This is your last week to submit to ILR Review‘s special issue call for papers: Conflict and its resolution in the changing world of work.
Click here to view the complete submission guidelines.
ILR Review publishes research on important issues—globalization, capital and labor mobility, inequality, wage setting, unemployment, labor market dynamics, international migration, work organization and technology, human resource management and personnel economics, demographic and ethnic differences in labor markets, workplace conflicts, alternative forms of representation, and labor regulation.
Given that many employees use e-mail for work communication on a daily basis, this study examined within-person relationships between day-level incivility via work e-mail (cyber incivility) and employee outcomes. Using resource-based theories, we examined two resources (i.e., job control, psychological detachment from work) that may alleviate the effects of cyber incivility on distress. Daily survey data collected over 4 consecutive workdays from 96 employees were analyzed using hierarchical linear modeling. Results showed that on days when employees experienced cyber incivility, they reported higher affective and physical distress at the end of the workday that, in turn, was associated with higher distress the next morning. Job control attenuated the concurrent relationships between cyber incivility and both types of distress at work, while psychological detachment from work in the evening weakened the lagged relationships between end-of-workday distress and distress the following morning. These findings shed light on cyber incivility as a daily stressor and on the importance of resources in both the work and home domains that can help reduce the incivility-related stress process. Theoretical and practical implications, limitations, and future research directions are discussed.
We are very pleased to launch virtual collections of articles on themes that have defined what JABS has stood for as a journal devoted to change for the past fifty years. Having these outstanding contributions in one location will enhance access to the ideas they present and hopefully, inspire continued scholarship of similar quality and purpose. In the future, we will be curating virtual collections on specific topics related to change, such as change readiness and factors that influence the success of change efforts. We hope you will look forward to examining these virtual collections. They are one more way that JABS can contribute to the advancement of science and practice in the arena of organizational and societal change.
These powerful testimonies of employees’ accounts of their working lives form a series of vivid, ‘behind the scenes’, portraits of the contemporary world of work. Each story is told frankly and all brim with a rich mixture of hope, despair, enjoyment and anger, revealing the hidden, often harsh, realities of work in the 21st century.
These popular and compelling stories are being increasingly used for university teaching but can now be taken-up by schools, colleges and others keen to get ‘under the skin’ of today’s world of work and employment. In doing so, we hope to introduce individuals and groups outside of the academy, especially young people, to the richness of what C. Wright Mills called the “sociological imagination”.
OTFL also offers first-hand accounts of major political-industrial events, such as working inside HBOS bank during the 2008 financial crisis; a pit supervisor’s experience of Britain’s miners’ strike of 1984-85; organising inside the factory occupation movement as part of the Argentinian anti-IMF uprising of 2001-02; and the disturbing account of work under hazardous conditions in a Scottish plastics factory shortly before a devastating explosion that killed nine workers in 2004.
Unlike standard research articles, OTFL contributions are co-authored by the worker and an academic/s. Each one is preceded by a brief scene-setting commentary written by the academic. If you would like to write an OTFL article, the Work, employment and society website has guidance. You can also contact us to discuss your ideas further.
Making OTFL free access is part of Work, employment and society’s wider commitment to public sociology. We want to encourage more scholars to work with workers and employees, especially the less powerful, to help give voice to their hidden experiences and unheard views. We also want to make our small contribution to ensuring that workers’ experiences, views and ideas will not be consigned to the “enormous condescension of posterity”, as E.P. Thompson famously claimed was the fate of earlier generations of workers.
Within the human resources and organizational behavior literature, male privilege is often framed as something that is garnered and experienced by all men, regardless of other personal identities or workplace culture and norms. This paper problematizes that assumption by demonstrating how certain characteristics of ‘masculinized’ industries–such as law enforcement, the military, oil and gas, and others–maintain structures that continue to impede and dictate the experiences of gay men. The purpose of this paper was to explore how gay men, in these industries, can become exceptions to male privilege and gendered rules, often being diminished or disregarded based on stereotypes related to perceived masculinity as it aligns with hegemonic industry expectations. The hope is that this study will influence future research and practice by bringing to attention the characteristics that limit gay men in these industries, as well as demonstrating how the use of a more critical conceptual approach might allow for a more nuanced view of male privilege across a variety of contexts.
Joshua C. Collins, EdD, is an assistant professor in the Adult and Lifelong Learning master’s and doctoral programs at the University of Arkansas in Fayetteville, AR. He is currently the chair of the Critical and Social Justice Perspectives SIG (Special Interest Group) of the Academy of Human Resource Development. His research interests focus on issues related to critical adult learning and education, specificially with regard to racial, ethnic, and sexual minorities, as well as other disenfranchised groups
Problematic organizational relationships have recently been at the core of highly visible media coverage. Most analyses of sexual relations in organizations have been, however, simplistic and unidimensional, and have placed insufficient systematic emphasis on the role of governmentality in the social construction of organizational romance. In this article, we proceed in two theoretical steps. First, we elaborate a typology of organizational romance that covers different manifestations of this nuanced process. We think of these as organizational strategies of governmentality. Second, we elaborate and identify liminal cases that fall into the interstices of the four predominant ways of managing sexual relationships in organizations. We think of these as vases of liquid love and life that evade the border controls of regulation by governmentality. Finally, we relate these issues to debates about the nature of the civilizational process and suggest hypotheses for future research.
Want to know all about the latest research in human resource development? Take a look at the top five most read articles from Advances in Developing Human Resources! This journal explores problems and solutions in an organizational setting and discusses concepts for the future allowing scholars and practitioners to work more effectively in human resource development. These articles are free for you to read for the next 30 days.