Pub Date : 2024-04-20DOI: 10.1177/00187267241245629
Sophie Michel, Russ Vince
How do organisations that belong to a stigmatised industry manage negative perceptions? We contribute to answering this question by highlighting how organisational members turn external negative evaluations into positive self-idealisations. Our research offers a unique perspective on how stigmatised actors navigate their tarnished image, as well as how they remain attached to a group and its attributes despite its stigmatisation. The study reports findings from two French fruit and vegetable wholesalers, who are commonly perceived as thieves, bandits and unwanted intermediaries. We explain how organisational members were able to neutralise negative perceptions by mobilising and maintaining an idealised perception of their centrality. This structuring fantasy formed a powerful defence against stigmatised perceptions, transforming the stigma into self-idealisation that supported organisational stability. The organisations studied developed idealisation strategies based on members’ attachment to or distancing from nostalgic fantasies of the past. We suggest that awareness of the idealised construct that underpins a particular attachment to a stigmatised attribute may help organisations and their members free themselves from stigma.
{"title":"Bad apples and sour grapes: How fruit and vegetable wholesalers’ fantasy mediates experienced stigma","authors":"Sophie Michel, Russ Vince","doi":"10.1177/00187267241245629","DOIUrl":"https://doi.org/10.1177/00187267241245629","url":null,"abstract":"How do organisations that belong to a stigmatised industry manage negative perceptions? We contribute to answering this question by highlighting how organisational members turn external negative evaluations into positive self-idealisations. Our research offers a unique perspective on how stigmatised actors navigate their tarnished image, as well as how they remain attached to a group and its attributes despite its stigmatisation. The study reports findings from two French fruit and vegetable wholesalers, who are commonly perceived as thieves, bandits and unwanted intermediaries. We explain how organisational members were able to neutralise negative perceptions by mobilising and maintaining an idealised perception of their centrality. This structuring fantasy formed a powerful defence against stigmatised perceptions, transforming the stigma into self-idealisation that supported organisational stability. The organisations studied developed idealisation strategies based on members’ attachment to or distancing from nostalgic fantasies of the past. We suggest that awareness of the idealised construct that underpins a particular attachment to a stigmatised attribute may help organisations and their members free themselves from stigma.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"15 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-04-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140622876","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 : 2024-04-03DOI: 10.1177/00187267241236579
Wladislaw Rivkin, Fabiola H Gerpott, Dana Unger
Commuting is a global phenomenon that has primarily been studied in terms of its costs. However, anecdotes and recent theorizing suggest that some employees enjoy their commutes. Is it, thus, possible that commuting can also be beneficial for employees? We integrate the Work–Home Resources model with the Conservation of Resources theory to conceptualize commuting as a source of recovery that facilitates daily resource gain spanning the commute-, work-, and home domain. Specifically, we hypothesize that morning commute recovery experiences (relaxation, mastery and detachment) trigger resource gains in the work domain, manifesting in increased subjective vitality as a manifestation of physical and cognitive energy. Higher levels of subjective vitality in the work domain, in turn, are positively related to work-to-home commute recovery experiences and associated subjective vitality in the home domain. Furthermore, we explore commute duration as a contingency factor of the relationships between commute recovery experiences and subjective vitality at work and home. A diary across ten workdays largely supports our hypothesized model. On days with higher levels of relaxation during the morning commute, employees experience daily resource gains that culminate in increased evening subjective vitality in the home domain through relaxation during the evening commute.
{"title":"There and back again: The roles of morning- and evening commute recovery experiences for daily resources across the commute-, work-, and home domain","authors":"Wladislaw Rivkin, Fabiola H Gerpott, Dana Unger","doi":"10.1177/00187267241236579","DOIUrl":"https://doi.org/10.1177/00187267241236579","url":null,"abstract":"Commuting is a global phenomenon that has primarily been studied in terms of its costs. However, anecdotes and recent theorizing suggest that some employees enjoy their commutes. Is it, thus, possible that commuting can also be beneficial for employees? We integrate the Work–Home Resources model with the Conservation of Resources theory to conceptualize commuting as a source of recovery that facilitates daily resource gain spanning the commute-, work-, and home domain. Specifically, we hypothesize that morning commute recovery experiences (relaxation, mastery and detachment) trigger resource gains in the work domain, manifesting in increased subjective vitality as a manifestation of physical and cognitive energy. Higher levels of subjective vitality in the work domain, in turn, are positively related to work-to-home commute recovery experiences and associated subjective vitality in the home domain. Furthermore, we explore commute duration as a contingency factor of the relationships between commute recovery experiences and subjective vitality at work and home. A diary across ten workdays largely supports our hypothesized model. On days with higher levels of relaxation during the morning commute, employees experience daily resource gains that culminate in increased evening subjective vitality in the home domain through relaxation during the evening commute.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"55 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-04-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"140533200","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: 10.1177/00187267241239568
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}
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