Context Of Work Research Articles

Resistance Capital as a Cultural Asset That Supports Latina Leadership Development & Address Environmental Leadership Challenges in K-12 Schools

ABSTRACT This study delves into the leadership experiences of Latinx women in their professional work contexts who serve as K-12 school principals in public schools located in New Jersey. It accentuates the obstacles faced by these Latina administrators in their roles as school principals to deconstruct negative perceptions and biases toward Latina principals rooted in social identity stereotypes of gender and ethnicity. The study’s findings reveal how their leadership challenges have empowered them to confront microaggressions from intersecting social identity stereotypes related to gender and ethnicity. The primary objective of the research is to dispel misconceptions about Latina school principals and advocate for inclusive leadership practices. The findings indicate that the sustained career success of the Latina school principals in this study was driven by resistant capital (CCW, Yosso & Yosso, 2005; Yosso & Escobedo, 2022), a form of cultural asset that presents an alternative narrative about Latina educational leaders. This study underscores the significance of recruiting and retaining Latina school principals in urban districts and proposes a framework for preparing Latina leaders from K-12 through college.

Men at Work: How Are Masculinities Constituted and Performed in Work and Employment Settings?

This collection addresses the question: how are masculinities constituted and performed in work and employment settings? Work, Employment and Society has published many studies which show people performing, engaging and resisting constitutions of masculinities in employment settings. This collection brings 11 of these publications together to show how and why masculinities – as culturally constructed constitutions and performances – are reproduced, consolidated and contested in work and employment contexts. Three categories are used to order the selected publications: (1) precariousness, (2) embodiment and (3) symbolic interactions. The collection provides a body of work showing what we know (and do not know) about how masculinities are constituted and performed in employment settings, which contemporary scholars can consult, engage with and build on as the sociological intersection of gender, masculinities and work evolves, especially at the empirical level.

Barriers, Facilitators, and Requirements for a Telerehabilitation Aftercare Program for Patients After Occupational Injuries: Semistructured Interviews With Key Stakeholders

Background Patients with occupational injuries often receive multidisciplinary rehabilitation for a rapid return to work. Rehabilitation aftercare programs give patients the opportunity to help patients apply the progress they have made during the rehabilitation to their everyday activities. Telerehabilitation aftercare programs can help reduce barriers, such as lack of time due to other commitments, because they can be used regardless of time or location. Careful identification of barriers, facilitators, and design requirements with key stakeholders is a critical step in developing a telerehabilitation aftercare program. Objective This study aims to identify barriers, facilitators, and design requirements for a future telerehabilitation aftercare program for patients with occupational injuries from the perspective of the key stakeholders. Methods We used a literature review and expert recommendations to identify key stakeholders. We conducted semistructured interviews in person and via real-time video calls with 27 key stakeholders to collect data. Interviews were transcribed verbatim, and thematic analysis was applied. We selected key stakeholder statements about facilitators and barriers and categorized them as individual, technical, environmental, and organizational facilitators and barriers. We identified expressions that captured aspects that the telerehabilitation aftercare program should fulfill and clustered them into attributes and overarching values. We translated the attributes into one or more requirements and grouped them into content, functional, service, user experience, and work context requirements. Results The key stakeholders identified can be grouped into the following categories: patients, health care professionals, administrative personnel, and members of the telerehabilitation program design and development team. The most frequently reported facilitators of a future telerehabilitation aftercare program were time savings for patients, high motivation of the patients to participate in telerehabilitation aftercare program, high usability of the program, and regular in-person therapy meetings during the telerehabilitation aftercare program. The most frequently reported barriers were low digital affinity and skills of the patients and personnel, patients’ lack of trust and acceptance of the telerehabilitation aftercare program, slow internet speed, program functionality problems (eg, application crashes or freezes), and inability of telerehabilitation to deliver certain elements of in-person rehabilitation aftercare such as monitoring exercise performance. In our study, the most common design requirements were reducing barriers and implementing facilitators. The 2 most frequently discussed overarching values were tailoring of telerehabilitation, such as a tailored exercise plan and tailored injury-related information, and social interaction, such as real-time psychotherapy and digital and in-person rehabilitation aftercare in a blended care approach. Conclusions Key stakeholders reported on facilitators, barriers, and design requirements that should be considered throughout the development process. Tailoring telerehabilitation content was the key value for stakeholders to ensure the program could meet the needs of patients with different types of occupational injuries.

Envisioning the Future of Burnout Support: Understanding Frontline Workers' Experiences in Nonprofit Gender-Based Violence Organizations

Frontline workers (FLWs) provide essential services necessary for a functioning society, but the nature of their work contributes to their high rates of burnout. This burnout impacts not only their own health, but also has dire consequences for the people most in need of their services. Digital interventions for burnout may provide scalable, accessible, and cost-effective care. However, such interventions have been designed to intervene at the individual-level and have been inadequate in sustainably alleviating burnout. In addition, these interventions have not considered how we might integrate more effective organizational-level strategies or reflect FLWs' own experiences and the unique contexts of frontline work in their design. One important, yet understudied, domain of frontline work that experiences high rates of burnout is gender-based violence (GBV) service provision in nonprofit organizations. Using a community-based participatory research approach, we ran 8 co-design workshops with FLWs and supervisors from various nonprofit GBV organizations in a large metropolitan city in the United States to understand their experiences, hopes, and perceptions of technology for burnout support within their organizations. We found that participants greatly valued their support systems and supervisory relationships at work. And while there was a desire to use technology as support tools for burnout, participants were wary of how it could conflict with these support systems and important organizational values. We contribute a multilevel framework for digital burnout interventions and argue for a methodological shift to an assets-based approach, reframing the future of research and design of burnout interventions to center and reflect the needs, values, and lived experiences of FLWs.

Exploring or Floundering in the Sex Industry? Understanding Sex Work as Job Explorations for Emerging Adult Sex Workers.

Based on in-depth interviews with 40 men involved in the Chinese sex industry, this study compared how engagement in sex work impacts, whether positively or negatively, the career development and transition to adulthood of middle-class and lower-class emerging adults. Most middle-class sex workers had concrete career goals outside of the sex industry and were on track to achieve those goals using their educational credentials and social and cultural capital. In contrast, most lower-class male sex workers relied on the lucrative nature of sex work to accumulate capital for their long-term goals, such as starting small businesses. Lower-class sex workers without career goals often spent their income on addictive habits, such as video games, and their engagement in sex work was not conducive to their long-term career development. Extending the literature on emerging adulthood to the context of sex work, I argue that for emerging adults who engage in sex work consciously with career goals, sex work could be viewed as a form of job exploration, while for those who engage in sex work without clear career goals, their engagement could be better described as floundering.

The Mediating Effect of Knowledge Sharing and Usage on Human Resource Practices and Innovative Behavior

As work contexts dynamically evolve, enhancing managerial human resource practices (HRP) becomes crucial to foster employee innovative behavior (IB) while promoting positive knowledge usage (KU) and sharing (KS). This paper examines their latent ambidexterity resulting from HRP and strategies. After a thorough literature review, evidence of the relationship between HRP and IB is revealed, mediated by KS and KU. A quantitative questionnaire is designed, and data from Lebanon and the GCC region are analyzed using SPSS. Findings reveal a direct HRP-IB link with partial sequential mediation by KS and KU in the GCC. The effects of HRP and IB are significant with sequential mediations. This study offers insight into the HRP-IB correlation, emphasizing the mediating roles of KS and KU. It highlights the importance of effective HRP and the utilization of KS and KU in the organizational macroenvironment. Focusing on Lebanon's crisis and the GCC's prosperity, the study uniquely examines these variables' relationship, providing a comprehensive understanding of their dynamics in the workplace.

A Tale of Two Locals: The Strategic Choice of a Trade Union during the 2019 GM–UAW Strike and Member Satisfaction

Industrial relations (IR) scholars emphasize the strategic choices of industrial relations actors to explain IR processes and outcomes. This article asserts that union member satisfaction is critical to realize unions’ objectives and that the local union and work context shapes satisfaction. The authors study the 2019 national UAW strike against General Motors in two, at first sight, very similar union locals. Union members of one local approved the agreement while the other local rejected the agreement. Through quantitative and qualitative analysis, the authors explain the different outcomes. Their analysis of a unique worker survey conducted during the strike shows that general member satisfaction was an important dimension for supporting the union’s strategic choices. Qualitative case studies of the two locals highlight the importance of shares of transfer workers—“invisible divides”—when examining member satisfaction. Broadly, findings contribute to the strategic choice literature and emphasize the local union context as a key locus for producing successful outcomes.

A Systematic Literature Review of Intersectional Leadership in the Workplace: The Landscape and Framework for Future Leadership Research and Practice to Challenge Interlocking Systems of Oppression

Normalized, dominant leadership styles favoring masculinity and aggressiveness disregard the impact of intersectional social identities and inequities on leadership practices and perpetuate leadership gaps and inequities in organizations, for example, preventing women and people of color from advancing into leadership roles. This study aims to explore how intersectionality plays a role in workplace leadership and propose a framework for future leadership research and practice that foregrounds intersectionality. To achieve this aim, this study systematically classified and reviewed 160 empirical studies on intersectionality in leadership in work and organization contexts. Most studies described the leadership experiences and strategies of individuals from multiple marginalized, historically excluded (MMHE) groups and the factors that influence their leadership. Some studies presented the intersectional effects of leadership and illuminated relational and contextual aspects of the leadership process. We discussed tensions within the findings and proposed a framework for intersectional leadership based on the results of the literature review. We conclude with a call for illuminating intersectional leadership as a promising process to achieve organizational social justice.

Green IT and BYOD: driving sustainability, job performance, and well-being in remote work

Purpose This study aims to explore the impact of bring your own device (BYOD) practices on teleworkers’ job performance, work–life conflict and their implications for environmental sustainability, with a particular focus on Green IT in the post-pandemic remote work context. Drawing on the job demands–resources (JD-R) model, it examines the relationships between private technology adoption, job demands, job resources, job performance and work–life conflict, while also assessing how BYOD impacts environmental outcomes such as electronic waste reduction and carbon emissions. Design/methodology/approach The study used confirmatory factor analysis and structural equation modelling (SEM) using AMOS version 22 to evaluate seven hypotheses among 424 full-time teleworkers from various occupational sectors in Mauritius, a developing country. Findings SEM results confirm that BYOD enhances job performance and work–life conflict through increased job autonomy, workload and work pressure. BYOD and teleworking also contribute to Green IT and environmental sustainability by reducing energy consumption and electronic waste, indirectly supporting broader sustainability goals through reduced corporate device demand and lower commuting-related emissions. Practical implications Organisations should leverage BYOD policies to advance Green IT practices and improve work performance in remote settings, focusing on balancing job demands with resources like work autonomy to enhance productivity and well-being. Originality/value The findings strongly support the JD-R model in the context of remote work and BYOD, particularly in developing economies with limited infrastructure, offering insights for policies that enhance both employee well-being, Green IT and environmental sustainability.

Career Guidance and Employment Issues for Neurodivergent Individuals: A Scoping Review and Stakeholder Consultation

ABSTRACTGrowing recognition of neurodivergence amongst individuals poses challenges for career counselors and human resource practitioners when advising, guiding, and supporting the careers of this diverse group. Despite the potential for neurodivergent individuals to contribute to organizations, career guidance for these individuals is a relatively new area. We conducted a multidisciplinary project comprising a scoping review and stakeholder consultation to generate evidence‐based recommendations for identifying and supporting career paths that lead to positive employment outcomes for neurodivergent individuals. The scoping review included 78 articles on career guidance and associated employment issues (e.g., facilitators and barriers to employment) for neurodivergent individuals, while stakeholders, including neurodivergent individuals, counselors, and others, provided insights into their employment experiences. Our scoping review yielded nine themes: career guidance practice, predictors of employment, employment interventions, different forms of employment, work barriers and facilitators, strengths and challenges, person‐job fit, occupation and industry fit, and employment outcomes. The stakeholder consultations complemented the scholarly themes. Results were interpreted using the Stone and Colella theoretical model of factors influencing the treatment of people with disabilities. The model was extended across educational and work contexts, and to include the nature of occupations and industries. Building on this project and our overarching theoretical model, we map a future research agenda for the study of careers amongst neurodivergent individuals. Specifically, we highlight persistent methodological limitations of the literature before turning to theoretical implications across career stages. We conclude with practical implications for career counselors and human resource practitioners. Ultimately, our review calls for researchers and practitioners to help promote sustainable, high‐quality, and fulfilling careers for neurodivergent individuals.

Stigma towards people with mental conditions in healthcare workers: an Italian cross-sectional study

Abstract Background Stigma towards people with mental disorders (MD) in healthcare workers (HCWs) can negatively influence the quality of care provided and hinder patients from accessing healthcare. The aim of this study was to analyze stigma and its determinants among physicians and nurses in Italy, as a basis for future strategies to reduce its extent. Methods A cross-sectional study was conducted from April to September 2023. A sample of 1053 physicians and nurses working in Italy answered an online 52-item questionnaire. Variables explored demographic data, work context, burnout symptoms, and personal or family history of MD. The Opening Minds Scale for Health Care Providers (OMS-HC) was used to assess the level of stigma (score from 20 to 100, higher scores represent higher levels). Descriptive analysis and multivariable linear regression were performed. Results Females were 69.5% and median age was 48 years (IQR=37-58). Physicians were 60.5%. A total of 20% of the sample worked in psychiatric settings. Burnout symptoms were reported by 23.5%. Results showed a median OMS-HC score of 49 (IQR=43-54). Positive associations with stigmatizing attitudes were found for being a nurse (p = 0.020) and being in burnout (p = 0.017), while working in a psychiatric setting (p < 0.001) and having personal or family history of MD (p < 0.001) had negative associations. Conclusions This research unveiled a notable amount of stigma among Italian HCWs towards individuals with MD. Since people with MD experience higher rates of disability and mortality, it has to be a public health priority to develop targeted strategies to reduce stigma in HCWs, as it discourages patients from accessing healthcare. Future interventions should be tailored for different professionals and dealing with HCWs burnout. Key messages • Future interventions should consider that healthcare workers in burnout and nurses tend to have more stigma toward patients with mental conditions. • Healthcare professionals working in psychiatric settings and having personal or family history of mental disorders showed lower stigma.

Work context and drinking behavior in the French public service: a qualitative study

IntroductionAlcohol use disorders (AUD) are a major public health problem. Among the working population, alcohol is the most frequently used psychoactive substance, as well as the most inappropriately used. Alcohol consumption reduces the worker’s psychophysical integrity, leads to an increase in inappropriate behavior, accidents and injuries, and affects the safety and health of other workers. Thus, the workplace must play an essential role in prevention. Particularly in France, in the civil service, a specific professional sector made up of many professionals exposed to stress, the prevention of AUD must play an essential role. The objective of this study was to describe the framework of alcohol consumption in the French public service in order to understand the sources of alcohol consumption behaviors and to identify the prevention measures to be implemented, in order to reduce the risk of transition to an alcohol use disorder.MethodsThis descriptive qualitative study was based on focus groups. Sampling was purposive and data saturation was verified. Coding was “in vivo,” descriptive and pattern-oriented. Analysis was inductive thematic, and the COREQ guidelines were followed.ResultsFirstly, the presence of alcohol in the workplace has been characterized by a before-and-after a prohibition law, and by the revelation of mechanisms for avoiding the ban. Then, the three main determinants for alcohol use disorders were: society, work and personal factors. Lastly, the prevention initiatives identified must be based on both collective and individual approaches. They must be encouraged by the hierarchy, include screening, accompaniment to care, and take into account both work in the workplace and work at home. The fight against work-related alcohol use disorders must be part of the corporate culture.DiscussionPreventing alcohol-related disorders among civil servants will help fight the burden of non-communicable diseases.

“Your crisis is our crisis; we take those on!” Exploring the profound role of spiritual diversity in social work

ABSTRACT Spiritual Diversity (SD) is transformative when integrated into the epistemic context and practice. SD’s transformative potential can significantly enhance clients’ quality of life when harnessed. The profound lived experiences of social workers must be unearthed to embrace spiritual diversity as a holistic resource fully. Therefore, this study aimed to delve into the lived experiences of social workers, explore the profound role of spiritual diversity, and uncover diverse perspectives in different social work contexts. Seven in-depth, semi-structured Zoom interviews with spiritually informed social workers were conducted. Using Interpretative Phenomenological Analysis (IPA), the exploratory comments and observations of the participants were drawn. The study generated 122 codes from the data and developed fourteen emergent themes. These themes were then clustered into four major themes: 1. Spiritual turn among social workers, 2. Spirituality as a strength-based mechanism, 3. Creating access to spiritual resources, and 4. Increased vitality in the healing process. Demonstrating the seamless integration of the spiritual diversity approach and critical discourse on social work practices, this study adds to the growing body of research that underscores the benefits of a spiritual diversity approach in social work settings.

Living and learning in the retail sector: transactions of young adults’ life course experiences and workplace learning opportunities

This paper seeks to bridge the existing knowledge gap between workplace learning and life course studies by investigating how young adults in the retail industry identify, pursue, and actualise learning opportunities in their workplaces. It considers the elements from their life course that either facilitate or impede these learning opportunities. The study contributes to workplace learning and life course studies by constructing a nuanced understanding of young adults’ agency in navigating their learning and development within the work context. The research is based on an exploratory single case study of young adults working in the Danish retail sector, specifically in non-specialised food handling. Learning biography vignettes (LBV) serves as the empirical foundation for analysis. The findings highlight the complex interplay between personal life events, social support, work environments, and individual agency in shaping the learning and development trajectories of young adults. The research underscores the need for workplaces to be supportive and flexible, providing a range of learning opportunities. It is vital that these environments recognise individual agency and cater to both the personal and professional growth needs of young adults.

Ensino remoto emergencial e saúde mental: desafios enfrentados por docentes universitários durante a Pandemia de Covid-19

This article aimed to investigate the impacts of emergency remote teaching on the mental health of university teachers in the context of the Covid-19 pandemic. An exploratory research was carried out through individual interviews guided by a script. Based on Bardin's content analysis, we sought to investigate the impacts of emergency remote teaching on mental health related to teaching practice, work and social context. In the discussions, we found that the following impacts were generated: the feeling of not being able to teach, difficulties in technological adaptation and little interaction with students, work overload, social isolation. And as consequences of these impacts, symptoms such as insecurity, fear, abandonment, lack of passion for work, demotivation, fear of the unknown, feeling of isolation, frustration and anguish, stress, feeling of anger, panic attack, depression, contamination of leisure time through the loss of the distinction between working hours and leisure time, decrease in physical activity, increase in alcohol consumption and also increase in family conflicts. The findings are in line with other studies and contribute to the discussion of the importance of considering psychosocial impacts in the processes of implementing new forms of teaching.

How higher education teachers see their professional identity

An important dimension to understand the student learning process is the professional identity of teachers, which is conceptualized as a continuous process of construction and reconstruction. In this process, teachers define and assume their roles in a specific educational context that is characterized by tensions, adjustments, and transformations. This study focuses on understanding the professional identity of higher education teachers, a field characterized by constant evolution and demands. The personal characteristics of this identity are explored, including experiences and biographical representations, as well as its interrelationship with the institutional environment. Using a qualitative interpretive approach, six teachers recognized for their pedagogical innovation and educational commitment were interviewed. The results reveal outstanding motivation and responsibility in educational work, but also tensions between personal identity and the work context, reflected in the perception of low recognition and the importance of institutional leadership. The teachers show a critical and reflective view of their work, influenced by childhood experiences that impact their conceptions of educational justice and equity. To conclude, the common characteristics of professional identity in higher education highlight the need to integrate them into professional development. The article advocates for the design of more personalized training programs and the promotion of continuous learning among peers as key elements to strengthen this identity and improve pedagogical practice.

Casually cynical or trapped? Exploring gig workers’ reactions to psychological contract violation

PurposeDrawing on psychological contract (PC) theory and platform labor research, the purpose of our study was to explore gig workers’ reactions to perceived PC violation. Our study was set against the backdrop of the COVID-19 pandemic, which brought workplace health and safety issues into much sharper focus, even in nonstandard employment arrangements like gig work.Design/methodology/approachThis study employed a mixed-methods design. In Study 1, we tested a conceptual model of US-based ride-hail drivers’ (n = 202) affective and cognitive reactions to Uber’s (lack of) commitment to safe working conditions. In Study 2, we conducted interviews with 32 platform workers to further explore an unexpected finding from Study 1.FindingsIn Study 1, we found that drivers’ perceptions of PC violation were related to decreased trust in Uber and higher intentions to leave this line of work; however, cynicism toward Uber only predicted withdrawal intentions for those drivers who did not believe that they had job alternatives available outside of gig work. We explored this further in Study 2, where we found that workers with low economic dependence on gig work could afford to be casually cynical toward the platform, while high-dependence workers felt “trapped” in this line of work.Originality/valueWe contribute to the social/relational theoretical approach to gig work more broadly and to the literature on PC in platform work more specifically. We also add to the emerging literature on how economic dependence shapes workers’ experience of platform work. Our findings around low-dependence gig workers experiencing a more indifferent form of cynicism – which we have termed casual cynicism – highlight the importance of treating the context of gig work as unique, not merely an extension of traditional management research.

Like parents, like children… this is not always the case! Alongitudinal study on the family transmission of intergroupcontact.

During adolescence, opportunities for interethnic interactions can shape future attitudes toward diversity. However, it is unclear how family can influence adolescents' quality of contact in different life contexts. This study aims to fill this gap. A sample of 702 Italian adolescents (Mage = 15.61, SDage = 1.11, 48.58% girls) and their parents (615 mothers, Mage = 48.45, SDage = 4.34; 487 fathers, Mage = 51.22, SDage = 4.92) completed questionnaires at two time points. Cross-lagged models indicated that adolescents' intergroup contact at T1 was associated with mothers' contact over time, mainly in structured (i.e., school and work) contexts. No significant associations were found regarding fathers' intergroup contact and unstructured contexts. These results shed new light on the process of family transmission during adolescence, particularly regarding intergroup dynamics.

Lesbian and Gay Population, Work Experience, and Well-Being: A Ten-Year Systematic Review.

Despite an increase in the promotion of equal opportunities at work, there is still persistent discrimination against lesbian and gay (LG) workers. In this vein, this study aimed to systematically review the research investigating the peculiarities of the work experience of LG people, particularly considering the theoretical frameworks in the approach to sexual minorities' work-related issues, as well as individual and contextual variables influencing the work experience and the impact they may have on health and well-being. We explored the PsycArticles, EMBASE, Scopus, and Web of Science electronic databases and the EBSCOHost (PsycInfo, Psychology and Behavioral Sciences Collection) scholarly search engine, between 01/01/2013 to 01/03/2023, with regards to the search terms "lgb*", "gay*", "lesbian*", "homosexual*", and "sexual minorit*", associated with "employee*", "personnel", "worker*", and "staff", and with "workplace", "work", "job", "occupation", "employment", and "career". Data were narratively synthesized and critically discussed. Of the 1584 potentially eligible articles, 140 papers contributed to this systematic review. Five main theoretical frameworks were identified: (a) minority stress, (b) sexual prejudice and stigma, (c) queer and Foucauldian paradigms, (d) social identity theories, and (e) intersectionality. Furthermore, significant individual (e.g., outness, disclosure, and work-family conflict) and contextual (e.g., heterosexist and heteronormative workplace climate and culture) variables influencing LG people's work experience were identified. This review highlights the need to develop a unified theoretical model for the construction of specific measurement tools to assess the work experience of LG people and for the implementation of interventions aimed at minimizing the effects of stigma in work contexts.

Identity development of Arab drama therapists: The role of ethnic boundary work

Previous studies have suggested that creative arts therapists who work in conservative societies must adapt their Western therapeutic ideologies to collectivist and traditional norms. Less is known about how these creative arts therapists construct and maintain their professional identity in diverse sociocultural contexts. Building on the literature that emphasizes the role of ethnic boundary work in professional identity processes, we examined how Arab drama therapists maintain, challenge, and negotiate ethnic boundaries in the process of professional identity construction.Participants were 38 Israeli-Arab drama therapists (36 female) working in Israeli-Arab schools. Data were collected through semi-structured interviews (27 participants) and playback theater groups (12 participants). Thematic analysis revealed three different forms of ethnic boundary work: "Distinguishing Arab identity from drama therapy", "Drama therapy as an act of challenging ethnic and gender boundaries", and "Negotiating ethnic boundaries within the context of drama therapy".The current study emphasizes the sociocultural context of boundary work by illustrating how Israeli-Arab drama therapists define their professional identity across ethnic, gender, and political tensions. We conclude with implications for research and practice.