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In this article, we analyse the working conditions of Venezuelan migrants, who participate in delivery work in Argentina, based on a conceptual discussion on the 'precarisation' processes of migrant workers in the countries of the global south. The labour conditions of workers in South America have historically deteriorated for several decades, but its effects have intensified after the COVID-19 pandemic. This analysis is focused on the dynamics of Venezuelan migrant labour within digital platforms in Buenos Aires, contrasting data obtained between 2019 and 2020 from two surveys and interviews conducted with this population. Drawing upon contributions from the sociology of migration and the sociology of work, this article seeks to understand how irregularised migrants employed in the platform work, at the intersection of super-exploitation and super-exposure to contagion, have been brutally affected by the expansion of delivery work. [ABSTRACT FROM AUTHOR]

Purpose: People are more likely to participate in work-related events that might cause positive and negative affective reactions. Prior research linked coworker friendship with incivility; however, few studies investigated negative workplace gossip. Simultaneously, linking coworker friendship with incivility through positive/negative affective responses is lacking. As such, this paper aims to examine this relationship via the dual mediation effect of positive and negative workplace gossip. Design/methodology/approach: A total of 398 subordinates at family restaurants in Greater Cairo were surveyed, and data was analyzed using SmartPLS4. Findings: Coworker friendship significantly influences coworker incivility via positive and negative workplace gossip and other underlying mechanisms. Research limitations/implications: Managers should take the initiative to decrease gossip by sharing information promptly and thoroughly and establishing effective channels for information exchange. In the case of an informal plan, restaurant managers may seek to create a welcoming and motivating corporate atmosphere and cultivate social ties among subordinates to prevent the creation of negative gossip. Restaurant managers should give victims of negative gossip timely psychological counseling. Originality/value: This paper contributes to the restaurant literature on affective emotional responses to coworkers' judgment-driven behavior from new perspectives. [ABSTRACT FROM AUTHOR]

Background: European epidemic intelligence (EI) systems receive vast amounts of information and data on disease outbreaks and potential health threats. The quantity and variety of available data sources for EI, as well as the available methods to manage and analyse these data sources, are constantly increasing. Our aim was to identify the difficulties encountered in this context and which innovations, according to EI practitioners, could improve the detection, monitoring and analysis of disease outbreaks and the emergence of new pathogens. Methods: We conducted a qualitative study to identify the need for innovation expressed by 33 EI practitioners of national public health and animal health agencies in five European countries and at the European Centre for Disease Prevention and Control (ECDC). We adopted a stepwise approach to identify the EI stakeholders, to understand the problems they faced concerning their EI activities, and to validate and further define with practitioners the problems to address and the most adapted solutions to their work conditions. We characterized their EI activities, professional logics, and desired changes in their activities using NvivoⓇ software. Results: Our analysis highlights that EI practitioners wished to collectively review their EI strategy to enhance their preparedness for emerging infectious diseases, adapt their routines to manage an increasing amount of data and have methodological support for cross-sectoral analysis. Practitioners were in demand of timely, validated and standardized data acquisition processes by text mining of various sources; better validated dataflows respecting the data protection rules; and more interoperable data with homogeneous quality levels and standardized covariate sets for epidemiological assessments of national EI. The set of solutions identified to facilitate risk detection and risk assessment included visualization, text mining, and predefined analytical tools combined with methodological guidance. Practitioners also highlighted their preference for partial rather than full automation of analyses to maintain control over the data and inputs and to adapt parameters to versatile objectives and characteristics. Conclusions: The study showed that the set of solutions needed by practitioners had to be based on holistic and integrated approaches for monitoring zoonosis and antimicrobial resistance and on harmonization between agencies and sectors while maintaining flexibility in the choice of tools and methods. The technical requirements should be defined in detail by iterative exchanges with EI practitioners and decision-makers. [ABSTRACT FROM AUTHOR]

Journalistic work has become increasingly precarious. Labor conditions in the profession meet several criteria of precarity, as established in the sociology of work. Journalists, especially freelancers, often have low and unstable incomes and only limited access to social insurance. Thus far, precarity research in journalism has primarily focused on empirical investigations of precarious employment rather than on theorizing how journalists actually perceive these working conditions. This paper proposes a theoretical model that determines the factors of security and insecurity that can lead to a stronger or weaker perception of precarity. Drawing on a review of the precarity literature, the model allows for subjectivity within the precarious experience of journalists. It shows that family responsibilities and personality traits belong to the subjective factors influencing journalists' perceptions of precarity. In addition, perceptions of insecure employment conditions depend on the life stage of the worker. We strongly recommend a multidimensional approach that captures not only the objective conditions of work but also journalists' subjective sense of precarity. [ABSTRACT FROM AUTHOR]

Objective: The objective of this research was to determine the bonding profile of a sample of coffee harvesters in the municipality of Circasia, Quindío. Methodology: The design was based on a quantitative approach, descriptive in nature, and exploratory in scope. Fifty coffee harvesters were interviewed through non-probabilistic purposive sampling. The information was collected using The Tennessee Self-Concept Scale, Social Well-Being Scale, Rootedness to Place Scale, and Perceived Social Support Scale. Results: It was found that harvesters show low percentiles in social contribution and cultural rootedness. Likewise, some associations between variables were found, among which the association between the perception of familial relationships and social acceptance (X² = 10.409; P = 0.03), and also between relationships with coworkers and cultural rootedness (X² = 12.041; P = 0.00). The study variables were correlated; most correlations are reported between the dimensions of perceived social support and self-concept. Conclusions: It is concluded that the Bonding profile corresponding to the indicated sample is constituted on the basis of the perception of social and familial support, and that these are related to the capacity for rootedness and self-concept. [ABSTRACT FROM AUTHOR]

In the article, the author discusses issues and challenges in French and Francophone studies in the U.S. and how expanding the profession can help address them. Also cited are the need to reach out and attract students to enroll in said courses, and how the study of language and literature could transport students to new places.

Drawing on relative deprivation theory, we explored the mechanism for the influence of coworker knowledge hiding on employee job crafting and the moderating role of supervisor developmental feedback from the perspective of status competition. Thus, we tested the tripartite interpersonal interactions among knowledge-hiding individuals, knowledge-seeking employees, and supervisors. We conducted a two-wave time-lagged study on 354 employees who worked for Chinese owned and operated companies in China. We found that there was an inverted U-shaped relationship between coworker knowledge hiding and employee job crafting, in which an employee's sense of relative deprivation played a mediating role. Furthermore, supervisor developmental feedback negatively moderated the relationship between coworker knowledge hiding and an employee's sense of relative deprivation. To increase the level of employee job crafting, managers should pay attention to the degree of employee's sense of relative deprivation and attempt to moderate that by providing supervisor developmental feedback. [ABSTRACT FROM AUTHOR]

We estimate the returns (measured by hourly earnings) to education, experience, and social networking in India using individual-level panel data from the India Human Development Surveys. We combined the two latest waves of this survey using individual-level identifiers to generate a balanced panel and merged it with various household characteristics. We provide estimates of private returns for an additional year of education and experience by consumption quintiles, gender, caste, and religion in a fixed-effects Heckman model that controls for selection bias. This methodology improves upon estimates of all earlier studies on earnings in India, as most of the literature has relied on cross-section data or pseudo-panel data. We also examine the impact of social networking on earnings, which is under-explored in nationwide studies in India. We find that education significantly and positively affects earnings for all consumption quintiles, gender, caste (except schedule castes), and religious groups. Among economic groups, the highest returns are observed for the third quintile above the poverty line. Returns to females for an additional year of education are nearly double that of males but the difference in starting earnings keeps earnings of males higher for long periods. Among the castes, scheduled castes have the highest returns to education and other minorities among religious groups. Social networking positively impacts males, Hindus, and the quintile just above the poverty line. Experience positively impacts women's earnings, general caste and scheduled caste, Hindus and Other minorities and two consumption quintiles (two and five) above the poverty line. Plain Language Summary: Impact of Education, Experience, and Social Networks Impact Earnings in India by Class, Gender, Caste and Religion Purpose: Enhancing human capital is critical for India's development. It would help overcome existing labor market hierarchies based on economic class, gender, religion, and caste. We study the impact on private earnings of (a) an additional year of education and experience, and (b) social networking. Methods: We use an individual level panel dataset assembled from the two latest rounds of the Indian Human Development Survey (I&II). Our Heckman type earnings equation controls for selection bias. Results: An additional year of education increased earnings between (a) 2.4% and 8.8% among different consumption quintiles (b) 3.7% for males to 5.2% for females, (c) 1.5% (STs), to 5.9% (SCs), and (d) 2.3% (Muslims), to 9.9% (Other Minorities). Experience increased earnings of two economic groups, females, the General and Scheduled castes, and of Hindus and Other Minorities. Social networking increased earnings of males, Hindus, and one economic quintile. Conclusions: Higher marginal returns to education for females justifies greater investment in women's education. Lower returns on education among STs and Muslims indicate the need for affirmative action for these groups. The positive returns to education for the poor suggests that anti-poverty programs in combination with educational opportunities for the less privileged would meet the goals of social justice. Implications Better education (SDG4) would help achieve gender equality (SDG5), and social justice for marginalized (economic, caste and religious) groups (SDG1, SDG10). Limitations: We were unable to account for ability bias. Stratification by state and sector would provide better estimates. [ABSTRACT FROM AUTHOR]

Using the Finnish Labour Force Surveys merged with register-based follow-up data, we analyzed how different characteristics of part-time work predict employees' and entrepreneurs' employment trajectories in an 8-year follow-up. We analyzed careers by the length of weekly working hours and the reason for part-time work, that is, childcare, studies, health, part-time pension, other voluntary choice, or if full-time work was not available (involuntary part-time). We applied sequence analysis to define work career clusters based on the continuum of spells spent in different labor market statuses, that is, in upper and lower white-collar, manual, or entrepreneurial employment, unemployment, studying, pensioned, or inactivity. According to the results, involuntary part-timers have a significantly higher probability of entering the unemployment trajectory than full-time workers. Those working part-time hours due to care responsibilities were also more likely to face frequent periods of unemployment, whereas part-time work combined with studies was associated with stable white-collar trajectories. Our results also show that weakened labor outcomes following marginal part-time jobs associate with disability retirement instead of unemployment later in time, most probably determined by ill health. Therefore, we suggest further studies to consider marginal part-time workers' health as the determinant of weakening career outcomes. Overall, our results highlight the need to improve part-time working conditions, a concern that organizations like the OECD have also raised. This improvement could reduce the risk of unemployment, promote health, extend work careers, and consequently increase the employment rate. [ABSTRACT FROM AUTHOR]

Positive interpersonal relationships between college administration and faculty are necessary as they contribute to organizational climate measures, such as a sense of belonging and perceived organizational worth. Furthermore, such relationships may combat against faculty cynicism. Interpersonal experiences are particularly relevant in a post-coronavirus disease 2019 workplace in which interactions with colleagues are infrequent. Little is known about the effects of interpersonal experiences on part-time faculty specifically, as compared with full-time faculty. This study investigates teamwork experiences and interpersonal constraints as predictors of the attitudes and perceptions of full- and part-time faculty at a four-year public teaching college in the southwestern United States. After controlling for years working at the college, teamwork was a consistent predictor of higher sense of belonging, perceived organizational worth, and lower cynicism among full- and part-time faculty. Furthermore, the presence of negative coworker relationships was a significant predictor of lower sense of belonging and perceived organizational worth among full-time faculty. Inadequate help or lack of contact with co-workers was not a significant predictor of faculty attitudes and perceptions. The results of this study suggest the need for fostering teamwork and positive relationships among full- and part-time faculty in a meaningful and systemic manner within institutions of higher education. Additionally, this study provides support for institutionalizing a team-based approach to working among all faculty to foster perceived belonging and worth, while limiting cynicism. [ABSTRACT FROM AUTHOR]

This study aims to first examine the relationship between perceived coworker support and career plateauing in a collectivist culture. Second, it examines the relationship between career plateauing and organizational commitment. 228 Algerian executives employed in various public sector organizations took part in our study. The hypotheses were tested through structural equation modeling. The results showed coworker support was negatively correlated to both hierarchical and job content plateaus. In terms of the consequences, the results demonstrate that both forms of career plateauing are negatively related to affective commitment, while only the content career plateau is positively related to few alternatives commitment. [ABSTRACT FROM AUTHOR]

Despite the implications of work effort for earnings inequality, rigorous and comprehensive analyses of how work conditions affect people's tendency to exert extra work effort are rare. Using two waves of data from the National Longitudinal Survey of Youth 1997, this study examines how individuals' discretionary work effort—i.e., effort in excess of what is required—changes with their work time, the tangible and intangible rewards from their jobs, and the social contexts of their occupations. Results from fixed-effects models show that frequently working in teams is associated with both women's and men's reported discretionary effort. Women also express a greater tendency to exert extra work effort when they work full time instead of part time and when their employers offer paid maternity leave, but less so when their occupations are male-dominant or require confrontations with people. Racial and ethnic minorities' discretionary work effort changes in response to collaborative and competitive occupational environments somewhat differently from Whites. In addition, Black women's tendency to exert excess work effort is less tied to their time spent on their jobs than White women's. Beyond uncovering gender and ethnoracial differences, this study also underscores the need to consider the ways in which social aspects of work contribute to workers' motivation and effort. [ABSTRACT FROM AUTHOR]

"Women in the Sky: Gender and Labor in the Making of Modern Korea" by Hwasook Nam is a book that challenges the traditional narrative of industrialization in South Korea by focusing on the history of female factory workers. The author explores the struggles and activism of these women, starting from the 1920s under Japanese colonialism. The book highlights the creative and militant ways in which female factory workers fought for their rights and developed class- and gender-consciousness. It emphasizes the importance of class and gender as organizing principles in the labor and nation-building processes of colonial and postcolonial Korea. [Extracted from the article]

Drawing on the Organizational Support Theory (OST) and Conservation of Resources Theory (COR), this study investigates how experiences of workplace incivility translate into employee outcomes: attitudinal (job satisfaction, affective commitment) and behavioral (task performance, contextual performance and counterproductive work behavior). It has been hypothesized that experiences of incivility from coworkers lead to the attribution of a lack of perceived organizational support (POS). As a result of this process, coworkers, unable to count on the support, react negatively at the attitudinal and behavioral level. The study was conducted on 405 employees from companies form various sectors operating in Poland. Statistical verifications of the moderation and mediation were conducted via Structural Equation Modeling (SEM) with AMOS. The results show that experiencing incivility from coworkers reduces POS, with the relationship growing stronger the more the employees are victimized by abusive supervision. Furthermore, the results revealed that POS fully mediates between experiencing incivility and employee attitudinal and behavioral outcomes. This study integrates research on workplace incivility, abusive supervision, POS and employee outcomes, and the findings have important implications for research on organizational behavior. [ABSTRACT FROM AUTHOR]

Serious emergencies exacerbate the uncertainty, complexity, and ambiguity of the external environment, creating survival challenges for organizations and employees. During emergencies, it becomes more difficult for organizations to leverage organizational citizenship behaviors (OCBs) from their employees to survive existential crises. From the perspective of resource exchange and investment, we explore the ways that organizations can collaboratively overcome difficulties by motivating their employees to engage in OCBs. Our findings show that (1) a psychosocial safety climate (PSC) that is adopted by an organization can effectively stimulate employee OCBs, which are of greater help to organizations than to coworkers, (2) resilience may be a psychological resource that explains the stimulating effect of a PSC on OCBs, and (3) employee trait gratitude enhances the role of resilience in mediating the relationship between a PSC and helping behaviors (but not civic virtue behaviors). Our findings not only reveal the mechanisms by which organizations can stimulate employee OCBs when the two face survival challenges during serious emergencies but also provide a recommendation for managers to focus on employee mental health and resilience during crises. [ABSTRACT FROM AUTHOR]

This paper aims to comprehensively examine the effects of societal and individual characteristics on work-related attitudes, specifically work commitment and work orientations, using a single dataset and comparable models. It also seeks to relate these attitudes to classic theories and understand how societal factors shape work-related attitudes. The analysis is based on data collected by the International Social Survey Programme (ISSP) in its work orientations survey. Data is analyzed using factor analyses, correspondence analyses, and multilevel regressions. The paper provides an overview of work-related attitudes at the country level and a detailed analysis of societal and individual variables that shape these attitudes. The results indicate that individual attitudes reflect large societal trends and developments, which are discussed with reference to current studies and classic theories. This paper contributes to understanding work-related attitudes by offering a comprehensive analysis of the effects of societal and individual characteristics, using a single dataset and comparable models. It also relates these attitudes to classic theories and discusses how societal factors shape work-related attitudes. The findings also have policy implications, particularly in the recruitment and retention of highly qualified and motivated workers in different countries. [ABSTRACT FROM AUTHOR]

The COVID-19 pandemic may have disrupted the socioeconomic fabrics of the world, but it also has spurred the incorporation of the Fourth Industrial Revolution (IR4.0) technologies into organisational operations, work settings, service deliveries and our everyday life. The workability and cost-effectiveness of these technologies will motivate companies to enhance their incorporation into respective organisational and operational designs. This will subsequently change our employment and the way we work as evident in the technological changes throughout previous industrial revolutions. This overview aims at charting out the universal societal changes, particularly changes in work aspects, corresponding to industrialisation; and how IR4.0 may alter current social and occupational landscapes in the near future. These universals are then used to contextualise the social and occupational changes during Malaysian industrialisation. The challenges and some suggestions for the direction of future research on work/ occupation as Malaysia ventures into IR4.0 are presented at the end of this overview. [ABSTRACT FROM AUTHOR]

The field of work and employment is among the most rapidly changing fields in current societies. The sociology of work attempts to map these changes, developing concepts that seek to grasp the transformations of labor. Currently, the discussion revolves around two main topics: (a) the 'normality of non-normality' expands on the flexible, insecure, and precarious forms of employment, while (b) the 'subjectivation of work' has been introduced in order to reflect the newly observed trend in which entrepreneurial strategies and rationales colonize the whole spectrum of an employee's personal life and the self. It is a paradox, however, that while all these transformations in the labor world are taking place, interest in biographical research on the field has declined. This article aims to show the ways in which biographical narrative research has studied the changes that have taken place in the world of labor and to highlight new research possibilities. We especially wish to highlight ways in which reconstructive biographical research can contribute to the corpus of knowledge generated on this topic. We argue that, through biographical case reconstruction, paths by which transformations of the labor world become biographically significant for individuals and their social life worlds can be grasped in a dialectical manner. Employing systematic reconstruction of the ways in which social actors construct their work experiences biographically can serve a twofold purpose. First, it reveals how social rules, dominant discourses, and social conditions form new workers' subjectivities, and second, it identifies biographical sources of resistance on the part of the actors. [ABSTRACT FROM AUTHOR]

Along with Saudi women's increased presence and participation in mixed-gender workforces and the current government's reform initiative, Saudi Vision 2030, their communication opportunities with male coworkers have also increased. Guided by intergroup contact theory, the current online survey tested the influences of Saudi female journalists' (N = 198) report of communication quantity and communication quality with male coworkers on their affective attitudes toward Saudi men and intention to quit the current job. Supporting our hypotheses, results indicated that Saudi female journalists' communication quality with male coworkers was positively associated with affective attitudes toward men. In addition, results revealed a significant positive indirect effect of communication quality with male coworkers on affective attitudes toward men and a significant negative indirect effect on intention to quit through intergroup anxiety. These findings are discussed regarding prior literature on intergroup contact theory and Saudi women in the workplace. [ABSTRACT FROM AUTHOR]

Frontline employees can generate tremendous value for both the customer and the organization through innovation. While prior research has revealed that frontline employees' emotional labor significantly affects their own creativity, it is unclear whether it has a spillover effect on other frontline employees (i.e., co-workers) and how it shapes their behaviors, especially proactive innovation behavior. Based on emotion-as-social-information (EASI) theory, we construct a mechanism model to illustrate this aforementioned spillover effect. By analyzing the questionnaires collected from 268 frontline employees in China, we found that (1) deep acting (surface acting) of co-worker influences frontline employee's proactive innovation behavior positively (negatively); (2) affective commitment plays a mediating role between emotional labor and proactive innovation behavior; and (3) emotional sensitivity reinforces the positive (negative) effect of deep acting (surface acting) on proactive innovation behavior. The conclusions provide valuable insight into understanding the spillover effects of emotional labor among frontline employees. [ABSTRACT FROM AUTHOR]

This paper aims to comprehensively examine the effects of societal and individual characteristics on work-related attitudes, specifically work commitment and work orientations, using a single dataset and comparable models. It also seeks to relate these attitudes to classic theories and understand how societal factors shape work-related attitudes. The analysis is based on data collected by the International Social Survey Programme (ISSP) in its work orientations survey. Data is analyzed using factor analyses, correspondence analyses, and multilevel regressions. The paper provides an overview of work-related attitudes at the country level and a detailed analysis of societal and individual variables that shape these attitudes. The results indicate that individual attitudes reflect large societal trends and developments, which are discussed with reference to current studies and classic theories. This paper contributes to understanding work-related attitudes by offering a comprehensive analysis of the effects of societal and individual characteristics, using a single dataset and comparable models. It also relates these attitudes to classic theories and discusses how societal factors shape work-related attitudes. The findings also have policy implications, particularly in the recruitment and retention of highly qualified and motivated workers in different countries. [ABSTRACT FROM AUTHOR]

This article explores racial stratification in work environments. Inequality scholars have long identified racial disparities in wage and occupational attainment, but workers' careers and well-being are also shaped by elements of their work environment, including firm culture, managerial style, and work-life balance. I theorize two processes that could lead to racial inequality in firms' work environments: (1) employee sorting due to exclusionary practices, and (2) spillover from racial differences in occupation and geographic location. To test this, I gathered a unique firm-level dataset composed of one million employee reviews, covering most large and medium-sized firms in the United States. I show that firms with more Black employees score lower for managerial quality, firm culture, and work-life balance, and firms with more Asian employees score higher on these dimensions. However, Asian employees' advantage disappears when controlling for occupation, industry, and geography, whereas Black employees' disadvantage persists, suggesting that the process of firm-level employee sorting is at work. Consistent with this, I find that Black employees' disadvantage is strongest in areas with more conservative racial attitudes and more prevalent workplace racial discrimination. I then replicated the main findings using two entirely different data sources. Together, these results underscore racial inequality in work environments, an overlooked but important dimension of workplace inequality. [ABSTRACT FROM AUTHOR]

Due to its relevance to businesses, employee engagement has been the subject of extensive study, and many scholars have linked it to burnout as its antipode. The work environment and team and co-worker interactions promote engagement and reduce burnout if well-managed. This study investigates the function of engagement as a mediator between the indirect effects of work environment, team, and co-worker relationships on employee burnout. Respondents are sourced from a public firm employee (Tbk). Using SEM-PLS, three hundred thirty-one obtained data are processed. The results indicate that burnout is negatively related to the work environment and team and co-worker relationships and that employee engagement somewhat mediates these relationships. To mitigate burnout, an additional study can investigate employee satisfaction and performance. [ABSTRACT FROM AUTHOR]

The Lady's Museum (1760-61) "by the Author of The Female Quixote" was an important early magazine primarily edited and written by the influential eighteenth-century author Charlotte Lennox. In this essay, we describe our theoretical and methodological approaches to editing, publishing, teaching, learning, and thinking with Lennox and our teams of co-workers in the Lady's Museum Project, the first critical and digital social edition of the periodical (at Ladysmuseum.com). We update this proto-feminist text in an intersectional feminist bibliographical praxis designed to encourage teamwork, flatten user/editor relationships, and create a dynamic audio and visual version of the text to accommodate multiple learning modes. This essay highlights the social edition as a counterpublic and posits Lennox's notion of "trifling" as a digital humanities methodology. [ABSTRACT FROM AUTHOR]

Amid the increasing digitisation of schools, relatively little work has examined the ways in which digital technologies are reconfiguring the work of school principals. With an approach based on the sociology of work, this paper draws on 19 in-depth interviews with Australian school principals to examine their everyday experiences of digital work—with particular attention paid to the enduring influence of email as a key work tool. On one hand, email was seen as a constant and unremarkable feature of 'modern' school leadership. Yet, these accounts also highlighted how the intensification and extension of individual principals' labour practices were being exacerbated by multiple layers and technologies of surveillance, expectations of constant availability, and increased accountabilities imposed through email. Of particular significance were the detrimental ways in which email-based work was described as reshaping the affective dimensions of principals' work. Against this background, the paper considers what steps might be taken to mitigate such pressures, and perhaps move towards alternate forms of digitally-supported work that are more sustainable. [ABSTRACT FROM AUTHOR]

Purpose: This study aims to examine how changes in power disparity shape in-groups and upper-level management conflict are associated with intragroup relationship and task conflict variations. It also examines how workplace conflicts relate to focal employees' perceptions of coworker support. Design/methodology/approach: Data were collected from 3,343 respondents for nine years, comprising measurements taken on six occasions in 47 departments and stores of a Canadian retailer. The relationships between, within and across levels were tested using multilevel structural equation modeling. Findings: The results showed that higher levels of power concentration vested by a few members or a single person are associated wih higher levels of intragroup conflict than usual. Furthermore, higher levels of task and relationship conflicts at upper management levels are associated with higher-than-usual task and relationship conflicts between nonhierarchical employees. Additionally, a higher-than-usual intragroup task conflict level was associated with lower-than-usual coworker support, supporting the proposed multilevel dynamic model. Research limitations/implications: An important limitation of this study is that all variables are self-reported despite using the six-wave repeated measurements, thereby increasing the possibility of inflating some observed relationships. Future research should examine the emergence of a larger spectrum of power dispersion configurations and their role on process conflict. Practical implications: Retail managers should legitimize why a high-power concentration occurs when the equal distribution of power is not possible and find ways to minimize the trickle-down effects of conflicts at upper levels on their subordinates. Originality/value: This study examines the effect of variability on power configurations and conflict in upper management ranks on conflict dynamic. The findings show that a high-power concentration elicits increasing conflicts, and that there is no empirical evidence that intragroup conflict is associated with positive outcomes. [ABSTRACT FROM AUTHOR]

Research has illustrated how homeless service organizations have adjusted policies and services during the COVID-19 pandemic and how frontline workers have taken on the work of implementing new procedures, fine-tuning service strategies, and navigating challenges. This qualitative study sought to describe how the pandemic has impacted the day-to-day service provision experiences of homeless service workers to gain insight into how the sector might prepare itself for the next COVID-19 wave, next pandemic, or other crisis. Drawing on interviews conducted with 21 frontline workers across Texas in fall of 2021, findings highlight the challenges of shifting to remote work and virtual service provision, reduced client engagement and rapport building, creating and enforcing health policies, and persistent service system disruptions. Recommendations include investing time and resources into creating more nimble work systems, moving away from paper-based processes, and making telehealth strategies a permanent part of homeless service provision. Additionally, there are research opportunities to develop and test coworker peer support models and to study the value and viability of tele-health in this sector, including worker and client perspectives of these technologies. Findings underscore how the pandemic disrupted homeless service design and delivery, which in turn hampered service access, use, and engagement. [ABSTRACT FROM AUTHOR]

This study examines the impact of the emotional and instrumental support of coworkers and supervisors with respect to the work-life balance of banks' female staffs. Primary data were obtained a through a questionnaire survey administered to female commercial bank employees in Bangladesh (N = 558). Drawing on the Conservation of Resource (COR) theory indicated that the emotional support from coworkers and the emotional and instrumental support from supervisors have significant impact on the work-life balance (WLB). The findings also revealed that emotional and helpful support from supervisors had profound effect on the WLB than emotional support from coworkers. On the other hand, the results highlighted the insignificant effect of instrumental support from coworkers. The findings of the study may be helpful to managerial practitioners, researchers, and professionals in having a deeper understanding of the direct effects of two particular supports, namely emotional and instrumental support from coworkers and supervisors. The study finally highlights the limitations and directions for future research. [ABSTRACT FROM AUTHOR]

This field study aimed to reveal the main reasons on the impact of working women on the sociology of the urban family, and the reflection of these reasons on her family and professional life in accordance with a set of indicators such as: coming home late, neglect, a large number of children, exhaustion. In the end, obtaining the most important results, whether related to the hypotheses in particular or the general results of this study, and finally reaching a conclusion highlighting a summary of the topic that is inclusive between the theoretical and field aspects. [ABSTRACT FROM AUTHOR]

To achieve effective labor inclusion for people with disabilities, several models have been proposed that, depending on the historical period, have undergone changes. These models have been proposed to lessen inequalities by adding or removing parameters from disability models. Objective: To identify the parameters put forth in disability models and which, based on their frequency, are essential in employment inclusion models. Materials and Methods: sixty-three articles were reviewed in the Scopus, Pubmed, Dialnet, and Google Scholar databases, of which 50 containing disability models were chosen. These models were set up, and the variables in each one examined to obtain their parameters so that the ones that appeared most frequently could then be identified. Results and Discussion: seven parameters were identified with a high frequency of occurrence in the disability models: a) family support; b) workplace Adjustments; c) competency-based training; d) on-the-job training and support; e) training coworkers and managers on the inclusion of people with disabilities; f) follow-up and evaluation of the labor inclusion process; and g) education level. These parameters serve as a crucial foundation for the development of inclusive models for people with disabilities. [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]

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]

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]

Informed by the economic sociology of work, this qualitative study employs a dynamic and multi-dimensional notion of embeddedness to critique the social bases of gig work and the platform-mediated labour market, with a series of embedding, disembedding and re-embedding forces. Conducting in-depth interviews with 24 gig workers, the findings reveal how gig work is incorporated into Hong Kong's labour market and the ways in which gig work is reshaping the power of workers via digital platforms. First, gig work is institutionally embedded in a policy framework centred on weak regulation and protection, resulting in platforms' expandable and retractable control over labour. Second, gig work is embedded in occupational norms and professional practices, in which workers practise multi-platforming and marketplace resistance when defending their interests. Finally, the embedded connectivity of gig work boosts the scalability of labour market competition but engenders algorithmic opacity. The marketplace bargaining power of gig workers is twofold: workers' dependence on platforms and their working status. Hence, the embeddedness of gig work and platforms is far from stable but involves new tensions that challenge the gigification and platformisation of work. [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]

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]

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]

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]

Concealing a sexual minority identity at work has been linked to adverse health and employment outcomes. The authors of this paper examine whether LGBQ employee levels of concealment from coworkers and supervisors are linked to perceived workplace climate and LGBQ-identity centrality. Rainbow Illinois 2010–2011 data were used; N = 319 LGBQ full or part-time employees. Multiple regression with moderation was used to test the hypotheses. Support and hostility in the workplace each had a negative main effect on concealment from coworkers as well as supervisors. The interaction between support and centrality was also significant. LGBQ employees who placed greater importance on their sexual orientation were more likely to disclose that identity to supervisors in the face of hostility than those with less central identities. Thus, sexual minorities may be more responsive to workplace climate when they have more central identities. [ABSTRACT FROM AUTHOR]

Background. Communication and collaboration are important skills for academic librarians offering research support. When everyday meetings are not possible, as during the Covid-19 pandemic, academic librarians are forced to develop new ways of supporting students and faculty. Traditional library expertise in literature searching and bibliometric complemented with newer skills of analytics, visualization and literature mapping of a field can help librarians to get acquainted and communicate with the researchers they provide research support to. Objectives. This article presents the result of an effort to map out trends and changes in research and publication patterns in a university department over a 10-year time period (2009-2019), which reflect both developments in the department as well as the external environment. Further, the article discusses how this can help liaison librarians to communicate with faculty and provide more relevant and effective research support. Methods. A document analysis was carried out on the publications of a department faculty to trace how research has developed in a growing department with different subjects and disciplines. Results. The analysis found a trend of research the department becoming more international, with more publications in open access. Even though research in the department is becoming more interdisciplinary, there is a trend of sociology research moving towards a purer form of 'sociology, and away from a previous focus on sociology and social work as a joint research interest. Furthermore, social work research has also developed a stronger focus on child welfare, and the teacher education staff has increased their publications in several focus areas. Contributions. This article contributes to the field of research support, showing how mapping the research in a university department can help liaison librarians in face-to-face communication with faculty as well as in online interactions. [ABSTRACT FROM AUTHOR]

Although the notions of privilege and marginalization have become a common theme in research, the application of these concepts to extralocal teachers of English (ETEs; i.e., non-local, non-native, or native foreign English teachers who are not citizens of the national community in which they teach) in applied linguistics has been problematic. Much of this research has equated characteristics of marginalization with implicit bias and structural inequity, and privilege as immunity to such prejudice and discrimination, while other work has viewed these constructs as subjective feelings influencing foreign teacher identities. These problematic depictions of privilege and marginalization have resulted in a contradictory situation where an ETE may be simultaneously privileged and marginalized. Using an autoethnographic approach, this paper examines the first author's experiences in developing their identity as a researcher while trying to critically resolve ethical dilemmas, potential criticisms, and feelings of academic inferiority and diffidence, which are seldom addressed in similar research undertakings. This article reports the learning journey of a developing researcher in creating a usable operationalization of the constructs of privilege and marginalization, with attention paid to the aspects of working contexts and social perceptions that emerged within the literature, and the influence of such factors on the self-image of ETEs in Thailand. [ABSTRACT FROM AUTHOR]

This study assessed the level of organizational commitment in terms of affective commitment, continuance commitment and normative commitment as well as the job satisfaction of employees of Sorsogon State College Bulan Campus (SSC-BC) to test if there is significant relationship among these variables. Descriptive correlational method of research was used. For this purpose, survey questionnaires were used to facilitate the survey. Out of the total 49 workforce, only 40 employees of SSC-BC were considered as the respondents. Descriptive and inferential statistics were used. Weighted mean was used for the purpose of summarizing, interpreting and identifying the trends and patterns of the data gathered from the survey. Pearson's Product Moment Correlation was employed to establish the relationship between the organizational commitment of the respondents and their job satisfaction while linear regression was utilized to determine the magnitude of the relationship of the organizational commitment dimensions and the job satisfaction of the employees. Results of the survey revealed that employees of Sorsogon State College Bulan Campus were highly committed to their institution which emanates from the level of their affective and normative commitment and less from their continuance commitment. It was concluded that that faculty members and non-teaching personnel of the College have high level of job satisfaction which appeared to derive from the kind of relationship they have with their co-workers and supervisors, from College and from the work itself. Finally, the extent of employees' affective, continuance and normative commitment have a significant and positive relationship to the level of their job satisfaction and that the level of normative commitment was found to be a predictor of level of job satisfaction of SSC-BC employees. [ABSTRACT FROM AUTHOR]

This research aims to further understand the effect of employee involvement and fairness in an organization that is perceived to have a positive workplace atmosphere. The mediating role of employee involvement in linking workplace flexibility with the behavior of coworkers, of course, the perception of fairness for every worker must absolutely be obtained in the work environment. Therefore, the aim of this research is to provide a reference for an extensive bibliometric study of the relationship between employees and the work environment. After managing the article data base compiled from Scopus from 55 articles found that were run from 2018-2020 there were 20 articles analyzed in this study. and analyzed managing with VOSviewer software to analyze co-authorship, co-accurance, and citation. Overall, this literature study provides an appropriate reference point for further research on the topic of Workplace Flexibility. [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]