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Transgender and gender diverse (TGD) employees encounter unique challenges in the workplace that are not shared with the rest of the working population. In this study, we conducted a systematic review of 58 empirical studies on the workplace experiences of TGD individuals published in peer-reviewed journals between 2000 and 2022. Using the Minority Stress Model as a theoretical framework, we classified the literature based on (a) the challenges that TGD employees face when navigating their gender identity at work, (b) the outcomes of minority stress processes, and (c) the mechanisms to ameliorate the impact of minority stressors. Findings suggest that TGD employees are exposed to various distal and proximal stress processes that negatively impact work outcomes and mental health, including discrimination or expectations of rejection. A key protective factor both at the organizational and interpersonal level is support, including inclusive policy development and coworker support. At the intrapersonal level, adaptive coping strategies and an integrated minority identity can countervail the impact of minority stressors. Future research should further examine intrapersonal variables while leveraging broader intersectional and international samples. Practitioners are advised to proactively and continuously review their nondiscrimination policies and practices to promote employee wellbeing and positive work outcomes. [ABSTRACT FROM AUTHOR]

This study investigates connections between personal value preferences, satisfaction with different facets of the job and burnout among high‐tech workers. The study's sample included 175 individuals (43% females) working in the high‐tech industry in Israel. A high level of satisfaction with work content was associated with low burnout and high professional accomplishment, and satisfaction with coworkers was associated with low burnout. Satisfaction with supervisor, salary and promotion opportunities did not affect high‐tech workers' burnout and professional accomplishment. A high preference for achievement values was associated with high professional accomplishment. A high preference for power values was associated with low satisfaction with all job facets. In addition, power values increased burnout indirectly by reducing satisfaction with work content and coworkers. Power values also decreased personal accomplishment indirectly by reducing satisfaction with work content. A high preference for self‐direction values was associated with high satisfaction with salary and promotion opportunities. Finally, high preferences for achievement and universalism values were associated with high satisfaction with promotion opportunities. The theoretical and practical implications of the obtained results are discussed. [ABSTRACT FROM AUTHOR]

COVID-19 devastated the ability of self-employed and freelance live performers working in the UK's live entertainment industries to sustain a living in an already precarious sector of employment. It also exposed the inadequacies of existing ways of conceptualising precarity in allowing a complete understanding of performers' experiences of precarious employment, particularly during such a crisis. Combining research into precarity, recognition theory and qualitative data on how such performers experienced and responded to the pandemic, this article identifies two forms of precarity they experienced: socioeconomic and recognitive. In doing so, it contributes to the sociology of work by demonstrating how these two modes of precarity generated considerable operational and existential challenges for performers while extending the conceptualisation of precarity in such a way as to offer a more nuanced understanding of its impact, not only on the livelihoods of those experiencing it but also on their work identities and sense of self. [ABSTRACT FROM AUTHOR]

Drawing on insights from the sociology of work, this article contributes to job demands–resources (JD-R) theory by arguing that collective employee voice should be considered within the framework as an antecedent of job demands and job resources. An empirical test is offered to substantiate the theoretical argument, hypothesizing that collective voice – measured as trade union influence at the workplace level – reduces job demands and increases job resources. Based on the notion that some jobs may be inherently demanding, an additional hypothesis posits that collective voice balances demands with job resources by supplementing resources particularly where demands are high. Drawing on data from the European Social Survey covering 27 countries, results of multi-level analyses reveal that while not associated negatively with job demands, collective voice enhances job resources, particularly where demands are high. On this basis the article encourages further sociologically informed analyses of the JD-R model. [ABSTRACT FROM AUTHOR]

Drawing on theories from the sociology of work and organizations, such as Leiter and Maslach's concept of burnout and Siegrist's model of effort–reward imbalance, this paper argues that burnout symptoms in elite sport are related to a mismatch of investment and gratification. Building on data from a sample of German elite athletes (N = 312), findings show that high time investments for training and competitions, the experience of time and role conflicts and negative emotions related to daily training are associated with more burnout symptoms, while sporting success, social support and training-related positive emotions are associated with lower burnout scores. Vulnerability to burnout is increased in situations that qualify as gratification crises, in which athletes perceive that high time commitment does not pay off in terms of sporting success. [ABSTRACT FROM AUTHOR]

The current work examined whether being forgotten or remembered by a boss or a coworker affects employee's interpersonal closeness to that person and, in turn, affective organizational commitment (AOC). A first correlational study examined these possibilities in an employed student (1a) and general employed (1b) samples. Perceived memory by both bosses and coworkers was a significant predictor of closeness to the boss or coworker and, in turn, of AOC. The indirect effect of perceived memory on AOC was stronger for boss memory than coworker memory, but only when memory ratings were supported by specific examples of memory. Study 2 provided additional support for the direction of effects posited in Study 1 using vignettes depicting memory and forgetting in the workplace. Overall, these findings suggest that perceptions of boss and coworker memory have an effect on employee's AOC through interpersonal closeness, and that this indirect effect is stronger for boss memory. [ABSTRACT FROM AUTHOR]

Sociologists have long identified job pressure as a central work-related stressor with far-reaching consequences for workers' well-being, their families, and organizations. However, surprisingly little empirical work examines how schedule control influences job pressure in a longitudinal framework—or the status-based contingencies in the resource functions of schedule control. Drawing on five waves of population-level panel data from the Canadian Work, Stress, and Health Study (2011–2019), I use fixed-effects analyses to examine the relationship between schedule control and job pressure, examining whether schedule control operates differently across occupations (professionals versus non-professionals) and levels of authority in the workplace. My findings help advance the sociological study of work-stress research by resolving competing predictions about the relationship between schedule control and job pressure across status. While others have argued the possibility for schedule control to intensify work-related pressures, I find that schedule control helps reduce job pressure. However, my results reveal that schedule control does not benefit all workers equally: it has unequal upsides for higher status workers. These discoveries sharpen existing knowledge about the resource functions of schedule control and are discussed in light of synthesizing key ideas from the sociology of work, and the stress process and job demands-resources models. [ABSTRACT FROM AUTHOR]

Despite the benefits of inclusion at work, organizational inclusivity efforts—such as diversity, equity, and inclusion (DE&I) trainings—often fail. Thus, there is a need to investigate from an employee point of view which characteristics (including both organizational culture and inclusion training modalities themselves) may have the biggest impact when it comes to increasing inclusion in the workplace. Combining "planned behavior" and social constructionist theoretical approaches, this study uses logistic regression and data from an original survey with a diverse, international group of employees who have undergone inclusion training (n = 2043) to understand which factors matter for perceptions of inclusion success in the workplace. Findings indicate that coworker and leader support for inclusion predict employee optimism around the achievability of inclusion. In addition, leader and coworker support for inclusion predict employees' attitudes, beliefs, and perceptions of how their own actions matter when it comes to inclusion. Despite the difficulty with identifying a "one-size-fits-all" approach, this research finds that globally, employees are more likely to believe in inclusion—and to believe that their own actions around inclusion matter—when they perceive that leaders and coworkers are also committed to the cause. [ABSTRACT FROM AUTHOR]

Amid the rise of AI-related research in the management field, existing research has predominately focused on the impacts of employees being exposed to AI and the AI symbolization behavior by leaders. However, no research has examined how employees react to AI symbolization from their coworkers. Drawing upon the appraisal theory of emotion, we explore employees' emotional and behavioral reactions to coworker's AI symbolization. This study involved a two-wave study with a two-week interval, conducted with 345 Chinese full-time employees, to validate the theoretical model. The results showed that coworker's AI symbolization was positively related to employee admiration, which, in turn, promoted employee AI usage behavior. Furthermore, employee positive attitude towards AI moderated both the relationship between coworker's AI symbolization and employee admiration and the indirect effect of coworker's AI symbolization on employee AI usage behavior via admiration. This study contributes to the growing body of research on AI symbolization, providing a more comprehensive understanding of the phenomenon. Theoretical implications, practical implications, and future research directions are also discussed. [ABSTRACT FROM AUTHOR]

Scott Houldieson had some questions. He had worked at Ford's Chicago Assembly Plant, United Auto Workers (UAW) Local 551, since 1989, but in the late 2000s the company was in a financial hole following the Great Recession, and the leaders of the UAW told him and his fellow coworkers that they were going to have to give up some of the benefits that had long made auto work a good blue-collar job. [ABSTRACT FROM AUTHOR]

Purpose: Employee recognition systems are ubiquitous in organizations (WorldatWork, 2019) and have positive effects on work outcomes (e.g. Stajkovic and Luthans, 2001). However, psychologically meaningful recognition relies on the recognition giver being motivated to observe and recognize coworkers. Crises such as the COVID-19 pandemic may impact recognition giving in varying ways, yet little research considers this possibility. Design/methodology/approach: This longitudinal field study examined the impact of the COVID-19 crisis on recognition and acknowledgment giving among frontline and nonfrontline healthcare workers at daily and aggregated levels. We tested the relationships between publicly available daily indicators of COVID-19 and objectively measured daily recognition and acknowledgment giving within a web-based platform. Findings: We found that the amount of daily recognition giving was no different during the crisis compared to the year before, but fewer employees gave recognition, and significantly more recognition was given on days when COVID-19 indicators were relatively high. In contrast, the amount of acknowledgment giving was significantly lower in frontline staff and significantly higher in nonfrontline staff during the pandemic than before, but on a daily-level, acknowledgment was unrelated to COVID-19 indicators. Practical implications: Our results suggest that organizational crises may at once inhibit and stimulate employee recognition and acknowledgment. Originality/value: Our research is the first to empirically demonstrate that situational factors associated with a crisis can impact recognition giving behavior, and they do so in ways consistent with ostensibly contradictory theories. [ABSTRACT FROM AUTHOR]

This chapter presents a study of 'floral ethics', defined as a set of standardized practices for handling flowers shared among members of the florist occupation. Drawing on 36 months of ethnographic fieldwork in flower shops in Switzerland and Chicago, it contributes to the sociology of work and professions by providing a nuanced understanding of the tensions that can arise between the professional expertise of florists and the aesthetic preferences of customers. The findings on the micro-level reveal that adherence to floral ethics serves as a strategy for protecting and maintaining occupational legitimacy. By uncovering divergent conceptions of what constitutes 'work well done' among florists, this chapter offers a broader argument on the power asymmetry inherent in service relationships. [ABSTRACT FROM AUTHOR]

This article is an interview with Paul du Gay and Michael Pryke, two academics who played a significant role in the development of cultural economy as a field of study. They discuss their experiences at the Open University in the 1990s and the events that led to the first and second cultural economy workshops. The interview provides insights into the research culture at the Open University during that time, highlighting the close relationships between postgraduates and central academics, as well as the interdisciplinary nature of the faculty. The interview also mentions the influence of Stuart Hall, who headed the Sociology department at the Open University and had a significant impact on the development of cultural economy. The authors reflect on their own contributions to the field and the influence of other scholars, such as Richard Sennett and Michel Callon. They also discuss the challenges they faced in bringing together different disciplines and perspectives to study finance and money from a cultural lens. Overall, the cultural economy field has made a valuable contribution to understanding the relationships between finance, culture, and everyday life. [Extracted from the article]

Purpose: This study aims to examine the relationship between abusive supervision and workplace incivility using a dual theoretical framework. First, it draws on the ego depletion theory to investigate the relationship between abusive supervision and incivility by exploring the mediating role of ego depletion. Second, it integrates the job demands–resources model with the ego depletion theory to examine how perceived co-workers' support functions as a buffer in mitigating the effects of ego depletion on incivility. Design/methodology/approach: The authors tested our moderated mediation model using hierarchical linear modeling through an experience-sampling study based on data collected from a participants across five consecutive workdays. Findings: The findings reveal employees subjected to abusive supervision are more likely to experience a depletion of self-regulatory resources. Moreover, the authors found a positive association between ego depletion and workplace incivility, suggesting that diminished self-control resulting from abusive supervision contributes to a higher likelihood of engaging in uncivil workplace behaviors. In addition, perceived coworkers' support emerged as a significant moderating factor that attenuates the indirect impact of abusive supervision on workplace incivility through ego depletion. Specifically, when perceived coworkers' support is high, the negative influence of abusive supervision on ego depletion, and subsequently, on workplace incivility, is mitigated. Originality/value: By exploring ego depletion as the underlying mechanism and boundary conditions imposed by perceived coworker support on the relationship between abusive supervision and workplace incivility, this research contributes to a nuanced understanding of the intricate dynamics of this relationship. Based on the research findings, the authors advocate that organizations should establish and integrate support services, such as counseling and employee assistance programs, to reduce the emotional turmoil caused by abusive supervision. [ABSTRACT FROM AUTHOR]

Increasingly, men are challenging the assumption that care is a feminine task and are involving themselves in childcare and the care of dependent adults. However, this does not necessarily have consequences for their work, as they very rarely make costly adaptations in their working lives. In this study, we propose a definition of a man in care (MIC) as a working father who, in order to meet care needs, has adapted his working life in a way that potentially entails a financial penalty. We analyze the prevalence of men in care among men living with children below the age of 15 across the EU‐27 plus Iceland, Norway, Switzerland, and the UK using recent representative data (the European Labour Survey and its 2018 ad hoc module on work‐life balance). We find that although the number of men engaging in costly work adaptations is still very low when compared to their female counterparts, the characteristics of these men can be clearly outlined: they have a non‐manual occupation (managers excluded), they have temporary contracts or are self‐employed, they are partnered to women who hold jobs of 40 or more hours a week and have a high educational attainment, and they work in family‐friendly companies. Also, at the context level, the prevalence of MIC is clearly related to gender equality and values. However, we do not find evidence of any country having reached the universal caregiver model proposed by Nancy Fraser, including those with more advanced gender and welfare regimes. [ABSTRACT FROM AUTHOR]

Global changes currently roiling the contemporary world of work present a significant challenge for the sociology of work. The lifestyles of many people are becoming more dynamic and uncertain. As work itself starts to lose its familiar outlines, the employment paradigm that formed during the industrial period seems increasingly inapplicable. Such transformations give rise to criticism of existing concepts and the emergence of new discourses that simultaneously expand and complicate an understanding of the prospects for further development. In this article, we attempt to uncover problems that limit the possibility of generalizing scientific understanding in the field of sociology of work. Particular attention is paid to the integration of Russian experience into the global agenda. The review highlights the importance of clarifying the blurred conceptual framework of the sociology of work, enhancing the distinction between work and life, and identifying the possibilities and limitations of using big data for empirical analysis. In conclusion, we emphasize the need to counter the fragmentation of the sociology of work and its "dissolution" into other areas of knowledge by providing a strong theoretical background while maintaining the comparability of measurements. Addressing these gaps is essential for a more accurate reflection of modern labor relations. [ABSTRACT FROM AUTHOR]

Music composers exemplify precarious work: they historically have been freelancers and have relied on multiple jobs to subsidize their creative work. We focus here on the gender pay gap amidst such precariousness—heeding their income earned solely from composition and from the totality of jobs recently held. There is no gender pay gap when it comes to income earned from composition but there is a significant gap for income earned from all jobs, showing that women composers face relative disadvantage in subsidizing their creative work. We also find that men and women composers experience different and racialized returns to their capitals and career positioning when navigating precarious work. These findings have lessons for multiple literatures—including those on the new sociology of work and on creative careers. [ABSTRACT FROM AUTHOR]

Political battles over strip clubs' existence are informed by research, but existing literature neglects a central component of strippers' work. This study analyzes strippers' pole work and heeds dancers' calls to incorporate their voices. It provides an overview of why strippers engage in this skilled and often voluntary physical labor (drawing from social learning theory), and portrays the functions of poling utilizing concepts from the sociology of work. The study is based on ethnographic data, primarily in-depth interviews with strippers. It develops ideas in the sociology of work by demonstrating how in a non-standard work environment like strip clubs, relative autonomy allowed workers to diversify the end game or work goals despite controlling and self-alienating aspects of the job. Strippers were able to engage in what we refer to as skill optioning (making the most of their skills to leverage gains). The result was that some strippers developed the physical skill of poling and performed for more than monetary rewards; it helped give their work more meaning and enjoyment. Poling built physical capital, minimized emotional labor, developed social networks, and provided psychological benefits. [ABSTRACT FROM AUTHOR]

The effects of workplace incivility have been understudied in educational settings. To expand incivility research to educational professions, the present research investigates whether, how, and when workplace incivility deriving from different sources (coworkers, supervisors, and outsiders) is related to work-to-family interference (WFI) of preschool teachers. Drawing on the conservation of resources theory, the present study proposes that workplace incivility and subsequent maladaptive emotion labor strategies (i.e., surface acting) jointly create a resource-depletion mechanism contributing to elevated WFI and two resource-providing variables (supervisor work-family support and psychological detachment after hours) function as potential mitigating factors to break the resource-depletion mechanism. This study used a femaledominated sample (i.e., preschool teachers) found that workplace incivility from insiders (supervisors and coworkers respectively) and external stakeholders (child's family members) all positively linked to WFI, and surface acting mediated these relationships. Moreover, moderated mediation analyses indicated that psychological detachment buffered the mediated effect of surface acting on WFI, whereas supervisor work-family support did not. Findings deepen the understanding of why and when workplace incivility influences employees' family lives, as well as point to future intervention strategies. [ABSTRACT FROM AUTHOR]

While inadequate relationships in the workplace pose a significant psychosocial risk, quality interpersonal relationships can contribute to positive effects and prevent negative outcomes. Erskine's model of relational needs, not yet studied in the work environment, can provide a more detailed understanding of the needs employees experience in their workplace relationships. We adapted the general Relational Needs Satisfaction Scale (RNSS) for coworker relationships and examined the factor structure of relational needs in the workplace and their connections to various work aspects. The sample comprised 273 participants, including both employees and students, in a workplace setting with coworkers. The results show that the Workplace Relational Needs Satisfaction Scale (W-RNSS) is a valid and reliable instrument (a = 0.93 for the total scale and 0.77 < a < 0.89 for the subscales) for measuring relational needs in coworker relationships. A bi-factor model was the most suitable for describing the data (χ2/df = 1.94, CFI = 0.95, TLI = 0.94, NNFI = 0.94, RMSEA = 0.06, SRMR = 0.04, AIC = 13289.27, BIC = 13506.29), confirming the previously supported 5-factor structure and the general factor. Satisfaction of relational needs was associated with higher work satisfaction, increased work engagement, greater motivation and lower burnout, underscoring the importance of quality interpersonal relationships among employees. W-RNSS shows potential for researching connections with other work aspects and practical applications in prevention and intervention strategies. [ABSTRACT FROM AUTHOR]

This article presents the findings of a study that seeks to explore how implementing Lean Management, a widely used form of flexible management, influences employees' subjective experiences at work. The study focuses on the changes and innovations by Lean Management in the technical and social aspects of work after its introduction in the Chilean retail industry. The study, which is both descriptive and analytical, is based on 26 interviews with industry consultants, managers, department heads, and union leaders. Using a work-clinic and socio-phenomenological framework, it illustrates how the industry's unique characteristics play a crucial role in understanding the process of work reorganization and the paradoxical realms of subjective experience it has created. The article also discusses how these contradictions are influenced by the broader social, labor, and business context of neoliberal modernization in Chilean society. [ABSTRACT FROM AUTHOR]

Much research has focused on penalties by gender, parenthood and part-time work for hiring processes or wages, but their role for promotions is less clear. This study analyzes perceived chances for internal promotion, using a factorial survey design. Employees in 540 larger German (>100 employees) firms were asked to rate the likelihood of internal promotion for vignettes describing fictitious co-workers who varied in terms of gender, parenthood, working hours as well as age, earnings, qualification, tenure and job performance. Results show that promotion chances are perceived as significantly lower for co-workers who are women (gender penalty), mothers (motherhood penalty) and part-time workers (part-time penalty). Fathers and childless men (co-workers) are not evaluated differently (no fatherhood premium or penalty), and neither does part-time employment seem to be perceived as a double penalty for male co-workers. All three perceived promotion penalties are more pronounced among female employees, mothers and part-time employees. These findings show that employees perceive differential promotion chances for co-workers which indicate actual differences due to discrimination, selective applications or structural dead-ends. Either way, perceived promotion penalties are likely consequential in guiding employee's application behavior and hence can contribute to the persistence of vertical gender segregation in the labor market. [ABSTRACT FROM AUTHOR]

Drawing upon the conservation of resources theory, we investigate the serial mediation relationship between co‐worker incivility, work engagement, turnover intentions and knowledge hiding. We also examine the moderating effects of employee cynicism in the incivility–knowledge–hiding relationship through work engagement. We found that the negative relationship between co‐worker incivility and knowledge hiding is complex and mediated by work engagement and turnover intentions. Incivility, as a negative workplace stressor, triggers a negative work‐related state of mind (work engagement) and withdrawal cognition (turnover intentions), which in turn lead to knowledge hiding (behaviour). Finally, the mediated relationship between incivility and knowledge hiding through work engagement was moderated by cynicism, such that the association is more robust when cynicism is high. [ABSTRACT FROM AUTHOR]

Due to technological developments that have changed the way people work, office interiors are also evolving and there has been an accelerating transition from conventional offices to shared workplaces since the rise of flexible working. These coworking spaces are intended to offset the negative effects of home-office and remote working, such as isolation and lack of collaboration. However, coworking places are more likely to improve performance and well-being when their users are given control. Accordingly, drawing on the concept of control developed by Evans and McCoy (1998), this study analyzed the satisfaction of coworking space users in terms of key control-related design factors, namely flexibility, indoor environmental control including thermal quality, air quality, visual quality, acoustic quality and furniture and layout, privacy, and territoriality. Data were collected via a survey conducted of the users of Originn Coworking Offices, İzmir, and via interviews with its founders. The findings indicate that users feel more satisfied resulted with an increased job satisfaction and productivity if they have control over their space. These findings can guide professionals in designing and constructing shared offices to meet the expectations of users, and in designing and developing existing coworking spaces. [ABSTRACT FROM AUTHOR]

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Purpose: This study aimed to identify the values held by employees in their workplace in the light of the literature review. Design/methodology/approach: A literature analysis and critique was applied. A nonsystematic literature review was conducted using Google Scholar and PubMed scientific databases. The scientific items were complemented by industry literature and online sources on the issues addressed. Findings: The broad spectrum of people's values in the work environment is derived from their personal values, age, gender, and race, as well as the industry they work in, company policies, and team relationships. Some values may become obsolete and lose their validity over time. There are also those we are only reminded of in crises, such as safety in the workplace. Research limitations/implications: The literature review was based only on two selected scientific databases, Google Scholar and PubMed. Moreover, the literature search used a specific combination of keywords using a Boolean operator, which may have omitted other scientific items in the database. Practical implications: An employer should examine the values of its employees to create optimal working conditions. Employees work better when surrounded by people with similar values, enhancing loyalty and job satisfaction. Employees’ values in the workplace evolve depending on their personal and professional life stages. Social implications: Differences in the values valued by employees should be considered in human capital management and in creating the conditions for the proper performance of job duties. Conscious management by values (ethical-social, emotional-developmental) is the basis for building employee well-being in a diverse work environment. Originality/value: The treatment of issues treating the values professed by employees in the workplace is based mainly on foreign literature on the subject, enriching the previous scientific output on human capital in the enterprise, signalling the authors' contribution to the development of the discipline of management and quality sciences. The article primarily addresses researchers and scholars dealing with human resource management, organisation values, and work sociology. The work may also interest students in sociology, psychology, and pedagogy. In addition, the article is of value to managers and leaders of groups and teams dealing with organisational behaviour and communication in organisations. [ABSTRACT FROM AUTHOR]

Purpose: The aim of the study is to present research results regarding the opinions of Generation Z representatives regarding the working hours of remote work. The characteristics of the generation predispose its representatives to this form of work, they seem almost perfectly suited to its requirements and the benefits it brings. Design/methodology/approach: In the analysis of the material obtained as a result of the research, cluster analysis was used, and the Kendal tau, R-Spearman and Gamma correlation indices were used to assess the relationship between the defined working hours of remote work. Findings: The conducted cluster analysis draws attention to eight areas determining the opinions of Generation Z employees regarding remote work, including: intra-organizational communication, employee relations, technical aspects of communication, organizational learning, availability of knowledge, operational efficiency, well-being/convenience and work comfort. The analysis of correlation indicators indicates that representatives of the studied age group attach great importance to the social aspects of work, appreciating the importance of employee relations. They also note that the social work environment plays a large role in the processes of organizational learning and, consequently, in improving one's own operational efficiency. The dominant majority of respondents would prefer to work on a stationary basis or hybrid form in the future. Research limitations/implications: In order to dwell upon the underlying causes of this situation, it should be recommended to proceed with further in-depth qualitative research. Originality/value: The paper reveals new aspects that play crucial role in shaping Generation Z attitude to online work. [ABSTRACT FROM AUTHOR]

Police officers face challenges from operational and organizational stressors. Officers often have access to stress relief programs offered by their employers, such as peer support programs, employee assistance programs, or chaplaincy programs. Using survey data from 247 police officers in a large metropolitan agency in CA, this exploratory study examines police officers' likelihood to utilize stress relief programs (SRPs) based on prior utilization, perceived stigma, and confidentiality of the process. Additionally, officer selection of program is assessed. Findings illustrate that officer utilization of SRPs is negatively influenced by perceived coworker stigma, while supervisor stigma was not influential. Belief in the confidentiality of the program and prior utilization of an SRP is positively associated with SRP utilization. In terms of selecting a specific SRP, only prior utilization was found to be a factor. Suggestions for department policy to promote utilization and confidentiality and reduce stigma are discussed. [ABSTRACT FROM AUTHOR]

Scholarship on the graduate labour market, preoccupied by structure, agency, and power, has largely focused on the market's discursive composition. It has not yet paid significant attention to the concrete, material apparatus of the market and how this shapes market outcomes. In contrast, we approach the construction of the graduate labour market from a new materialist perspective and with reference to the growing literature of 'market studies'. We consider the empirical case of a graduate recruitment hackathon to show how the hackathon's material features were implicated in enacting a specific occurrence of the graduate labour market. The agendas of the hackathon's designers and their visions of the graduate labour market were enacted in the hackathon's material arrangements, but this enactment was not always reliable: in some instances materiality resisted and erased corporate agendas. Our article contributes to the sociology of work by highlighting the dynamic relationship between materiality and power (re)production in the graduate labour market. [ABSTRACT FROM AUTHOR]

Opting career is one of most important choice in pupils' life. The right choice ensures success in their personal and professional life. This research aimed to examine the impact of career counselling sessions and vocational guidance methods on the pupil's career choices of 8th-grade students in Bahawalpur. Students were randomly assigned to control and experimental groups across four different elementary schools (2 boys & 2 girls' schools, public & private). A validated online questionnaire adapted from Minnesota Career Cluster Interest Survey was used to collect the data. The results revealed significant differences in career choices between the two groups after treatment. Data analysis using SPSS-21 showed that the availability of a career counselor/teacher and attendance at counseling sessions were strongly associated with students' career choices. The study found that parental education level was a vital factor, as about 3-quarters of students tended to follow their parents' professions & advice rather than exploring other options. Study recommends that incorporating compulsory counseling programs in social & behavioral sciences curricula across elementary schools to better support the students' career decision-making. [ABSTRACT FROM AUTHOR]

The study will contribute to the knowledge hiding literature by providing interesting insights in trickledown effect of supervisor knowledge hiding on subordinate knowledge sharing behavior with the co-workers, while; here, LMX as mediator would extend literature of knowledge hiding. Drawing on SET & COR theory by using cross-sectional data collected over structured questionnaire from employees of TEVTA organization, the research will be a considerable addition in both knowledge hiding and knowledge sharing literature. It would also provide the considerable knowledge in OB studies where personality traits i.e., agreeableness as moderator will influence upon relationship of LMX and knowledge sharing by subordinate with coworkers. It argues that, the effects of supervisor knowledge hiding (predictor) not stop at subordinate end while it transmits (trickledown) in coworker and badly affect their social well-being (outcome). More interestingly, agreeableness will moderate relation of LMX & subordinate knowledge sharing behavior with co-workers while the COR will support to author's stance. In addition, theoretical and practical implications of the study are also a key point of the present research. [ABSTRACT FROM AUTHOR]

The present study investigates the impact of job satisfaction on work-life balance among the staff members of LIVA Kitchens and Interiors Excellent Enterprises, located in Palakkad District. It looks at the elements that affect work-life balance and employee job satisfaction. This study examined the work-life balance and job satisfaction levels of sixty workers of the Enterprises. The findings demonstrated that workers at this institution had a higher degree of agreement with their perceptions of their jobs. The majority of workers expressed satisfaction with their general job security, the workplace culture, their relationships with co-workers and their employer, as well as their pay from the company. The survey also discovered that workers of the enterprise have a mediocre degree of job satisfaction. The results also showed that there is an association between work-life balance and job satisfaction, and the changes in job satisfaction influences the changes in work-life balance. [ABSTRACT FROM AUTHOR]

This paper analyses the self-representations of Portuguese media professionals and their work practices. Utilizing data from a broader empirical study, this paper delves into the dynamics of influence among various actors within newsrooms. Based on journalists' perceptions of the content, the methods they use to assess the quality of the news are also identified. To address these enquiries, a survey was conducted among professionals engaged in the news production process. This sample comprised 72 individuals from various sectors of newsrooms, including photographers, designers, IT professionals, social media managers, and videographers. The main results indicate that seven out of ten respondents acknowledged their reliance on colleagues in newsrooms for success. Furthermore, the data suggest that there are no significant disparities among different professionals, with personal satisfaction emerging as the primary criterion for assessing the work quality. It is notable that almost twice as many women tend to indicate the low impact of the journalist on their work compared to male respondents. Moreover, most respondents stated that there is space for hybrid professionals in newsrooms. [ABSTRACT FROM AUTHOR]

The majority of theory and research on aggressive humor has predominantly focused on the perspective of the direct victim, while the third-party viewpoint has received limited attention. Integrating social information processing theory with trust literature, we propose that coworker-targeted leader aggressive humor weakens observers' organizational citizenship behavior (OCB) by undermining the observer's cognitive and affective trust in leaders. Furthermore, we suggest that these effects critically depend on the quality of observers' LMX with leaders. Results from a field study involving 211 leader-observer dyads (Study 1) and a two-wave field study using 285 employees (Study 2) provide support for the proposed model, yielding several new insights. Specifically, the results reveal that witnessing coworker-targeted leader aggressive humor reduces observers' cognitive and affective trust in leaders, consequently hindering their organizational citizenship behavior (OCB). Furthermore, we find that while high-quality LMX between observers and leaders buffers the negative effect of coworker-targeted leader aggressive humor on observers' affective trust in leaders, it doesn't alleviate the negative effect on cognitive trust. Overall, our study extends the literature on aggressive humor and provides meaningful implications for practitioners. [ABSTRACT FROM AUTHOR]

Unethical interpersonal interactions such as coworker undermining has been a major issue in organizations as they add stress to the workplace and make it unappealing for others. The extant research focused on the victim's perspective; however, actor's perspective has been overlooked so far. Based on the social identity theory (SIT), we focused on the actor's perspective and investigated how coworker undermining transforms into organizational citizenship behavior towards individuals (OCBI). By doing so, we introduced the actor's regret as a key mediating mechanism to explain the interactive effects of coworker undermining and organizational identity (OI) on OCBI (i.e., the mediated moderation model). The findings, based on time-lagged, dyadic data (N = 31 supervisors and 400 employees) from the textile sector, in Pakistan showed that high-OI employees who engaged in coworker undermining behavior realize their fault and are regretful for their offense, this regret then leads them to exhibit OCBI. This study contributes to the undermining and OCB literature by focusing on the actors' perspectives. [ABSTRACT FROM AUTHOR]

The aim of this paper is to analyze the development of labor studies in Mexico, both from the point of view of the evolution of the thematic field and its articulation with social and economic changes that have taken place in recent decades. Through a review and analysis of relevant studies, the ways in which the field has professionalized, specialized, and acquired a more solid institutional framework are illustrated. At the same time, some of the limitations of these studies are examined and future challenges are pointed out, considering recent changes in the labor markets and occupations. Transformations brought about by the irruption of digital technologies and new national and international regulations such as those derived from the T-MEC, are mainly highlighted. [ABSTRACT FROM AUTHOR]

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]

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Eddie Webster, a renowned academic in the field of sociology of work, passed away unexpectedly at the age of 81. He was known for his contributions to academia and activism, advocating for collective action and democratic trade unions as vehicles for social change. His seminal work, "Cast in a Racial Mould," analyzed the intersection of race and class in South Africa's engineering industry and laid the foundation for "social movement unionism." Eddie's influence extended globally, and he played a key role in establishing the Global Labour University and the Global Labour Journal. His dedication to social justice and empowering individuals was evident throughout his life, and his legacy continues to inspire scholars and activists worldwide. [Extracted from the article]

This document provides a list of contributors to the journal Rethinking Marxism. The contributors come from diverse backgrounds and specialize in various fields such as environmental history, philosophy, sociology, feminist studies, and economics. Their research interests include topics such as labor rights, globalization, feminism, intersectionality, and political economy. The contributors have published books, articles, and essays on these subjects and are affiliated with universities and research institutions around the world. [Extracted from the article]