Human Relations最新文献_第8页

Into the depths of the feminine: A Jungian perspective on postfeminist working life 进入女性的深处:荣格对后女权主义工作生活的看法

2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-10-05 DOI: 10.1177/00187267231199650

Aliette Lambert, George Ferns

How do women reject the feminine in postfeminist working life, and to what effects? Organisational scholars have long argued that the feminine is discouraged or reconfigured in neoliberal, postfeminist organisations that value masculine-oriented traits. But what the feminine encompasses, how it is rejected and to what effects is less clear. In this article, we draw on feminist post-Jungian theory, which understands the feminine as archetypal, emerging over thousands of years of human history and characterised by paradox, circularity, being and descent. Feminist Jungian thinkers agree that the archetypal feminine is neglected, if not denigrated, in neoliberal, capitalist cultures, much to our detriment. Reflecting on data from a qualitative, longitudinal study on early career formation and work experiences with 15 young women, we reflexively discuss how in postfeminist working life, disavowing the archetypal feminine manifests by: adhering to ascensionist ideals to the detriment of slowness and inactivity; engaging linear thinking to the detriment of cyclical, paradoxical being; and avowing rational objectivity to the detriment of embodied instinct. This engenders both collusion with postfeminist power structures and psychic effects such as dis-ease and anxiety, which we argue can be ameliorated by recognising and embracing the archetypal feminine within.

在后女权主义的工作生活中，女性是如何拒绝女性化的?长期以来，组织学者一直认为，在新自由主义、后女权主义的组织中，女性受到阻碍或被重新配置，这些组织重视男性导向的特征。但女性包含什么，它是如何被拒绝的，以及它的影响是什么，就不那么清楚了。在这篇文章中，我们借鉴了女权主义后荣格理论，该理论将女性理解为原型，在数千年的人类历史中出现，并以悖论、循环、存在和下降为特征。女权主义的荣格主义思想家们一致认为，在新自由主义和资本主义文化中，典型的女性即使没有被贬低，也被忽视了，这对我们非常不利。通过对15名年轻女性早期职业形成和工作经历的定性、纵向研究数据的反思，我们反思性地讨论了在后女权主义的工作生活中，如何通过以下方式否定女性原型:坚持上升主义理想，损害缓慢和不活跃;采用线性思维，损害周期性、悖论性的存在;承认理性的客观性损害了体现的本能。这既导致了与后女权主义权力结构的勾结，也导致了诸如疾病和焦虑等心理效应，我们认为，通过认识和拥抱内在的原型女性，这些效应可以得到改善。

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引用次数: 0

Benefitting or suffering from a paradoxical leader? A self-regulation perspective 从一个自相矛盾的领导者身上受益还是受苦?自我调节视角

2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-10-05 DOI: 10.1177/00187267231199644

Nils Fürstenberg, Jonathan E Booth, Kerstin Alfes

Why do followers’ reactions to perceived paradoxical leader behavior (PLB) differ? To answer this question, we draw from self-regulation theory and argue that making sense of a paradoxical leader’s seemingly contradictory behavior can pose a challenge for followers and requires specific cognitive traits and abilities that enable them to navigate such complex and dynamic environments. We propose that followers who lack these cognitive traits and related abilities find it more difficult to make sense of and navigate their paradoxical leader’s behavior, thereby perceiving them as behaviorally unpredictable. This, in turn, impairs followers’ self-regulation when working with such leaders, and leads to lower well-being. Conversely, followers endowed with appropriate cognitive traits can make sense of PLB and thrive in these environments. To test our propositions, we conducted two multi-wave field studies. In Study 1, we examine the role of followers’ trait cognitive flexibility in interpreting PLB; whereas Study 2 explores the role of followers’ trait self-regulation. The findings from these studies support our hypotheses, with an important implication: the efficacy of PLB may not only solely depend on a leader’s ability to enact these behaviors but also on their followers’ ability to interpret and make sense of them.

为什么跟随者对感知到的矛盾领导行为(PLB)的反应不同?为了回答这个问题，我们从自我调节理论中得出结论，认为要理解一个自相矛盾的领导者看似矛盾的行为，可能会给追随者带来挑战，需要特定的认知特征和能力，使他们能够驾驭如此复杂和动态的环境。我们认为，缺乏这些认知特征和相关能力的下属更难以理解和驾驭他们自相矛盾的领导者的行为，从而认为他们的行为是不可预测的。这反过来又削弱了下属在与这样的领导者共事时的自我调节能力，并导致幸福感下降。相反，被赋予适当认知特征的追随者可以理解PLB，并在这些环境中茁壮成长。为了验证我们的假设，我们进行了两次多波场研究。在研究1中，我们考察了追随者特质认知灵活性在解释公共行为中的作用;而研究2则探讨了追随者特质自我调节的作用。这些研究的结果支持了我们的假设，并提供了一个重要的启示:公共行为管理的有效性可能不仅取决于领导者制定这些行为的能力，还取决于其下属解释和理解这些行为的能力。

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引用次数: 0

Workplace accentism as a postcolonial and intersectional phenomenon: The experiences of Brazilians in Portugal 作为后殖民和交叉现象的工作场所口音:巴西人在葡萄牙的经历

2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-09-19 DOI: 10.1177/00187267231198965

Martyna Śliwa, Roberta Aguzzoli, Chris Brewster, Jorge Lengler

What insights can postcolonialism and decoloniality offer into workplace accentism? Drawing upon these two strands of literature, this article contributes to workplace research through proposing a view of accentism as an intersectional phenomenon, rooted in the historically sedimented unequal social structure and relations formed during the colonial past. Based on a qualitative study of Brazilians in Portugal, we identify two forms of workplace accentism experienced by the participants: (1) overt accentism – which involves an explicit, direct reference to a person’s accent; and (2) accent-activated stigmatisation – which occurs upon the listener’s realisation that the speaker is a member of a particular group (specifically, nationality). We theorise the experiences of accentism as contemporary manifestations of the workings of colonial power and prejudices. In addition, we distinguish between four approaches to managing workplace accentism: suppressing, confronting, marginalising and exiting. We theorise these as contemporary expressions of resistance strategies historically used by the colonised in response to colonial power. We also highlight the intersectional differences – along the axes of class, race and gender – with regard to individuals’ deployment of each of these approaches. The article enriches our knowledge about how colonial power relations continue to underpin discrimination and its consequences throughout the global economy.

后殖民主义和去殖民主义对职场口音有什么启示?借鉴这两种文献，本文通过提出口音作为一种交叉现象的观点，为工作场所的研究做出了贡献，这种现象植根于殖民时期形成的历史沉淀的不平等社会结构和关系。基于对在葡萄牙的巴西人的定性研究，我们确定了参与者所经历的两种形式的工作场所口音:(1)公开的口音——这涉及到对一个人的口音的明确、直接的参考;(2)由口音引起的污名化——当听者意识到说话者是某个特定群体(具体来说，是某个国籍)的成员时，就会出现这种情况。我们将口音主义的经历理论化，认为它是殖民权力和偏见运作的当代表现。此外，我们区分了四种管理工作场所口音的方法:压制、对抗、边缘化和退出。我们将其理论化，作为历史上被殖民者用来回应殖民权力的抵抗策略的当代表达。我们还强调了交叉的差异-沿着阶级，种族和性别的轴-关于个人部署这些方法中的每一个。这篇文章丰富了我们对殖民权力关系如何继续支撑歧视及其在整个全球经济中的后果的认识。

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引用次数: 0

Abjection in extremely gendered colonial organizations: Female military firefighter officers in Brazil 极端性别化殖民组织中的虐待行为：巴西女消防队员

IF 5.7 2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-09-01 DOI: 10.1177/00187267221098759

Eloisio Moulin de Souza, J. Brewis, Richard Godfrey

It is often suggested that some occupations are inherently more suited to men or to women. Such beliefs can become norms that can have powerful effects on those who inhabit, or wish to enter, such occupations. This article explores the discursive framing of gendered occupations by considering the experience of cis female military firefighter officers in the masculine world of the Corpo de Bombeiros Militar in the Brazilian state of Espírito Santo. We identify this Global South organization as extremely gendered but also profoundly colonial in its patriarchal order and its hierarchical culture and structure. We use Kristeva’s and Butler’s work on abjection to understand how these officers and their bodies are differentiated. Based on interviews and document analysis, we foreground their abjection using three examples: the organization’s physical entrance test, the maternal body and its masculine organizational grammar. Yet, just as they are targets of exclusion, these women and their bodies are also necessary to maintain the hypermasculinity of this organization. Our contribution is to analyse abjection in a specific hypergendered organizational context where masculinity is not only amplified by the co-presence of military service and firefighting, but also where gender relations, structure and culture have deep colonial roots.

人们经常认为，有些职业天生就更适合男性或女性。这种信仰可以成为规范，对那些居住或希望进入这种职业的人产生强大的影响。本文通过考虑独联体女性军事消防员在巴西圣埃斯皮里托州军事基地（Corpo de Bombeiros Militar）男性世界中的经历，探讨了性别职业的话语框架。我们认为，这个全球南方组织极端性别化，但其父权制秩序及其等级文化和结构也具有深刻的殖民主义色彩。我们使用Kristeva和Butler在abjection方面的工作来了解这些官员和他们的身体是如何区分的。在访谈和文献分析的基础上，我们用三个例子来预测他们的厌恶：组织的身体进入测试、母体及其阳性组织语法。然而，正如她们是被排斥的目标一样，这些女性和她们的身体也是保持这个组织超男子气概所必需的。我们的贡献是在一个特定的超性别组织背景下分析厌恶，在这个背景下，男性气概不仅因兵役和消防的共同存在而被放大，而且性别关系、结构和文化也有着深刻的殖民根源。

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引用次数: 1

Green colonialism and decolonial feminism: A study of Wayúu women’s resistance in La Guajira 绿色殖民主义与非殖民化女权主义——拉瓜希拉妇女抗争研究

IF 5.7 2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-08-18 DOI: 10.1177/00187267231189610

J. Ramirez, C. Vélez-Zapata, Rajiv Maher

This qualitative study scrutinises how green energy investment affects Indigenous Wayúu people in Colombia’s La Guajira region. Employing coloniality of power and decolonial feminism frameworks, we delve into Wayúu women’s struggles and resilience in defending territories against large-scale wind energy projects. Our findings suggest that governments and businesses are ‘tuned in’ to the economic benefits of these projects, yet ‘tuned out’ from Indigenous peoples’ ontologies, concerns, needs and cosmovisions. This dynamic prompts questions about the unintended consequences of organisations’ engagement with Indigenous peoples through corporate social responsibility (CSR) strategies. Despite good intentions, CSR practices that are ‘tuned out’ from Indigenous peoples’ cosmovisions may inadvertently reinforce power imbalances and further marginalise Indigenous communities. Our study highlights the need to honour Indigenous territories and protect Indigenous women’s rights in long-term investments. Clean energy focus can mask green colonialism, which Wayúu women actively safeguard, upholding Indigenous worldviews via feminist decoloniality. We advocate for businesses to incorporate diverse perspectives beyond the dominant western worldview into their climate change mitigation actions and CSR strategies, and for public policies to balance decarbonisation efforts with Indigenous rights to contribute to sustainable and equitable energy transitions.

这项定性研究详细考察了绿色能源投资如何影响哥伦比亚拉瓜希拉地区的土著Wayúu人民。利用权力的殖民性和非殖民主义女权主义框架，我们深入研究Wayúu妇女在捍卫领土反对大规模风能项目的斗争和韧性。我们的研究结果表明，政府和企业“关注”这些项目的经济效益，却“忽视”了土著人民的本体论、关注点、需求和世界观。这种动态引发了有关组织通过企业社会责任(CSR)战略与土著人民接触的意外后果的问题。尽管出发点是好的，但从土著人民的世界观中“排除”出来的企业社会责任实践可能会无意中加剧权力不平衡，并进一步边缘化土著社区。我们的研究强调了在长期投资中尊重土著领土和保护土著妇女权利的必要性。对清洁能源的关注可以掩盖绿色殖民主义，Wayúu妇女积极维护绿色殖民主义，通过女权主义的去殖民化来维护土著世界观。我们倡导企业在其减缓气候变化的行动和企业社会责任战略中纳入西方主流世界观之外的不同观点，并倡导公共政策平衡脱碳努力与土著权利，以促进可持续和公平的能源转型。

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引用次数: 0

Conquering precarious work through inclusive leadership: Important roles of structural empowerment and leader political skill 通过包容性领导克服不稳定的工作：结构赋权和领导人政治技能的重要作用

IF 5.7 2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-08-17 DOI: 10.1177/00187267231186929

Jintao Lu, Zijun Guo, Muhammad Usman, Jiaojiao Qu, Zeeshan Fareed

Given the prevalence of precarious work in the social fabric of organizations, its negative repercussions for employees and organizations, and the scarcity of research on how organizational leadership can improve working conditions, we suggest inclusive leaders as a remedy to precarious work. Drawing on stakeholder theory, we propose that inclusive leadership is negatively associated with precarious work, both directly and indirectly, via structural empowerment. We also hypothesize that leader political skill moderates the positive relationship between inclusive leadership and structural empowerment and the negative indirect (via structural empowerment) association between inclusive leadership and precarious work. Two-source and time-lagged survey data collected from 311 employees and their supervisors supported our hypotheses. Other than contributions to the literature on inclusive leadership, structural empowerment, and precarious work, this study offers several imperative practical implications that can help organizations counter precarious work and its negative repercussions.

鉴于不稳定工作在组织的社会结构中普遍存在，它对员工和组织的负面影响，以及缺乏关于组织领导如何改善工作条件的研究，我们建议包容性领导者作为不稳定工作的补救措施。根据利益相关者理论，我们提出包容性领导通过结构性赋权与不稳定的工作直接或间接负相关。我们还假设，领导者的政治技能调节了包容性领导与结构性赋权之间的积极关系，以及包容性领导与不稳定工作之间的消极间接（通过结构性赋权）关系。从311名员工及其主管那里收集的两个来源和时间滞后的调查数据支持了我们的假设。除了对包容性领导、结构性赋权和不稳定工作的文献做出贡献外，这项研究还提供了一些必要的实际意义，可以帮助组织应对不稳定工作及其负面影响。

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引用次数: 2

Working through (mis)recognition: Understanding vulnerability as ambivalence in precarious worker subjectivity 通过(错误)认识工作:将脆弱性理解为不稳定工人主体性中的矛盾心理

IF 5.7 2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-08-10 DOI: 10.1177/00187267231186261

F. Valenzuela, C. Manolchev, S. Böhm, C. Agar

Most workers around the world are part of the precariat, characterized by non-permanent, informal, short-term, low-pay, low-skill, and insecure jobs. While there have been many socio-economic critiques of the negative impacts of precarity on workers, the literature has increasingly asked how precarious workers actually live their lives and how their subjectivities are produced on a daily basis. We contribute to this literature by providing a psychosocial account of the ambivalent experiences of precarious workers. We contend that the interplay of recognition and misrecognition plays a crucial role, as the vulnerable, working subject becomes entangled in a complex web of recognizability. We present insights from 104 in-depth interviews, providing a Lacanian analysis of how precarious workers develop unconscious attachments to neoliberal values that are central to the logic of precarity. Understanding this ambivalence helps us develop a more nuanced view of an ethics of precarious workers’ vulnerability.

世界上大多数工人都是不稳定工人(precariat)的一部分，他们的特点是非永久性、非正式、短期、低工资、低技能和不稳定的工作。虽然对不稳定对工人的负面影响有许多社会经济批评，但文献越来越多地询问不稳定工人实际上是如何生活的，以及他们的主体性是如何在日常生活中产生的。我们通过提供不稳定工人的矛盾经历的社会心理帐户来贡献这一文献。我们认为，识别和误认的相互作用起着至关重要的作用，因为脆弱的工作主体被纠缠在复杂的可识别性网络中。我们提供了104个深度访谈的见解，提供了一个拉康式的分析，关于不稳定的工人如何发展对新自由主义价值观的无意识依恋，这些价值观是不稳定逻辑的核心。理解这种矛盾心理有助于我们对不稳定工人的脆弱性形成一种更细致入微的伦理观点。

引用次数: 0

The incongruity of misfit: A systematic literature review and research agenda 不适应的不协调:系统的文献回顾和研究议程

2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-08-03 DOI: 10.1177/00187267231187751

Benedikt Englert, Martin Sievert, Bernd Helmig, Karen Jansen

For decades, research on person–environment (P-E) fit has been a prevalent topic, emphasizing alignment between employees and the work environment and the accompanying positive consequences that flow from good fit. However, given the frequency of change and volatility experienced in organizations, it is far more likely that individuals, work groups, and organizations will sporadically experience misfit with various aspects of the environment. This recognition has led to steady growth in misfit research, but this literature lacks conceptual clarity, provides differing views on the interplay between fit and misfit, and as a result, insights on the consequences of misfit are fragmented. To address these shortcomings, we conducted a systematic review of the misfit literature and analyzed 106 scholarly articles published between 1981 and 2021. Our review offers three key contributions. First, we identify four distinct conceptualizations of misfit from the literature and then offer an integrative definition of misfit. Second, we provide a multi-level synthesis of the antecedents and outcomes of misfit that highlights the need for more cross-level and multi-level research. Third, we lay out a rich and detailed agenda of future research to further enhance our knowledge of misfit as a concept distinct from its P-E fit roots.

几十年来，对人与环境契合度的研究一直是一个流行的话题，强调员工与工作环境之间的契合以及良好契合所带来的积极后果。然而，考虑到组织中所经历的变化和不稳定性的频率，个人、工作组和组织更有可能零星地经历与环境的各个方面的不适应。这种认识导致了不适应研究的稳步增长，但这些文献缺乏概念清晰度，对适合和不适应之间的相互作用提供了不同的观点，因此，对不适应后果的见解是碎片化的。为了解决这些缺点，我们对不适合的文献进行了系统回顾，并分析了1981年至2021年间发表的106篇学术文章。我们的综述提供了三个关键贡献。首先，我们从文献中确定了四种不同的不适应概念，然后提供了一个不适应的综合定义。其次，我们对错配的前因和结果进行了多层次的综合，强调需要更多的跨水平和多层次的研究。第三，我们为未来的研究制定了丰富而详细的议程，以进一步提高我们对不适合的认识，这是一个与P-E适合不同的概念。

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引用次数: 0

Folding organizational paradoxes: Narrative practices for legitimation amid competing stakeholder demands 折叠组织悖论:在竞争利益相关者的需求中为合法化的叙述实践

IF 5.7 2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-08-02 DOI: 10.1177/00187267231186532

G. Molecke, Tobias Hahn, J. Pinkse

In paradoxical situations, organizational actors face various demands that are contradictory and interdependent at the same time. While the current literature focuses on how organizational actors respond to these paradoxical demands, it does so in a depersonalized manner with little attention to the stakeholders behind these demands. Therefore, it fails to explain how organizational actors legitimize their responses to paradox to those stakeholders who bring up the paradoxical demands. Using a narrative sensemaking approach, we study how social entrepreneurs legitimize their efforts to respond to paradoxical stakeholder demands for both delivering and measuring social impact. We find that social entrepreneurs legitimize their responses to this paradoxical situation through a narrative mechanism of folding. Through folding, narrators construct legitimizing accounts by narratively producing temporary alignments with some stakeholder interests, while opposing others. Through the recurring and consistently inconsistent use of the narrative practices of embodying and positioning, narrators produce a legitimizing account that overall portrays their responses to paradox as balanced and non-biased. As our main contribution, we offer a model of folding as a narrative, interest-based mechanism that explains how organizational actors legitimize their efforts to navigate paradoxical situations by portraying themselves as attending to paradoxical demands through a temporary and fluid shift between momentary alignments and oppositions of stakeholder interests.

在矛盾的情况下，组织参与者同时面对各种相互矛盾和相互依赖的需求。虽然目前的文献关注的是组织参与者如何回应这些矛盾的需求，但它是以一种去个性化的方式进行的，很少关注这些需求背后的利益相关者。因此，它无法解释组织参与者如何使他们对提出矛盾要求的利益相关者的矛盾反应合法化。使用叙事意义的方法，我们研究社会企业家如何使他们的努力合法化，以回应利益相关者对交付和衡量社会影响的矛盾需求。我们发现，社会企业家通过折叠的叙事机制使他们对这种矛盾局面的反应合法化。通过折叠，叙述者通过叙事方式与一些利益相关者的利益暂时结盟，而反对其他利益相关者的利益，从而构建合法化的账户。通过反复出现和一贯不一致地使用体现和定位的叙事实践，叙述者产生了一种合法的叙述，这种叙述总体上描绘了他们对悖论的反应是平衡的和无偏见的。作为我们的主要贡献，我们提供了一个折叠模型，作为一种叙事的、基于利益的机制，它解释了组织参与者如何通过在利益相关者利益的瞬间一致和对立之间的暂时和流动的转变，将自己描绘成参与矛盾的需求，从而使他们的努力合法化，从而驾驭矛盾的情况。

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引用次数: 0

Current attitudes and self-rated abilities of Bosnia and Herzegovina veterinarians toward pain recognition and quantification in domestic animals. 波斯尼亚和黑塞哥维那兽医目前对家畜疼痛识别和量化的态度和自我评价能力。

IF 1.2 2区管理学 Q1 MANAGEMENT

Human Relations

Pub Date : 2023-07-24 eCollection Date: 2023-01-01 DOI: 10.1017/awf.2023.46

Nermina Spahija, Ismar Lutvikadić, Adna Ćoso, Alan Maksimović

In previous years interest has grown in investigating the attitudes and capabilities of veterinarians regarding the recognition, quantification and treatment of animal pain throughout different parts of the world and encompassing various species. This is the first report exploring the attitudes and self-rated abilities of veterinarians in Bosnia and Herzegovina (B&H) concerning recognition and quantification of pain in domestic animals. A study questionnaire was made available to 535 general practice veterinarians throughout B&H and 73 (14%) responded in full. The questionnaire contained polar, multiple choice, ordinal and interval scale questions and consisted of sections asking about demographic data, attitudes to pain recognition and quantification, use and availability of analgesics, estimates of pain intensity during specific surgical procedures, and the perceived need for pain assessment and continuing education programmes for analgesia. Half of the respondents considered the recognition and quantification of pain to be difficult while 89% did not make use of pain assessment scales. Of the respondents, (33/73; 45%) felt a certain level of pain to be advantageous since it reduces the activity of the healing animal, whereas 52% (38/73) did not agreed with this concept. Cost was a consideration when deciding whether or not to use analgesics for 58% (42/73) of the respondents with the most commonly used types being NSAIDs (72/73;99%) and opioids (60/73; 82%). Practitioners in B&H displayed awareness of the importance of pain assessment and management however a significant proportion were unaware of pain scales and relied upon physiological indicators of pain.

近年来，人们对调查世界各地兽医在识别、量化和治疗各种动物疼痛方面的态度和能力的兴趣与日俱增。这是第一份探讨波斯尼亚和黑塞哥维那（B&H）兽医对识别和量化家畜疼痛的态度和自我评价能力的报告。我们向波斯尼亚和黑塞哥维那（B&H）的 535 名普通兽医发放了调查问卷，其中 73 人（14%）作了完整回答。调查问卷包含极性、多项选择、序数和间隔量表问题，并包含询问人口统计学数据、对疼痛识别和量化的态度、镇痛剂的使用和可用性、特定手术过程中疼痛强度的估计，以及对疼痛评估和镇痛继续教育计划的认知需求等部分。半数受访者认为难以识别和量化疼痛，89%的受访者没有使用疼痛评估量表。在受访者中，33/73；45% 的人认为一定程度的疼痛是有益的，因为这会降低动物愈合的活动，而 52%（38/73）的人不同意这一概念。58%（42/73）的受访者在决定是否使用镇痛剂时会考虑到费用问题，最常用的镇痛剂是非甾体抗炎药（72/73；99%）和阿片类药物（60/73；82%）。B&H 的从业人员意识到疼痛评估和管理的重要性，但有相当一部分人不知道疼痛量表，而是依赖于疼痛的生理指标。

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引用次数: 0