When Working Hard Is Not Enough for Female and Racial/Ethnic Minority Apprentices in the Highway Trades

Drawing on employment records, qualitative interviews, and a survey, we explore the experiences of apprentices in the highway trades in Oregon. We demonstrate that female and racial/ethnic minority apprentices have lower rates of recruitment and retention and disproportionately face challenges with interpersonal interactions, hiring practices, and supervisory practices. Yet, we find a pervasive narrative that attributes apprentices' success to “hard work,” which contributes to the legitimacy of these inequalities. Consistent with the conceptualization of work organizations as inequality regimes, we argue that the apprenticeship system has policies, practices, and ideologies that are on the surface gender and race/ethnicity neutral, yet lead to the perpetuation of inequalities.     

Doing Gender unto the Other: Fiction as a Mode of Studying Gender Discrimination in Organizations

Although ‘doing gender’ has been recently defined as an accomplishment, an element of social practice, this understanding of the concept needs to be extended to coercive action such as subtle workplace discrimination. Even though great effort has been invested in revealing the dynamic of such social practices, the researcher's task is not easy for a variety of reasons. This type of study is difficult to conduct by following traditional research design and many alternative approaches have been tried. This article presents the possibility of using fiction as one possible and relatively unexploited venue of research.     

Book Reviews

Book reviews: Rosemary Crompton (ed), Restructuring Gender Relations and Employment: The Decline of the Male Breadwinner Susan Eisenberg, We’ll Call You If We Need You: Experiences of Women Working in Construction Fiona M. Wilson, Organizational Behaviour: A Critical Introduction Rohan Collier, Equality in Managing Service Delivery Joyce K. Fletcher, Disappearing Acts: Gender, Power and Relational Practice at Work Miriam Glucksmann, Cottons and Casuals : The Gendered Organisation of Labour in Time and Space     

Teachers' Reactions to Children's Aggression

Drawing on social schema theory ( Fiske & Taylor, 1991 ) and social identity theory ( Tajfel & Turner, 1979 ), this study examined the impact on teachers’ reactions to children's aggression of three variables, two of which were related to the aggressors and one was related to the teachers. Experienced female elementary school teachers (N =90) each read a scenario that described an aggressive episode committed by a group of boys against a boy from another class. The aggressors were either good or bad children, who were either popular or unpopular with their classroom peers. In addition, the scenario manipulated the teachers’ identification with, or commitment to, the class to be either high or low. Analysis of the teachers’ ratings of causal responsibility, liking, and recommended punishment revealed a consistent negative response from the teachers towards the aggressors versus the victim. However, the teachers’ responses were also interactively influenced by the aggressors’ goodness and popularity, as well as the teachers’ class identification. The results are discussed in relation to other findings on teachers’ responses to school aggression and bullying, as well as how their responses might best be explained.     

职场孤独感对员工帮助行为的影响 ——基于资源保存理论视角

基于资源保存理论视角,构建了一个有调节的中介模型,实证研究了职场孤独感对员工帮助行为的影响。结果显示：职场孤独感对员工帮助行为具有负向影响,关系认同在职场孤独感与员工帮助行为之间起中介作用,自我控制资源损耗负向调节了关系认同与员工帮助行为之间的关系,自我控制资源损耗调节了关系认同在职场孤独感和员工帮助行为之间发挥的中介作用。基于此,企业应重视员工的职场孤独感并加强管理,采取相应激励措施鼓励员工提高关系认同感,补充自我控制资源,从而降低职场孤独感对企业组织的不利影响。     

Fit and Skill in Employee Selection: Insights from a Study of Headhunters

We draw upon evidence from a qualitative study of headhunters to provide insights into the character and importance of candidate fit and skill for the selection of a broad range of white-collar employees. Headhunters suggest that the fit of a job candidate is assessed at two levels, one corresponding with a general compatibility with organization-level norms, culture, and strategy, the other corresponding more closely with traits and characteristics of the person or persons with whom the job candidate actually interviews. Skill—a factor which is largely neglected by those who tout the importance of fit—also plays an important and independent role in employee selection. Stalls that influence the selection of employees from a pool of candidates tend to be highly specific if not idiosyncratic, and take the form of what headhunters call hot buttons. We conclude by discussing the conceptualization, causes, and implications of fit; we also consider how the importance of fit and hot buttons challenges the explanatory logic of standard accounts of labor-market success.     

教育主体缺失视角下农村校园欺凌成因及治理

家庭、村庄和学校是农村学生成长过程中的三个重要教育主体，三者相辅相成共同构成农村教育主体结构。农村中小学生正是在该结构中获得成长，而农村校园欺凌事件的频发和多发则与其变化相关。农村教育主体结构的变化包括三个方面：一是家庭教育主体的缺位，表现为农村家庭隔代抚育的“不过问”逻辑；二是村庄教育主体的缺位，表现为村庄交往中的村民相互“不得罪”的逻辑；三是学校主体的缺位，表现为学校管理中官僚主义的“不出事”逻辑。这些主体行为逻辑的变化，进而带来了三者之间良性互动的阻隔，包括家庭与学校勾连的中断、村庄对学生和家庭监管的缺位，以及学校对农村社会的脱嵌。治理农村校园欺凌事件，除了法制和规范进校之外，还要搭建新型的教育主体结构，形成多元化、多主体农村校园欺凌的治理格局。     

Participant roles in preschool bullying: The impact of emotion regulation,social preference,and quality of the teacher–child relationship

The present work investigated whether emotion regulation and social preference were associated with participant roles in bullying as a function of the quality of the relationship with teachers. Participants were 332 children (172 boys), in the age of 42–76 months (M = 58.74; SD = 7.84). Peer nominations were employed to assess social preference and participant roles (bullying, victimization, defending the victim, and outsider behavior). Teachers completed the Emotion Regulation Checklist, which yields the dimensions of emotion regulation and lability/negativity, and the Student – Teacher Relationships Scale, to evaluate conflict and closeness with the teacher. Multilevel models highlighted that emotional lability was positively associated with bullying and outsider behavior, emotion regulation was positively related to bullying and defending behavior, and social preference was negatively associated with bullying and victimization and positively with defending behavior. Interactions indicated that lability and low social preference were associated with bullying, and emotion regulation with outsider behavior, in children with a conflictual relationship with the teacher whereas social preference was related to defending behavior in children with a close relationship with the teacher. Results are discussed highlighting the importance of the quality of teacher–child relationship and the relevance of intervention programs aimed at promoting social wellbeing in preschool.     

Work-related drinking and processes of social integration and marginalization in two Norwegian workplaces

The aim of this study was to investigate the role of drinking in two Norwegian workplaces, focusing on how the drinking may contribute to both social integration and marginalization of employees. The two workplaces were a division of a multinational oil company and a public library both located in one of Norway's larger cities. Data were collected through ethnographic fieldwork, including using participant observation, qualitative interviews, and brief surveys. Work-related drinking was found to be common in both workplaces and played a significant role in a wide range of social situations in the twilight zone between normal working hours and leisure. Drinking was regulated by dominant workplace alcohol cultural ideals, but also involved opposition to these ideals. The results of this study have demonstrated that different forms of drinking (and non-drinking) may lead to both social integration and marginalization – or even exclusion of groups of employees or individual employees.     

Conceptualizing reflection in experience-based workplace learning

This paper seeks to understand key dimensions of reflection in experience-based workplace learning for research being collaboratively undertaken by scholars in Dutch and US research institutions. We systematically explore and compare Tara Fenwick’s analysis of five perspectives on cognition to distinguish among constructivist, psychoanalytic, situative, critical-cultural, and enactivist perspectives on reflection. Our aim is to examine how to conceptualize reflection so that one or more perspectives can complement our understanding of learning through experience at work. We position reflection not only from a practical but also from a theoretical perspective that moves beyond the individual focus of the constructivist perspective. Fenwick’s five perspectives are described in terms of whether and how reflection is utilized, key activities in the process of reflection, relative focus on the individual and/or the context, triggers for reflection, role of power and positionality, role of emotions, and reflection outcomes. We conclude that adding other lenses to the dominant constructivist perspective helps expand our understanding of reflection as well as identify and attend to other tools, people, and factors in the work situation that influence reflection processes and learning outcomes. The paper closes with a discussion of promising new approaches that have emerged since Fenwick’s analysis.