Working and nursing: navigating job and breastfeeding demands at work

Breastfeeding is a sex-specific, work–family issue for women. Yet, there is relatively little sociological research on the breastfeeding-work interface. What challenges do breastfeeding women face during the workday? (How) Are some more successful than others at merging breastfeeding and work? We conducted interviews with 22 US women as part of a case study of workplace breastfeeding support. The Patient Protection and Affordable Care Act [PPACA] (2010) includes breastfeeding provisions, but primarily address hourly workers. Most women in our study were not covered by the PPACA but had access to a workplace Breastfeeding Support Initiative. Despite this, women faced several challenges: different degrees of schedule control, unequal access to space, and unexpected breastfeeding demands. Women also had differential access to workplace resources to cope with demands. Control over both time and space was a cross-cutting theme. Research needs to better address work conditions that are conducive to breastfeeding rather than simply asking if work and breastfeeding are incompatible. Furthermore, workplace support initiatives will succeed only to the extent that they can directly address work conditions, even if on a temporary basis.     

When work hurts: A conceptual framework explaining how organizational culture may perpetuate workplace bullying

This work was motivated by research findings, suggesting that the prevalence of workplace bullying is increasing across the world. The workplace bullying research further suggests that the basic risk determinants of bullying lie in an organization’s work environment and that prevalence of workplace bullying may vary by occupation, sector, and country. Upon reviewing the existing literature, it becomes apparent that while organizational culture can be both indirectly and directly related to workplace bullying, references to the relationship between organizational culture and workplace bullying remain scant and what is available lacks substantive conceptual foundation. To address this apparent gap in research, the main purpose of this article is to present an integrated conceptual framework proposing the relationships between specific organizational culture dimensions and workplace bullying. The article was specifically written in accordance with previous studies which highlight factors that may perpetuate workplace bullying within organizations. While highly theoretical and conceptual in nature, this article is one that may be important in explaining how some organizational cultures may motivate, facilitate, perpetuate, enable, and precipitate workplace bullying, and thus offers insights into how to prevent workplace bullying by creating less enabling environments. The article concludes by offering theoretical arguments for how organizations should monitor, manage, and eradicate changeable organizational cultural practices that may otherwise enable workplace bullying.     

Asking about the future: methodological insights from energy biographies

Temporality is fundamental to qualitative longitudinal (QLL) research, inherent in the design of returning to participants over time, often to explore moments of change. Previous research has indicated that talking about the future can be difficult, yet there has been insufficient discussion of methodological developments to address these challenges. This paper presents insights from the Energy Biographies project, which has taken a QLL and multimodal approach to investigating how everyday energy use can be understood in relation to biographical pasts and imagined futures. In particular, we detail innovative techniques developed within the project (e.g. SMS photograph activities) to elicit data on anticipated futures, in ways that engender thinking about participants’ own biographical futures and wider societal changes. We conclude by considering some of the significant benefits and challenges such techniques present. These methodological insights have a wider relevance beyond the substantive topic for those interested in eliciting data about futures in qualitative research.     

Methodological challenges of conducting ‘insider’ reflexive research with the miscarriages of justice community

There is an increasing body of literature which examines the personal experiences of social science practitioners who become reflexive researchers. Less, however, has been written on researchers who reflexively investigate once traumatising locations and experiences. This paper problematises the psychological and methodological challenges experienced by a social scientist and ‘survivor’ of wrongful conviction conducting reflexive research where the participants and researcher have a shared (hi)story of wrongful conviction and trauma. A particular consequence of conducting the study was that friendship groups were developed between researcher and participants. The paper will examine this phenomenon and conclude that reflexive ‘insider’ approaches that spawn friendship groups can provide rich data providing the challenges of such research are acknowledged and appropriate strategies employed to safeguard the integrity of the research. The paper similarly concludes that measures should be adopted to protect the psychological equilibrium of the ‘insider’ researcher to avoid possible re-traumatisation.     

Triangulation in der arbeits- und industriesoziologischen Fallstudienforschung

Case study research in the fields of Industrial Relations and Sociology of Work has always been including the use of multiple methods and perspectives. However, there is little methodological reflection on the specific challenges of combining different forms of data, methods, theories and researchers within a single study. The confrontation of typical research practices and methodological discussions about triangulation shows: firstly, strict triangulation reaches its limits when doing case studies in this special academic field and, secondly, triangulation can seldomly be seen as a means of validation, but rather as an alternative to it.     

Evaluating the Effectiveness of Faith-Based Welfare Agencies

Abstract

This study examines the methodological challenges associated with conducting research on faith-based organizations. The arguments advanced are based on a group of comparative case studies conducted by the authors on secular and faith-based providers in three different social service domains: (1) transitional housing, (2) parent education, and (3) residential substance abuse treatment programs. All case studies utilized the same research protocol. The study identifies the lessons learned from comparative case study research on faith-based organizations when a similar protocol is implemented to examine a variety of social service domains and provider types.     

Non‐job work/unpaid caring: Gendered industrial relations in long‐term care

This article explores the operation of gender and industrial relations in long‐term care work or nursing home work, ‘from within’ the experience of the predominantly female workforce in seven unionized facilities in Canada. Drawing on qualitative case study data in non‐profit facilities, the article argues that the main industrial relations challenges facing long‐term care workers are that their workplace priorities do not fit within existing, gendered, industrial relations processes and institutions. This article starts from the experience of women and threads this experience through other layers of social organization such as: global and local policy directions including austerity, New Public Management, and social and healthcare funding; industrial relations mechanisms and policy; and workers’ formal [union] and informal efforts to represent their interests in the workplace. The strongest themes in the reported experience of the women include: manufacturing conditions for unpaid work; increasing management and state dependence on unpaid care work; fostering loose boundaries; and limiting respect and autonomy as aspects of care work. The article extends the feminist political economy by analysing the links between the policies noted above and frontline care work. Building on gendered organizational theory the article also introduces the concept of non‐job work and suggests a fourth industrial relations institution, namely the needs and gendered expectations of residents, families and workers themselves, operating within the liminal spaces in care work.     

Developing evidence-based interventions for deployment into school settings: A case example highlighting key issues of efficacy and effectiveness

This paper describes the development of an after-school program for middle-school students that simultaneously addressed issues of efficacy and effectiveness in an effort to create an evidence-based intervention (EBI) that can be implemented in school settings. The topics highlighted in this case example are intended to address the growing concern that over-focusing on efficacy in well-controlled, grant-funded studies has resulted in a generation of EBI that are not acceptable, feasible, or sustainable in the majority of applied settings. Our case example focuses on six key issues highlighted in the published research literature: sustainability, recruitment, methodological design, flexibility, training, and meaningful outcomes. We briefly summarize each of these issues and relate them to our experiences conducting a successful pilot study. A summary of the pilot study results is also presented to lend support for the utilization of the EBI model of dissemination described in this paper.     

Task-based learning approaches for supporting the development of social science researchers’ critical data skills

Conducting social science research is a complex process, and social science students face a number of learning challenges in order to develop their skills. Moreover, new sources and types of data including so-called big data are providing new opportunities for research, but also pose methodological challenges. In this article, we explore a task-based learning approach for teaching social science research methods. We draw on evidence from two case study learning tasks: (i) the collection and analysis of Twitter data; and (ii) designing and conducting a face-to-face and online survey. The students were guided to co-lead the tasks, apply their knowledge and then to critically reflect. The pedagogical framework of task-based learning provides opportunities to embed learning in new ways by integrating knowledge, practice and critical reflection. Task-based learning can create a dynamic learning environment and can empower students to develop their identities as researchers.     

Child Welfare Workers’ Perspectives on Contributing Factors to Retention and Turnover: Recommendations for Improvement

Rates of turnover are high in child welfare settings, impacting the organization, remaining workers and the children and families under their care. A number of demographic, psychological, social and organizational features have been associated with increased staff turnover, although we have limited understanding about how and why these factors are important; differences in influence at varying levels of seniority and career duration; and workers’ perspectives on how to address workplace issues. This qualitative study assessed how factors impact employee retention and turnover in focus groups with 25 employees at different stages of employment: resigned case managers, case managers employed for less than one year and more than three years, and supervisors. Results suggested few differences in themes identified by groups. Two broad themes emerged for retention: supportive environment (including themes relating to children/parents, co-workers, and the organization) and opportunities within the agency (including new positions, experience and knowledge and job security). Two broad themes emerged for turnover: organizational issues (including themes about low compensation, challenging work demands, and system issues) and stress. Workers’ perspectives and recommendations on how to address workplace problems were reported. Results are consistent with the existing literature, although a number of unique issues were identified, including workers’ desire for clear communication flow through hierarchies, increased collaboration, and revisions to the way data is used/integrated. Workers expressed a strong desire to be heard by management, and this study reflects an important effort to provide feedback. These findings are relevant for informing organizational policy in child welfare agencies.     

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.     

Restructuring Flexibility: Case Studies of Part‐Time Female Workers in Six Workplaces

The article is based on six workplace case studies within a local economy and investigates the reasons behind the different utilization of part‐time workers within these workplaces. The research examines the content and nature of part‐time work in these organizations and the experiences of the part‐time workforce. The findings suggest that we need to distinguish between three types of part‐time workers; core, peak and ancillary. It is argued that such distinctions capture the variegated utilization of part‐time workers and contribute to the debate concerning the integration or marginalization of part‐time staff within workplaces. Furthermore, workplace cultures are an important arena for contextualizing these discussions. It is contended that the different uses of part‐time workers can be explained by different sectoral and organizational contexts but that the nature of part‐time work is also influenced by existing social relations within the workplace, notably with respect to gender, class and age.     

'I wanna tell you a story': Exploring the application of vignettes in qualitative research with children and young people

Few methodological papers exist which examine the use of vignettes within qualitative research and more specifically, with children and young people. The paper will briefly discuss the application of vignettes within quantitative and qualitative research traditions derived from the available literature before outlining the major theoretical and methodological issues relating to the use of this technique in social research. Using empirical examples of young people's responses to a selected vignette, we then go on to explore the various benefits of vignettes that can ensue when employing this technique in isolation or as part of a multi-method approach. This discussion concludes with an exploration of how vignettes can be harnessed to engage young people, particularly in the discussion of sensitive topics, whilst enabling them to retain a high level of control over the research process.     

Developing a social work curriculum on political conflict: findings from an IASSW-funded project

This paper presents the findings from an innovative project funded by the International Association of Schools of Social Work (IASSW) and undertaken by an international team of academics investigating the development of a global curriculum for social work in the context of political conflict. Coupled alongside the emerging research and literature on the subject, our small-scale survey findings indicate support for the need for social work educators to address political conflict more systematically within social work curricula at both undergraduate and post-qualifying levels of social work education. This paper illuminates the opportunities for creative pedagogy whilst also examining the threats and challenges permeating the realisation of such initiatives. In this way, the implementation of a proposed curriculum for political conflict is given meaning within the context of IASSW's Global Standards for social work education. Given the exploratory nature of this project, the authors do conclude that further research is warranted in regard to potential curriculum development and suggest using a comparative case study approach with more in-depth qualitative methods as a way to address this.     

The problems and prospects in the teaching of mixed methods research

There are pedagogical challenges USA students and instructors face within mixed methods classrooms. Instructors of mixed methods are often self-taught, lacking adequate training in both qualitative and quantitative approaches to research. Students are not often trained in both research approaches. These dual training gaps can result in deep pedagogical issues compromising students’ ability to fully understand mixed methods research praxis and leaving teachers feeling ill equipped to address students’ learning concerns. To tackle the myriad of challenges confronted in the mixed methods classroom requires structural changes to the current way graduate training programs in social research methods are organized and taught. Developing a team-based teaching approach to mixed methods research that provides students with instructors who have the requisite qualitative and quantitative knowledge can serve as a pedagogical model that can begin at least to address the current methods and methodological skills gap in the teaching of mixed methods research.     

Illuminating gendered organization assumptions

One key to why organizations have been less successful at integrating a work–family agenda into their organizational cultures is that workplaces have failed to consider how gender assumptions influence workplace practices, policies and cultures. This paper presents a theoretical framework for considering how gender role assumptions have prevented organizational attempts to become family friendly. Further, this paper uses an organizational case study to illustrate this point. Specifically, a theory of gendered organizations is used to frame an analysis of 30 employee interviews. Data suggest that gendered organizational assumptions inherent to several workplace policies and practices contribute to employee strain associated with negotiating the demands of life on and off the job. Further, the findings show that these gendered organizational assumptions prevent organizations from developing workplace cultures responsive to employees' work, family and personal needs. A brief review of the interdisciplinary work–family field is presented, followed by a discussion of gendered organizations. Then, using interview data collected from management and ‘front‐line’ female and male workers employed at a municipal government, this paper examines how workplace practices, presumably gender neutral, affect employees and the organizational culture in which they work.     

Researching paramilitary violence in Northern Ireland

This paper examines methodological challenges in researching paramilitary violence, with particular reference to the author's examination of paramilitary 'punishment' activity in Northern Ireland. The author notes the dearth of published work on methodological issues in social science research of violence generally. The range of major qualitative studies on paramilitary violence is presented and discussed. The paper explains the context of conducting such research in Northern Ireland in terms of the broader political conflict. It then examines several key challenges in researching paramilitary violence based primarily on the author's research. These included maintenance of political sensitivity, good faith and cautious security protocols. Potential legal and ethical difficulties were addressed through design of interview schedules that minimized risk of disclosure of the names or identities of those subject to 'punishment' or the perpetrators of offences. Those subject to paramilitary 'punishment' proved 'hard-to-reach', requiring greater time and effort in meeting the initial target sample, and a consequent need to research across a wide range of voluntary and community-based organizations. While risks of physical injury were minimal, successful research in the field was achieved through transparency about the impartiality and funding independence of the researchers, and a strategic sensitivity towards community and political backgrounds.     

Rumors and gossip as tools of social undermining and social dominance in workplace bullying and mobbing practices: A closer look at perceived perpetrator motives

The impact of ‘bully bosses’ on organizations is well studied and research has established a number of antecedents, correlates, moderators and mediators of workplace bullying and mobbing as well as the impact of the practices on the targets, bystanders, perpetrators and the employing organizations. The current study focuses on rumors and gossip as ‘tools’ used by perpetrators of workplace bullying and mobbing. This study is important because while researchers have generally agreed that rumors and gossip can contribute to a better understanding of different areas of interest to organizational behaviorists and researchers; the role played by the two social processes (i.e., rumors and gossip) have not been adequately interrogated by scholars or practitioners studying organizations. To address this gap in research, the main objective of the current study was to use collaborative and analytic autoethnography (CAAE) in exploring and presenting qualitative empirical inquiry on the dynamics of workplace bullying as perpetrated by ‘bully bosses’ and as characterized by rumors and gossip. The findings and extant literature suggests that depending on: contents, functions, and the situational and motivational contexts, perpetrators of bullying and mobbing may use rumors and gossip: 1) for maintenance of oppression and social dominance; 2) as an expression of envy and social undermining; 3) as a weapon to humiliate subordinates by corporate/organizational psychopaths; and/or 4) as a psychological attempt to close or widen the power gap.     

Introducing the Strata Approach to Dialogue Analysis (SADA): the case of political NGOs in Israel

ABSTRACT

While research on dialogue has been flourishing over the past few decades, critics contend that this scholarship often misses the core philosophical idea of dialogue, focusing instead on the absence or presence of dialogic principles in various organizational settings. This study has both empirical and methodological objectives: a) to solve a built-in lacuna in on-going dialogue research that frequently addresses important aspects of PR and dialogue in a blended manner, thereby undercutting the ability to develop in-depth critical research and examine the issues of dialogue more comprehensively; b) to provide an empirical contribution to understanding dialogue within the context of political NGOs’ public relations in Israel’s divided society. We suggest a layered approach as a methodological solution to this void by introducing a Strata Approach to Dialogue Analysis (SADA). Israel’s divided society, comprising various opposing groups, serves as a case study to demonstrate the advantages of SADA over current analyzes of dialogue. By revealing the differences between dialogic potential (features), actual dialogue (process), and the perception of dialogue (orientation), SADA enables the development of in-depth, critical research, i.e. examining the issue of dialogue more accurately and comprehensively.     

Interplay of gender subtext and local culture in the organizational logic: the case of a textile factory in Turkey

This paper examines gender as a constitutive element of inequality regimes in the workplace. The organizational logic of workplace is reproduced through accepted but unequal policies and principles. The organizational dynamics of the gendered workplace are embedded in the articulation of global and local markets. The article elaborates on the nature of the organizational logic by focusing on the local dynamics of a Central Anatolian city, Çorum, based on a case study conducted in Turkey. We observe how capitalist organizational logic and gender subtext operate in and through the conservative culture specific to this locality. Through the interactions between employers and employees, the engagement between the capitalist organization and gender subtext constructs the realities of workplace. Workers’ responses to the structural, cultural, interactional and identity dynamics of the organization are to be understood within the triangle of skill, care and honour in capitalist organizational logic. Embedded in all these responses is a specific emphasis on virtuous female worker. Such an ideal worker fits both the capitalist organizational logic and patriarchal system.