Pub Date : 2024-01-04DOI: 10.1177/07308884231224795
Dustin Avent-Holt
{"title":"Book Review: Exit, Voice, and Solidarity: Contesting Precarity in the US and European Telecommunications Industries by Doellgast, Virginia","authors":"Dustin Avent-Holt","doi":"10.1177/07308884231224795","DOIUrl":"https://doi.org/10.1177/07308884231224795","url":null,"abstract":"","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"35 19","pages":""},"PeriodicalIF":2.9,"publicationDate":"2024-01-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139384495","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-12-17DOI: 10.1177/07308884231214279
Beth Nichols, David S. Pedulla, Jeff T. Sheng
The concept of “fit” has become important for understanding hiring decisions and labor market outcomes. While social scientists have explored how fit functions as a legitimized evaluative criterion to match candidates to jobs in the hiring process, less is known about how fit functions as a hiring tool to aid in decision-making when hiring decisions cannot—or should not—be justified. Drawing on in-depth interviews with 53 hiring professionals, we develop a theoretical argument that hiring professionals can use fit as a tool to circumvent legitimized hiring criteria and justify their hiring goals. Specifically, we show how hiring professionals use fit as a tool to explain their hiring decisions when these decisions cannot or should not be justified and we outline two mechanisms through which this process occurs: (1) fit as a tool for circumventing human capital concerns, and (2) fit as a tool to circumvent hiring policies based upon social characteristics. We argue that fit is more than an evaluative criterion for matching individuals to jobs. Hiring professionals deploy fit as a tool to justify their decisions amid uncertainty and constraint. Fit, then, becomes a placeholder when these hiring decisions are not able to be justified through legitimized means. Our findings reveal some of the potential negative consequences of using fit during the hiring process and contribute important theoretical insights about the role of fit in scholarship on inequality and labor markets.
{"title":"More Than a Match: “Fit” as a Tool in Hiring Decisions","authors":"Beth Nichols, David S. Pedulla, Jeff T. Sheng","doi":"10.1177/07308884231214279","DOIUrl":"https://doi.org/10.1177/07308884231214279","url":null,"abstract":"The concept of “fit” has become important for understanding hiring decisions and labor market outcomes. While social scientists have explored how fit functions as a legitimized evaluative criterion to match candidates to jobs in the hiring process, less is known about how fit functions as a hiring tool to aid in decision-making when hiring decisions cannot—or should not—be justified. Drawing on in-depth interviews with 53 hiring professionals, we develop a theoretical argument that hiring professionals can use fit as a tool to circumvent legitimized hiring criteria and justify their hiring goals. Specifically, we show how hiring professionals use fit as a tool to explain their hiring decisions when these decisions cannot or should not be justified and we outline two mechanisms through which this process occurs: (1) fit as a tool for circumventing human capital concerns, and (2) fit as a tool to circumvent hiring policies based upon social characteristics. We argue that fit is more than an evaluative criterion for matching individuals to jobs. Hiring professionals deploy fit as a tool to justify their decisions amid uncertainty and constraint. Fit, then, becomes a placeholder when these hiring decisions are not able to be justified through legitimized means. Our findings reveal some of the potential negative consequences of using fit during the hiring process and contribute important theoretical insights about the role of fit in scholarship on inequality and labor markets.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"1 10","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"138966484","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-11-01Epub Date: 2023-01-03DOI: 10.1177/07308884221141072
Carmen Brick, Daniel Schneider, Kristen Harknett
Unequal sorting of men and women into higher and lower wage firms contributes significantly to the gender wage gap according to recent analysis of national labor markets. We confirm the importance of this between-firm gender segregation in wages and examine a second outcome of hours using unique employer-employee data from the service sector. We then examine what explains the relationship between firm gender composition and wages. In contrast to prevailing economic explanations that trace between-firm differences in wages to differences in firm surplus, we find evidence consistent with devaluation and potentially a gender-specific use of "low road" employment strategies.
{"title":"The Gender Wage Gap, Between-Firm Inequality, and Devaluation: Testing a New Hypothesis in the Service Sector.","authors":"Carmen Brick, Daniel Schneider, Kristen Harknett","doi":"10.1177/07308884221141072","DOIUrl":"10.1177/07308884221141072","url":null,"abstract":"<p><p>Unequal sorting of men and women into higher and lower wage firms contributes significantly to the gender wage gap according to recent analysis of national labor markets. We confirm the importance of this between-firm gender segregation in wages and examine a second outcome of hours using unique employer-employee data from the service sector. We then examine what explains the relationship between firm gender composition and wages. In contrast to prevailing economic explanations that trace between-firm differences in wages to differences in firm surplus, we find evidence consistent with devaluation and potentially a gender-specific use of \"low road\" employment strategies.</p>","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"50 1","pages":"539-577"},"PeriodicalIF":2.9,"publicationDate":"2023-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10704960/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49542088","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-23DOI: 10.1177/07308884231207772
Kim de Laat
Contemporary North American work culture is characterized by experts as one of overwork. Throughout much of the previous century, many parents devoted themselves either to their careers, or to their families. These “competing devotions” served as a cultural model for making sense of the world and alleviated the tension between overwork and family life. Data from interviews with 84 IT workers are used to examine whether devotion to work and family is still experienced as oppositional for working parents. I find that interviewees report feeling devoted both to their families and their careers, which I refer to as dual devotion. Such espousals of dual devotion are facilitated by the use of flexible work policies—remote work and flextime—which enable those with dual devotions to accomplish work–life integration. However, whereas men perceive remote work as allowing them to dedicate more time to childcare, women perceive it as allowing them to dedicate more time to work. These findings advance our understanding of the relationship between gender inequality and the experiential dimensions of work and family time: the practices that enable dual devotions, in particular remote work, help parents maintain an orientation to time that makes overwork more palatable. In either case, workplaces win since women are working long hours and men are not sacrificing paid work hours to take on more childcare or housework.
{"title":"Living to Work (from Home): Overwork, Remote Work, and Gendered Dual Devotion to Work and Family","authors":"Kim de Laat","doi":"10.1177/07308884231207772","DOIUrl":"https://doi.org/10.1177/07308884231207772","url":null,"abstract":"Contemporary North American work culture is characterized by experts as one of overwork. Throughout much of the previous century, many parents devoted themselves either to their careers, or to their families. These “competing devotions” served as a cultural model for making sense of the world and alleviated the tension between overwork and family life. Data from interviews with 84 IT workers are used to examine whether devotion to work and family is still experienced as oppositional for working parents. I find that interviewees report feeling devoted both to their families and their careers, which I refer to as dual devotion. Such espousals of dual devotion are facilitated by the use of flexible work policies—remote work and flextime—which enable those with dual devotions to accomplish work–life integration. However, whereas men perceive remote work as allowing them to dedicate more time to childcare, women perceive it as allowing them to dedicate more time to work. These findings advance our understanding of the relationship between gender inequality and the experiential dimensions of work and family time: the practices that enable dual devotions, in particular remote work, help parents maintain an orientation to time that makes overwork more palatable. In either case, workplaces win since women are working long hours and men are not sacrificing paid work hours to take on more childcare or housework.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"58 12","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135322738","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-10-19DOI: 10.1177/07308884231207773
Emily H. Ruppel
Materialist theories of disability link disability and labor, hypothesizing that under neoliberalism, disability stigma contributes to labor market precarity. These claims have not been evaluated empirically and the mediating role of the state remains underspecified. Ethnographic fieldwork in a job training program for people with psychiatric disabilities reveals two contradictions in the welfare state treatment of disability. First, disability benefits are set at low levels, yet means-testing limits earnings, channeling people with disabilities into low-wage jobs. Second, contradictory imperatives attached to state funding incentivize placement in temporary jobs. These welfare state contradictions produce disabled workers as a precarious labor force.
{"title":"Disability and the State Production of Precarity","authors":"Emily H. Ruppel","doi":"10.1177/07308884231207773","DOIUrl":"https://doi.org/10.1177/07308884231207773","url":null,"abstract":"Materialist theories of disability link disability and labor, hypothesizing that under neoliberalism, disability stigma contributes to labor market precarity. These claims have not been evaluated empirically and the mediating role of the state remains underspecified. Ethnographic fieldwork in a job training program for people with psychiatric disabilities reveals two contradictions in the welfare state treatment of disability. First, disability benefits are set at low levels, yet means-testing limits earnings, channeling people with disabilities into low-wage jobs. Second, contradictory imperatives attached to state funding incentivize placement in temporary jobs. These welfare state contradictions produce disabled workers as a precarious labor force.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"17 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135780009","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-29DOI: 10.1177/07308884231203668
Wen Fan, Phyllis Moen
The future of work is ambiguous at best. Despite widespread shifts to remote/hybrid work during the COVID-19 lockdown, there is a paucity of knowledge about changing job conditions in tandem with different work locales. Is the move to remote/hybrid work a disrupter or accentuator of existing norms and inequalities? Drawing on nationally representative, four-wave panel survey data (October 2020 to April 2022) collected from U.S. workers who spent at least some time working from home since the pandemic onset, we examine effects of within-person changes in where respondents work on changes in job conditions (psychological job demands, job control, coworker support, and monitoring). Estimates from fixed-effects models show that, compared with returning to working at work, ongoing remote and moving to hybrid work lead to greater reductions in psychological job demands, especially among older women and men. Black and Hispanic women moving back to the office experience the greatest loss of decision latitude and schedule control. While white workers see increased coworker support when returning to the office, returning Black and Hispanic men report a decline in coworker support. Family caregivers’ job conditions do not improve whether remote/hybrid or returning to work. Qualitative data collected from Amazon Mechanic Turk illuminate mechanisms leading to salutary effects of remote work, but also the stress of combining jobs with family carework.
{"title":"The Future(s) of Work? Disparities Around Changing Job Conditions When Remote/Hybrid or Returning to Working at Work","authors":"Wen Fan, Phyllis Moen","doi":"10.1177/07308884231203668","DOIUrl":"https://doi.org/10.1177/07308884231203668","url":null,"abstract":"The future of work is ambiguous at best. Despite widespread shifts to remote/hybrid work during the COVID-19 lockdown, there is a paucity of knowledge about changing job conditions in tandem with different work locales. Is the move to remote/hybrid work a disrupter or accentuator of existing norms and inequalities? Drawing on nationally representative, four-wave panel survey data (October 2020 to April 2022) collected from U.S. workers who spent at least some time working from home since the pandemic onset, we examine effects of within-person changes in where respondents work on changes in job conditions (psychological job demands, job control, coworker support, and monitoring). Estimates from fixed-effects models show that, compared with returning to working at work, ongoing remote and moving to hybrid work lead to greater reductions in psychological job demands, especially among older women and men. Black and Hispanic women moving back to the office experience the greatest loss of decision latitude and schedule control. While white workers see increased coworker support when returning to the office, returning Black and Hispanic men report a decline in coworker support. Family caregivers’ job conditions do not improve whether remote/hybrid or returning to work. Qualitative data collected from Amazon Mechanic Turk illuminate mechanisms leading to salutary effects of remote work, but also the stress of combining jobs with family carework.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"28 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135192245","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-21DOI: 10.1177/07308884231203317
Phyllis Moen, Youngmin Chu
Increasingly popular post-COVID-19 4-day workweek trials challenge deeply embedded 5-day, 40-hour temporal policies and practices, fostering time-work strategies by employees in the face of reduced working hours. This qualitative study in a small business manufacturing customized products finds similar adaptive responses among both office and shop workers. We detect four prevailing time-work strategies: (1) (re) organizing tasks, (2) shifting (work) time, (3) scheduling communication, and a more deliberate form of time shifting, (4) blocking out (work and nonwork) time. These strategies appear to reflect an increasing sense of employee agency. We discuss possible issues around sustainability.
{"title":"Time Work in the Office and Shop: Workers’ Strategic Adaptations to the 4-Day Week","authors":"Phyllis Moen, Youngmin Chu","doi":"10.1177/07308884231203317","DOIUrl":"https://doi.org/10.1177/07308884231203317","url":null,"abstract":"Increasingly popular post-COVID-19 4-day workweek trials challenge deeply embedded 5-day, 40-hour temporal policies and practices, fostering time-work strategies by employees in the face of reduced working hours. This qualitative study in a small business manufacturing customized products finds similar adaptive responses among both office and shop workers. We detect four prevailing time-work strategies: (1) (re) organizing tasks, (2) shifting (work) time, (3) scheduling communication, and a more deliberate form of time shifting, (4) blocking out (work and nonwork) time. These strategies appear to reflect an increasing sense of employee agency. We discuss possible issues around sustainability.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"21 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136236865","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-20DOI: 10.1177/07308884231202032
Daniel Auguste, Stephen Roll, Mathieu Despard
Though the growth of the gig economy has coincided with increased economic precarity in the new economy, we know less about the extent to which gig work (compared with other self-employment arrangements and non-gig work) may fuel economic insecurity among American households. We fill this gap in the literature by drawing on a sample of 4,756 workers from a unique national survey capturing economic hardships among non-standard workers like app- and platform-based gig and other self-employed workers during the COVID-19 pandemic. Results from generalized boosted regression modeling, utilizing machine learning to account for potential endogeneity, demonstrated that gig workers experienced significantly greater economic hardship than non-gig and other self-employed workers during the pandemic. For example, gig workers were more likely to experience food insecurity, miss bill payments, and suffer income loss compared with non-gig and other self-employed workers during the pandemic. While household liquid assets endowment prior to the pandemic reduced the effect of gig work on experiencing economic hardships, having dependent children in the household increased this effect. Thus, contrary to democratizing entrepreneurship opportunities, these findings suggest that the expansion of the gig economy may exacerbate labor market inequality, where wealth-endowed families are protected against adverse economic consequences of the gig economy. We discuss the implications of these findings for inequality-reducing labor market policies, including policies that account for the interconnectedness of family and the labor market.
{"title":"Democratizing the Economy or Introducing Economic Risk? Gig Work During the COVID-19 Pandemic","authors":"Daniel Auguste, Stephen Roll, Mathieu Despard","doi":"10.1177/07308884231202032","DOIUrl":"https://doi.org/10.1177/07308884231202032","url":null,"abstract":"Though the growth of the gig economy has coincided with increased economic precarity in the new economy, we know less about the extent to which gig work (compared with other self-employment arrangements and non-gig work) may fuel economic insecurity among American households. We fill this gap in the literature by drawing on a sample of 4,756 workers from a unique national survey capturing economic hardships among non-standard workers like app- and platform-based gig and other self-employed workers during the COVID-19 pandemic. Results from generalized boosted regression modeling, utilizing machine learning to account for potential endogeneity, demonstrated that gig workers experienced significantly greater economic hardship than non-gig and other self-employed workers during the pandemic. For example, gig workers were more likely to experience food insecurity, miss bill payments, and suffer income loss compared with non-gig and other self-employed workers during the pandemic. While household liquid assets endowment prior to the pandemic reduced the effect of gig work on experiencing economic hardships, having dependent children in the household increased this effect. Thus, contrary to democratizing entrepreneurship opportunities, these findings suggest that the expansion of the gig economy may exacerbate labor market inequality, where wealth-endowed families are protected against adverse economic consequences of the gig economy. We discuss the implications of these findings for inequality-reducing labor market policies, including policies that account for the interconnectedness of family and the labor market.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"9 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136308896","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-09-16DOI: 10.1177/07308884231202527
Marc Dixon
This paper assesses labor's political effectiveness in the industrial Midwest at the peak of union strength during the 1950s—a time and place that should have been ripe for labor mobilization. Comparing labor and business mobilization and outcomes across key labor elections, I find that politicians and business groups were often successful in persuading industrial communities to vote against labor's interests while unions struggled to shed outsider and greedy special interest labels. To make sense of labor's mixed performance, I draw on social movement theory and the inter-related nature of union mobilization, countermovement organization, and the framing of labor issues. Labor struggled when facing a well-organized business countermovement, which effectively weaponized the union label against labor. Union success hinged in part on their ability to downplay union identity and to have other more respected community partners do much of the public-facing work, but only when facing a fractured opposition. The findings point to important vulnerabilities unions faced at their peak and suggest a more nuanced view of postwar labor relations. They also extend social movement research on framing by identifying the important role of countermovements and coalitions in shaping what movements can convey and what will resonate.
{"title":"Running From the Union Label? Labor and Business Political Mobilization in the Golden Age","authors":"Marc Dixon","doi":"10.1177/07308884231202527","DOIUrl":"https://doi.org/10.1177/07308884231202527","url":null,"abstract":"This paper assesses labor's political effectiveness in the industrial Midwest at the peak of union strength during the 1950s—a time and place that should have been ripe for labor mobilization. Comparing labor and business mobilization and outcomes across key labor elections, I find that politicians and business groups were often successful in persuading industrial communities to vote against labor's interests while unions struggled to shed outsider and greedy special interest labels. To make sense of labor's mixed performance, I draw on social movement theory and the inter-related nature of union mobilization, countermovement organization, and the framing of labor issues. Labor struggled when facing a well-organized business countermovement, which effectively weaponized the union label against labor. Union success hinged in part on their ability to downplay union identity and to have other more respected community partners do much of the public-facing work, but only when facing a fractured opposition. The findings point to important vulnerabilities unions faced at their peak and suggest a more nuanced view of postwar labor relations. They also extend social movement research on framing by identifying the important role of countermovements and coalitions in shaping what movements can convey and what will resonate.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":"108 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-09-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135307115","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-15DOI: 10.1177/07308884231178551
Natalie Pasquinelli
I examine the role of apprenticeship status in controlling the labor of unionized graduate student teaching assistants (TAs). In her book Coerced, Erin Hatton identifies status as a basis of labor coercion—particularly in nontraditional labor regimes—in which managers control workers’ access to status-based rights, rewards, and punishments. I expand Hatton's concept of status coercion to status control and distinguish between two types: despotic, in which status coercion prevails, and hegemonic, in which status consent prevails. I argue that status control of TAs is hegemonic, relying on their investment in a system of apprenticeship in which course instructors are a source of professional advancement, opportunity, and support outside of the TA job. I draw on autoethnographic fieldwork to analyze one expression of TA control, participatory management. In this model, the faculty instructor invites TAs to collaborate on course design and encourages routine discussion of teaching strategies, in which hidden labor is made regulable through “confession”. Identification with the instructor limits TA autonomy by disrupting alliances between TAs, and between TAs and students. I conclude by sketching variations in TA management and by discussing status control as a broader mechanism of extraction in the contemporary university.
{"title":"Professor-in-Training: Status Control of the Teaching Assistant","authors":"Natalie Pasquinelli","doi":"10.1177/07308884231178551","DOIUrl":"https://doi.org/10.1177/07308884231178551","url":null,"abstract":"I examine the role of apprenticeship status in controlling the labor of unionized graduate student teaching assistants (TAs). In her book Coerced, Erin Hatton identifies status as a basis of labor coercion—particularly in nontraditional labor regimes—in which managers control workers’ access to status-based rights, rewards, and punishments. I expand Hatton's concept of status coercion to status control and distinguish between two types: despotic, in which status coercion prevails, and hegemonic, in which status consent prevails. I argue that status control of TAs is hegemonic, relying on their investment in a system of apprenticeship in which course instructors are a source of professional advancement, opportunity, and support outside of the TA job. I draw on autoethnographic fieldwork to analyze one expression of TA control, participatory management. In this model, the faculty instructor invites TAs to collaborate on course design and encourages routine discussion of teaching strategies, in which hidden labor is made regulable through “confession”. Identification with the instructor limits TA autonomy by disrupting alliances between TAs, and between TAs and students. I conclude by sketching variations in TA management and by discussing status control as a broader mechanism of extraction in the contemporary university.","PeriodicalId":47716,"journal":{"name":"Work and Occupations","volume":" ","pages":""},"PeriodicalIF":2.9,"publicationDate":"2023-06-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46929070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"社会学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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