Introduction: The Methodological Strengths and Dilemmas of Qualitative Sociology

Qualitative Sociology -     

Generations,Identities, and the Collective Memory of Che Guevara1

Has the image of Che Guevara lost its power to evoke radical politics in the face of pervasive commodification? The commercialization of this 1960s political icon has called into question the power of the market to shape collective memories. Meanwhile, antisystemic movements of the left continue to erect his image at protest events. In light of this contest over how Che Guevara is remembered, we investigate, using data from a survey of Spanish citizens, who is most likely to recall him. We find qualified support for the theory of generational imprinting—Che is more often recalled by those generations who saw him rise to prominence during their formative years, although prominent as a collective symbol rather than as a living person. Our results also corroborate the claim that historical figures or events are more salient for, and therefore more likely to be remembered by, some subgenerational units than others. Thus, although the younger generations are in general more likely than their elders to recall Che, he is most frequently remembered by the highly educated leftists who espouse postmaterialist and posttraditionalist values and identify more with their local regions than with the nation of Spain. These patterns suggest that, in contrast to the dire predictions of mass culture theorists, the memory of Che Guevara has become increasingly tied to markers of social, ethnic‐regional, and political identity.     

Do Lets Work?

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.     

BURR CRITICAL VALUE APPROXIMATIONS FOR TESTS OF AUTOCORRELATION AND HETEROSCEDASTICITY

The paper evaluates the accuracy of Burr approximations of critical values and p-values for test a of autocorrelation and heteroscedasticity in the linear regression model.     

FINITE HORIZONS, INFINITE HORIZONS, and THE REAL INTEREST RATE

Using an overlapping-generations model in which households may have either finite or infinite horizons, I derive the implications of each horizon for the steady-state real interest rate. I then formulate an econometric model of the steady-state real interest rate and devise tests that can distinguish between finite and infinite horizons. These tests are applied to annual and quarterly U.S. data, which span the period 1875–1988. The results are inconsistent with finite horizons, and broadly consistent with infinite horizons.     

Naming Men as Men: Implications for Work,Organization and Management

This paper seeks to contribute to the growing interest in naming men as men as part of a critical analysis of gendered power relations in organizations. The paper highlights the way in which men and masculinities are frequently central to organizational analysis, yet rarely the focus of interrogation. They remain taken for granted and hidden. Examining recent studies that contribute to a critical analysis of gendered power relations, we consider the growing interest in multiplicity, diversity and difference. In particular, we explore the issue of ‘multiple masculinities’ as well as some of the conceptual difficulties that surround it. Arguing for an approach which addresses the unities, differences and interrelations between men and masculinities, we suggest that critical studies of gendered power need to examine the management of organizations in much more detail. Highlighting five masculinities that seem to be routinely embedded in managerial discourses and practices, we conclude by advocating further research in this previously neglected area.     

The Sociology of Expertise: The Distribution of Social Fluency

Expert knowledge is an essential component of modern society. It is also a potentially difficult topic for sociology because of the importance sociology attaches to culture and context. The sociology of science has emphasised the continuity between scientific expertise and more traditional forms of knowledge. Whilst this suggests an increasing 'democratisation of expertise' is desirable, it also risks erasing the idea of expertise itself. This might be particularly detrimental for sociology as it restricts the role of sociological inquiry to examining how expert status is attributed rather than understanding what expertise is. This paper describes these developments and contrasts them with other approaches in which expertise appears less important. It concludes by setting out a new approach to expertise that respects the role of culture in generating knowledge but, by stressing the importance of socialisation and experience, argues for a more nuanced conception of expertise as both real and unequally distributed.