Pub Date : 2024-03-27DOI: 10.1177/00187267241239568
Sophia Fauser, Irma Mooi-Reci
Using data from the Australian Household, Income, and Labour Dynamics in Australia (HILDA) Survey (2001–2020), we examine how combined patterns of non-standard employment and underemployment in the early career shape later wage trajectories, paying careful attention to gender differences on a representative sample of Australian young men ( N = 470) and women ( N = 497). By combining multichannel sequence analysis and random effects panel models, we make three central findings. First, we identify seven distinct early employment trajectories, with the “standard” career, characterized by stable, full-time permanent jobs in the first 5 years post-education, being the most prevalent. Second, we find that combined patterns of non-standard employment and underemployment during early careers are associated with significant wage penalties. However, these wage penalties diminish within 10 years. Third, enduring and widening wage disparities are found only among youth primarily unemployed or inactive early in their careers. These penalties are particularly pronounced among men, underscoring the influence of the “ideal” worker norm. Overall, integrating underemployed jobseekers into the workforce and addressing gender-based biases should be a priority for policymakers to ensure equal opportunities and fair treatment for all workers in the labor market.
{"title":"Non-standard employment and underemployment at labor market entry and their impact on later wage trajectories","authors":"Sophia Fauser, Irma Mooi-Reci","doi":"10.1177/00187267241239568","DOIUrl":"https://doi.org/10.1177/00187267241239568","url":null,"abstract":"Using data from the Australian Household, Income, and Labour Dynamics in Australia (HILDA) Survey (2001–2020), we examine how combined patterns of non-standard employment and underemployment in the early career shape later wage trajectories, paying careful attention to gender differences on a representative sample of Australian young men ( N = 470) and women ( N = 497). By combining multichannel sequence analysis and random effects panel models, we make three central findings. First, we identify seven distinct early employment trajectories, with the “standard” career, characterized by stable, full-time permanent jobs in the first 5 years post-education, being the most prevalent. Second, we find that combined patterns of non-standard employment and underemployment during early careers are associated with significant wage penalties. However, these wage penalties diminish within 10 years. Third, enduring and widening wage disparities are found only among youth primarily unemployed or inactive early in their careers. These penalties are particularly pronounced among men, underscoring the influence of the “ideal” worker norm. Overall, integrating underemployed jobseekers into the workforce and addressing gender-based biases should be a priority for policymakers to ensure equal opportunities and fair treatment for all workers in the labor market.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"115 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140317189","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-27DOI: 10.1177/00187267241236111
Ellen Nathues, Mark van Vuuren, Maaike D Endedijk, Matthias Wenzel
Boundary objects help collaborators create shared meaning and coordinate their work across differences. Acknowledging the complex dynamics of such processes, we propose a multimodal alternative to studies’ traditionally static view of boundary objects and ask: How do boundary objects “shape-shift”? How do they emerge in varying forms across visual, verbal, and embodied modes, and in what ways does this “shape-shifting” affect meaning-making? Adopting a “strong” multimodal lens, we show how boundary objects expand in form as collaborative work proceeds through shifting shapes both across and within modes. We also show how they contract over time, reemerging exclusively in some and not other shapes, often in simplified forms. These dynamics both enable and constrain meaning-making. Expanding shapes of the boundary object allow collaborators to develop rich shared understandings. Contracting shapes, in turn, condense meaning-making into efficient communication among those familiarized with the object, yet obscure meaning-making for newcomers who cannot make sense of its contracted shapes. Our study sheds new light on boundary objects’ multimodal nature and demonstrates how objects’ shifting shapes affect meaning-making. More generally, we offer a rich empirical account of how modes enmesh in practice, unveiling their processual and inseparable complexion.
{"title":"Shape-shifting: How boundary objects affect meaning-making across visual, verbal, and embodied modes","authors":"Ellen Nathues, Mark van Vuuren, Maaike D Endedijk, Matthias Wenzel","doi":"10.1177/00187267241236111","DOIUrl":"https://doi.org/10.1177/00187267241236111","url":null,"abstract":"Boundary objects help collaborators create shared meaning and coordinate their work across differences. Acknowledging the complex dynamics of such processes, we propose a multimodal alternative to studies’ traditionally static view of boundary objects and ask: How do boundary objects “shape-shift”? How do they emerge in varying forms across visual, verbal, and embodied modes, and in what ways does this “shape-shifting” affect meaning-making? Adopting a “strong” multimodal lens, we show how boundary objects expand in form as collaborative work proceeds through shifting shapes both across and within modes. We also show how they contract over time, reemerging exclusively in some and not other shapes, often in simplified forms. These dynamics both enable and constrain meaning-making. Expanding shapes of the boundary object allow collaborators to develop rich shared understandings. Contracting shapes, in turn, condense meaning-making into efficient communication among those familiarized with the object, yet obscure meaning-making for newcomers who cannot make sense of its contracted shapes. Our study sheds new light on boundary objects’ multimodal nature and demonstrates how objects’ shifting shapes affect meaning-making. More generally, we offer a rich empirical account of how modes enmesh in practice, unveiling their processual and inseparable complexion.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"78 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-03-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140317175","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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: 10.1177/00187267241239855
Zhiqiang Liu, Kong Zhou, Jie Wang
While narcissism is commonly regarded as a dark personality trait associated with many negative outcomes, it also carries potential benefits. How to suppress the negative aspects of narcissism and promote its benefits has important implications for both scholars and practitioners. This study proposes two managerial practices (i.e. promotions based on relative performance and empowering leadership) that motivate employees with high narcissism to bring benefits to the workplace. Drawing on expectancy theory, we theorize that narcissism, promotions based on relative performance, and empowering leadership each influence valence, instrumentality, and expectancy, respectively, thereby driving diverse information searching, which indirectly increases radical and incremental creativity. The results of a multi-time and multi-source field study of 462 employees on 88 teams indicate that narcissism is positively associated with diverse information searching when team leaders evaluate promotions based on relative performance and empower narcissistic employees. Moreover, there is an indirect relationship between a three-way interaction (i.e. narcissism × promotions based on relative performance × empowering leadership) and radical and incremental creativity via diverse information searching. We conclude by discussing the theoretical and practical implications of these findings, offering insights into more effective management of employees with high narcissism at work.
{"title":"How narcissism, promotion criteria, and empowering leadership jointly influence creativity through diverse information searching: An expectancy perspective","authors":"Zhiqiang Liu, Kong Zhou, Jie Wang","doi":"10.1177/00187267241239855","DOIUrl":"https://doi.org/10.1177/00187267241239855","url":null,"abstract":"While narcissism is commonly regarded as a dark personality trait associated with many negative outcomes, it also carries potential benefits. How to suppress the negative aspects of narcissism and promote its benefits has important implications for both scholars and practitioners. This study proposes two managerial practices (i.e. promotions based on relative performance and empowering leadership) that motivate employees with high narcissism to bring benefits to the workplace. Drawing on expectancy theory, we theorize that narcissism, promotions based on relative performance, and empowering leadership each influence valence, instrumentality, and expectancy, respectively, thereby driving diverse information searching, which indirectly increases radical and incremental creativity. The results of a multi-time and multi-source field study of 462 employees on 88 teams indicate that narcissism is positively associated with diverse information searching when team leaders evaluate promotions based on relative performance and empower narcissistic employees. Moreover, there is an indirect relationship between a three-way interaction (i.e. narcissism × promotions based on relative performance × empowering leadership) and radical and incremental creativity via diverse information searching. We conclude by discussing the theoretical and practical implications of these findings, offering insights into more effective management of employees with high narcissism at work.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"172 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-03-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140192763","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-21DOI: 10.1177/00187267241234003
Karl-Emanuel Dionne, Paul R Carlile
Collaborating is increasingly characterized by working across domains and organizations. Teams rapidly form and dissolve, actors and settings frequently change, yet most academic research focuses on stable organizations and team configurations with familiar domains. This leads to the question: how do people successfully collaborate across domains and organizations in circumstances where there is little shared knowledge? We explored this question within the nascent digital health sector when Hacking Health—a non-profit organization—used an open innovation approach to bring together actors from different domains and organizations in temporary spaces to spur new collaborations. We found that actors faced many challenges and engaged in four interconnected types of knowledge work to address them: exploring, complementing, mapping, and modeling. This article reveals how Hacking Health’s open innovation approach used different kinds of temporary spaces to progressively orient actors in their knowledge work to develop sustainable collaborations to create digital health solutions.
跨领域和跨组织合作的特点日益明显。团队迅速组建和解散，参与者和环境经常变化，然而大多数学术研究都集中在稳定的组织和熟悉领域的团队配置上。这就引出了一个问题：在几乎没有共享知识的情况下，人们如何成功地进行跨领域和跨组织合作？我们在新生的数字健康领域探索了这个问题，当时，非营利组织 Hacking Health 采用开放式创新方法，将来自不同领域和组织的参与者聚集在临时空间，以促进新的合作。我们发现，参与者面临着许多挑战，并参与了四种相互关联的知识工作来应对这些挑战：探索、互补、绘图和建模。本文揭示了 "黑客医疗 "的开放式创新方法如何利用不同类型的临时空间逐步引导参与者开展知识工作，从而发展可持续合作，创建数字医疗解决方案。
{"title":"The pragmatic cycle of knowledge work: Unlocking cross-domain collaboration in open innovation spaces","authors":"Karl-Emanuel Dionne, Paul R Carlile","doi":"10.1177/00187267241234003","DOIUrl":"https://doi.org/10.1177/00187267241234003","url":null,"abstract":"Collaborating is increasingly characterized by working across domains and organizations. Teams rapidly form and dissolve, actors and settings frequently change, yet most academic research focuses on stable organizations and team configurations with familiar domains. This leads to the question: how do people successfully collaborate across domains and organizations in circumstances where there is little shared knowledge? We explored this question within the nascent digital health sector when Hacking Health—a non-profit organization—used an open innovation approach to bring together actors from different domains and organizations in temporary spaces to spur new collaborations. We found that actors faced many challenges and engaged in four interconnected types of knowledge work to address them: exploring, complementing, mapping, and modeling. This article reveals how Hacking Health’s open innovation approach used different kinds of temporary spaces to progressively orient actors in their knowledge work to develop sustainable collaborations to create digital health solutions.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"15 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-03-21","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140192816","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-03-04DOI: 10.1177/00187267241233494
Robert MacKenzie, Christopher J McLachlan, Roland Ahlstrand, Alexis Rydell, Jennifer Hobbins
This article examines different orientations to planning in the context of the post-redundancy transition of workers in the Swedish steel industry. The aim of the article is to extend our understanding of the role of planning in careers transitions. Drawing on careers transitions theories, the article explores the qualitative experience of the journey between a redundancy event and the employment situation several years later. Within the careers literature planning is regarded as important to transitions, yet there is a tendency to present planning as an ongoing and lifelong process. By going beyond the prevalent focus within the career literature on managerial, professional or creative industries workers, the article raises the question of whether highly agential, ongoing, lifelong approaches to planning apply to everyone. Data are based on working-life biographical interviews conducted several years after redundancy. The findings show that although some participants resembled assumptions within the careers literature, there are key variations relating to ongoing planning, reflecting differences in the expectations of agency and perceptions of structural constraint. The analysis identifies three orientations to planning – strategic, episodic and truncated – and explores these in relation to both post-redundancy transition outcomes and, crucially, the experience of the transition journey.
{"title":"Strategic, episodic and truncated orientations to planning in post-redundancy career transitions","authors":"Robert MacKenzie, Christopher J McLachlan, Roland Ahlstrand, Alexis Rydell, Jennifer Hobbins","doi":"10.1177/00187267241233494","DOIUrl":"https://doi.org/10.1177/00187267241233494","url":null,"abstract":"This article examines different orientations to planning in the context of the post-redundancy transition of workers in the Swedish steel industry. The aim of the article is to extend our understanding of the role of planning in careers transitions. Drawing on careers transitions theories, the article explores the qualitative experience of the journey between a redundancy event and the employment situation several years later. Within the careers literature planning is regarded as important to transitions, yet there is a tendency to present planning as an ongoing and lifelong process. By going beyond the prevalent focus within the career literature on managerial, professional or creative industries workers, the article raises the question of whether highly agential, ongoing, lifelong approaches to planning apply to everyone. Data are based on working-life biographical interviews conducted several years after redundancy. The findings show that although some participants resembled assumptions within the careers literature, there are key variations relating to ongoing planning, reflecting differences in the expectations of agency and perceptions of structural constraint. The analysis identifies three orientations to planning – strategic, episodic and truncated – and explores these in relation to both post-redundancy transition outcomes and, crucially, the experience of the transition journey.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"29 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-03-04","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140033517","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-23DOI: 10.1177/00187267241228997
Michael E Clinton, Uta K Bindl, Keely J Frasca, Elena Martinescu
Research depicts job crafting as a desirable, ongoing employee behavior rather than a one-off event. However, insights are lacking into how employees’ active engagement in job crafting may be sustained across time. In this study, we advance a dynamic framework of how changes that follow employees’ periods of job crafting may, in turn, motivate versus impede continued crafting of one’s job role over time. Drawing from self-concordance theorizing, we propose and test a framework on how job crafting and employees’ attainment of self-concordant and organizational work goals are reciprocally related over time. Longitudinal data from a large, three-wave study collected over four years among church ministers support a positive reciprocal relationship between job crafting and self-concordant goal attainment, as well as an indirect positive relationship between job crafting and organizational goal attainment via self-concordant goal attainment. However, in line with our theorizing, organizational goal attainment did not predict subsequent job crafting. Instead, high organizational goal attainment weakened the extent to which job crafting at one time point positively related to job crafting at the next time point. We discuss the theoretical and practical implications of our findings for employees’ continued engagement in job crafting in organizations.
{"title":"Once a job crafter, always a job crafter? Investigating job crafting in organizations as a reciprocal self-concordant process across time","authors":"Michael E Clinton, Uta K Bindl, Keely J Frasca, Elena Martinescu","doi":"10.1177/00187267241228997","DOIUrl":"https://doi.org/10.1177/00187267241228997","url":null,"abstract":"Research depicts job crafting as a desirable, ongoing employee behavior rather than a one-off event. However, insights are lacking into how employees’ active engagement in job crafting may be sustained across time. In this study, we advance a dynamic framework of how changes that follow employees’ periods of job crafting may, in turn, motivate versus impede continued crafting of one’s job role over time. Drawing from self-concordance theorizing, we propose and test a framework on how job crafting and employees’ attainment of self-concordant and organizational work goals are reciprocally related over time. Longitudinal data from a large, three-wave study collected over four years among church ministers support a positive reciprocal relationship between job crafting and self-concordant goal attainment, as well as an indirect positive relationship between job crafting and organizational goal attainment via self-concordant goal attainment. However, in line with our theorizing, organizational goal attainment did not predict subsequent job crafting. Instead, high organizational goal attainment weakened the extent to which job crafting at one time point positively related to job crafting at the next time point. We discuss the theoretical and practical implications of our findings for employees’ continued engagement in job crafting in organizations.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"29 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139938962","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-23DOI: 10.1177/00187267241228763
Roya Derakhshan, Vivek Soundararajan, Pankhuri Agarwal, Andrew Crane
Prevailing socio-legal structures create a state of personhood limbo for undocumented workers, where broader society undermines various aspects of their personhood in a way that prevents them from fully representing and embracing all dimensions of their selves in and around the workplace. But how do undocumented workers cope with personhood limbo? Drawing on interviews with undocumented workers and civil society workers in Italy, we identify specific forms of what we call “personhood anchoring work” that undocumented workers engage in to claim aspects of personhood that are meaningful to them. Our theorization suggests that workers’ experiences of personhood are influenced not only by socio-legal structures, but also by their own agentic acts in response to external conditions, as well as their aspirations, past experiences, and future plans. A key finding of our study is that these practices do not aim to create or disrupt social orders, even in subtle or hidden forms of resistance. Instead, they enable undocumented workers to temporarily position themselves within the social order. In doing so, we also introduce a new way of conceptualizing the integration of undocumented workers that can account for the possibilities and limits of retaining rather than redefining personhood in the face of prevailing constraints.
{"title":"Coping with personhood limbo: Personhood anchoring work among undocumented workers in Italy","authors":"Roya Derakhshan, Vivek Soundararajan, Pankhuri Agarwal, Andrew Crane","doi":"10.1177/00187267241228763","DOIUrl":"https://doi.org/10.1177/00187267241228763","url":null,"abstract":"Prevailing socio-legal structures create a state of personhood limbo for undocumented workers, where broader society undermines various aspects of their personhood in a way that prevents them from fully representing and embracing all dimensions of their selves in and around the workplace. But how do undocumented workers cope with personhood limbo? Drawing on interviews with undocumented workers and civil society workers in Italy, we identify specific forms of what we call “personhood anchoring work” that undocumented workers engage in to claim aspects of personhood that are meaningful to them. Our theorization suggests that workers’ experiences of personhood are influenced not only by socio-legal structures, but also by their own agentic acts in response to external conditions, as well as their aspirations, past experiences, and future plans. A key finding of our study is that these practices do not aim to create or disrupt social orders, even in subtle or hidden forms of resistance. Instead, they enable undocumented workers to temporarily position themselves within the social order. In doing so, we also introduce a new way of conceptualizing the integration of undocumented workers that can account for the possibilities and limits of retaining rather than redefining personhood in the face of prevailing constraints.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"8 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-02-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139939002","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-20DOI: 10.1177/00187267241229344
Bernhard Resch, David Rozas
Collaborative organising is known to burn like a rocket: it thrives on intense passion, relationality and creativity but quickly falls into pieces. This article explores the underestimated role of events and their affective atmospheres to sustain collaborative work. Drawing insights from two ethnographic field studies within an open-source software community and a network of impact entrepreneurs, we introduce the notion of ‘polyrhythmic affectivity’ at the core of polycentric governance. It encapsulates how frictional reverberances between three atmospherically experienced affective intensities – togetherness, dissonance and mutuality – are able to maintain emergent yet enduring order. We argue that the collective motivational force of collaborative organising, can be stabilised through a process of ‘affective commoning’ to sustain collaborative atmospheres as shared creative resources.
{"title":"Addressing durability in collaborative organising: Event atmospheres and polyrhythmic affectivity","authors":"Bernhard Resch, David Rozas","doi":"10.1177/00187267241229344","DOIUrl":"https://doi.org/10.1177/00187267241229344","url":null,"abstract":"Collaborative organising is known to burn like a rocket: it thrives on intense passion, relationality and creativity but quickly falls into pieces. This article explores the underestimated role of events and their affective atmospheres to sustain collaborative work. Drawing insights from two ethnographic field studies within an open-source software community and a network of impact entrepreneurs, we introduce the notion of ‘polyrhythmic affectivity’ at the core of polycentric governance. It encapsulates how frictional reverberances between three atmospherically experienced affective intensities – togetherness, dissonance and mutuality – are able to maintain emergent yet enduring order. We argue that the collective motivational force of collaborative organising, can be stabilised through a process of ‘affective commoning’ to sustain collaborative atmospheres as shared creative resources.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"19 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-02-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139939048","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2024-02-19DOI: 10.1177/00187267241229036
Amon Barros, Benjamin Rosenthal, Caio Coelho, Bruno Leandro
Chief executive officer (CEO) activism literature primarily explores issues in which CEOs engage, and its consequences for consumers and employees. However, a glaring gap lies in how CEOs engage in activism, particularly, through social media. Our study aims to bridge this gap by analyzing the online identity of Luciano Hang, a Brazilian CEO, activist, and billionaire, focusing on the crafting of Hang’s online identity, particularly on Instagram, using five personal branding mechanisms to influence broad sociopolitical issues. Hang’s unique case offers a lens for right-wing CEO activism, contrasting with mostly progressive cases in the western contexts. Using critical visual analysis to decode the Instagram content posted by Hang, who actively advocates for political conservatism, entrepreneurism, and economic liberalism, we find that CEO activists do not merely speak on specific issues, but carefully construct their online identity aligning with or challenging social norms and values. Our research extends the understanding of CEO activism by revealing its heterogeneous nature and connecting organization studies and marketing, in addition to demonstrating how CEOs can leverage personal branding to portray themselves as activists.
首席执行官（CEO）行动主义文献主要探讨 CEO 参与的问题及其对消费者和员工的影响。然而，在首席执行官如何参与激进主义，尤其是通过社交媒体参与激进主义方面，存在着明显的差距。我们的研究旨在通过分析巴西首席执行官、活动家和亿万富翁卢西亚诺-杭（Luciano Hang）的网络身份来弥补这一空白，重点关注杭的网络身份，尤其是在 Instagram 上的身份，利用五种个人品牌机制来影响广泛的社会政治问题。杭的独特案例为右翼首席执行官的行动主义提供了一个视角，与西方语境中大多数进步的案例形成鲜明对比。我们利用批判性视觉分析来解码杭州市积极倡导政治保守主义、企业家精神和经济自由主义的人在Instagram上发布的内容，发现CEO活动家并不只是就具体问题发表言论，而是精心构建自己的网络身份，与社会规范和价值观保持一致或提出挑战。我们的研究揭示了首席执行官行动主义的异质性，并将组织研究与市场营销联系起来，从而扩展了对首席执行官行动主义的理解，此外还展示了首席执行官如何利用个人品牌塑造将自己塑造成行动主义者。
{"title":"‘Brazil must be a country for entrepreneurs and workers, not scoundrels’: Personal branding mechanisms underpinning CEO activism","authors":"Amon Barros, Benjamin Rosenthal, Caio Coelho, Bruno Leandro","doi":"10.1177/00187267241229036","DOIUrl":"https://doi.org/10.1177/00187267241229036","url":null,"abstract":"Chief executive officer (CEO) activism literature primarily explores issues in which CEOs engage, and its consequences for consumers and employees. However, a glaring gap lies in how CEOs engage in activism, particularly, through social media. Our study aims to bridge this gap by analyzing the online identity of Luciano Hang, a Brazilian CEO, activist, and billionaire, focusing on the crafting of Hang’s online identity, particularly on Instagram, using five personal branding mechanisms to influence broad sociopolitical issues. Hang’s unique case offers a lens for right-wing CEO activism, contrasting with mostly progressive cases in the western contexts. Using critical visual analysis to decode the Instagram content posted by Hang, who actively advocates for political conservatism, entrepreneurism, and economic liberalism, we find that CEO activists do not merely speak on specific issues, but carefully construct their online identity aligning with or challenging social norms and values. Our research extends the understanding of CEO activism by revealing its heterogeneous nature and connecting organization studies and marketing, in addition to demonstrating how CEOs can leverage personal branding to portray themselves as activists.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"36 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-02-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139938990","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
How do individuals who engage in high-risk work deal with the existential threats that are part and parcel of their daily activities? Based on a qualitative study of fighter pilots, we find that experiences and responses to existential threats are shaped by three intersubjective processes, that is, socially constructed and accepted patterns of interactions by which individuals come to view existential threats as one of several challenges of their work, something that is common yet unremarkable. These processes draw from and impinge upon cherished social identities to inculcate in individuals: (1) a preoccupation with performance as a precondition for continued membership, thereby crowding out death anxiety; (2) a willingness to withstand no-holds barred collective scrutiny, thereby keeping their egos under check, and enhancing learning and safety; and (3) a view of death as a commonplace and therefore unremarkable facet of their activities. The contribution of our study is to illuminate the intersubjective processes implicated in the development of social identities that enable individuals in high-risk work to function effectively despite the existential threats they face.
{"title":"‘Into the danger-zone’: How intersubjective processes rooted in social identities shape responses to existential threats","authors":"Karan Sonpar, Federica Pazzaglia, Samir Shrivastava, Yash Garg","doi":"10.1177/00187267231219857","DOIUrl":"https://doi.org/10.1177/00187267231219857","url":null,"abstract":"How do individuals who engage in high-risk work deal with the existential threats that are part and parcel of their daily activities? Based on a qualitative study of fighter pilots, we find that experiences and responses to existential threats are shaped by three intersubjective processes, that is, socially constructed and accepted patterns of interactions by which individuals come to view existential threats as one of several challenges of their work, something that is common yet unremarkable. These processes draw from and impinge upon cherished social identities to inculcate in individuals: (1) a preoccupation with performance as a precondition for continued membership, thereby crowding out death anxiety; (2) a willingness to withstand no-holds barred collective scrutiny, thereby keeping their egos under check, and enhancing learning and safety; and (3) a view of death as a commonplace and therefore unremarkable facet of their activities. The contribution of our study is to illuminate the intersubjective processes implicated in the development of social identities that enable individuals in high-risk work to function effectively despite the existential threats they face.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"179 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-01-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"139950815","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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