respondents enrolled in undergraduate courses at the Faculty of Sociology and Social Work in Bucharest, it was observed that students, counter to expectations, integrated into the mixed university milieu embraced after March 2022. The inter- and intra-personal processes in J. Weidman's conceptual framework explain this. Integration was possible because students befriended their own peers, peers with whom they had only interacted online during the pandemic restrictions. Also, the satisfaction they felt at going back to the "lost" style during the COVID-19 restrictions made students feel closer to their own faculty. [ABSTRACT FROM AUTHOR]

Copyright of Journal of Social Sciences Institute / Sosyal Bilimler Enstitüsü Dergisi is the property of Bingol University / Rectorate and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The Palgrave Handbook of the Sociology of Work in Europe (ed. Paul Stewart, Jean-Pierre Durand and Maria-Magdalena Richea) is the product of an ambitious project that seeks to locate the evolving character and role of the sociology of work within wider social, economic, and institutional settings. Separate chapters explore the contents and contexts of such social research and theorizing in eleven European nation-states since 1945. In doing so, the Handbook provides rich resources for a 'sociology of the sociology of work', which embraces discussion of changes and continuities in empirical and methodological preoccupations in each country, together with an examination of the dominant and competing analytical frameworks in play. Some of these features are seen as responsive to the interests and concerns of the powerful and advantaged, and when they dominate the intellectual agenda they are seen as 'hegemonic', whereas others, characterized as 'counterhegemonic', may potentially articulate the interests of the relatively powerless but also risk marginalization or exclusion. This review considers the strengths of the resulting analyses of the sociology of work, with particular attention to the British case study, and identifies some unresolved issues associated with mapping the institutional locations, intellectual currents, and hegemonic and counterhegemonic features that may characterize evolving sociologies of work. [ABSTRACT FROM AUTHOR]

Two studies examined perceptions referring to appearance comments presented as compliments. When taking the target's perspective (Study 1, n = 678), women perceived appearance comments, especially if sexualized (vs. non‐sexualized) as less appropriate than men did. Women also believed that, as the targets of sexualized (vs. non‐sexualized) comments, they were likely to be perceived as less warm (whereas men believed that they were likely to be perceived as more competent). When taking an observer perspective (Study 2, n = 398), participants perceived comments made at the workplace (vs. a non‐work setting) as less appropriate. Women, but not men, also perceived sexualized comments as less appropriate than non‐sexualized comments. Finally, both men and women perceived the target of sexualized (vs. non‐sexualized) comments as less warm and competent. The results point to a gap between women's and men's perceptions of the appropriateness of appearance comments in general, and sexualized comments in particular, in both workplace and non‐work settings. Moreover, women are more aware than men of the "penalty," in terms of social perceptions, imposed upon the targets of appearance comments. These results, which can inform sensitivity training to prevent sexual harassment, are especially important in workplace settings, where perceptions of warmth and competence affect how individuals are treated and promoted. [ABSTRACT FROM AUTHOR]

The goal of this research was to replicate findings related to followers' negative evaluations of leaders expressing counter‐stereotypical emotions (e.g., females displaying anger, males displaying sadness). Drawing on predictions of the Challenge versus Threat model, this research also extended those findings by examining whether follower positive and negative affects mediated the relationship between leaders' counter‐stereotypical emotional displays and followers' leadership evaluations. In an online experiment, participants completed a reasoning task and received personalized performance feedback from a virtual manager represented by an avatar (male or female) displaying an emotion (neutral, angry, or sad). Participants reported task‐related positive and negative affects and rated their manager (trust, perceived effectiveness, and leader‐member exchange). We replicated previous studies showing that displaying counter‐stereotypical emotions has a negative influence on leadership evaluations. We did not find support for the mediating role of followers' affects in the relationship between counter‐stereotypical emotional displays and leadership evaluations; although these affects influenced followers' ratings of their manager. We discuss these findings using Backlash and Role Congruity Theory perspectives and present their theoretical and practical implications. [ABSTRACT FROM AUTHOR]

Women's lower career advancement relative to men is sometimes explained by internal factors such as women's lower willingness to make sacrifices for their career, and sometimes by external barriers such as discrimination. In the current research, positing a dynamic interplay between internal and external factors, we empirically test how external workplace barriers guide individuals' internal decisions to make sacrifices for the advancement of their careers. In two high‐powered studies in traditionally male‐dominated fields (surgery, N = 1,080; veterinary medicine, N = 1,385), women indicated less willingness than men to make sacrifices for their career. Results of structural equation modeling demonstrated that this difference was explained by women's more frequent experience of gender discrimination and lower perceptible fit with people higher up the professional ladder. These barriers predicted reduced expectations of success in their field (Study 1) and expected success of their sacrifices (Study 2), which in turn predicted lower willingness to make sacrifices. The results explain how external barriers play a role in internal career decision making. Importantly, our findings show that these decision‐making processes are similar for men and women, yet, the circumstances under which these decisions are made are gendered. That is, both men and women weigh the odds in deciding whether to sacrifice for their career, but structural conditions may influence these perceived odds in a way that favors men. Overall, this advances our understanding of gender differences, workplace inequalities, and research on the role of "choice" and/or structural discrimination behind such inequalities. [ABSTRACT FROM AUTHOR]

Copyright of Çalışma ve Toplum is the property of Calisma ve Toplum and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

This article sets out the testimony of Paolo, an Italian entrepreneur who worked under the control of an 'Ndrangheta clan for years, and finally rebelled against that criminal organization. Paolo operated on a crucial front line, as he managed the relations between his company and the dominant criminal organization in his area. This story constitutes a 'wake-up call' for more research on the intrusion of organized crime in the labour market. Paolo's story reveals how strongly organized crime can penetrate decision-making processes and control key people's management practices. Such control is decisive not only while under the direct influence of organized crime, but also after rebelling against it. Overall, this article provides insights into how organized crime affects employment relations and it calls for more attention to be paid to this topic in the sociology of work and employment relations. [ABSTRACT FROM AUTHOR]

Is it possible to undertake a sociological analysis of works of art? This article considers the arguments for both the negative and positive answers to this question that emerged in France in a vivid manner at the turn of the millennium. It examines the main arguments exchanged by the supporters and detractors of this sub-discipline of the sociology of art, notably those relating to the problem of interpretation (how does one verify this process sociologically when it is applied to a work of art?) and to the ways of presenting evidence. The discussion of these various arguments does not lead to the conclusion that it is impossible to explore heuristically the sociology of artworks in a pertinent way but to an insistence on heightened vigilance and to the formulation of certain principles for the use of sociologists who engage with such objects, if sometimes without the requisite caution. [ABSTRACT FROM AUTHOR]