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611.
Sandra Engstrom 《Journal of Social Work Practice》2019,33(1):41-53
There is still much to learn about what it means to be a child and family social worker. Child and family social workers have a job that often entails making difficult decisions regarding vulnerable children and families in collaboration with other professionals, under stressful conditions in an increasing cost-restrictive climate with diminishing resources. The organisational justice framework has primarily been used to ascertain employee’s perceptions of fairness and can be used to explain a variety of organisational behaviours. Here, it was used qualitatively as a framework to structure the research aims of exploring the lived experience of child and family social workers. The results suggest that the relationships’ social workers have with their peers and managers are significant components to how they manage emotions involved with practice. 相似文献
612.
Sandra Karlsson 《Children & Society》2019,33(5):429-442
This study illustrates how asylum‐seeking children, through articulated emotions, respond to being affected by experiences that enhance or restrict their sense of belonging. The findings show that, owing to power structures and relations, the children's sense of belonging was made uncertain by temporal, situational and relational boundaries of belonging. However, through their articulations, the children also contested these boundaries. The study argues that the children were moved by their structural situatedness and that their articulated emotions demonstrated their micro‐politics. The study also visualises how children may be affected when their rights are not realised in their lived forms. 相似文献
613.
614.
April L. Wright;Sandra Pereira;Catherine Berrington;David Felstead;Jonathan Staggs; 《英国管理杂志》2024,35(2):550-565
To shed light on the interrelationship between risk and logics, we explore how multiple institutional logics shape management educators’ experiences of risk in classroom teaching. Using a two-case research design, we analyse an empirical case study of management educators in a UK business school during the COVID-19 pandemic and a case study of emergency physicians during the Ebola epidemic. Comparing these two focal cases of different types of frontline professional work during global health crises, we develop a model of how perceptions of risks and their mitigation shape, and are shaped by, experiences of compatibility, contestation and rejection among multiple logics. Our study extends the literatures on institutional logics and risk by providing insight into the role of multiple logics in the social construction of risk. We also contribute to the management education literature by focusing attention on the risks of physical harm in classroom teaching and by theorizing when, how and why management educators apprehend these risks as ordinary or extraordinary to their normal professional role. Finally, our study has practical implications for risk mitigation at individual and organizational levels and for creatively and safely adapting teaching and learning practices with students during extreme events. 相似文献
615.
Employees need to regulate their own emotions as well as the emotions of others to enhance the quality of interactions with their colleagues. How well this is achieved has important outcomes for both employees and the organizations in which they work. In the field of organizational science, however, differing approaches have emerged regarding the conceptualization and operationalization of emotion regulation (ER) particularly in terms of interpersonal interactions. The present review examines contemporary theoretical perspectives of ER and its measurement with a view to resolving the confusion that currently exists around interpersonal ER in a workplace context. To understand how this field of research has developed so diversely, the authors begin by demonstrating the influence of three major individual‐level ER models on interpersonal‐level approaches: (1) the ER process model; (2) emotional labor; and (3) emotional intelligence. Moreover, to make sense of the range of interpersonal‐level research underpinned by these theories, the authors present a 2×2 categorization, developed by Zaki and Williams (2013), which shows how workplace researchers have variously approached interpersonal ER as an intrinsic vs. extrinsic process, with activation of either response‐dependent or response‐independent categories. This categorization broadly shows interpersonal ER theory used in work contexts tends to fall into four groupings as: (1) a purely extrinsic process; (2) a differentiation of extrinsic interpersonal from intrinsic individual ER; (3) co‐occurring intrinsic and extrinsic interpersonal ER; or (4) interpersonal coregulation. This paper also discusses the measurement of interpersonal ER and concludes by highlighting emerging research directions. 相似文献
616.
Sandra M. Florian 《Journal of marriage and the family》2018,80(1):134-149
Research has shown that having children reduces women's employment; yet how this effect differs for racial minorities has received less attention. Using random effects models and data from the National Longitudinal Survey of Youth (N = 4,526), this study investigates the association between motherhood and employment among Whites, Hispanics, and Blacks over women's entire reproductive span. Results indicate that having children reduces labor force participation primarily by deterring full‐time employment. This effect is stronger and lasts longer among Whites, smaller and shorter among Hispanics, and brief among Blacks. Motherhood reduces part‐time employment for young mothers, but temporarily increases it for older mothers. Early childbearing partly explains Black and Hispanic women's low employment rates at young ages; interestingly, the evidence indicates that their employment prospects would benefit the most from delaying childbearing. This study highlights the relevance of intersectionality and the life course perspective for investigating inequality in the labor market. 相似文献
617.
Sandra C. Alvarez 《International Feminist Journal of Politics》2018,20(1):86-90
ABSTRACTThe author reflects upon two decades of research and activism by mapping a cartography of struggle that emphasizes the importance of relationality and Indigenous theory and practice. 相似文献
618.
Sandra Halperin 《Globalizations》2018,15(7):911-923
ABSTRACTIn The Great Transformation, Karl Polanyi offers a ‘top-down’ analysis of the rise and demise of Europe’s unregulated market system. He assumes that changes in the organization of the international economy provide particular kinds of opportunities for states to act which, in turn, shapes the extent to which social forces will be able to influence state policy. Consequently, his analysis focuses, first, on the international institutions created by the self-regulating market system; then on the ‘liberal state’ which these made possible; and finally on how the system impacts ‘society as a whole’. The account which this analysis produces systematically underplays the social struggles which propelled and emerged from the rise of Europe’s nineteenth century system and which ultimately led to its demise. In revisiting the two periods that are the focus of Polanyi’s analysis, this article assumes that states and interstate systems reflect the interests of powerful social forces. Thus, working from the ‘bottom up’, it focuses on the class interests that produced Europe’s market system, the state and international structures which reflected and supported them, and the social struggles that ultimately brought about the collapse of the system. What this ‘bottom up’ account reveals is the centrality of a ‘double movement’, not of market expansion and a protective countermove on the part of ‘society as a whole’, but of dominant classes monopolizing economic opportunities from global expansion, and a rising ‘red tide’ of disaffected workers. This double movement, it argues, better explains the demise of the system and the changes that ensued from it. 相似文献
619.
This article examines the role wisdom and dignity play in developing ethical business leaders, or what we call shamanic leaders, for the twenty‐first century. We define wisdom as the integration of moral imagination (the good), systems understanding (the true), and aesthetic sensibility (the beautiful) into decisions, actions, and practices in the service of a better world. Dignity is our inherent value, worth, and vulnerability, a core aspect of humanity that each of us is born with. The challenges of developing shamanic leaders, i.e., individuals who evidence the shamanic attributes of healing, connecting, and sensemaking, are discussed, including how to think about and embody wisdom, and the learning that is required to understand and lead with dignity. We argue that dignity and wisdom can be learned and provide the reader with insights into what is required to promote an inclusive and integrated culture where human flourishing and well‐being are at the core of ethical leadership. 相似文献
620.
This paper reviews the literature on the effects of distance arising from country differences on outcomes at the firm and subsidiary level. It provides some clarity on what has been learned so far about distance by answering four questions: Which distance? Why does distance matter? What outcomes are affected by distance? and What aggravates or alleviates the effects of distance? Based on the review of the literature, a set of future research suggestions are developed, intended to direct attention to research questions that the authors believe are among the most pressing questions in distance research and that may have the potential to advance the field substantially. 相似文献