Playing in the academic field: Non-native English-speaking academics in UK business schools

This paper draws on Bourdieu's concepts of field, habitus and capital to explore the ways in which working in English as a non-native language influences foreign academics' performance of academic habitus and the level of their symbolic capital necessary for the achievement of success within UK higher education. Empirically, it is based on interviews with 54 non-native English-speaking academics employed in UK business schools. Our findings point to advantages and disadvantages associated with being a non-native English-speaking academic, to strategies deployed by individuals to enhance their linguistic capital, and to the importance of language not merely as a tool of communication but as a key factor enabling individuals to perform academic habitus in the UK academic field. We reflect on whether, and if so, how, the UK academic field is changing as a result of the increased presence within it of non-UK-born academics and, in particular, the fact of their professional functioning in English as a non-native language.     

Commentary is free: Issue management and gaining capital with thought leadership

Expert commentaries are an avenue in which individuals and the organisations they represent position themselves on issues that are relevant to stakeholders. This paper considers the motivations for writing them, assessing this through two conceptual lenses: issue management and cultural, symbolic and economic capital. By writing an expert commentary an individual manages the way an issue is perceived and in doing so gains either immediate economic capital in the form of payment or symbolic or cultural capital which may in the future be converted into economic capital through increased career opportunities or promotion. We analyse expert commentaries in the Singapore news media and surveys their authors to investigate what prompted them to contribute their articles. We bring together (organisational) thinking on issue management and (individual) thinking on self-promotion as reflected in expert commentaries and suggest lessons for issue management through expert commentary.     

“You Always Remain Slightly an Outsider”: Workplace Experiences of Academics from Working‐Class or Impoverished Backgrounds

Debates surrounding class inequality and social mobility often highlight the role of higher education in reducing income inequality and promoting equity through upward social mobility. We explore the lived experience of social mobility through an analysis of 11 semistructured interviews with Canadian academics who self‐identified as having working‐class or impoverished family origins. While economic capital increased substantially, cultural capital and habitus left many feeling like cultural outsiders. Isolation—both chosen and imposed—reduced professional networks, diminishing social capital. Caught between social worlds, participants mobilized symbolic capital in moral boundary marking, aligning themselves strategically with either their current class status or their working‐class roots. While upward social mobility is a path toward reducing economic inequality, the lived experience of social mobility suggests it may exact a high emotional cost.     

Social capital,human capital,and career success in public relations in Taiwan

This study examined the degree to which demographic, human capital, and social capital variables can predict career success for public relations practitioners in Taiwan. Social capital includes two dimensions: social trust and social network. Human capital includes education, rank, career tenure, and motivation. Public relations practitioners (150) from 16 agencies in Taiwan were interviewed in 2006. Social capital explained the significant variance in subjective career success. As for human capital, motivation negatively predicted job comfort, but positively predicted challenge and task significance. Career tenure and rank in the agency positively predicted autonomy, while only age and professional tenure predicted objective success. This study also revealed that the longer the practitioners stay in the business, the more the sense of autonomy, financial rewards, and support they have. Combined with the results of objective career success, career tenure is the best predictor for career success among all the variables in human capital. Since gender does not predict career success, we may infer that public relations practice in Taiwan does not seem hostile to women.     

Inequality and 21-year-olds' negotiation of uncertain transitions to employment: a Bourdieusian approach

Faced with uncertainty, how do young people navigate the transition from school to work? Applying Bourdieu's concept of habitus to the ‘fields’ of education and employment, I argue that past experience, family background and unequal access to economic, social and symbolic forms of capital differentiate their transitions. Drawing on the tenth wave of the Australian longitudinal Life Chances Study, we found that all of the twenty-five 21-year-olds interviewed expressed uncertainty when discussing their futures. However, those from high-income backgrounds with access to strong social, economic and cultural resources were better able to manage the risks arising from uncertainty than their counterparts from low-income backgrounds. The following article seeks to contribute to a more nuanced understanding of young people's experiences at age 21 through the application of Bourdieu's conceptual framework. The interviewees’ habitus and cultivation of varying forms of capital tend towards social reproduction, yet also reveal opportunities for those considered ‘disadvantaged’ to mobilise their cultural resources. Bourdieu's model of the field, and its component conceptual tools, provide an explanatory frame to make sense of the seemingly incoherent paths that young people trace between education and employment.     

Parental choice and the rural primary school: Lifestyle,locality and loyalty

This paper discusses the geography of parental choice in a rural locale and shows how a group of parents negotiated their way through the process of primary school choice. Using ethnographic data collected through interviews and observations with parents and staff from three rural primary schools in England, the research utilises Bourdieu's concepts of capital, habitus and field to show how the resources and values the parents held affected the school choices they made. The paper demonstrates that the longer-term resident local parents were influenced not only by their cultural capital but also by familial ties and an emotional commitment to the rural locale and these parents were therefore more inclined to support their local school. In contrast, the more recent newcomer parents used their cultural capital and spatial power to shop around to find what they believed to be the ‘right’ school. The paper argues that the newcomer parents had less allegiance to place and hence to the symbolic position that the school holds within the rural community within which they lived.     

Gender as Symbolic Capital and Violence: The Case of Corporate Elites in Turkey

Based on a Bourdieusian approach, drawing on qualitative analyses of 63 life interviews, our study demonstrates that gender is performed as both symbolic capital and violence by corporate elites within the dominant ideologies of patriarchy and family in Turkey. Our analysis reveals that, in the male‐dominated context of Turkey, female elites appear to favour male alliances as a tactical move in order to acquire and maintain status in their organizations, whereas male elites appear to remain blind to the privileges and constraints of their own gendered experience of symbolic capital and violence. Our study also illustrates that gender order is still preserved, despite beliefs to the contrary that equality in education, skills, experience and job performance may liberate women and men from gender‐based outcomes at work.     

Of organic farmers and ‘good farmers’: Changing habitus in rural England

In recent years, numerous studies have identified the importance of cultural constructions of ‘good farming’ to farming practice. In this paper, we develop the 'good farming' construct through an empirical study of organic and conventional farmers, focussing on how change occurs. Drawing on Bourdieu's concepts of cultural capital, habitus and fields, we argue that the dynamics of the ‘rules of the game’ in the agricultural field have simultaneously led to a broadening of the ‘good farming’ ideal, and to a fragmentation, whereby individual farmers prioritise a subset of this broad range. We demonstrate that gradual devaluation of existing ways to achieve cultural capital is essential to the development of new symbolic values. In line with this, we offer a critique of the implied static nature of cultural capital in the studies of farmer responses to agri-environmental schemes. We also point out that the alterations in perception and practices of farmers who converted to organic farming for 'pragmatic' reasons may be greater than sometimes implied.     

Conquering with capital: social,cultural, and economic capital’s role in combating socioeconomic disadvantage and contributing to educational attainment

While socioeconomic barriers to learning have been well-documented by education, sociology, and social policy scholars, further research is needed to understand how students with low-socioeconomic status excel in high-performing schools. The collection and analysis of 20 in-depth interviews with female college students from different racial and socioeconomic backgrounds provide rich insights into the stark differences between the educational practices of low and high-SES students. Building on Bourdieu’s conceptualization of how habitus and capital influence practices in the field of education exposes unique, strategic practices that low-SES students use to attain educational success within a system of reproduction and power. While entering a high-performing school is often perceived as a definitive step for accessing high-quality educational resources, my findings illustrate how it is actually an important intermediary step within a more complex process. Increasing educational opportunity and attainment for low-SES students requires improving their access to social, cultural, and economic capital through knowledgeable mentors who contribute to a habitus and portfolio of capital which enable practices to successfully navigate and challenge the educational system.     

The Art of Pacifying an Aggressive Client: ‘Feminine’ Skills and Preventing Violence in Caring Work

This article explores the complex interconnection between gender and emotion in the context of client‐perpetrated violence at work, focusing on interviews with and writings by Finnish nurses and social workers to discuss the ‘feminine’ emotional skills that are supposed to prevent violence. The social formation of these skills is analysed with the concept ‘emotional habitus’: emotional skills derive from the socially acquired disposition to manage emotions according to the gendered values of caring work. Emotional habitus, based on the internalized, second‐nature sense of emotional management, is shown to both persuade and enable employees to use emotional skills as assets for negotiating violence. This article discusses the potentiality for active agency enabled by skilful emotional management in violence prevention, bearing in mind the gender inequalities and internal contradictions connected to the social formation and practice of those skills.     

Mentors as Social Capital: Gender,Mentors, and Career Rewards in Law Practice*

Previous studies have demonstrated that mentoring provides numerous career benefits to individuals and organizations. This article advances past work by examining the effects of individuals’ primary and multiple developmental relationships in a longitudinal study of the careers of lawyers. We develop a social capital perspective on mentorship emphasizing reciprocity of exchange, resource mobilization, and normative expectations embedded within mentoring relationships. We empirically assess mentoring benefits across a diverse range of career rewards. The results provide evidence that male lawyers gain more from their mentor‐derived social capital than female lawyers. Specifically, male lawyers with mentors of senior status benefit with elevated earnings, greater perceived fairness in their workplace, and greater work satisfaction. Women with multiple mentors, however, report enhanced work satisfaction. Implications for research on mentoring, social capital, and professional careers are discussed.     

Innovation-by-numbers: an autoethnography of innovation as violence

This article offers an account of a university exercise in ‘innovation’ to illustrate how innovation discourses and processes can be a vehicle for violence in organisations. Presented as two narratives of the same event told from different perspectives, our stories of a curriculum redesign workshop explore the ways innovation became a form of symbolic capital that prompted struggles of control and compliance among individual staff. Schemes of managerial dominance were then in turn individuated, while the assault of innovation became institutionalised and ultimately shielded from critical interrogation. In presenting these accounts, we seek to challenge the rising dominance of innovation as something vital to economic growth and social needs, highlighting instead how its romanticisation is highly problematic.     

An Intersectional Social Capital Model of Career Development for International Marriage Immigrants

The phenomenon of women immigrating to marry has resulted in changing labor markets and increasing workforce diversity. However, because of a lack of social capital in their new country, immigrant women face significant barriers to gaining employment, have access to only limited work arenas, or remain at home as housewives. Existing studies of immigrant women are mainly limited to their human rights or cultural issues; there are few studies focusing on career development for them. This article uses social capital and intersectionality theories to create an intersectional social capital model of career development for immigrant women. The application of the model is explicated through the context of South Korea. The positive career development interventions as described in the model can help immigrant brides overcome multiple career‐related barriers and find new roots.     

Personal sacrifice and corporate cultures: career progression for disabled staff in higher education

Disabled people are under-represented in higher education (HE), especially in senior posts. This article reports research on the perspectives of career progression into leadership held by disabled staff in one post-1992 university. Findings indicated that some participants were already engaged in leadership or aspired to such roles, and reported positive experiences. However, participants also experienced barriers to progression, including a lack of awareness of equality and diversity among managers and colleagues, inadequate professional development opportunities and the competitive organisational culture of management that could impact on their health and work–life balance. We conclude that disabled staff in HE do not yet have equal opportunities for progression into leadership roles compared with their non-disabled peers. There is a need for realignment of the culture of leadership and management to make it more compatible with the full inclusion of disabled staff in HE such that their unique contributions are valued.     

Conflicts in the habitus: the emotional work of becoming modern

This article argues that Bourdieu's concept of habitus, and, in particular, the way habitus is transmitted intergenerationally, can be enhanced by considering conflictual conscious and unconscious processes that emerge in relationships. We suggest that Christopher Bollas's discussions of the ‘unthought known’ and of ‘transformational objects’ add relational depth to the concept of habitus and thus contribute to developing a more psycho‐social understanding of the relation between agency and change. Drawing on in‐depth interviews with a socially mobile chain of a middle‐class grandmother, mother and daughter in a period of rapid change, we describe how conflicts in the habitus are produced relationally and can either impede or motivate desires for change. Relational and object relational psychoanalytic theories offer a way to move beyond what we consider a problem in Bourdieu's theory of habitus that derives from his assumption of a subject who either consciously opts for change in habitus when faced with new social demands or non‐consciously and unconflictually reproduces habitus.     

Once in Parkland,a Year in Hartford,a Weekend in Chicago: Race and Resistance in the Gun Violence Prevention Movement

Generally ignoring firearm‐deaths by suicide, “common sense” divides gun violence into two distinct types of phenomena: urban gun violence and mass shootings. At a cursory level, these phenomena seem distinct because of the difference in the number of victims killed during a particular shooting, rather than subtypes co‐creating a master category defined by gun violence. As a result, gunshot deaths of black and brown bodies in urban settings, which constitute the majority of deaths by gun violence after suicide, are viewed as routine whereas gunshot deaths in suburban settings are extraordinary and worthy of outrage. In this article, we draw on ethnographic observation to compare protest vigils in urban communities comprised predominantly of people of color, in suburban areas that are mostly white, and at the national level in order to uncover the racialized processes of symbolic classification by which this “commonsense” view is produced and how it is challenged by activists. We use the framework of cultural pragmatics to analyze these vigils, making visible the racialized forms of domination that structure activism and, we contend, ultimately divide gun violence into two distinct phenomena rather than constituting a master category. We argue that cultural pragmatics provides a way to understand what it means to challenge culture as emphasized by the multi‐institutional politics approach to social movements.     

Ecologies of Boundaries: Modes of Boundary Work in Professional Proto‐Jurisdictions

Ecological approaches to professional work, authority, and regulation have seen a resurgence in the sociology of professions, as epitomized in the linked ecologies framework of Andrew Abbott. Alongside this resurgence comes a renewed attention to the way symbolic and material boundaries within and between professions, as well as between professional, university, and political institutions, come to be defined, negotiated, and changed as part of ongoing professional projects. Building on and comparing case studies set in Denmark into three emerging professional “proto‐jurisdictions”—of water‐related climate adaptation, lifestyle disease prevention, and innovation management—this article identifies three key modes of interprofessional boundary work important for such projects. In doing so, it grounds Abbott's meso‐level framework of linked ecologies in more situated accounts of workplace‐level boundary interaction, by reconnecting to a wider tradition of symbolic interactionist studies of professions.     

Distorted Views Through the Glass Ceiling: The Construction of Women's Understandings of Promotion and Senior Management Positions

The article explores the issue of whether women's under‐representation in senior management positions can be explained in part by the messages they are given about the promotion process and the requirements of senior jobs. Through interviews with over 50 male and female junior and senior managers in a UK high street bank, issues relating to the required personality and behaviour characteristics seen to be associated with success and with the long hours culture emerged as important. In many cases men and women identified the same issues but the significance of them for their own decision‐making and the way others interpreted their behaviour varied — particularly in relation to the perceived incompatibility between active parenting and senior roles. The findings provide an account of the context in which women make career choices which highlights the limitations of analyses which see women's absence as the result either of procedural discrimination or women's primary orientation towards home and family. The findings also highlight the problems of treating commitments towards gender equality as an isolated issue and stress the importance of understanding responses to policies and ways of achieving change within the broader context of an analysis of the organization's culture.     

Karriereerfolg als Ergebnis des Personalmanagements

Strategic human resource management has avoided to evaluate its efforts in relation to employees’ careers. Recent research has investigated a selection of individual human resource management (HRM) practices (e.?g., training and development, mentoring, career development, talent management, performance appraisal) in relation to objective and subjective career success, but failed to study HRM systems or bundles. This paper argues that HRM systems and career success can be connected via human capital theory because human capital is understood as an organizational resource and as an individual antecedent to careers. Based on extant research that relates individual HRM practices to objective or subjective career success, this paper reviews and discusses the relationship between bundles of HRM practices and the individual practices contained therein and career success. The final conclusion suggests that evaluations of HRM systems should take careers into account because organizations rely on employees’ human capital. Future research should focus more intensely on the role of HRM for the development of careers also across organizations.