Intersectionality McBride, Anne; Hebson, Gail; Holgate, Jane
Work, employment and society,
04/2015, Letnik:
29, Številka:
2
Journal Article
Recenzirano
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Intersectional analysis has been developing since its emergence from critical race feminism in the 1980s when it was used to conceptualize the inter-relationship of race and gender and, particularly, ...the experiences of discrimination and marginalization of black women in employment. While its contribution has been much debated within sociological and gender specific journals, its use still remains relatively limited within studies of work and employment relations. It is argued here that this field of study would benefit from greater engagement with and understanding of an intersectional approach to both the design and interpretation of research. Two lines of reasoning are put forward for this contention: firstly, that the intersectional approach contains an important caution against over-generalization that has been obscured; secondly, that separating the challenge for all academics to be more intersectionally sensitive from the methodological challenges of taking an intersectional approach brings the significance of intersectionality into sharper relief.
We investigated the relationship between personal control—employees' perceptions of autonomy and impact at work—and voice—employees' expression of challenging but constructive work-related opinions, ...concerns, or ideas. Specifically, we developed and tested an explanation that integrates two conceptual perspectives (i.e., dissatisfactionbased versus expectancy-based) on the effects of personal control. Using data from 586 nurses, we found that the relationship between personal control and voice was Ushaped. Further, organizational identification acted as a moderator: When personal control was low, voice was lower for employees with stronger identification. When personal control was high, voice was higher for employees with stronger identification.
Industrija videoigara jedna je od najbrže rastućih industrija s velikim ekonomskim potencijalom koja zapošljava sve veći broj radnika diljem svijeta. No, njezina „tamna strana“, na koju upozoravaju ...različita istraživanja, su nepovoljni uvjeti rada osoba zaposlenih u ovom području: predugo radno vrijeme, niske plaće, diskriminacija i uznemiravanje radnika, neadekvatna zaštita na radu, neravnoteža posla i obiteljskog života i drugo. Sindikalno organiziranje, kolektivno pregovaranje te različite formalne i neformalne kolektivne akcije i predstavništva radnika predstavljaju instrumente kojima se uvjeti rada mogu poboljšati, ali se još uvijek nedovoljno koriste. Riječ je o temi koja zaslužuje pozornost, a u Hrvatskoj još nije dovoljno istražena. U radu se najprije analiziraju uvjeti rada zaposlenih u industriji videoigara, posebno kroz prikaz rezultata različitih istraživanja provedenih među radnicima. Zatim se daje prikaz individualnih akcija te neformalnih i formalnih kolektivnih akcija koje poduzimaju radnici zaposleni u industriji videoigara u različitim dijelovima svijeta. Analizirane su odredbe Kolektivnog ugovora za radnike Gamechuck d.o.o. iz Zagreba. Na temelju dobivenih spoznaja izveden je zaključak o važnosti koju sindikalno organiziranje ove skupine radnika te kolektivno pregovaranje, ali i različite neformalne akcije imaju za poboljšanje njihova položaja i uvjeta rada. Kada je riječ o analiziranom Kolektivnom ugovoru, može se zaključiti da se njime jamči zavidna razina prava radnika, a dodatnu pozornost trebalo bi posvetiti jasnijem uređenju radnog vremena.
The video game industry is one of the fastest growing industries with a huge potential to employ more and more people all over the world. However, there is a dark side that different studies call attention to, all related to the poor working conditions: too long hours, low pay, discrimination and mobbing, inadequate occupational safety, imbalance between work and family life, etc. Organizing in unions, collective negotiations, various formal and informal collective actions and representations are instruments that may bring about better working conditions, but they are not sufficiently practiced. This is an issue that requires more attention in Croatia. The paper initially analyzes the working conditions of individuals employed in the video game industry, particularly focusing on the results of different studies carried out among the workers. Next, the paper presents individual actions, as well as informal and formal collective actions undertaken by the workers in this industry in different parts of the world. Provisions in the Collective Agreement of the Gamechuck d.o.o. based in Zagreb are analyzed. Findings indicate the importance of organizing in unions and collective negotiations, but also a variety of informal actions for the improvement of the workers’ position and working conditions. The analyzed Collective Agreement shows that a high level of workers’ rights is guaranteed, with more attention needed to arrive at a clearer definition of the working hours.
This study addresses the recent call to restore employees' well-being to the centre of high-performance work system (HPWS) research through investigating the effects of HPWS on the major dimensions ...of work-related well-being, such as emotional exhaustion, work engagement and job satisfaction. Based on data collected from a sample of 207 clinicians (medical practitioners and nurses) and administration staff in six Chinese hospitals, we introduced the perceived nature of the employee-employer relationship as a moderator to understand the complex mechanisms through which HPWS may influence employee well-being. Given that China's health care system is one of the most market-orientated systems in the world, the Chinese health care context provides an ideal site to study the implications of HR practices for employees. The findings demonstrated that HPWS may lead to work engagement or emotional exhaustion, depending on employee perceptions about the nature of the employee-employer relationship. The economic exchange perception increases the possibility that HPWS leads to employees' emotional exhaustion, while the social exchange perception decreases the possibility that HPWS leads to employee work engagement. The findings have significant practical implications for hospital management.
Sociologists interested in professional work and occupations have differentiated professionalism as a distinctive and special way of controlling and organizing work and workers, with real advantages ...for both practitioners and clients. In this interpretation the analysis of professionalism is as an ‘occupational value’. But professionalism is changing and being changed as professionals now increasingly work in large-scale organizational workplaces and sometimes in international firms. This article explains professionalism as an occupational value and indicates both the changes to and continuities in professionalism in these organizational contexts. Then some of the possible consequences of the redefinition of professionalism are examined for practitioner-workers and their clients in public sector service work such as health, welfare and education. These consequences include changes in the work itself, in practitioner—employer and practitioner—client relations, and in the control of work priorities and processes. The final section considers if there might also be some advantages in the combination of professional and organizational logics for controlling work and workers and whether there are opportunities associated with these changes which might improve both the conduct and practice of professional service work, while being of benefit to practitioners and clients.
Les sociologues qui s’intéressent au travail des professions ont caractérisé le professionnalisme comme une façon distincte et particulière de contrôler et d’organiser le travail et les travailleurs, avec de réels avantages pour les professionnels et les clients. Dans cette acception, l’analyse du professionnalisme est celle d’une ‘valeur professionnelle’. Mais le professionnalisme évolue car les professionnels travaillent de plus en plus pour de grandes organisations et parfois pour des sociétés internationales. L’article explique le professionnalisme en tant que valeur professionnelle et précise à la fois les évolutions et les constantes de ce concept dans ces contextes organisationnels. Certaines des conséquences possibles de la redéfinition du professionnalisme pour les praticiens et leurs clients, dans les services publics comme la santé, les services sociaux et l’éducation, sont examinées. Ces conséquences incluent les changements dans le travail lui-même, les évolutions des relations praticien/employeur et praticien/ client et les changements dans le contrôle des priorités et processus dans le cadre du travail. La dernière partie étudie l’éventualité de certains avantages dans la combinaison des logiques de professions et celles d’organisations dans le contrôle du travail et des travailleurs et celle d’opportunités associées à ces changements qui pourraient améliorer à la fois le comportement et la pratique de services professionnels tout en bénéficiant aux praticiens et aux clients.
Los sociólogos interesados en el trabajo y ocupaciones profesionales han diferenciado al profesionalismo como una manera especial y distintiva de controlar y organizar el trabajo y los trabajadores, trayendo consigo una serie de ventajas intrínsecas tanto para los profesionales como para los clientes. En esta interpretación, el análisis del profesionalismo es un ‘valor ocupacional’. No obstante, el profesionalismo está cambiando y está siendo cambiado a medida que los profesionales trabajan cada vez más en lugares organizacionales de gran escala y a veces en empresas internacionales. El artículo define al profesionalismo como un valor ocupacional y resalta la continuidad y los cambios dados en el profesionalismo dentro de estos contextos organizacionales. A continuación, se examina algunas de las posibles consecuencias de la redefinición del profesionalismo tanto para trabajadores-profesionales como para sus clientes en trabajos del sector público, tales como salud, asistencia social y educación. Estas consecuencias incluyen cambios en el trabajo mismo, en la relación entre profesional/ empleado y profesional/cliente, y en el control de los procesos y prioridades laborales. La sección final considera si también pudieran haber algunas ventajas en la combinación de la lógica profesional y organizacional para el control de trabajo y trabajadores y si hay oportunidades relacionadas con estos cambios que pueden mejorar tanto la conducta como la práctica del trabajo de servicio profesional que a la vez sean de beneficio para los profesionales y clientes.
In this qualitative research, we enhance understanding of leader influences on employee voice perceptions by examining which leaders influence these perceptions and why these influences occur. We ...conducted 89 interviews in a high-tech multinational corporation with employees at multiple levels in two manufacturing and two R&D units that differed significantly on "speak up"-related items on a company-wide employee survey. Systematic analysis of the interview data led us to conclude that a broad spectrum of leaders from supervisors to senior managers influences individual employee voice perceptions in both direct and indirect ways. For example, informants referred to "skip-level leaders," those leaders two to five levels above themselves, as reasons to view voice as risky or futile nearly as often as they referred to immediate bosses. We present evidence related to "how" and "why" these patterns of influence occur by reviewing the direct and indirect modes of influence identified and by outlining the managerial functions that provide occasions for skip-level leaders to have direct influences on employee voice perceptions. We also point to differences in the specific echelons of leadership that were most influential across the units studied. We propose that multilevel, multileader influences on voice perceptions result naturally from modern workflows, the essential functions performed by skip-level leaders, and deep-seated employee attitudes about authority in hierarchical organizations. We propose further that differences in which levels of skip-level leadership are most critical to employee voice perceptions in different units depend on which leaders have the power to handle strategic contingencies and to resolve key uncertainties within particular work environments. Finally, we delve into the theoretical implications of our findings to offer a set of research propositions that can be tested in future research. Collectively, our findings point to a complex and nuanced picture of multilevel leader influences on employee voice perceptions with important practical implications for management.
Idiosyncratic deals ("i-deals") are special arrangements that individuals negotiate with their employers. This study investigates the link between i-deals and organizational citizenship behavior ...(OCB). From the perspective of social exchange theory, the relationship between individuals' i-deals and OCB should depend on the quality of workplace relationships with their supervisors, colleagues, and organization. Measuring these respectively as leader-member exchange (LMX), team-member exchange (TMX), and perceived organizational support (POS), we tested hypotheses via data gathered from 231 supervisor-subordinate dyads nested in 53 work groups. Results reveal stronger positive relations between i-deals and OCB for employees with low rather than high LMX or TMX.
Conditionality, among other aspects, determines that the regulatory development of the countries that make up the European Union can be carried out, as is usual in the social sphere, without the ...intervention, or at least minimally, of the workers’ representatives and entrepreneurs, and also from other political formations in the legislative field. Logically, this absence of social or political participation can promote response actions against them, either traditional (strikes, demonstrations, withdrawal of parliamentary support in adoption of legislative measures etc.), or new types (spontaneous concentrations in public places, general assemblies of citizens without a defined convener, appearance of social and political formations of less visible typology, or other similar ones). The financial crisis unleashed at the end of 2007 and the one derived from the health emergency situation due to the global spread of Covid-19, at the beginning of 2020, have precisely encouraged the use of conditionality in the European Union space. However, the way in which conditionality has been developed in one and another crisis in the Spanish State can be said that it has not been identical. Neither have been the reactions of social and political subjects, because if in the first crisis these subjects have experienced a reduction in their functions of participation or intervention in legislative action and in the proposal of political actions, in the second the possibilities of action have been much more significant, and also their contribution to efforts to overcome the crisis situation.
This article examines the history of, and legal precedent set by, Four B Manufacturing v. United Garment Workers of America, a 1980 Supreme Court of Canada case involving an Indigenous-owned ...manufacturing firm that resisted the efforts of its Indigenous and non-Indigenous workers to form a union on the Tyendinaga Mohawk Territory, a reserve in southeastern Ontario. The employer, Four B, contested the jurisdiction of the Ontario Labour Relations Board and argued, unsuccessfully, that as an “Indian enterprise,” its own operations were a matter of federal jurisdiction. We return to the case of Four B for three interrelated reasons. First, we argue that Four B remains relevant because of the ways that the political economy of settler-colonial Canada continues to structure Indigenous enterprises, labour, and employment as ongoing sites of tension. Second, as the inaugural case dealing with the “core of Indianness” – a contested legal concept used by the courts to determine federal jurisdiction over Indigenous labour – this case both set the legal precedent and shaped the subsequent political terrain of Indigenous labour relations. Third, the issues addressed in Four B contextualize recent jurisdictional struggles over Indigenous enterprises, labour, and employment in what we term the “Indigenous public sector” – namely, health care, social services, and First Nations government administration. The article reviews the case history of Four B, setting this against the backdrop of deindustrialization in southeastern Ontario during the period, before tracing how the case influenced the juridical and political landscape of Indigenous labour relations. We close by considering the potential tensions between Indigenous self-determination and the exercise of collective bargaining rights by Indigenous workers.
Drawing on ethnographic fieldwork with cleaning workers in the railway stations of Hyderabad, I present a "minor theory of racial capitalism" centring the humble jhadu or broom as a heuristic tool to ...understand how racialization and racial capitalism intersect with caste. Employing a relational approach to study how caste intersects with gender, capitalism, sanitation, and labour, I demonstrate the perpetuation of caste and gender-based practices in railway stations. I argue that racial capitalism is operationalized through management practices related to cleaning activities, differential allocation of spaces and technologies, and the purposeful absence of cleaners from policy articulations on cleaning. My research places racial capitalism in conversation with caste and extends its application beyond the Atlantic, to demonstrate that caste is instrumental in organizing space and labour within urban public infrastructure like Indian railway stations.
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