Although cultural beliefs and practices have been shown as essential drivers of organizational employment policies and practices, the role of endogenous traits in managing employees in organizations ...in Africa has received less attention in research. We address this gap by employing an exploratory qualitative study approach to ascertain how Sub-Saharan African cultural norms and values shape the design and implementation of human resource management (HRM) in local and foreign-owned organizations in Cameroon. Data were drawn from key stakeholders, including human resource (HR) managers, trade union officials, staff representatives, and top management performing HR and strategy duties. The evidence delineates four major endogenous (socioculturally anchored) organizational HRM phenomena and their relevance for the organizations, employees, and the local community. This paper argues that the observed endogenous work and employment practices serve as the “glue” between organizational stakeholders, beget immense reverence, enhance employees’ experience and well-being, and are appropriate caryatids of modern organizational HRM in Africa.
•Males, middle aged and highly educated individuals with anxiety and depression were more likely to be employed.•Engagement in self-care management or mental healthcare support is associated with ...higher rates of employment.•There is need for policy and actions to support and develop interventions that foster mental wellbeing and improved employment outcomes.
Anxiety and depression are highly prevalent among working age population, and these conditions have been associated with employment disadvantages. Global understanding of correlates of employment status of persons living with anxiety and depression is necessary to develop and implement policies and interventions to promote better employment outcomes. We aimed to investigate the association between sociodemographic factors, mental healthcare approaches and employment status among persons who experience anxiety and depression.
We used data from the 2020 Wellcome Global Monitor survey to explore the correlates of employment status among persons with Depression and Anxiety globally. Multivariable logistic regression analysis and Chi square test were conducted to evaluate the relationships between socio-demographic factors, mental healthcare approach such as self-management, professional care, religious and social support on employment status of people with anxiety and depression.
Employment status significantly varied by socio-demographic factors, per capita income of countries, and the type of mental health care approach they used to alleviate anxiety and depression. Older participants, those with college degrees, those who talked to mental health professionals, those who improved on their healthy lifestyle behaviors, those who made a change to their work situation, spent time in nature or outdoors when anxious/ depressed were more likely to be employed as compared to those who did not use approaches.
Our findings highlight important connections between mental healthcare and employment, prioritizing these connections in policies and intervention can help curb the economic and personal burden of anxiety and depression.
This paper problematizes micro-level conceptualizations of extreme work to develop new research directions. The paper shows how frontline healthcare workers interpret and articulate ideas about doing ...extreme work during the COVID-19 pandemic. Two interconnected themes are discussed: a narrative of professional opportunity, related to identifying the extreme context as a space of opportunity to re-shape understandings about their professional purpose and gain professional legitimacy, and a narrative of occupational heroism, related to a way of doing extreme work that focuses on establishing dependable relational dynamics and working extremely as a means to become indispensable. The article reinforces the importance of the situated understanding of work settings and suggests a research agenda that can help to inform HRM policies and practices to manage and develop specific groups of professionals.
Intersectionality McBride, Anne; Hebson, Gail; Holgate, Jane
Work, employment and society,
04/2015, Letnik:
29, Številka:
2
Journal Article
Recenzirano
Odprti dostop
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.
This 1.5-year ethnographic study of a U.S. medical center shows that avoiding loss of autonomy and work intensification for less powerful actors during digital technology introduction and integration ...presents a multisited collective action challenge. I found that technology-related participation problems, threshold problems, and free rider problems may arise during digital technology introduction and integration that enable loss of autonomy and work intensification for less powerful actors. However, the emergence of new triangles of power allows for novel coalitions between less powerful actors and newly powerful third-party actors that can help mitigate this problem. I extend the political science perspective of experimentalist governance to examine how a digital technology-focused, iterative collective action process of local experimentation followed by central revision can facilitate mutually beneficial role reconfiguration during digital technology introduction and integration. In
experimentalist governance of digital technology
, local units are given discretion to adapt digital technologies to their specific contexts. A central unit composed of diverse actors then reviews progress across local units integrating similar digital technology to negotiate a new shared understanding of mutually beneficial technology-related tasks for each group of actors. The central unit modifies both local routines and the technology itself in response to problems and possibilities revealed by the central revision process, and the cycle repeats. Here, accomplishing mutually beneficial role reconfiguration occurs through an experimentalist, collective action process rather than through a labor-management bargaining process or a professional-led tuning process.
Available open access digitally under CC-BY-NC-ND licence. The gender pay gap is economically irrational and yet stubbornly persistent. Focusing on the UK finance industry which is known for its ...gender pay disparity, this book explores the initiatives to fix gendered inequities in the workplace. Rachel Verdin crafts a unique framework, weaving extensive organizational data with women's lived experiences. Interviews uncover gaps in pay transparency, obstacles hindering workplace policies and the factors that are stalling progress for the future. This is an invaluable resource that offers key insights into gender equality and EDI measures shaped by legal regulations as well as corporate-driven initiatives.
While significant scholarship has documented the prevalence of racial discrimination in hiring, less is known about the forces that exacerbate or mitigate it. In this article, we develop a ...theoretical argument about the ability of customers to influence racial discrimination in hiring, highlighting the role of direct customer communication and its intersection with online review systems. We deploy a novel method to test our argument. Specifically, we draw on original data from a two-part field experiment that first randomly assigned restaurants to receive one of three different email messages from customers and then audited the restaurants to test for racial discrimination in hiring. While our data collection effort was cut short and disrupted by the coronavirus pandemic, making our findings more exploratory than initially anticipated, our data provide evidence that customer communication can reduce racial discrimination under certain conditions. We discuss the implications of these findings for scholarship on organizational decision-making, discrimination, and methodological approaches for studying these topics.
This introduction sets out the context for the Special Issue and offers an in‐depth reflection on key themes addressed by our contributors. The Special Issue aims to place the social relations of ...production at the centre of debates about technology and the future of work, and create space for greater critical reflection on what it means to go ‘beyond technological determinism’. We identify ways in which aspects of technological determinism continue to influence debates on technology, the labour process and industrial relations, despite efforts to reject it. We argue that this influence is manifested in some persistent problems within the literature including overly rigid periodisations (such as ‘platform capitalism’), a narrow conceptual repertoire (which reifies notions like ‘algorithmic control’) and a constricted empirical focus. We elucidate the value of a social shaping of technology (SST) approach to overcome these challenges and provide a brief overview of the articles contained within the issue.
In response to an era of transformation that deeply impacts workers and increased attention to worker collective action in the United States, this article documents some definitional and boundary ...challenges that constrain and facilitate unionization, collective action, and mutualism in arts and creative work. Arts workers are present across all strata of the labor market. Categories, such as art, commerce, craft, and entertainment, have often divided arts workers, blurring the boundaries around what work is and who counts as a worker. Despite these challenges, arts and culture workers present a compelling case for the promise and progress of collective action in an unwieldy occupational space.
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