Pub Date : 2019-01-15DOI: 10.1093/OXFORDHB/9780198788232.013.4
Ron Beadle
The priority that we should attach to meaningful work has been contested in both rights-based/liberal and welfare/socialist traditions. To make the case for meaningful work in these traditions is first to overcome objections from within these traditions themselves concerning the conceptual validity of meaningful work, and the impact its prioritization might have on other valued goods. For virtue traditions, however, no such obstacles obtain. Undertaking meaningful work in the company of others is necessary if we are to learn to order our desires and develop virtues. The social embodiment of virtue traditions depends on internal relationships between the type of work required of us, the range of goods such work enables us to appreciate, and the qualities of character required for their realization. This chapter outlines the importance of meaningful work to the virtue traditions and draws on recent empirical research which provides support for their central contentions.
{"title":"Work, Meaning, and Virtue","authors":"Ron Beadle","doi":"10.1093/OXFORDHB/9780198788232.013.4","DOIUrl":"https://doi.org/10.1093/OXFORDHB/9780198788232.013.4","url":null,"abstract":"The priority that we should attach to meaningful work has been contested in both rights-based/liberal and welfare/socialist traditions. To make the case for meaningful work in these traditions is first to overcome objections from within these traditions themselves concerning the conceptual validity of meaningful work, and the impact its prioritization might have on other valued goods. For virtue traditions, however, no such obstacles obtain. Undertaking meaningful work in the company of others is necessary if we are to learn to order our desires and develop virtues. The social embodiment of virtue traditions depends on internal relationships between the type of work required of us, the range of goods such work enables us to appreciate, and the qualities of character required for their realization. This chapter outlines the importance of meaningful work to the virtue traditions and draws on recent empirical research which provides support for their central contentions.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"130067413","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/oxfordhb/9780198788232.013.11
Laura Boova, M. Pratt, Douglas A. Lepisto
Work orientations and cultural accounts of work are important dimensions of the meaningful work literature. This chapter addresses the question of what makes work worth doing, arguing that accounts of meaningfulness should be more closely based in societal culture and the dominant work orientations manifest in varying cultural settings. It differentiates between a “realization” perspective on meaningful work which emphasizes need fulfillment, and a “justification” perspective which involves the ability to account for one’s work as worthy. This is particularly relevant for understanding how culture influences meaningful work through fostering orientations that promote a sense of meaningfulness. Culture can “push” individuals by promoting specific cultural values and beliefs, or alternatively enable individuals to “pull” particular perspectives from a range of options. Individuals can also create a shift in cultural meanings at the collective level. Some important unanswered questions about meaningful work are identified, to guide future researchers in the field.
{"title":"Exploring work Orientations and Cultural Accounts of Work","authors":"Laura Boova, M. Pratt, Douglas A. Lepisto","doi":"10.1093/oxfordhb/9780198788232.013.11","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198788232.013.11","url":null,"abstract":"Work orientations and cultural accounts of work are important dimensions of the meaningful work literature. This chapter addresses the question of what makes work worth doing, arguing that accounts of meaningfulness should be more closely based in societal culture and the dominant work orientations manifest in varying cultural settings. It differentiates between a “realization” perspective on meaningful work which emphasizes need fulfillment, and a “justification” perspective which involves the ability to account for one’s work as worthy. This is particularly relevant for understanding how culture influences meaningful work through fostering orientations that promote a sense of meaningfulness. Culture can “push” individuals by promoting specific cultural values and beliefs, or alternatively enable individuals to “pull” particular perspectives from a range of options. Individuals can also create a shift in cultural meanings at the collective level. Some important unanswered questions about meaningful work are identified, to guide future researchers in the field.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"33 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129906162","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/OXFORDHB/9780198788232.013.20
B. Shuck
This chapter articulates the link between employee engagement and meaningful work, acknowledging the complexity of this task against a backdrop of confusion over the precise meaning of engagement, which remains a contested and potentially exploitative construct. The chapter highlights the limitations of the predominant conceptualization of engagement as a positive, active, work-related psychological state, arguing that this encourages a focus on performance-related outcomes at the expense of a deeper understanding of the individual experience, context, and processes of engagement. Reverting to William Kahn’s original theory of personal role engagement as being fostered by the experience of meaningfulness, it is argued that individual engagement is associated with the fluctuating interpretation of whether or not a situation can be construed as meaningful. Thus, engagement and meaningfulness, while not synonymous, are symbiotically linked.
{"title":"Does My Engagement Matter?","authors":"B. Shuck","doi":"10.1093/OXFORDHB/9780198788232.013.20","DOIUrl":"https://doi.org/10.1093/OXFORDHB/9780198788232.013.20","url":null,"abstract":"This chapter articulates the link between employee engagement and meaningful work, acknowledging the complexity of this task against a backdrop of confusion over the precise meaning of engagement, which remains a contested and potentially exploitative construct. The chapter highlights the limitations of the predominant conceptualization of engagement as a positive, active, work-related psychological state, arguing that this encourages a focus on performance-related outcomes at the expense of a deeper understanding of the individual experience, context, and processes of engagement. Reverting to William Kahn’s original theory of personal role engagement as being fostered by the experience of meaningfulness, it is argued that individual engagement is associated with the fluctuating interpretation of whether or not a situation can be construed as meaningful. Thus, engagement and meaningfulness, while not synonymous, are symbiotically linked.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"19 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"122027961","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/OXFORDHB/9780198788232.013.23
Matthew Hall
Although the concept of meaningful work has not been addressed in accounting research, accounting scholars and practitioners have long grappled with how to reflect the value of employees and human capital in organizational accounts. This chapter examines how the features of a typical accounting system are likely to impact the treatment of meaningful work in organizations, including consideration of only its potential financial value, the exclusion of unpaid forms of meaningful work, and the limits on recognizing meaningful work as an organizational asset because quantifying its value is typically considered too subjective. It also examines how internal accounting and control practices, such as performance measurement and reward systems, tend to either ignore the possibility of meaningful work or focus on controlling and harnessing its instrumental value to improve organizational performance, thus downplaying its role in expressing values, fulfilling personal needs, and generating and sustaining meaning in our lives.
{"title":"Accounting for Meaningful Work","authors":"Matthew Hall","doi":"10.1093/OXFORDHB/9780198788232.013.23","DOIUrl":"https://doi.org/10.1093/OXFORDHB/9780198788232.013.23","url":null,"abstract":"Although the concept of meaningful work has not been addressed in accounting research, accounting scholars and practitioners have long grappled with how to reflect the value of employees and human capital in organizational accounts. This chapter examines how the features of a typical accounting system are likely to impact the treatment of meaningful work in organizations, including consideration of only its potential financial value, the exclusion of unpaid forms of meaningful work, and the limits on recognizing meaningful work as an organizational asset because quantifying its value is typically considered too subjective. It also examines how internal accounting and control practices, such as performance measurement and reward systems, tend to either ignore the possibility of meaningful work or focus on controlling and harnessing its instrumental value to improve organizational performance, thus downplaying its role in expressing values, fulfilling personal needs, and generating and sustaining meaning in our lives.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"114757852","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/oxfordhb/9780198788232.013.25
Marjolein Lips-Wiersma
This chapter examines the argument that corporate social responsibility (CSR) creates opportunities for meaningful work. The chapter develops a conceptual framework that integrates five different perspectives: personal responsibility; meaningful job characteristics; dignity and freedom; worthy work; and strong sustainability. However, while these conditions are necessary they are not sufficient, in themselves, to create more opportunities for meaningful work in a CSR context. Specific contextual features need to be in place to support meaningful work. These include an ethical corporate culture, embedded CSR, bottom-up CSR, CSR driven by human and planetary well-being, and an intent to move to a post-CSR paradigm.
{"title":"Does Corporate Social Responsibility Enhance Meaningful Work?","authors":"Marjolein Lips-Wiersma","doi":"10.1093/oxfordhb/9780198788232.013.25","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198788232.013.25","url":null,"abstract":"This chapter examines the argument that corporate social responsibility (CSR) creates opportunities for meaningful work. The chapter develops a conceptual framework that integrates five different perspectives: personal responsibility; meaningful job characteristics; dignity and freedom; worthy work; and strong sustainability. However, while these conditions are necessary they are not sufficient, in themselves, to create more opportunities for meaningful work in a CSR context. Specific contextual features need to be in place to support meaningful work. These include an ethical corporate culture, embedded CSR, bottom-up CSR, CSR driven by human and planetary well-being, and an intent to move to a post-CSR paradigm.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"103 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"115607919","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/oxfordhb/9780198788232.013.29
Evgenia I. Lysova
Experiencing one’s work as meaningful is often assumed to benefit the individual, yet some scholars suggest that meaningful work can also be a very challenging experience, requiring individual sacrifice. These sacrifices may be borne by the family of the individual. The chapter reviews and integrates research on meaningful work, calling, and work–family interplay to better understand how the pursuit of meaningful work impacts one’s family. In so doing, it challenges overly positive perspectives on the outcomes of meaningful work, while revealing the scarcity of empirical research on the topic. To stimulate future research, person-related conditions are discussed, such as family role salience and identification, and harmonious passion and obsessive passion, in facilitating positive versus negative spillover between the work and family domain. The chapter concludes with a discussion of organization-related conditions shaping how meaningful work influences one’s family.
{"title":"Meaningful Work and Family","authors":"Evgenia I. Lysova","doi":"10.1093/oxfordhb/9780198788232.013.29","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198788232.013.29","url":null,"abstract":"Experiencing one’s work as meaningful is often assumed to benefit the individual, yet some scholars suggest that meaningful work can also be a very challenging experience, requiring individual sacrifice. These sacrifices may be borne by the family of the individual. The chapter reviews and integrates research on meaningful work, calling, and work–family interplay to better understand how the pursuit of meaningful work impacts one’s family. In so doing, it challenges overly positive perspectives on the outcomes of meaningful work, while revealing the scarcity of empirical research on the topic. To stimulate future research, person-related conditions are discussed, such as family role salience and identification, and harmonious passion and obsessive passion, in facilitating positive versus negative spillover between the work and family domain. The chapter concludes with a discussion of organization-related conditions shaping how meaningful work influences one’s family.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"80 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121818661","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/OXFORDHB/9780198788232.013.18
Douglas R. May, J. Chen, Catherine E. Schwoerer, Matthias Deeg
This chapter introduces a positive ethical framework for supporting the experience of meaningfulness at work. Three specific virtues are conceptually linked to meaningfulness (humanity, courage, and transcendence) and a number of character strengths that these encompass (such as morality, gratitude, and spirituality). It is argued that experiencing meaningfulness is more likely to result in the experience of positive emotions, contributing to a positive ethical culture at work and producing a “virtuous upwards spiral” of positive agency. Positive emotions attract more support and facilitate positive social relations inside and outside the workplace. Evidence about the links between meaningfulness and volunteering are explored in turn to consider what organizations might do to foster positive work culture. The chapter recognizes the potential for conflict and paradox between virtues and character strengths. However, even paradoxes and conflicts of this kind can generate positive experiences.
{"title":"Fostering the Human Spirit","authors":"Douglas R. May, J. Chen, Catherine E. Schwoerer, Matthias Deeg","doi":"10.1093/OXFORDHB/9780198788232.013.18","DOIUrl":"https://doi.org/10.1093/OXFORDHB/9780198788232.013.18","url":null,"abstract":"This chapter introduces a positive ethical framework for supporting the experience of meaningfulness at work. Three specific virtues are conceptually linked to meaningfulness (humanity, courage, and transcendence) and a number of character strengths that these encompass (such as morality, gratitude, and spirituality). It is argued that experiencing meaningfulness is more likely to result in the experience of positive emotions, contributing to a positive ethical culture at work and producing a “virtuous upwards spiral” of positive agency. Positive emotions attract more support and facilitate positive social relations inside and outside the workplace. Evidence about the links between meaningfulness and volunteering are explored in turn to consider what organizations might do to foster positive work culture. The chapter recognizes the potential for conflict and paradox between virtues and character strengths. However, even paradoxes and conflicts of this kind can generate positive experiences.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"15 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125660058","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/oxfordhb/9780198788232.013.27
M. Thompson
This chapter argues that the current literature on meaningful work underplays and mostly overlooks the importance of institutional arrangements in structuring opportunities for meaningful work. It sets out different theories of comparative institutionalism (rational choice, historical, sociological, and constructivist) and explores their implications for future research on meaningful work. Three pathways are identified for promoting meaningful work: (1) develop institutional arrangements that encourage social actors to cooperate to develop meaningful work as a societal goal, supported by an enabling state; (2) strengthen collective bargaining and employee representation; and (3) develop social movement strategies drawing together academics, policymakers, employer organizations, consultants, social media, and commentators to shape a new discourse and wider societal narrative on the importance of opportunities for meaningful work.
{"title":"Bringing Political Economy Back In","authors":"M. Thompson","doi":"10.1093/oxfordhb/9780198788232.013.27","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198788232.013.27","url":null,"abstract":"This chapter argues that the current literature on meaningful work underplays and mostly overlooks the importance of institutional arrangements in structuring opportunities for meaningful work. It sets out different theories of comparative institutionalism (rational choice, historical, sociological, and constructivist) and explores their implications for future research on meaningful work. Three pathways are identified for promoting meaningful work: (1) develop institutional arrangements that encourage social actors to cooperate to develop meaningful work as a societal goal, supported by an enabling state; (2) strengthen collective bargaining and employee representation; and (3) develop social movement strategies drawing together academics, policymakers, employer organizations, consultants, social media, and commentators to shape a new discourse and wider societal narrative on the importance of opportunities for meaningful work.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"1 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"129712610","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/oxfordhb/9780198788232.013.13
R. Simpson, N. Slutskaya, Jason Hughes
This chapter examines the provocative nature of “dirty” or “tainted work” as a source of meaningful work. It considers different sources of meaningful work, including work characterized by intersubjective, self-actualized, or stigmatized dimensions. To explore this further, it draws on Bourdieu’s concepts of habitus (predispositions), hexus (character), and doxa (beliefs) to propose a scheme of meaning-making in which tainted work serves as a source of meaningfulness. However, where many approaches often focus on the career choices people make, here the wider contextual factors are also considered of two “dirty” jobs in the UK—street sweeping and refuse collecting. The chapter examines the traditional meaning-systems in these roles that echo agential choices but also structural constraints within a neoliberal system that places lower symbolic value on this work and those who do it.
{"title":"Meanings and Dirty Work","authors":"R. Simpson, N. Slutskaya, Jason Hughes","doi":"10.1093/oxfordhb/9780198788232.013.13","DOIUrl":"https://doi.org/10.1093/oxfordhb/9780198788232.013.13","url":null,"abstract":"This chapter examines the provocative nature of “dirty” or “tainted work” as a source of meaningful work. It considers different sources of meaningful work, including work characterized by intersubjective, self-actualized, or stigmatized dimensions. To explore this further, it draws on Bourdieu’s concepts of habitus (predispositions), hexus (character), and doxa (beliefs) to propose a scheme of meaning-making in which tainted work serves as a source of meaningfulness. However, where many approaches often focus on the career choices people make, here the wider contextual factors are also considered of two “dirty” jobs in the UK—street sweeping and refuse collecting. The chapter examines the traditional meaning-systems in these roles that echo agential choices but also structural constraints within a neoliberal system that places lower symbolic value on this work and those who do it.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"16 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"121526880","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2019-01-10DOI: 10.1093/OXFORDHB/9780198788232.013.28
Dr Ruth Yeoman
This chapter applies the value of meaningfulness to a philosophy of the city. It argues that philosophies of the city can supply smart and sustainable city initiatives with human values and attention to the common good which they currently lack. By bringing the value of meaningfulness into a description of city-making, the chapter shows how city people have responsibilities to make the city when the activities of social cooperation associated with discharging such responsibilities are constituted by freedom, autonomy, and dignity, and when the social interactions of meaning-making are just. The features of an ethico-normative architecture which is capable of promoting city-level meaningfulness are specified. These include three core elements: public meaningfulness; the society of meaning-makers; and agonistic republicanism. City-making organized to manifest these features will generate a rich diversity of meaning sources on which city people can draw to craft meaningfulness in life and in work.
{"title":"The Meaningful City","authors":"Dr Ruth Yeoman","doi":"10.1093/OXFORDHB/9780198788232.013.28","DOIUrl":"https://doi.org/10.1093/OXFORDHB/9780198788232.013.28","url":null,"abstract":"This chapter applies the value of meaningfulness to a philosophy of the city. It argues that philosophies of the city can supply smart and sustainable city initiatives with human values and attention to the common good which they currently lack. By bringing the value of meaningfulness into a description of city-making, the chapter shows how city people have responsibilities to make the city when the activities of social cooperation associated with discharging such responsibilities are constituted by freedom, autonomy, and dignity, and when the social interactions of meaning-making are just. The features of an ethico-normative architecture which is capable of promoting city-level meaningfulness are specified. These include three core elements: public meaningfulness; the society of meaning-makers; and agonistic republicanism. City-making organized to manifest these features will generate a rich diversity of meaning sources on which city people can draw to craft meaningfulness in life and in work.","PeriodicalId":336620,"journal":{"name":"The Oxford Handbook of Meaningful Work","volume":"5 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2019-01-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"125047202","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":0,"RegionCategory":"","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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