Pub Date : 2025-05-31DOI: 10.1177/09500170251336989
Eileen Peters, Anja-Kristin Abendroth
Following policy feedback theory, this article argues that normative policy feedback mechanisms also operate at the workplace level, where employees are expected to adapt their beliefs to the specific policy context in which they are embedded. Specifically, it considers employees’ gender ideologies and their association with two prominent workplace-level diversity policies: voluntary women’s quotas and mentoring programmes. Partial proportional odds models are estimated employing a unique German linked employer–employee dataset (2018/19) incorporating 2445 employees and 82 workplaces. Findings indicate that voluntary women’s quotas implemented in workplaces are associated with more egalitarian gender ideologies among employees. This clear pattern was not detected for mentoring programmes. No gender differences were discovered, suggesting that normative policy feedback effects in the workplace are present equally among women and men. In conclusion, the findings indicate that policy feedback mechanisms operate not only at the national but also at the workplace level.
{"title":"Gender Ideologies and Workplace Diversity Policies: Are Voluntary Women’s Quotas and Mentoring Programmes Associated with Employees’ Gender Ideologies?","authors":"Eileen Peters, Anja-Kristin Abendroth","doi":"10.1177/09500170251336989","DOIUrl":"https://doi.org/10.1177/09500170251336989","url":null,"abstract":"Following policy feedback theory, this article argues that normative policy feedback mechanisms also operate at the workplace level, where employees are expected to adapt their beliefs to the specific policy context in which they are embedded. Specifically, it considers employees’ gender ideologies and their association with two prominent workplace-level diversity policies: voluntary women’s quotas and mentoring programmes. Partial proportional odds models are estimated employing a unique German linked employer–employee dataset (2018/19) incorporating 2445 employees and 82 workplaces. Findings indicate that voluntary women’s quotas implemented in workplaces are associated with more egalitarian gender ideologies among employees. This clear pattern was not detected for mentoring programmes. No gender differences were discovered, suggesting that normative policy feedback effects in the workplace are present equally among women and men. In conclusion, the findings indicate that policy feedback mechanisms operate not only at the national but also at the workplace level.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"36 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-05-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144193070","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-05-27DOI: 10.1177/09500170251325790
Lisa Chamberlain, Emma Hughes, Rory Donnelly
Experiences of work and employment continue to change but the concepts of job quality, job satisfaction and quality of working life remain compartmentalised and contextually disconnected due to entrenched disciplinary divisions, which hinder multi-level work quality theorisation. This article contributes to research on the sociology of work by integrating divergent streams of literature on these concepts with labour process theory to offer a more holistic and integrated perspective on work quality. Our multidisciplinary systematic review ( n = 345) reveals the conceptual challenges and dynamics work quality researchers face within and between analytical levels, which we synthesise in this article in Figure 1. Three interrelated research agendas are proposed to bridge the gaps between different disciplines, work quality models and contexts. We argue that research combining objective and subjective features of work quality with wider labour process considerations can lead to richer interdisciplinary understandings and support improvements to working lives.
{"title":"Bridging the Gaps in Work Quality Research: A Multi-Level Interdisciplinary Review","authors":"Lisa Chamberlain, Emma Hughes, Rory Donnelly","doi":"10.1177/09500170251325790","DOIUrl":"https://doi.org/10.1177/09500170251325790","url":null,"abstract":"Experiences of work and employment continue to change but the concepts of job quality, job satisfaction and quality of working life remain compartmentalised and contextually disconnected due to entrenched disciplinary divisions, which hinder multi-level work quality theorisation. This article contributes to research on the sociology of work by integrating divergent streams of literature on these concepts with labour process theory to offer a more holistic and integrated perspective on work quality. Our multidisciplinary systematic review ( <jats:italic>n</jats:italic> = 345) reveals the conceptual challenges and dynamics work quality researchers face within and between analytical levels, which we synthesise in this article in Figure 1. Three interrelated research agendas are proposed to bridge the gaps between different disciplines, work quality models and contexts. We argue that research combining objective and subjective features of work quality with wider labour process considerations can lead to richer interdisciplinary understandings and support improvements to working lives.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"3 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-05-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144153931","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-05-25DOI: 10.1177/09500170251336930
Horen Voskeritsian
{"title":"Book Review: Peter Ackers, Trade Unions and the British Industrial Relations Crisis: An Intellectual Biography of Hugh Clegg AckersPeterTrade Unions and the British Industrial Relations Crisis: An Intellectual Biography of Hugh CleggNew York: Routledge, 2024, £135 hbk (£35.99 ebook), (ISBN: 9781032422909), 254 pp.","authors":"Horen Voskeritsian","doi":"10.1177/09500170251336930","DOIUrl":"https://doi.org/10.1177/09500170251336930","url":null,"abstract":"","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"33 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-05-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"144133687","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-05-10DOI: 10.1177/09500170251333582
Kunal Jha
{"title":"Book Review: Richard Hyman and Rebecca Gumbrell-McCormick, Towards a European System of Industrial Relations? HymanRichardGumbrell-McCormickRebeccaTowards a European System of Industrial Relations? The ETUC in the Twenty-First Century Brussels: European Trade Union Institute (ETUI), 2024, €30.00, (ISBN: 9782874527012), 225 pp.","authors":"Kunal Jha","doi":"10.1177/09500170251333582","DOIUrl":"https://doi.org/10.1177/09500170251333582","url":null,"abstract":"","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"1 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-05-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143932540","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-04-16DOI: 10.1177/09500170251322684
Giulia M Dotti Sani, Ariane Bertogg, Janna Besamusca, Mara A Yerkes, Anna Zamberlan
Over the past decades, opposite-sex couples have moved away from the traditional ‘male breadwinner model’ towards a more egalitarian division of paid work. However, lockdown measures and the closures of schools and childcare services during the COVID-19 pandemic may have challenged egalitarian divisions of paid work, pushing couples into traditional breadwinning arrangements. This study investigates whether opposite-sex couples experienced short- and medium-term relapses into traditional breadwinning arrangements during the COVID-19 pandemic. Logistic regressions models, applied to harmonized data from four country-specific representative longitudinal studies fielded during the pandemic (Varhaiskasvatus (Finland), pairfam (Germany), LISS (the Netherlands), and the UKHLS (the UK)), are used to estimate the probability of shifting into traditional breadwinning arrangements among opposite-sex co-resident partners from different social strata. Results indicate a moderate re-traditionalization of breadwinning arrangements during the COVID-19 pandemic that did not appear to deepen pre-existing social inequalities in couples’ division of paid work.
{"title":"To the Fifties and Back Again? A Comparative Analysis of Changes in Breadwinning Arrangements during the First Year of the COVID-19 Pandemic in Four European Countries","authors":"Giulia M Dotti Sani, Ariane Bertogg, Janna Besamusca, Mara A Yerkes, Anna Zamberlan","doi":"10.1177/09500170251322684","DOIUrl":"https://doi.org/10.1177/09500170251322684","url":null,"abstract":"Over the past decades, opposite-sex couples have moved away from the traditional ‘male breadwinner model’ towards a more egalitarian division of paid work. However, lockdown measures and the closures of schools and childcare services during the COVID-19 pandemic may have challenged egalitarian divisions of paid work, pushing couples into traditional breadwinning arrangements. This study investigates whether opposite-sex couples experienced short- and medium-term relapses into traditional breadwinning arrangements during the COVID-19 pandemic. Logistic regressions models, applied to harmonized data from four country-specific representative longitudinal studies fielded during the pandemic (Varhaiskasvatus (Finland), pairfam (Germany), LISS (the Netherlands), and the UKHLS (the UK)), are used to estimate the probability of shifting into traditional breadwinning arrangements among opposite-sex co-resident partners from different social strata. Results indicate a moderate re-traditionalization of breadwinning arrangements during the COVID-19 pandemic that did not appear to deepen pre-existing social inequalities in couples’ division of paid work.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"64 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-04-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143841236","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-18DOI: 10.1177/09500170251317996
Jonathan Preminger
This article explores the role of internal borders in shaping conditions for noncitizen workers in the context of ethnonational and territorial conflict. Based on research in Israel/Palestine and drawing on recent scholarship that problematises essentialist understandings of borders, the article asserts that working conditions are shaped by bordering practices which constrain the activities of social actors and determine the legitimacy of organisations in various enclaves within contested territory. Moreover, borders facilitate the creation of individualised workers separated from other ‘indigenous’ identities and collectives, dividing the ‘legitimate’ worker from the threatening or valueless. The article thus contributes to recent work on the nexus between employment conditions for migrant workers and immigration regimes, arguing that within contested territory, internal borders do not merely facilitate the exploitation of noncitizen workers, but assist the state in managing conflicting logics: inclusion for exploitation and exclusion of unwanted ‘others’ from the ethnonationalist political community.
{"title":"Internal Borders and the Shaping of Noncitizen Workers in the Context of Ethnonational and Territorial Conflict","authors":"Jonathan Preminger","doi":"10.1177/09500170251317996","DOIUrl":"https://doi.org/10.1177/09500170251317996","url":null,"abstract":"This article explores the role of internal borders in shaping conditions for noncitizen workers in the context of ethnonational and territorial conflict. Based on research in Israel/Palestine and drawing on recent scholarship that problematises essentialist understandings of borders, the article asserts that working conditions are shaped by bordering practices which constrain the activities of social actors and determine the legitimacy of organisations in various enclaves within contested territory. Moreover, borders facilitate the creation of individualised workers separated from other ‘indigenous’ identities and collectives, dividing the ‘legitimate’ worker from the threatening or valueless. The article thus contributes to recent work on the nexus between employment conditions for migrant workers and immigration regimes, arguing that within contested territory, internal borders do not merely facilitate the exploitation of noncitizen workers, but assist the state in managing conflicting logics: inclusion for exploitation and exclusion of unwanted ‘others’ from the ethnonationalist political community.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"61 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-03-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143653931","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-13DOI: 10.1177/09500170251317979
Alina Rozenfeld-Kiner, Tali Kristal
This study explores the implications of flexible management practices for organizational wage gaps. It argues that the implementation of high-performance and non-standard employment practices is not only skill but also class-biased, favouring workers in supervisory positions. This argument is examined using matched employer–employee data from the 2011 British Workplace Employment Relations Study (WERS) survey, which uniquely includes detailed information on flexible management practices. Findings from fixed-effects models support the argument. Wage gaps are more pronounced between supervisors and rank-and-file workers in organizations implementing high-performance or non-standard employment practices, compared to those without such practices. Notably, heightened education-based wage gaps are observed in organizations adopting only non-standard practices. The results suggest that purportedly efficiency-oriented changes in organizational practices are not wage-neutral but tend to favour already well-compensated workers.
{"title":"Who Gains From Organizational Flexibility? Flexible Organizational Practices and Wage Inequality","authors":"Alina Rozenfeld-Kiner, Tali Kristal","doi":"10.1177/09500170251317979","DOIUrl":"https://doi.org/10.1177/09500170251317979","url":null,"abstract":"This study explores the implications of flexible management practices for organizational wage gaps. It argues that the implementation of high-performance and non-standard employment practices is not only skill but also class-biased, favouring workers in supervisory positions. This argument is examined using matched employer–employee data from the 2011 British Workplace Employment Relations Study (WERS) survey, which uniquely includes detailed information on flexible management practices. Findings from fixed-effects models support the argument. Wage gaps are more pronounced between supervisors and rank-and-file workers in organizations implementing high-performance or non-standard employment practices, compared to those without such practices. Notably, heightened education-based wage gaps are observed in organizations adopting only non-standard practices. The results suggest that purportedly efficiency-oriented changes in organizational practices are not wage-neutral but tend to favour already well-compensated workers.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"23 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143618482","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-03-13DOI: 10.1177/09500170251317435
Leonie Westhoff
This article investigates the implications of atypical employment in couples for labour income. It develops differentiated hypotheses on consequences of atypical employment for couple income by integrating theories on labour market segmentation and partner effects on labour market outcomes. Longitudinal data from Germany (1995–2018) is used to run fixed-effects models. Couples with one partner in temporary employment do not experience income disadvantages relative to dual-permanent couples, but some disadvantage is observed for dual-temporary couples. When one or both partners work part-time, absolute joint labour income is significantly lower, but net of working hours no significant differences remain in most cases. The exception is dual part-time couples with at least one partner in marginal part-time work, who face large absolute and full-time equivalized income disadvantages. Analyses also indicate that the male partner being atypically employed affects labour income more negatively than the female partner being atypically employed.
{"title":"Constellations of Atypical Employment in Couples and Labour Income: Where is Disadvantage Located?","authors":"Leonie Westhoff","doi":"10.1177/09500170251317435","DOIUrl":"https://doi.org/10.1177/09500170251317435","url":null,"abstract":"This article investigates the implications of atypical employment in couples for labour income. It develops differentiated hypotheses on consequences of atypical employment for couple income by integrating theories on labour market segmentation and partner effects on labour market outcomes. Longitudinal data from Germany (1995–2018) is used to run fixed-effects models. Couples with one partner in temporary employment do not experience income disadvantages relative to dual-permanent couples, but some disadvantage is observed for dual-temporary couples. When one or both partners work part-time, absolute joint labour income is significantly lower, but net of working hours no significant differences remain in most cases. The exception is dual part-time couples with at least one partner in marginal part-time work, who face large absolute and full-time equivalized income disadvantages. Analyses also indicate that the male partner being atypically employed affects labour income more negatively than the female partner being atypically employed.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"1 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143618547","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2025-02-13DOI: 10.1177/09500170241309584
Vicente Silva, Huw Thomas
This article focuses on how unions mobilise collective action in the strategic action field of global labour governance. Few studies show how unions take advantage of global governance institutions. To address this, we analyse the 25-year-long campaign to elevate occupational safety and health to a Fundamental Principle and Right at Work at the International Labour Organization (ILO). Building on social movement theory (SMT), we argue that the elevation was made possible through the framing strategies deployed by the workers’ group that were able to mobilise support from governments, and actors external to the ILO, thus demobilising the employers. In drawing on rich qualitative data, our findings extend SMT by analysing how unions externally frame their demands at the supranational level and the context in which framing occurs.
{"title":"Fields, Frames and Fundamental Rights: The Campaign to Elevate Occupational Safety and Health at the International Labour Organization (ILO)","authors":"Vicente Silva, Huw Thomas","doi":"10.1177/09500170241309584","DOIUrl":"https://doi.org/10.1177/09500170241309584","url":null,"abstract":"This article focuses on how unions mobilise collective action in the strategic action field of global labour governance. Few studies show how unions take advantage of global governance institutions. To address this, we analyse the 25-year-long campaign to elevate occupational safety and health to a Fundamental Principle and Right at Work at the International Labour Organization (ILO). Building on social movement theory (SMT), we argue that the elevation was made possible through the framing strategies deployed by the workers’ group that were able to mobilise support from governments, and actors external to the ILO, thus demobilising the employers. In drawing on rich qualitative data, our findings extend SMT by analysing how unions externally frame their demands at the supranational level and the context in which framing occurs.","PeriodicalId":48187,"journal":{"name":"Work Employment and Society","volume":"15 1","pages":""},"PeriodicalIF":3.7,"publicationDate":"2025-02-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"143417210","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"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：