Ignorance at Risk: Interaction at the Epistemic Boundary of Bernard Madoff’s Ponzi Scheme

Most long-lived organizational deceptions require the cooperation of outsiders who are close enough to the deception to suspect it, yet deliberately limit their knowledge so as to maintain plausible deniability. The interaction of such “proximate outsiders” with insiders—those who are fully “in the know”—can be a delicate affair, yet its careful management is essential to the survival of the deception. I analyze a phone conversation between Ponzi schemer Bernard Madoff and executives at Fairfield Greenwich, the investment firm that funneled him the most money, in which they discussed an impending SEC examination. First I examine Madoff’s attempts to cajole the executives into affirming (to Madoff and eventually to the SEC) that their hands-off approach to his operation was unremarkable. Next I consider two instances in which Madoff floundered in his explanations, repeatedly aborting and restarting sentences as he attempted to explain the inexplicable and reconcile the irreconcilable. Finally, I analyze Madoff’s handling of two of the executives’ more intrusive questions, and the part that each side played in the resulting non-answer. The three parts of the analysis illustrate what I argue are recurring and generalizable challenges of interaction at the epistemic boundary, associated with coaching, reconciling, and answering.     

Old Paths and New Directions: Studying Emotions in the Workplace

The study of emotions in the workplace is a vibrant area of research that has grown considerably over the last 25 years. This research has traveled far, but it has not run its course. This article maps the different paths that have been explored, beginning with Hochschild's classic work on emotional labor in the form of surface and deep acting, and charts new directions for future research. We start by reviewing the literature on emotional labor and emotion management in the workplace. Next, we discuss new theoretical developments in the sociology of emotions – interaction ritual chain theory, theories of identity and affect control, and theories about power, status, and exchange – and their potential utility for understanding emotions at work. Finally, we discuss new methodological directions that can be pursued in future research on emotions in work and organizational settings.     

The Understudied Case of Black Professional Men: Advocating an Intersectional Approach

This paper considers potential new areas for sociology of work research. Specifically, we review some key studies in the sociology of work that identify the processes by which workplaces and labor markets recreate racial and gendered inequality. We then examine the ways that intersectionality theory has generated additional insights into how certain groups are disadvantaged at work. Finally, we make the case that using an intersectional approach to explore the occupational challenges, opportunities, and issues facing black professional men offers a new and important direction for research in the sociology of work.     

Sexual Deception as a Social-Exchange Process: Development of a Behavior-Based Sexual Deception Scale

The use of deception in association with sexual encounters may take many forms, ranging from outright lies to more subtle, evasive manipulations. To address such deceptions, a behavior-based sexual deception scale was developed utilizing social exchange theory. Participants were 267 individuals associated with two large universities who were surveyed regarding different aspects of their sexual deceptive behaviors. In addition, items addressing sexually related behaviors and attitudes were assessed for validation purposes. Principal components analysis identified three components of sexual deception, labeled Blatant Lying, Self-Serving, and Avoiding Confrontation. Confirmatory factor analysis verified the resulting structure, and promising validity was noted. In general, those using any of these deceptions reported more sexual partners and one-night stands. Those telling blatant lies to have sex were more likely to report greater needs for sex, while those using self-serving lies or having sex to avoid confrontation experienced greater worry about partner loss. Men were more likely to use blatant lies to have sex, while women were more likely to have sex to avoid confrontation. Results support sexual deception as an exchange process, with sex for pleasure and positive relationship outcomes acting as rewards, and unwanted sex and deception consequences as costs. Implications for health interventions and primary prevention applications are discussed.     

Sexual deception as a social-exchange process: development of a behavior-based sexual deception scale

The use of deception in association with sexual encounters may take many forms, ranging from outright lies to more subtle, evasive manipulations. To address such deceptions, a behavior-based sexual deception scale was developed utilizing social exchange theory. Participants were 267 individuals associated with two large universities who were surveyed regarding different aspects of their sexual deceptive behaviors. In addition, items addressing sexually related behaviors and attitudes were assessed for validation purposes. Principal components analysis identified three components of sexual deception, labeled Blatant Lying, Self-Serving, and Avoiding Confrontation. Confirmatory factor analysis verified the resulting structure, and promising validity was noted. In general, those using any of these deceptions reported more sexual partners and one-night stands. Those telling blatant lies to have sex were more likely to report greater needs for sex, while those using self-serving lies or having sex to avoid confrontation experienced greater worry about partner loss. Men were more likely to use blatant lies to have sex, while women were more likely to have sex to avoid confrontation. Results support sexual deception as an exchange process, with sex for pleasure and positive relationship outcomes acting as rewards, and unwanted sex and deception consequences as costs. Implications for health interventions and primary prevention applications are discussed.     

Perceived discrimination and health: Paradigms and prospects

This article reviews recent research on the effects of perceived discrimination on subsequent mental and physical health. I argue that despite legal reforms banning discrimination since the civil rights era, discrimination persists, posing an ongoing health risk and maintaining social health inequalities. Couched within broader health trends, this covers ongoing challenges and new developments, particularly related to measurement, and promising directions. As the most commonly reported location of individual discrimination is at work, this review concludes by arguing for the significance of the workplace as a unique context ripe for further inquiry for scholars interested in health inequality.     

From Organizational Sexuality to Queer Organizations: Research on Homosexuality and the Workplace

Organization scholars historically ignored the crucial importance of sexuality in the workplace. But in the last 20 years, scholars influenced by the ‘sexuality in organizations’ perspective have documented the ways that the management and deployment of workers’ sexuality are key elements in organizational life. While most of these studies have documented persistent privileging of heterosexuality in work organizations, a recent trend is to investigate a new organizational form: the gay‐friendly workplace. We review legal and policy changes in US workplaces that have made them more accepting of gay and lesbian employees. Then we examine ethnographic studies of gay‐friendly organizations. Although they are certainly an advance over previous homophobic workplaces, the literature suggests that they may reproduce inequalities of race, class, and gender. Few studies have investigated ‘queer organizations’, which we identify as a rich area for future scholarship.     

Organizational Commitment over the Gendered Life Course at a Mexican Company

Mexican workplaces have changed significantly in response to the global marketplace by restructuring, downsizing, and implementing new production and administrative processes. This case study analyzes organizational commitment at a Mexican‐owned multinational corporation within the context of workplace transformation. Based on in‐depth interviews with 83 women and men, I identify two sources of commitment—family‐friendly and career‐friendly employment practices. Using the framework of the gendered life course, I show commitment fluctuated given the employees' stage in the life course. This study builds on the gender and work research by exploring how individual attributes of gender and parental status contribute to organizational commitment, but are underscored by the complexity of workplace context.     

Professionals' Accounts for Work‐related Deceptions

Using interview and observational data, this article analyzes how private detectives account for using work‐related deceptions, I place special emphasis on how practitioners' accounts draw on professional affiliations and organizational resources that are less available to individuals in their private lives. These affiliations and resources include economic and demographic characteristics of employers, practitioners, clients and investigative targets, state licensing, the profession's social repute, and asymmetries in specialized knowledge between practitioners and laypersons. The conclusion addresses how accounts for work‐related deceptions benefit professionals through advantaging them over targets, obscuring harmful consequences of work, and helping them and their clients to avoid negative labeling. If you call someone up and say, “Hi, would you mind telling me where your brother is, so that I can put his ass in jail for the next five years,” you won't last too long in the private detective business. —Anonymous private detective     

Critical Perspectives on Digital Health Technologies

Discussions of digital health technologies in the popular media and the medical and public health academic literature frequently comment on how these technologies might offer new or improved ways of delivering health care, conducting health promotion activities and monitoring public health. Following the presentation of an overview of the range of digital health technologies that are currently in use, I review the work of researchers in the field of critical digital health studies who have addressed their broader social, cultural and political dimensions. The discussion focuses on four major topics: health and medical websites and platforms; telemedicine and telehealth; the politics of digital health; and digitised embodiment. I end with identifying some important directions for future research in critical digital health studies.     

A call for greater attention to the role of employers in developing,transforming, and implementing family policies

The authors contend that employer-initiated workplace policies should be considered as part of the patchwork that constitutes U.S. family policy. To provide a background, historical evidence of employer-initiated policies intentionally used as family policies is summarized. The view is then explicated that failure to take economic conditions and workplace policies into account may lead to faulty conclusions about the reasons for major changes in family life. The current status of selected employer-initiated workplace policies and recent trends is summarized. Next, some of the dilemmas inherent in considering connections between government- and employer-initiated policies are identified. Finally, suggestions for future directions are offered. The article should be considered with the following caveat in mind: the focus is exclusively on the influence of policies on families, but families are not merely reactive. She received her Ph.D. and M.B.A. from The Pennsylvania State University. Her research interests center on relationships between jobs and family life, with emphasis on work-family relationships in small businesses, and on adult workers as developing individuals. Her research interests focus on the intersection of social problems and family problems, including families and work, coping with unemployment, and adult children as caregivers of dependent parents. She received her Ph.D. from Purdue University.     

Risk, sexuality and economy

From the mid 1980s onwards HIV/AIDS became a new subject of work reform, with a range of experts producing new knowledges on work and the worker in regard to HIV/AIDS and workplace organizations putting in place workplace HIV/AIDS policies and programmes. To date, much of the discussion in sociology in regard to such policies and programmes has focused on the issue of effectiveness and has been concerned with making such policy 'better'. In this article however, and with particular reference to sexuality, I suggest that such approaches fail to register that workplace HIV/AIDS policies concern new conceptualizations of worker identities. Specifically, I suggest that such policies may be viewed as part of an assemblage of work reforms which are reworking worker identities as risk identities. Thus I argue that workplace HIV/AIDS policies and programmes are best understood as risk rationalities. Further, I consider the alignment between such rationalities and neo-liberal modes of rule, and in particular consider the ways in which workplace HIV/AIDS policies render both HIV/AIDS and sexuality calculable and governable in terms of notions of risk, self-responsibility and self-management.     

Aging and undocumented: The sociology of aging meets immigration status

Being undocumented is strongly correlated with low wages, employment in high risk occupations, and poor healthcare access. We know surprisingly little about the social lives of older undocumented adults despite the vast literature about youth and young undocumented migrants. Literature about the immigrant health paradox casts doubts on the argument that unequal social conditions translate to poorer self-reported health and mortality, but few of these studies consider immigration status as the dynamic variable that it is. Reviewing research about older migrants and minorities, I point to the emergence of undocumented older persons as a demographic group that merits attention from researchers and policymakers. This nexus offers important lessons for understanding stratification and inequality. This review offers new research directions that take into account multilevel consequences of growing old undocumented. Rather than arguing that older-aged undocumented migrants are aging into exclusion, I argue that we need careful empirical research to examine how the continuity of exclusion via policies can magnify inequalities on the basis of immigration status and racialization in older age.     

What Works at Work? Toward an Integrative Model Examining Workplace Campaign Strategies

Many US employees are regularly asked to give charitable donations through work. The techniques used to solicit workplace donations vary. Drawing on a nationally representative survey, the study used a sample of donor responses to examine the effectiveness of several widely used campaign strategies: donor choice, company matching, public recognition, and solicitation support. The theoretical framework built on workplace research by Barman (2007) and established charitable giving mechanisms (Bekkers and Wiepking 2011a, 2011b). The research question was, “Do workplace campaign strategies lead employees to participate and to make (larger) donations in the workplace?” The positive outcomes of the strategies, aside from donor choice, were limited, suggesting that tried‐and‐true workplace fundraising strategies warrant additional scrutiny. The findings are meaningful to campaign managers seeking to identify approaches that generate workplace giving. For researchers, the results confirm growing attention to the importance of purpose‐based giving in comparison with community‐based giving.     

Narrating Nursing Jurisdiction: “Atrocity Stories” and “Boundary‐Work”

Sociologists have long recognized that the division of labor is, at its root, a process of social interaction. Although “negotiations” figure centrally in symbolic interactionist studies of work, relatively little attention has been given to the ways in which the structure of workplace talk contributes to the social constitution of occupations. Drawing on the insights of discourse and conversation analysis, this article examines occupational atrocity stories and considers how they accomplish boundary‐work in the hospital setting. I focus on the stories British nurses told about doctors and use data generated in ethnographic research into the routine accomplishment of nursing jurisdiction. I conclude with some general observations about how the detailed analysis of stories and storytelling can contribute to the wider study of social group formation.     

Cripping sexualities: An analytic review of theoretical and empirical writing on the intersection of disabilities and sexualities

This paper provides a review of some of the literature addressing the juncture of disabilities and sexualities and invites sociologists to build on this work and take part in this important intersectional field. First, I discuss the central relevance of an intersectional lens for making sense of the unique experiences of queer people with disabilities who are located at the crossroads of various stratified systems. Then, I discuss some of the many unique challenges that queer disabled people face when exploring their sexuality, establishing relationships, and remaining sexual. The invisibility, marginalization, and discrimination of queer people with disabilities in both queer and disability communities are the focus on the third section. The fourth section speaks to current theoretical dialogues between disability studies and queer theory that have illuminated new pathways for theorizing the intersection of disabilities and sexualities, “cripping” sociological theories, and reimagining disability within sociology. As I demonstrate, this literature is growing; however, myriad exciting opportunities for empirical and theoretical sociological exploration remain and I will conclude with a discussion of possible directions for future research.     

Mind-Reading and Metacognition: Narcissism, not Actual Competence, Predicts Self-Estimated Ability

In this paper, we examine the relationship between people's actual interpersonal sensitivity (such as their ability to identify deception and to infer intentions and emotions) and their perceptions of their own sensitivity. Like prior scholars, we find the connection is weak or non-existent and that most people overestimate their social judgment and mind-reading skills. Unlike previous work, however, we show new evidence about who misunderstands their sensitivity and why. We find that those who perform the worst in social judgment and mind-reading radically overestimate their relative competence. We also find origins of these self-estimates in general narcissistic tendencies toward self-aggrandizement. We discuss evidence from two studies, one involving the Interpersonal Perception Task (the IPT-15) and another focusing on inferences about partners after a face-to-face negotiation exercise. In both cases, actual performance did not predict self-estimated performance but narcissism did.     

Workplace friendships among social work,counseling, and human service educators: Exploring the impact of sexual orientation and friendships in workplace empowerment

Workplace friendships are deliberate bonds between people in the workplace in which various degrees of confidence, care, emotional support, solidarity, honesty, and trust are shared. For lesbian, gay, and bisexual (LGB) academics in higher education, such friendships may be particularly important as sources of social and institutional support. In this study, the authors examine the relationship between workplace friendships and workplace empowerment among a sample (N?=?204) of LGB and non-LGB educators in social work, counseling, and human services. The findings, taken from this sample of university educators, indicate that sexual orientation and workplace friendship opportunities can predict workplace empowerment. Implications of the study are that workplace behavioral health practice and research that supports LGB and non-LGB workers in developing meaningful relationships at work can positively impact the higher education workplace.     

Detection of deception in familiar and unfamiliar persons: The effects of information restriction

The present paper investigated the effects of the familiarity between the detector and deceiver and the amount of information available on the detection of deception. It was hypothesized that limiting the amount of information available to the lie detector would increase detection accuracy when the deceiver was familiar and, alternatively, would decrease accuracy when the deceiver was unfamiliar. In Study 1, participants attempted to detect the deceptions of familiar and unfamiliar persons with and without visual cues. The results supported the hypothesis. The deceptions of familiar persons were more likely to be detected when visual cues were withheld and the deceptions of strangers were more likely to be detected when visual cues were not withheld. In Study 2 procedures similar to Study 1 were used. However, in Study 2 the presence or absence of auditory cues was manipulated instead of manipulating the presence or absence of visual cues. The results of Study 2 replicated those of Study 1.     

“I Didn't Recognize It as a Bad Experience until I was Much Older”: Age,Experience, and Workers’ Perceptions of Sexual Harassment

Analyzing interview data from 33 women and men, we examine how perceptions of sexual harassment are linked to age, experience, and historical context. Participants described workplace experiences from adolescence into their late twenties. Three themes emerged. First, as adolescents, respondents perceived some of the sexualized interactions they experienced at work as fun. Second, while participants did not define some of their early experiences as sexual harassment at the time, they do so today. Finally, participants suggested that prior work experiences changed their ideas about workplace interactions and themselves as workers. In sum, we find age is a fundamental dimension of power shaping individuals’ perceptions of sexualized interactions at work.