Pub Date : 2024-03-25DOI: 10.1177/0143831x241237968
Mai S Linneberg, Ahmad Hassan, Toke Bjerregaard
In Pakistan, cotton is picked by women who witness first-hand the social and environmental challenges of the global textile industry, which the BCI, a multi-stakeholder initiative (MSI), aims to mitigate. Scholars have yet to investigate the ability of MSIs to achieve change as experienced by the cotton-pickers themselves. This article offers an original perspective on how relational agency is exerted between an MSI, implementing partners and cotton-pickers, through the mutually interacting work of creating boundaries around an institutional space. This helps explain how, in an otherwise highly restrictive context, women’s agency is leveraged. Based on 40 qualitative interviews with the BCI cotton-pickers and their implementing partners, the study finds that, through institutional work, cotton-pickers have upgraded their working practices. However, the MSI’s impact depends on its ability to maintain its boundary and corresponding practices. By implication, the women’s poverty continues to be a highly significant limitation on the improvements to their lives.
{"title":"Institutional work within the boundaries of multi-stakeholder initiatives: The relational agency of implementing partners and women cotton-pickers in practice change","authors":"Mai S Linneberg, Ahmad Hassan, Toke Bjerregaard","doi":"10.1177/0143831x241237968","DOIUrl":"https://doi.org/10.1177/0143831x241237968","url":null,"abstract":"In Pakistan, cotton is picked by women who witness first-hand the social and environmental challenges of the global textile industry, which the BCI, a multi-stakeholder initiative (MSI), aims to mitigate. Scholars have yet to investigate the ability of MSIs to achieve change as experienced by the cotton-pickers themselves. This article offers an original perspective on how relational agency is exerted between an MSI, implementing partners and cotton-pickers, through the mutually interacting work of creating boundaries around an institutional space. This helps explain how, in an otherwise highly restrictive context, women’s agency is leveraged. Based on 40 qualitative interviews with the BCI cotton-pickers and their implementing partners, the study finds that, through institutional work, cotton-pickers have upgraded their working practices. However, the MSI’s impact depends on its ability to maintain its boundary and corresponding practices. By implication, the women’s poverty continues to be a highly significant limitation on the improvements to their lives.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140298074","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-22DOI: 10.1177/0143831x241235798
Chris Brewster, Michael Brookes, Geoffrey Wood
It has been argued that the different ways human resource management is conducted in different countries can be at least partly explained by theories of comparative capitalisms. Earlier work has highlighted much diversity between coordinated market economies, but the liberal markets are commonly assumed to represent a more coherent category. This article scrutinizes the latter assumption more closely by examining differences between the liberal market economies in their approaches to HRM. The authors find that the USA displays greater centralization in human resource management practices, higher turnover rates and less delegation to employees, than in the UK and Australia; this being associated with differences in institutional realities. The study highlights how, under a broad institutional archetype, specific systemic features may exert strong effects on specific HRM practices and challenges assumptions of close institutional coupling in the most advanced economies.
{"title":"Disaggregating the liberal market economies: Institutions and HRM","authors":"Chris Brewster, Michael Brookes, Geoffrey Wood","doi":"10.1177/0143831x241235798","DOIUrl":"https://doi.org/10.1177/0143831x241235798","url":null,"abstract":"It has been argued that the different ways human resource management is conducted in different countries can be at least partly explained by theories of comparative capitalisms. Earlier work has highlighted much diversity between coordinated market economies, but the liberal markets are commonly assumed to represent a more coherent category. This article scrutinizes the latter assumption more closely by examining differences between the liberal market economies in their approaches to HRM. The authors find that the USA displays greater centralization in human resource management practices, higher turnover rates and less delegation to employees, than in the UK and Australia; this being associated with differences in institutional realities. The study highlights how, under a broad institutional archetype, specific systemic features may exert strong effects on specific HRM practices and challenges assumptions of close institutional coupling in the most advanced economies.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140197389","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-21DOI: 10.1177/0143831x241228481
Annette van den Berg, Yolanda Grift, Arjen van Witteloostuijn, Saraï Sapulete, Martin Behrens, Wolfram Brehmer
Researchers still struggle with unravelling the internal interaction processes between management and employees (and their representatives). In empirical studies explaining the effects of works councils, the multidimensional nature of the works council–management team relationship is therefore largely ignored. By utilising a unique questionnaire among works councillors, this article examines the (potential) inner workings of this black box, by developing a construct aimed to capture the essence of these forms of social interaction. The authors find that behavioural aspects of cooperation, power, communication, goal sharing and trust significantly affect the relationship between works council and management. The authors also test their construct via a model that seeks to explain the influence of works councils on company decision-making. Their results indicate that despite a few noticeable cross-country differences, their black box construct is the most important factor in explaining this influence both in Germany and the Netherlands, revealing that a good relationship with management is imperative.
{"title":"Opening the black box of works council–management team interaction: Germany and the Netherlands compared","authors":"Annette van den Berg, Yolanda Grift, Arjen van Witteloostuijn, Saraï Sapulete, Martin Behrens, Wolfram Brehmer","doi":"10.1177/0143831x241228481","DOIUrl":"https://doi.org/10.1177/0143831x241228481","url":null,"abstract":"Researchers still struggle with unravelling the internal interaction processes between management and employees (and their representatives). In empirical studies explaining the effects of works councils, the multidimensional nature of the works council–management team relationship is therefore largely ignored. By utilising a unique questionnaire among works councillors, this article examines the (potential) inner workings of this black box, by developing a construct aimed to capture the essence of these forms of social interaction. The authors find that behavioural aspects of cooperation, power, communication, goal sharing and trust significantly affect the relationship between works council and management. The authors also test their construct via a model that seeks to explain the influence of works councils on company decision-making. Their results indicate that despite a few noticeable cross-country differences, their black box construct is the most important factor in explaining this influence both in Germany and the Netherlands, revealing that a good relationship with management is imperative.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-02-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139950471","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-11DOI: 10.1177/0143831x231224587
C. Houkamau, Kieren J. Lilly, J. Newth, Kiri Dell, Jason Mika, Chris G Sibley
Māori, New Zealand’s Indigenous people, are projected to make up over 20% of the New Zealand workforce in 20 years. Employment plays a big role in determining one’s well-being. Drawing on data from 2,378 Māori who completed the survey-based Māori Identity and Financial Attitudes Study in 2017, this article examines differences in subjective well-being between workers in three categories: paid employees, employers (who employ staff) and sole traders (with no employees). Several measures are used to capture well-being across multiple domains. Sole traders were significantly more satisfied with their standard of living and health and higher in self-efficacy compared to paid employees. Māori employers were significantly more satisfied with their standard of living, future security and personal relationships, and reported greater self-esteem and financial satisfaction than sole traders and paid employees. Although only one cultural context is examined, this article demonstrates the potential benefit of understanding the implications of self-employment for Indigenous peoples.
{"title":"Better off solo? Comparative well-being of Māori employers, sole traders and paid employees","authors":"C. Houkamau, Kieren J. Lilly, J. Newth, Kiri Dell, Jason Mika, Chris G Sibley","doi":"10.1177/0143831x231224587","DOIUrl":"https://doi.org/10.1177/0143831x231224587","url":null,"abstract":"Māori, New Zealand’s Indigenous people, are projected to make up over 20% of the New Zealand workforce in 20 years. Employment plays a big role in determining one’s well-being. Drawing on data from 2,378 Māori who completed the survey-based Māori Identity and Financial Attitudes Study in 2017, this article examines differences in subjective well-being between workers in three categories: paid employees, employers (who employ staff) and sole traders (with no employees). Several measures are used to capture well-being across multiple domains. Sole traders were significantly more satisfied with their standard of living and health and higher in self-efficacy compared to paid employees. Māori employers were significantly more satisfied with their standard of living, future security and personal relationships, and reported greater self-esteem and financial satisfaction than sole traders and paid employees. Although only one cultural context is examined, this article demonstrates the potential benefit of understanding the implications of self-employment for Indigenous peoples.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139785859","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-11DOI: 10.1177/0143831x231224587
C. Houkamau, Kieren J. Lilly, J. Newth, Kiri Dell, Jason Mika, Chris G Sibley
Māori, New Zealand’s Indigenous people, are projected to make up over 20% of the New Zealand workforce in 20 years. Employment plays a big role in determining one’s well-being. Drawing on data from 2,378 Māori who completed the survey-based Māori Identity and Financial Attitudes Study in 2017, this article examines differences in subjective well-being between workers in three categories: paid employees, employers (who employ staff) and sole traders (with no employees). Several measures are used to capture well-being across multiple domains. Sole traders were significantly more satisfied with their standard of living and health and higher in self-efficacy compared to paid employees. Māori employers were significantly more satisfied with their standard of living, future security and personal relationships, and reported greater self-esteem and financial satisfaction than sole traders and paid employees. Although only one cultural context is examined, this article demonstrates the potential benefit of understanding the implications of self-employment for Indigenous peoples.
{"title":"Better off solo? Comparative well-being of Māori employers, sole traders and paid employees","authors":"C. Houkamau, Kieren J. Lilly, J. Newth, Kiri Dell, Jason Mika, Chris G Sibley","doi":"10.1177/0143831x231224587","DOIUrl":"https://doi.org/10.1177/0143831x231224587","url":null,"abstract":"Māori, New Zealand’s Indigenous people, are projected to make up over 20% of the New Zealand workforce in 20 years. Employment plays a big role in determining one’s well-being. Drawing on data from 2,378 Māori who completed the survey-based Māori Identity and Financial Attitudes Study in 2017, this article examines differences in subjective well-being between workers in three categories: paid employees, employers (who employ staff) and sole traders (with no employees). Several measures are used to capture well-being across multiple domains. Sole traders were significantly more satisfied with their standard of living and health and higher in self-efficacy compared to paid employees. Māori employers were significantly more satisfied with their standard of living, future security and personal relationships, and reported greater self-esteem and financial satisfaction than sole traders and paid employees. Although only one cultural context is examined, this article demonstrates the potential benefit of understanding the implications of self-employment for Indigenous peoples.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-02-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139845701","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-02DOI: 10.1177/0143831x231226303
Emma Clarke, Katharina Näswall, Annick Masselot, Sanna Malinen
Leaders play an integral role in developing psychologically safe workplaces. To better understand the mechanisms that transmit leadership behaviors and the broader employee wellbeing outcomes as a result, more insight in high-demand, hierarchical working environments is necessary. In this article the authors explore psychological safety as a mechanism through which leadership influences wellbeing and employee experience in the context of New Zealand legal practice. Law firms are often hierarchical in nature, potentially creating power differences which can prevent employees from speaking up, and where employees are known to experience poor wellbeing. To test the hypothesized relationships, a time-lagged study design was used with surveys tested at two timepoints on 89 lawyers working in law firms. Results showed that psychological safety mediates the relationship between leadership and both positive and negative aspects of employee experience (general wellbeing, intrapersonal wellbeing, job satisfaction, self-reported performance, incivility, and burnout).
{"title":"Feeling safe to speak up: Leaders improving employee wellbeing through psychological safety","authors":"Emma Clarke, Katharina Näswall, Annick Masselot, Sanna Malinen","doi":"10.1177/0143831x231226303","DOIUrl":"https://doi.org/10.1177/0143831x231226303","url":null,"abstract":"Leaders play an integral role in developing psychologically safe workplaces. To better understand the mechanisms that transmit leadership behaviors and the broader employee wellbeing outcomes as a result, more insight in high-demand, hierarchical working environments is necessary. In this article the authors explore psychological safety as a mechanism through which leadership influences wellbeing and employee experience in the context of New Zealand legal practice. Law firms are often hierarchical in nature, potentially creating power differences which can prevent employees from speaking up, and where employees are known to experience poor wellbeing. To test the hypothesized relationships, a time-lagged study design was used with surveys tested at two timepoints on 89 lawyers working in law firms. Results showed that psychological safety mediates the relationship between leadership and both positive and negative aspects of employee experience (general wellbeing, intrapersonal wellbeing, job satisfaction, self-reported performance, incivility, and burnout).","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139810703","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-02DOI: 10.1177/0143831x231226303
Emma Clarke, Katharina Näswall, Annick Masselot, Sanna Malinen
Leaders play an integral role in developing psychologically safe workplaces. To better understand the mechanisms that transmit leadership behaviors and the broader employee wellbeing outcomes as a result, more insight in high-demand, hierarchical working environments is necessary. In this article the authors explore psychological safety as a mechanism through which leadership influences wellbeing and employee experience in the context of New Zealand legal practice. Law firms are often hierarchical in nature, potentially creating power differences which can prevent employees from speaking up, and where employees are known to experience poor wellbeing. To test the hypothesized relationships, a time-lagged study design was used with surveys tested at two timepoints on 89 lawyers working in law firms. Results showed that psychological safety mediates the relationship between leadership and both positive and negative aspects of employee experience (general wellbeing, intrapersonal wellbeing, job satisfaction, self-reported performance, incivility, and burnout).
{"title":"Feeling safe to speak up: Leaders improving employee wellbeing through psychological safety","authors":"Emma Clarke, Katharina Näswall, Annick Masselot, Sanna Malinen","doi":"10.1177/0143831x231226303","DOIUrl":"https://doi.org/10.1177/0143831x231226303","url":null,"abstract":"Leaders play an integral role in developing psychologically safe workplaces. To better understand the mechanisms that transmit leadership behaviors and the broader employee wellbeing outcomes as a result, more insight in high-demand, hierarchical working environments is necessary. In this article the authors explore psychological safety as a mechanism through which leadership influences wellbeing and employee experience in the context of New Zealand legal practice. Law firms are often hierarchical in nature, potentially creating power differences which can prevent employees from speaking up, and where employees are known to experience poor wellbeing. To test the hypothesized relationships, a time-lagged study design was used with surveys tested at two timepoints on 89 lawyers working in law firms. Results showed that psychological safety mediates the relationship between leadership and both positive and negative aspects of employee experience (general wellbeing, intrapersonal wellbeing, job satisfaction, self-reported performance, incivility, and burnout).","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-02-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139870789","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
The mobilisation of new distance-based technologies that permit the governance of platform workers’ behaviour constitutes a watershed in the organisation of work and a transformation of the grammar of wage-earning society. Employing a qualitative methodology, this article analyses Spanish riders’ (delivery couriers) experiences of these psychopolitical mechanisms. The results show that the neoliberal and entrepreneurial dispositive deployed by digital platforms induces new rationalities of self-governance that are characterised by productive self-optimisation and self-surveillance. However, the analysis also found that the interpellation of the dispositive and its technologies of subjectivation were not homogeneous across all of the study participants. The article describes the characteristics and argumentative positions of three groups of riders whose sociostructural position shaped their experiences and engagement with the platforms as well as resistance to control mechanisms and disciplinary processes.
{"title":"The active production of consent for employment precarity and the euphemisation of coercion in platform economies: The case of food delivery riders","authors":"Sofía Pérez-de-Guzmán Padrón, Amparo Serrano-Pascual, Marcela Iglesias-Onofrio","doi":"10.1177/0143831x231219465","DOIUrl":"https://doi.org/10.1177/0143831x231219465","url":null,"abstract":"The mobilisation of new distance-based technologies that permit the governance of platform workers’ behaviour constitutes a watershed in the organisation of work and a transformation of the grammar of wage-earning society. Employing a qualitative methodology, this article analyses Spanish riders’ (delivery couriers) experiences of these psychopolitical mechanisms. The results show that the neoliberal and entrepreneurial dispositive deployed by digital platforms induces new rationalities of self-governance that are characterised by productive self-optimisation and self-surveillance. However, the analysis also found that the interpellation of the dispositive and its technologies of subjectivation were not homogeneous across all of the study participants. The article describes the characteristics and argumentative positions of three groups of riders whose sociostructural position shaped their experiences and engagement with the platforms as well as resistance to control mechanisms and disciplinary processes.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139950462","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-25DOI: 10.1177/0143831x231223696
Kévin Pastier
This research focuses on democratic organizations and the risk of degeneration. The author studies how horizontal management may maintain a democratic organization’s stability through the examination of a Belgium food cooperative with democratic governance. The article reaches two main conclusions. First, it concludes with a simple empirical finding: horizontal organization does not necessarily prevent degeneration. However, it stresses that implementing horizontal management in democratic organizations allows for daily members’ politicization and then the organization’s pluralization. Second, it proposes a theoretical contribution for a better understanding of democratic degeneration. In a horizontally organized structure, the degeneration process differs from what is typically noted in the literature, as it is triggered by the politicization of the members. Therefore, an agonistic reinterpretation of the traditional degenerative stages is proposed: (1) fusion, (2) pluralization, (3) conflictualization, and (4) centralization.
{"title":"Beyond democratic degeneration, horizontal and liberated organization? The agonistic approach of a Belgian food co-op","authors":"Kévin Pastier","doi":"10.1177/0143831x231223696","DOIUrl":"https://doi.org/10.1177/0143831x231223696","url":null,"abstract":"This research focuses on democratic organizations and the risk of degeneration. The author studies how horizontal management may maintain a democratic organization’s stability through the examination of a Belgium food cooperative with democratic governance. The article reaches two main conclusions. First, it concludes with a simple empirical finding: horizontal organization does not necessarily prevent degeneration. However, it stresses that implementing horizontal management in democratic organizations allows for daily members’ politicization and then the organization’s pluralization. Second, it proposes a theoretical contribution for a better understanding of democratic degeneration. In a horizontally organized structure, the degeneration process differs from what is typically noted in the literature, as it is triggered by the politicization of the members. Therefore, an agonistic reinterpretation of the traditional degenerative stages is proposed: (1) fusion, (2) pluralization, (3) conflictualization, and (4) centralization.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-01-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139950367","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-01-09DOI: 10.1177/0143831x231212562
George Ofosu, David Sarpong, M. Torbor, Shadrack Asante
The intractable challenges faced by female mine workers have come to dominate the discourse and scholarship on artisanal and small-scale mining (ASM) operations. However, the extensive focus on the informal and labour-intensive segments has engendered a failure to capture the nuances in the duality of ASM operations and how it impacts female outcomes. Drawing on intersectionality as a lens, in this article the authors map the dynamics on how issues related to the gender, situatedness and positionality of female mine workers interact to shape their situated labour outcomes. Highlighting the differentiated outcomes for female mine workers within the contingencies of the broader socio-cultural context in which ASM work is organised, the article sheds light on how the social identity structures such as gender, sexuality and class interact to give form to the marginalisation, occupational roles, the ‘boom town’ narrative and occupational and health challenges that characterise the ASM gendered economic space.
{"title":"‘Mining women’ and livelihoods: Examining the dominant and emerging issues in the ASM gendered economic space","authors":"George Ofosu, David Sarpong, M. Torbor, Shadrack Asante","doi":"10.1177/0143831x231212562","DOIUrl":"https://doi.org/10.1177/0143831x231212562","url":null,"abstract":"The intractable challenges faced by female mine workers have come to dominate the discourse and scholarship on artisanal and small-scale mining (ASM) operations. However, the extensive focus on the informal and labour-intensive segments has engendered a failure to capture the nuances in the duality of ASM operations and how it impacts female outcomes. Drawing on intersectionality as a lens, in this article the authors map the dynamics on how issues related to the gender, situatedness and positionality of female mine workers interact to shape their situated labour outcomes. Highlighting the differentiated outcomes for female mine workers within the contingencies of the broader socio-cultural context in which ASM work is organised, the article sheds light on how the social identity structures such as gender, sexuality and class interact to give form to the marginalisation, occupational roles, the ‘boom town’ narrative and occupational and health challenges that characterise the ASM gendered economic space.","PeriodicalId":47456,"journal":{"name":"Economic and Industrial Democracy","volume":null,"pages":null},"PeriodicalIF":1.5,"publicationDate":"2024-01-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139442995","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：