Work and Occupations最新文献

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A Forced Vacation? The Stress of Being Temporarily Laid Off During a Pandemic 强迫休假?在流感大流行期间被暂时解雇的压力

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-11-30 DOI: 10.1177/07308884221129520

Scott Schieman, Quan Mai, Philip J. Badawy, Ryu Won Kang

A million Canadian workers suddenly became temporarily laid off (TLO) early into the pandemic. How did this affect mental health? Guided by the Stress Process Model (SPM), we would expect that this job disruption should increase psychological distress. However, given the unique context surrounding the early period of the pandemic, we advance the forced vacation hypothesis, which argues that those who became TLO would—at least initially—report lower levels of distress. To address this puzzle, we use a mixed-methods approach combining a national longitudinal survey dataset and in-depth interviews. Our quantitative analyses reveal that individuals who were TLO had lower distress in April 2020 compared with their peers who continued working. Our interviews uncover several potential explanations for these patterns. The findings provide an elaboration to the SPM as the pandemic context altered the meaning of being TLO, making it feel like a “forced vacation”—at least initially.

疫情初期，100万加拿大工人突然被临时解雇。这对心理健康有何影响？在压力过程模型（SPM）的指导下，我们预计这种工作中断会增加心理困扰。然而，鉴于疫情早期的独特背景，我们提出了强制休假假说，该假说认为，那些成为TLO的人——至少在最初——会报告较低程度的痛苦。为了解决这个难题，我们使用了一种混合方法，结合了全国纵向调查数据集和深度访谈。我们的定量分析显示，与继续工作的同龄人相比，2020年4月，TLO患者的痛苦程度较低。我们的采访揭示了对这些模式的几种潜在解释。这些发现为SPM提供了一个详细的说明，因为疫情背景改变了TLO的含义，使其感觉像是“被迫休假”——至少在最初是这样。

引用次数: 1

Serving Like an Organization: How Foodservice and Retail Workers Interpret Their Interactions With Customers 像组织一样服务:餐饮服务和零售工作者如何解释他们与顾客的互动

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-11-15 DOI: 10.1177/07308884221134582

Adam Storer

How do customers affect the job quality of frontline workers? This paper draws on over 15,000 observations from two datasets of 10 foodservice and retail companies, conducting qualitative, quantitative, and computational text analysis in order to address this question. Findings suggest that frontline workers evaluate customer interactions in three ways: As an inescapable occupational hazard or benefit, as a source of intrinsic satisfaction, or as the result of organizational strategies. Additionally, frontline workers’ job satisfaction and turnover intentions are more highly associated with agreement or disagreement with organizational strategies regarding customers than other common ways of theorizing customer interactions.

顾客如何影响前线员工的工作质素?本文借鉴了来自10个餐饮服务和零售公司的两个数据集的15,000多个观察结果，进行定性，定量和计算文本分析，以解决这个问题。研究结果表明，一线员工以三种方式评估客户互动:作为一种不可避免的职业危害或利益，作为内在满足感的来源，或作为组织战略的结果。此外，一线员工的工作满意度和离职意向与组织对客户策略的认同或不认同的关系比其他常见的客户互动理论化方式更为密切。

引用次数: 1

Inequality in Household Job Insecurity and Mental Health: Changes During the COVID-19 Pandemic. 家庭工作不安全感和心理健康中的不平等:COVID-19大流行期间的变化。

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-11-01 DOI: 10.1177/07308884221123255

Rachel Donnelly, Rachel Zajdel, Mateo P Farina

Using nationally representative data from the Household Pulse Survey (April 2020-March 2021), we examined how associations between household job insecurity and mental health changed throughout the first year of the COVID-19 pandemic in the United States (n = 1,248,043). We also documented changes in the unequal distribution of job insecurity by race/ethnicity and educational attainment over time. We find that job insecurity was strongly associated with depression and anxiety throughout the study period, and the associations strengthened as the pandemic continued, especially in fall 2020. Moreover, racial/ethnic minorities with lower levels of educational attainment had the greatest risk of job insecurity, and educational disparities in job insecurity changed over time. Psychological distress during the pandemic, including disparities therein, must be considered a public health priority.

使用来自家庭脉搏调查(2020年4月至2021年3月)的具有全国代表性的数据，我们研究了在美国COVID-19大流行的第一年，家庭工作不安全感与心理健康之间的关系是如何变化的(n = 1,248,043)。我们还记录了随着时间的推移，种族/民族和教育程度对工作不安全感的不平等分布的影响。我们发现，在整个研究期间，工作不安全感与抑郁和焦虑密切相关，随着疫情的持续，尤其是在2020年秋季，这种关联得到了加强。此外，受教育程度较低的种族/少数民族的工作不安全感风险最大，并且工作不安全感的教育差异随着时间的推移而变化。大流行期间的心理困扰，包括其中的差异，必须被视为公共卫生的优先事项。

引用次数: 4

The Demographic Context of Hiring Discrimination: Evidence from a Field Experiment in 50 Metropolitan Statistical Areas 雇用歧视的人口背景:来自50个大都市统计区的实地实验证据

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-10-26 DOI: 10.1177/07308884221134470

Q. Mai

How do the demographic contexts of urban labor markets correlate with the extent to which racial and ethnic minorities are disadvantaged at the hiring stage? This paper builds on two branches of labor market stratification literature to link demographic contexts of labor markets to race- and ethnicity-based hiring discrimination that manifest within them. Relying on a unique large-scale field experiment that involved submitting nearly 12,000 fictitious resumes to real job postings across 50 major urban areas, I found that Black population size is associated with greater discrimination against Black candidates, providing support for the “visibility-discrimination” thesis. I also show that this thesis cannot be extended straightforwardly to comparisons between Whites and other ethnic minority groups: I found no evidence of an association between Latino and Asian concentration and the labor market outcomes of those groups relative to Whites. The paper concludes with theoretical implications for studies of race and stratification, labor markets, and urban inequalities.

城市劳动力市场的人口背景如何与少数民族在招聘阶段处于不利地位的程度相关？本文以劳动力市场分层文献的两个分支为基础，将劳动力市场的人口背景与其中表现出来的基于种族和族裔的雇佣歧视联系起来。根据一项独特的大规模实地实验，我发现黑人人口规模与对黑人候选人的更大歧视有关，这为“可见性歧视”理论提供了支持。我还表明，这篇论文不能直接扩展到白人和其他少数族裔群体之间的比较：我没有发现任何证据表明拉丁裔和亚裔的集中度与这些群体相对于白人的劳动力市场结果之间存在关联。论文最后对种族和分层、劳动力市场和城市不平等的研究具有理论意义。

引用次数: 2

Precarious Employment during the COVID-19 Pandemic, Disability-Related Discrimination, and Mental Health 新冠肺炎大流行期间的不稳定就业、与残疾相关的歧视和心理健康

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-10-03 DOI: 10.1177/07308884221129839

R. Brown, Gabriele Ciciurkaite

Drawing on separate strands of research documenting the psychological consequences of (a) precarious employment and other challenges associated with the COVID-19 pandemic and (b) ableism, this study incorporates both into an examination of disability-based differences in the joint significance of discrimination and work precarity during the pandemic for mental health. Analyses utilizing data from a regional survey of people with and without disabilities in the Intermountain West (N = 2,012) provide evidence that precarious employment, greater discrimination, and disability independently predict depressive symptoms. Further, in the context of greater discrimination, more precarious employment is found to have greater significance for people with disabilities compared to those who are not currently disabled. These findings challenge us to think about how we engage in research concerning ableism and macro-level stressors, and underscore the role of power structures and positionality in shaping the psychological impact of employment challenges experienced during the pandemic.

本研究利用记录(a)不稳定就业和与COVID-19大流行相关的其他挑战以及(b)残疾歧视的心理后果的不同研究线索，将两者纳入对大流行期间歧视和工作不稳定对心理健康的共同意义的残疾差异的审查。利用对美国西部山间地区残疾人和非残疾人的区域调查数据(N = 2012)进行的分析表明，不稳定的就业、更大的歧视和残疾独立地预测了抑郁症状。此外，在歧视加剧的背景下，与目前没有残疾的人相比，更不稳定的就业对残疾人的影响更大。这些发现促使我们思考如何开展有关残疾歧视和宏观层面压力源的研究，并强调权力结构和地位在形成大流行期间经历的就业挑战的心理影响方面的作用。

引用次数: 4

Employment Precarity, COVID-19 Risk, and Workers' Well-Being During the Pandemic in Europe 欧洲大流行期间的就业不稳定性、COVID-19风险和工人福利

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-09-19 DOI: 10.1177/07308884221126415

Q. Wu

The COVID-19 crisis highlights a growing precarity in employment and the importance of employment for workers' well-being. Existing studies primarily examine the consequences of employment precarity through non-standard employment arrangements or the perception of job insecurity as a one-dimensional measure. Recent scholars advocate a multidimensional construct with a wide range of objective and subjective characteristics of precariousness. Using data from Eurofound's Living, Working, and COVID-19 surveys, I define employment precarity as the objective form of employment instability, as well as subjective terms of job insecurity and emotional precariousness. I also investigate whether and how various facets of employment precarity along with COVID-19 risk are associated with workers' mental and subjective well-being across 27 European Union member states during the pandemic. This study sheds light on a comprehensive understanding of objective and subjective dimensions of employment precarity, as well as their effects on workers' well-being during the COVID-19 pandemic.

新冠肺炎危机凸显了就业的不稳定性以及就业对工人福祉的重要性。现有研究主要通过非标准的就业安排或将工作不安全感视为一维衡量标准来考察就业不稳定的后果。最近的学者提倡一种具有广泛的不稳定性的客观和主观特征的多维结构。利用Eurofound的生活、工作和新冠肺炎调查数据，我将就业不稳定定义为就业不稳定的客观形式，以及工作不安全和情绪不稳定的主观术语。我还调查了在疫情期间，27个欧盟成员国的就业不稳定以及新冠肺炎风险的各个方面是否以及如何与工人的心理和主观幸福感相关。这项研究有助于全面理解新冠肺炎大流行期间就业不稳定性的客观和主观层面，以及它们对工人福祉的影响。

引用次数: 6

The Contributions of Social Stressors and Coping Resources to Psychological Distress Among Those Who Experienced Furlough or Job Loss Due to COVID-19 社会压力源和应对资源对因COVID-19而经历休假或失业的人心理困扰的贡献

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-09-15 DOI: 10.1177/07308884221123325

Matthew K. Grace

The COVID-19 pandemic precipitated a global economic recession resulting in widespread unemployment and worker furloughs. Using national survey data (n = 2,000), this study examines whether and how employment-based discrepancies in financial strains, anticipatory stressors, and personal coping resources contribute to elevated psychological distress among those who experienced involuntary job displacement due to COVID-19. Disaggregating displaced workers into those who were furloughed and those who lost their job due to the pandemic, I find that both groups report more depressive symptoms and anger than the stably employed and respondents whose unemployment is not COVID-related. Greater financial strains and smaller reserves of coping resources contribute in varying degrees to heightened levels of distress found among displaced workers, however, anticipatory stress about economic security is the predominant factor driving disparities in psychological distress. These findings, and the central role of anticipatory stressors in shaping employment-based differences in mental health during the pandemic, are discussed.

新冠肺炎大流行引发了全球经济衰退，导致大范围失业和工人休假。使用国家调查数据（n = 2000年），这项研究探讨了基于就业的财务压力、预期压力源和个人应对资源的差异是否以及如何导致那些因新冠肺炎而非自愿离职的人的心理痛苦加剧。将流离失所的工人分为休假工人和因疫情而失业的工人，我发现这两组人都比稳定就业的人和失业与新冠肺炎无关的受访者报告了更多的抑郁症状和愤怒。更大的财政压力和更少的应对资源储备在不同程度上加剧了流离失所工人的痛苦程度，然而，对经济安全的预期压力是导致心理痛苦差异的主要因素。讨论了这些发现，以及预期压力源在疫情期间形成基于就业的心理健康差异中的核心作用。

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引用次数: 4

“It’s Not Like Chasing Chanel:” Spending Time, Investing in the Self, and Pandemic Epiphanies 《这不像追逐香奈儿》:花时间，投资自我，以及流行病的顿悟

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-09-15 DOI: 10.1177/07308884221125246

Alexandrea J. Ravenelle, K. Kowalski

The Covid-19 pandemic has greatly impacted the labor market and given rise to the Great Resignation. Drawing on a mixed methods panel study of 199 precarious and gig-based workers, we analyze how a changing conception of free time during the Covid-19 pandemic led low-wage service workers to seek more fulfilling careers. Whereas most workers initially perceived free time in terms of opportunity costs, they later reconceived this time as enabling an investment in personal growth, moving from “spending time” making money to “investing time” in themselves. This shift in temporal experience is expressed through the adoption of a “work passion” logic and “pandemic epiphanies” that motivated respondents to seek self-affirming and potentially more lucrative work opportunities.

新冠肺炎疫情给劳动市场带来了巨大冲击，引发了“大辞职”。通过对199名不稳定和零工工人的混合方法小组研究，我们分析了Covid-19大流行期间自由时间观念的变化如何导致低薪服务工人寻求更有成就感的职业。虽然大多数员工最初认为空闲时间是机会成本，但他们后来将空闲时间重新视为对个人成长的投资，从“花时间”赚钱转变为“为自己投资”。这种时间体验的转变是通过采用“工作激情”逻辑和“流行病顿悟”来表达的，这促使受访者寻求自我肯定和可能更有利可图的工作机会。

引用次数: 2

Do Large Employers Discriminate Less? An Exploration of Company Size Variation in Disability Discrimination Based on Data from two Field Experiments 大雇主歧视少吗?基于两个实地实验数据的公司规模差异对残障歧视的影响

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-09-15 DOI: 10.1177/07308884221126877

Vegar Bjørnshagen

Recent field experiments have documented that discrimination constitutes a barrier to employment for people with disabilities. Less is known about how disability discrimination varies across contexts in the labor market. This study explores whether hiring discrimination based on a history of mental health problems and against wheelchair users varies with company size using data from two field experiments. The study provides mixed evidence suggesting that the negative effect of disclosing a history of mental health problems on employers' hiring decisions does not vary with company size, whereas discrimination against wheelchair users occurs less often in large companies.

最近的实地实验证明，歧视构成了残疾人就业的障碍。关于残疾歧视在劳动力市场的不同背景下是如何变化的，人们知之甚少。本研究利用两个实地实验的数据，探讨了基于精神健康问题历史和对轮椅使用者的雇佣歧视是否会随着公司规模的变化而变化。这项研究提供了各种各样的证据，表明披露精神病史对雇主招聘决定的负面影响并不因公司规模而异，而对轮椅使用者的歧视在大公司中发生的频率较低。

引用次数: 0

Gender and Racial Discrimination in Hiring Before and During the COVID-19 Pandemic: Evidence from a Field Experiment of Accountants, 2018-2020. 新冠肺炎大流行之前和期间招聘中的性别和种族歧视：2018-2020年会计师实地实验的证据

IF 2.9 2区社会学 Q1 INDUSTRIAL RELATIONS & LABOR

Work and Occupations

Pub Date : 2022-08-01 DOI: 10.1177/07308884221094539

Koji Chavez, Katherine Weisshaar, Tania Cabello-Hutt

In this article, we ask whether macro-level changes during the first year of the COVID-19 pandemic relate to changes in the levels of discrimination against women and Black job-seekers at the point of hire. We develop three main hypotheses: that discrimination against women and Black job-seekers increases due to a reduction in labor demand; that discrimination against women decreases due to the reduced supply of women employees and applicants; and that discrimination against Black job-seekers decreases due to increased attention toward racial inequities associated with the Black Lives Matter protests during the summer of 2020. We test these hypotheses using a correspondence audit study collected over two periods, before and during the early COVID-19 pandemic, for one professional occupation: accountants. We find that White women experience a positive change in callbacks during the pandemic, being preferred over White men, and this change is concentrated in geographic areas that experienced relatively larger decreases in women's labor supply. Black women experience discrimination pre-pandemic but receive similar callbacks to White men during the pandemic. In contrast to both White and Black women, discrimination against Black men is persistent before and during the pandemic. Our findings are consistent with the prediction of gender-specific changes in labor supply being associated with gender-specific changes in hiring discrimination during the COVID-19 pandemic. More broadly, our study shows how hiring decision-making is related to macro-level labor market processes.

在这篇文章中，我们询问新冠肺炎大流行第一年的宏观层面变化是否与雇佣时对女性和黑人求职者的歧视程度变化有关。我们提出了三个主要假设：对女性和黑人求职者的歧视因劳动力需求的减少而增加；由于女性雇员和申请者的数量减少，对妇女的歧视减少；2020年夏天，由于人们越来越关注与“黑人的命也是命”抗议活动相关的种族不平等现象，对黑人求职者的歧视有所减少。我们使用在新冠肺炎大流行早期和之前两个时期为一个专业职业——会计师——收集的信函审计研究来检验这些假设。我们发现，在疫情期间，白人女性的回拨经历了积极的变化，比白人男性更受欢迎，这种变化集中在女性劳动力供应减少相对较大的地理区域。黑人女性在疫情前经历过歧视，但在疫情期间收到的回复与白人男性类似。与白人和黑人女性相比，在疫情之前和期间，对黑人男性的歧视一直存在。我们的研究结果与新冠肺炎大流行期间劳动力供应的性别变化与雇佣歧视的性别变化相关的预测一致。更广泛地说，我们的研究表明，招聘决策如何与宏观层面的劳动力市场过程相关。

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引用次数: 0

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