2021 OOW Award Winners

It’s a pleasure to announce OOW papers and book award winners! Please come to congratulate them at the OOW business meeting on August 10th at 2:30-3:00pm EDT.

James D. Thompson Graduate Student Paper Award


Hart, Chloe Grace. 2021. “Trajectory Guarding: Managing Unwanted, Ambiguously Sexual Interactions at Work.” American Sociological Review 86, no. 2: 256–78.

Honorable mentions

Luhr, Sigrid. 2020. “Signaling Parenthood: Managing the Motherhood Penalty and Fatherhood Premium in the U.S. Service Sector.” Gender & Society 34, no. 2: 259–83.

Kunyuan Qiao. 2021. “E pluribus unum: Historical Origins and Contemporary Organizational Implications of Subnational Institutional Variations in the United States”. Working paper. Cornell University.

Many many thanks to the Thompson award committee members: Erin Cech (Chair), Yongjun Zhang, Jennifer Merluzzi, Guillermina Altomonte and Rui Jie Peng.

W. Richard Scott Article Award


Storer, Adam, Daniel Schneider, and Kristen Harknett. 2020. “What Explains Racial/Ethnic Inequality in Job Quality in the Service Sector?” American Sociological Review 85, no. 4: 537–72.

Big thank you to members of the Scott award committee: Nina Bandelj (Chair), Lindsey Ibanez, Ken-Hou Lin, Eunmi Mun and Ryan Smith.

Max Weber Book Award


Clair, Matthew.  2020. Privilege and Punishment: How Race and Class Matters in Criminal Court.  Princeton University Press.

Kelly, Erin L. and Phyllis Moen.  2020. Overload: How Good Jobs Went Bad and What We Can Do About It.  Princeton University Press.

We’re grateful to the members of the Weber award committee, Tim Bartley (Chair), Christine Williams, Marlese Durr and Dustin Avent Holt. 


ASA 2021: OOW Sessions and Roundtables

Section on Organizations, Occupations, and Work Sessions and Roundtables 

Monday and Tuesday August 9 & 10, 2021 

OOW Business Meeting Tuesday, August 10, 2:30 to 3:00pm EDT


Elizabeth Popp Berman, University of Michigan-Ann Arbor 
Sharla N. Alegria, University of Toronto 
Nicole Genevieve Denier, University of Alberta 
Jiwook Jung, University of Illinois at Urbana-Champaign 
Victor E. Ray, University of Iowa 
Argun Saatcioglu, University of Kansas 
Angelina Grigoryeva, University of Toronto 

Program in Brief


Organizational and Occupational Community, Culture, and Change 
Mon, August 9, 11:00am to 12:25pm EDT  

Precarity and Downward Mobility 
Mon, August 9, 12:45 to 2:10pm EDT  

Pay and Promotion, Determining Rewards, and Factors Shaping Career Outcomes
Mon, August 9, 4:15 to 5:40pm EDT  

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section I
Tue, August 10, 11:00am to 12:25pm EDT 

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section II
Tue, August 10, 12:45 to 2:10pm EDT 


Tue, August 10, 3:00 to 3:55pm EDT 

Table 1. Work during the COVID-19 Pandemic and Crises Times 
Table 2. Gender and Work – 1 
Table 3. Gender and Work – 2 
Table 4. Race, Ethnicity, and Work 
Table 5. Well-Being in the Workplace 
Table 6. Inequality and Work 
Table 7. White-Collar and Nonstandard work 
Table 8. Organizational Success and Employment Relations


Program in Detail

OOW Sessions 

Organizational and Occupational Community, Culture, and Change 
Mon, August 9, 11:00am to 12:25pm EDT  

Presider: Jiwook Jung, University of Illinois at Urbana-Champaign 

Can We Change the Overwork Culture? Workplace Policies and the Ideal Worker Norm – Youngjoo Cha,  Indiana University-Bloomington; Kristin Kelley, Indiana University-Bloomington; Elizabeth Hirsh,  University of British Columbia 

Civic (Dis)embeddedness: Professionalism Shapes the Social and Systemic Integration of Urban Civil  Society Organizations – Christof Brandtner, University of Chicago; Krystal Laryea, Stanford University

From ‘State of Exception’ to ‘New Normal’: Crisis and Change in Organizations – Alexandra E. Brewer,  Wake Forest University 

Institutional Persistence, Change, and Agency: The Case of Air Traffic Control – Diane Vaughan, Columbia  University

Ties That Bind or Ties That Free? Core-Periphery Collaboration and Identity Shifting in US Hollywood  Films – Demetrius Lewis, Emory University; Ruo Jia, Stanford GSB 

Precarity and Downward Mobility 
Mon, August 9, 12:45 to 2:10pm EDT  

Presider: Nicole Denier, University of Alberta 

Downward Mobility and Working Selves – Lindsey McKay Ibanez, Washburn University; Steven H. Lopez,  Ohio State University 

Low-skilled Occupations Face the Highest Re-skilling Pressure – Di Tong, Massachusetts Institute of  Technology; Lingfei Wu, University of Pittsburgh; James A. Evans, University of Chicago

Managing Algorithms: The Partial Automation of Middle Management and its Implications for Gig  Worker – Diana Enriquez, Princeton University; Janet Vertesi, Princeton University 

‘Tag Your Loves…Carrying a Heavy Load’: Multi-Level Marketing and Gendered Neoliberalization of  Interpersonal Relationships – Nicole Cochran, Temple University 

Unemployment Experts: Governing the Job Search in the New Economy – Patrick Sheehan, University of Texas  at Austin 

Pay and Promotion, Determining Rewards, and Factors Shaping Career Outcomes
Mon, August 9, 4:15 to 5:40pm EDT  

Presider: Ronit Dinovitzer, University of Toronto 

From the Job’s Worth to the Person’s Price: The Evolution of Pay-setting Practices since the 1950s – Laura Adler, Harvard University 

Still a Man’s World? How Workplace Hegemonic Masculinity Drives Lawyer’s Wages – Andreea  Mogosanu and Ronit Dinovitzer, University of Toronto 

Structural legacies and the motherhood penalty: How past societal contexts shape mothers’ employment  preferences and outcomes – Malte Reichelt, New York University; Matthias Collischon,  Institute for Employment Research; Andreas Eberl, University of Erlangen-Nuremberg

The Gendered Consequences of Flexible Work Policies – Vanessa Conzon, Massachusetts Institute of  Technology; Duanyi Yang, Cornell University; Dongwoo Park, Cornell University; Erin Kelly,  Massachusetts Institute of Technology 

The Road to Equity: How Do Workplace Policies Affect Gender and Class Differences in Promotions? Anne Kathrin Kronberg, University of North Carolina-Charlotte; Anna Gerlach, Goethe University 

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section I
Tue, August 10, 11:00am to 12:25pm EDT  

Presider: Victor Ray, University of Iowa 

Getting in: The Racialized Legitimation Strategies of Black Tech Entrepreneurs in Silicon Valley and  Atlanta – Alicia Sheares, University of California, Berkeley 

In the Name of Love: Whiteness, Emotion Work, and Resource Distribution in Organizations – Sarah H. Diefendorf, Scholars Strategy Network; C.J. Pascoe, University of Oregon 

Mathematically Maintained Inequality: Racialized Organizations and Selective Organizational Change – Cassidy Puckett, Emory University; Brian Gravel, Tufts University 

“Their Accent Is Just Too Much”: Tracing the Sonic Color Line in Public Radio Production – Laura Garbes,  Brown University 

This Is Why I Leave: Race and Voluntary Turnover – Adina Sterling, Stanford University 

Broadening the Conversation about Racism in Organizations, Occupations, and Work Section II
Tue, August 10, 12:45 to 2:10pm EDT 

Presider: Elizabeth Popp Berman, University of Michigan 

“In a White Man’s Place”: White Responses to Non-White Occupational Mobility in three US Cities,  1890-1910 – Joseph Jewell, Texas A&M University-College Station

Interrogating Whiteness in Organizational Diversity Initiatives – Melissa Victoria Abad, Stanford  University; Ethel L. Mickey, University of Massachusetts Amherst 

Race-Conscious and Unconscious Holistic Admissions: Racialized Organizations Managing Selective  College Access- OiYan Poon, The Spencer Foundation 

Racialized Definition of Compliance with Organizational Policy: The Case of Community Policing – Jungmyung Kim, University of Wisconsin-Madison 

The Inclusion Tax: The Price of the Ticket in White Spaces – Tsedale Mekete Melaku, CUNY-Graduate  Center 

Inequality Across “Diverse” Workplaces 
Tue, August 10, 4:15 to 5:40pm EDT 

Presider: Sharla N. Alegria, University of Toronto 

Are Organizational Gender Diversity Management Practices Effective?- Sanjana Singh, Eva Jaspers, and  Tanja van der Lippe, Utrecht University 

Doing Diversity Like an Ideal High-Tech Worker: Avoiding and Making Compromises About Claims on  Diversity – Annika M. Wilcox, North Carolina State University 

Maverick Management: Uneven Accountability in Performances of Trust – Sarah Elizabeth Mosseri,  University of Virginia 

Two-Tiered Labor Market and the “Glass Moving Walkway:” Gender, Job Mobility, Segregation, and  Wages – Emma Williams-Baron, Stanford University 

Will it be #MeToo? Occupational Choices and the Specter of Sexual Harassment – Emma Tsurkov,  Stanford University 

OOW Roundtables 

Tue, August 10, 3:00 to 3:55pm EDT 

Table 1. Work during the COVID-19 Pandemic and Crises Times 

Categories and Crisis: Definitions of Essential in the COVID-19 Pandemic. – Joshua M. Hurwitz, Stanford  University 

Essential but Ill-Prepared: Mental Health Effects among Grocery Store Workers during COVID-19’s First Wave in Arizona. – Brian Mayer, University of Arizona; Mona Arora, University of Arizona; Sabrina Helm,  University of Arizona; Melissa Barnett, University of Arizona 

Meat Racism During SARS-CoV-2 Pandemic in 2020. – Moses Seenarine 

Priming and Resonance Institute Institution in Crisis Practice. – Yuanhao Liu, Nothwestern University; Xiao Tang,  Tsinghua University 

Teaching in the Time of COVID-19: Gender and Race Differences in Emotional Labor. – Catherine White  Berheide, Skidmore College; David A. Cotter, Union College; Megan Carpenter, Saint Lawrence  University 

Why Zoom Is Not Doomed Yet: Privacy and Security Crisis Response in the COVID-19 Pandemic. – Wenhong  Chen, University of Texas-Austin; Yuan Zou 

Work and Family Conflict for Parents in Professional Occupations During the COVID-19 Pandemic. – Angela  Clague, University of California, Los Angeles; Chaitra Hardison, RAND 

Table 2. Gender and Work – 1 

Access to Work-Family Resources in the Gender-Segregated Labor Market. – Kaitlin Johnson, Indiana University Cohort Differences in the Effect of Children and Domestic Labor on Women’s Labor Outcomes. – Angela Clague,  University of California, Los Angeles 

Constraints or Commitment? Insider Partners and the Mobility of Women Out of Low-Wages. – Michael A  Schultz, University of Texas-Austin 

Female Perceptions of Bias and Obstacles Toward Advancement in the Department of Defense. – Dianna Lynn  Black, University of Phoenix

From Organization Men to Career Men: Job Choice as Career Crafting. – Dominika Kinga Sarnecka, Harvard  University 

Table 3. Gender and Work – 2 

Gender and Success in Gaining Future “Gigs”: The Social Networks of Film Composers in Hollywood, 2000- 2009. – Ju Hyun Park, Emory University 

Gender Differences in Fairness Perceptions of Own Earnings in 26 European Countries. – Jule Adriaans, German  Institute for Economic Research; Matteo Targa, German Institute for Economic Research

Gendered Work Experiences in a Hyper-Masculine Organization: Differences Between Cohorts. – Chelli  Plummer, Providence College 

The Unequal Joy of Cooking: Sex Discrimination in Cook’s Wages. – Jessie Himmelstern, University of  Minnesota 

Within occupational gender-segregation: Dynamics of competition between sub-occupations shape and re-shape  job queues. – Livia Baer-Bositis, Stanford University 

Table 4. Race, Ethnicity, and Work 

Enduring Racism: The Persistence of Racial Inequality in American Law Firms. – Vitor Dias, Indiana University Bloomington 

Racialized Expertise and the Character of Organizations: The Case of University DEI Personnel. – Sandra  Portocarrero, Columbia University 

Racializing Institutional Boundaries: The Case of the CHAZ/CHOP. – Aliyah Turner, University of Washington;  Maxine Wright, University of Washington 

“So, You Are the Wise Latina They Hired”: Workplace Discrimination in the Legal Profession. – Fitore Hyseni,  Syracuse University; Fatma Altunkol Wise, Syracuse University 

“Trump Gave Them Wings”: Immployment, Legal Status, Citizenship, and Racism on La Esquina. – Nancy  Plankey-Videla, Texas A&M University-College Station; Cynthia Luz Cisneros Franco, Texas A&M  University 

Table 5. Well-Being in the Workplace 

Algorithmic Management, Nonstandard Schedules, and Gig Worker Wellbeing. – Katherine Hill, University of  Texas 

Avoiding, Resisting, Enduring: Responses to Workplace Violence in Professional Kitchens. – Ellen T. Meiser,  University of Hawaii at Manoa; Eli R. Wilson, University of New Mexico-Albuquerque

Sociability Between Coworkers and Social Fit at Work. – Thomas Lyttelton, Yale University

Student Culture and the Normalization of Deviance in an Allopathic Medical School. – Judson G. Everitt, Loyola  University-Chicago; James M Johnson, Loyola University Chicago; William H Burr, Loyola University  Chicago; Stephanie H Shanower, Loyola University Chicago 

The pain and possibility of departure: How experiences of meaningful work shape leader exit. – Krystal Laryea,  Stanford University; Elizabeth Trinh, University of Michigan 

Tradeoffs in the Spotlight: The impact of creative core residence on artists’ career satisfaction. – Adam Kaelin  Schoenbachler, Vanderbilt University 

Table 6. Inequality and Work 

Empathy as a Tool for Inclusion in Organizations. – Christianne Corbett, Stanford University Employment and Unemployment Among Refugees in the United States. – Mehr Mumtaz, Ohio State University;  Katherine Sobering, University of North Texas; Vincent J. Roscigno, Ohio State University

Inequality in medical education and implications for trainees’ career plans: an intersectional approach. – Alyssa  Browne, University of North Carolina-Chapel Hill 

Managing Power Dependence to Innovate Diversity Work: Tailor-Made versus Turnkey Institutional Practices. – Vic Marsh, University of Colorado Boulder 

Occupational Specialization as a Roadblock to Professionalization. – Lisa M. Lipscomb, The New School for  Social Research 

Who gets a back door to success?: Informal processes and the reproduction of inequality at work. – Britiny Cook,  Stanford University; Erin Macke, Stanford University; Shannon Gilmartin, Stanford University 

Table 7. White-Collar and Nonstandard work 

Getting a Job in the Arts. Merit, Mindset and Network in Precarious and Taste-Based Markets. – Anna Gromada,  Sciences Po 

Interprofessional collaboration and boundary-work Care support workers in residential homes for the elderly in  Germany – Isabelle Zinn, University of Lausanne 

Making Bad Jobs Worthwhile: How Educational Trajectories Shape Low-Status Workers’ Identity Work  Strategies. – Yingjian Liang, Indiana University 

Not Over ‘til it’s Over: Interorganizational Relationship Resilience in the Contingent Staffing Industry. – Laureen  K. O’Brien, Independent Researcher 

Telework in a Land of Overwork: It’s Not that Simple, Or Is It?. – Hiroshi Ono, Hitotsubashi University Business  School 

The White-Collar Opt-Out. – Mustafa Yavas, New York University-Abu Dhabi 

Table 8. Organizational Success and Employment Relations 

From Dictator to Educator: The Emergence of a New Management Style in Global Fine Dining. – Daphne  DemetryMcGill University; Gillian Gualtieri, Vanderbilt University 

Head in the Books, Heart on the Beat: Understanding College Students’ Motivations for Entering Policing. – Nidia Isabel Banuelos, University of Wisconsin-Madison; Jordan Waldron, University of Indianapolis;  Laura Zinkan, University of Indianapolis; Samantha Hupp, University of Indianapolis 

Latent Structure and Observed Structure of Employment Relations: A Network Approach. – Xingyun Wu, Johns  Hopkins University 

Lexicons into Categories: A Computational Approach to Category-Spanning Identity in Organizational Fields. – Zhuofan Li, University of Arizona 

Locating Decline and Growth of Civic Associations in Communities: The Case of the YMCA, 1950-2000. – David C Joseph-Goteiner, University of California, Berkeley 

Network Embeddedness and Team Collaboration in the GitHub Community. – Chao Liu, North Carolina State  University

Job Posting: 2 TT positions at Cornell’s ILR School

Cornell’s ILR School invites applicants for two tenure-track faculty positions with planned start dates of August 2022, one for a person with expertise in macro-OB/organization theory, and the other for a person with expertise in human resource studies. We will consider applicants at all ranks for each position, but will give preference to senior scholars (associate or full) for the macro-OB position in the Department of Organizational Behavior, while junior scholars will be given preference for the HR position in the HR Studies Department.

The submission deadline for both openings is October 1, 2021. To be considered for the Organizational Behavior position, please apply via Academic Jobs Online at https://academicjobsonline.org/ajo/jobs/18951. To be considered for the Human Resource Studies position, please apply via Academic Jobs Online at https://academicjobsonline.org/ajo/jobs/18950. Applications from women and minority candidates are strongly encouraged.

Questions about these positions should be directed to Professors Pam Tolbert (pst3@cornell.edu), Diane Burton (burton@cornell.edu), Ben A. Rissing (rissing@cornell.edu), or JR Keller (jrkeller@cornell.edu). The ILR School is also recruiting in the Department of Labor Relations, History and Employment Law.

Job Posting: TT Assistant Professor in Management & Organizations at the Questrom School of Business, Boston University

The Questrom School of Business at Boston University invites applications for a tenure-track Assistant Professor inManagement and Organizations, pending Provost budgetary approval.  The department seeks to add to its vibrant community of scholars.  Applicants working in areas related to the Future of Work or to Diversity, Inclusion and Equality, broadly construed, will be given priority. 

We actively seek to diversify our faculty and student ranks, recognizing that diversity of experience deepens the intellectual endeavor and can be a source of insight and excellence.  We seek to cultivate an inclusive atmosphere of respect for all individuals without barriers to participation or access. 

The anticipated start date for this faculty position is July 1, 2022. 

Prospective candidates should have the following: 

  • A Ph.D. in management or a related field, such as psychology or sociology. 
  • High potential for producing original and innovative scholarly work of the highest quality and impact. 
  • High potential for teaching effectiveness at the undergraduate and/or graduate levels. 
  • A desire to contribute to the intellectual community of the M&O department and the School of Business. 
  • A commitment to our institutional values regarding diversity, equity, and inclusion.
    Interested candidates should send the following by email (qstmo@bu.edu) to Professor Michel Anteby, Chair of the Search Committee:   
  • a cover letter stating the position, their interest, and qualifications 
  • a curriculum vitae 
  • statements of research and teaching interests and accomplishments, including teaching evaluations if available 
  • representative publications and/or working papers 
  • three letters of recommendation 
    Application Deadline: We will accept applications until the position is filled, although first consideration will be given to completed applications received by September 15, 2021.

    We are an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law. We are a VEVRAA Federal Contractor.  

Call for Participants: AOM Symposium: Changing Landscapes: Gender Inequality and Remediation in Labor Markets and Organizations

Greetings! We invite you to attend our Academy of Management Symposium titled, “Changing Landscapes: Gender Inequality and Remediation in Labor Markets and Organizations.” The session is a live, synchronous, and virtual session taking place on July 31 2021 from 8 a.m. to 9:30 a.m. EST (New York Time) (UTC-4). We are pleased that this symposium was a finalist for “Best Symposium” for the CAR Division for AOM.

Symposium Overview

Although there has been progress in understanding some aspects of gender inequality, the hiring process and its contributions to gender inequality in labor markets and organizations remains unclear, leaving knowledge of the potential solutions for gender inequality incomplete (Petersen and Saporta, 2004). This symposium brings together four papers that deepen our understanding of inequality by focusing on changes in labor markets and organizations. A paper by Burbano, Padilla, and Meier examines an important but overlooked job characteristic—gendered differences in preferences for meaning at work —that may in part explain occupational segregation by gender—and are more pronounced in national contexts with greater levels of education and economic development. In another paper, Sterling, Gilmartin, and Sheppard suggest that informing employer’s beliefs about men’s and women’s abilities—instead of improving women’s self-beliefs about abilities—could be the pathway by which the gender pay gap lessens. Wang examines how laws in the U.S. (i.e. salary history bans) that address a specific juncture in the wage-setting process—initial salary offers prior to the negotiation stage—can reduce historic inequalities by disrupting path dependencies in wages. And finally, a paper by Zhang investigates how technological change such as e-commerce adoption by retail companies, may improve racial and gender equality in hiring and promotions.

Symposium Presenters

Matthew Bidwell, University of Pennsylvania, Discussant 
Vanessa Burbano, Columbia University, Presenter
Adina Sterling, Stanford University, Presenter, Co-Organizer
Shiya Wang, Stanford University, Presenter, Co-Organizer
Letian Zhang, Harvard University, Presenter

Additional Paper Authors

Shannon Gilmartin, Stanford
Stephan Meier, Columbia University
Nicolas Padilla, London Business School
Sheri Sheppard, Stanford University

Job Posting: TT Assistant Professor at the Haas School of Business, UC Berkeley

The Haas School of Business at the University of California, Berkeley invites applications for a tenure-track faculty position in the Management of Organizations group with an expected start date of July 1, 2022.

For more information and to apply: https://aprecruit.berkeley.edu/JPF03051

Applications will be accepted through September 1, 2021.

Member Publication: Pharmacists Should Treat Patients Who Have Opioid Use Disorders, Not Police Them

Please check out the recent publication by OOW member Elizabeth Chiarello:

Chiarello, Elizabeth. 2021. “Pharmacists Should Treat Patients Who Have Opioid Use Disorders, Not Police Them.” Journal of the American Pharmacists Association. Online First.


Pharmacists are caught in the throes of a relentless overdose crisis that has already claimed half a million lives and threatens to claim thousands more. The addiction treatment system is fragmented and inadequate to meet demand. Few physicians provide medications for opioid use disorder (MOUDs), the most effective form of evidence-based treatment, and insufficient treatment options leave patients vulnerable to overdose.

Pharmacists routinely interact with patients who have OUD but lack ways to treat them. The primary tools that pharmacists have received to curb the crisis are prescription drug monitoring programs (PDMPs), big data surveillance technologies that they can use to track patients’ medication acquisition patterns. Pharmacists like PDMPs because they help them make decisions efficiently. However, PDMPs are enforcement technologies, not health care tools; therefore, pharmacists typically use PDMPs to police patients instead of treating them. Policing patients not only fails to help combat overdose, but can also exacerbate harm.

Informed by a decade’s worth of interviews with pharmacists before and after PDMP implementation, I argue that pharmacists should be better equipped to help patients with OUD. Specifically, clinical and community pharmacists should mobilize to provide MOUDs through collaborative practice agreements with physicians. Studies show that collaborative practice models are effective at reducing the risk of overdose and saving money and physicians’ time. And pharmacists have the clinical competencies necessary to provide MOUDs for patients. Pharmacists must overcome legal, economic, and interprofessional barriers to do so, but giving pharmacists the tools to treat patients will affirm their professional commitment to caring for patients and saving lives.

Call for Participants: AOM Professional Development Workshop Filling the Void: Researching Our Latinx Experience

Dear OOW friends,   

You are invited to participate in the AOM PDW Filling the Void: Researching Our Latinx Experience (session 1190). 

Managerial research that addresses the complex and contextual nature of the Latinx workforce in the USA is almost non-existent. Yet, Latinx-identified people compose the largest minority group in the USA. This PDW will engage Latinx and allies in conversation to voice our concerns, begin a discussion, and set in motion a research agenda that acknowledges and accurately depicts the Latinx experience within contemporary organizations.  

Tuesday August 3rd, 2021, 7:30 am – 9:00 pm (PDT)  

The PDW will be conducted as a live session. 

We look forward to seeing you on August 3rd

Carlos J. Alsua – University of Arizona 

Monica Gavino – San Jose State University  

Carlos Gonzalez – Cal Poly Pomona 

Patricia Martinez de Sanchez – Loyola Marymount University 

Desiree Pacheco – IESE Business School 

Florencio F. Portocarrero – University of California Irvine 

Call for Participants: AOM Workshop on Occupations/Professions in Organizations:

Greetings! We invite you to participate in our Academy of Management Workshop on “Examining the Intersection of Occupations and Professions in Organizations” (session 87), scheduled for Friday, July 30th from 10am-12pm EDT

This workshop seeks to explore new directions in research at the intersection of occupations and professions in organizations by bringing together leading scholars with participants. These scholars will include:

  • Ruthanne Huising (EM-Lyon, Senior Editor at Organization Science)
  • Andrew Nelson (University of Oregon, Associate Editor at Academy of Management Journal)
  • Amit Nigam (City, University of London, Co-Editor of Strategic Organization and Deputy Editor-in-Chief of BMJ Leader)

Workshop participants will have the opportunity to ask questions after each panelist’s presentation as well as participate in an extended discussion at the end of all the presentations. 

In addition, we have also planned for an interactive Social Hour right after the event (from 12pm-1pm EDT), which will feature Zoom breakout discussions in small groups. We will provide the Zoom link to this social event on the PDW landing page. On the landing page, we will also offer participants an invite to the standing Slack workspace associated with this workshop, which has been a vibrant, valuable community for over 50 scholars in this area for nearly a year.

We hope you can join us for this PDW and look forward to your participation. 

Warm regards,

Workshop Co-organizers 

Matt Beane (UC Santa Barbara)

Curtis Chan (Boston College)

Julia DiBenigno (Yale University)

Arvind Karunakaran (McGill University)

Call for Book Proposals on the Sociology of Work and Organizations

Attention researchers working in the field of the sociology of work and organizations! Do you have plans to write a monograph, curate an edited collection, or edit a series? Having identified the sociology of work and organizations as a key sub-discipline and growth area here at Emerald, we’re currently seeking proposals for books and series in this field.

Our book proposal form may be accessed here. To submit a proposal, or if you’d prefer a more informal chat to discuss your research, please get in touch with our Books Commissioning Editor for Sociology, Katy Mathers. You can also watch this 1-minute video and meet her virtually.

At Emerald Publishing, we are continuing to build our award-winning books programme, and we are keen to develop our sociology program to offer something of real value and originality. You can rea more about publishing with us here.

We look forward to hearing from you and discussing your research further!

Job Posting: Assistant Instructional Professor at the University of Chicago

The Harris School of Public Policy invites applications for an Assistant Instructional Professor in Public Policy Studies, a dynamic, multidisciplinary major grounded in the social sciences, with substantial inputs from economics, sociology, political science, and law, among other disciplines.

The hire will be expected to contribute to the Public Policy Studies major by developing coursework that contributes to the Public Policy Studies core and elective curriculum, mentoring individual undergraduate theses, assisting in program administration, and building learning experiences that engage students with relevant professional communities. Preference will be given to candidates who demonstrate a desire and ability to teach Policy Implementation, a key component of our core curriculum—particularly those candidates with scholarly expertise in the sociology of organizations and/or program or policy implementation expertise. In addition, preference will be given to candidates with experience related to teaching undergraduate practicum courses (courses that involve student field research in service of a government or community-based client). Candidates with expertise in a substantive policy area, including but not limited to health policy and education are particularly welcome.

The position will be a two-year, renewable appointment to begin on or after September 1, 2021. The successful candidate will have a PhD or terminal degree in the social sciences or law and a proven record of teaching excellence and mentoring in at least one field relevant to public policy. A track record of research publications or practitioner experience are also highly desired. Applicants must have a completed Ph.D. by the start date and teaching experience. The Assistant Instructional Professor will teach 4-6 courses per academic year, depending on non-classroom responsibilities.

The position will be part of the Service Employees International Union.

 Applicants must apply online at the University of Chicago’s Interfolio academic job board at: http://apply.interfolio.com/90621.

Applicants are required to upload the following materials: 1) a letter of application 2) contact information for 2 references; 3) curriculum vitae; 4) teaching statement that describes prior teaching experience, pedagogical approaches, expertise in public policy studies, and experience mentoring undergraduate students; 5) teaching evaluations and 6) sample syllabi. Review of applications will begin on August 16, 2021 and will continue until the position is filled.

OOW Undergraduate Teaching Survey

Do you teach an undergraduate course related to organizations, occupations, and/or work? If so, please consider participating in this brief online survey.

The purpose of the survey is to gather recommendations and resources for teaching undergraduate OOW courses that can later be shared with OOW section members. If you have any questions about the survey, please contact Ali Hendley at ahendley@murraystate.edu. Thank you!

 Survey link:  https://forms.gle/hQ6hL8jZokXZ8Ni48