Call for Submissions: Special Issue on Sustainable Work and Employment in Social Care, Human Resource Management

Call for Papers

SUSTAINABLE WORK AND EMPLOYMENT IN SOCIAL CARE: NEW CHALLENGES, NEW PRIORITIES?

Guest Editors:

Ian Kessler (King’s College London, UK, ian.kessler@kcl.ac.uk)
Aoife McDermott (Cardiff University, UK, mcdermotta@cardiff.ac.uk)
Valeria Pulignano (KU Leuven, Belgium, valeria.pulignano@kuleuven.be)
Lander Vermeerbergen (Radboud University, The Netherlands, lander.vermeerbergen@ru.nl)

Brian Harney (Dublin City University, brian.harney@dcu.ie)

Rationale and objectives:
The social care workforce supports the most vulnerable members of society through the
provision of personal support and practical assistance, typically in a community, residential or
domestic setting. Yet this is a workforce itself vulnerable to low pay, precarious employment,
and limited career development opportunities (Harley et al., 2010; Rubery et al., 2015). Despite
these challenges, and indeed the significant and growing scale of the social care workforce in
most developed countries (U.S. Bureau of Labor Statistics, 2022), social care work and
employment have received limited attention in the HRM literature, particularly relative to the
healthcare sector (Cooke & Bartram, 2015). While the health and social care sectors are
interdependent, often dealing with the same vulnerable groups at different stages of their care
journey, they remain structurally and organizationally distinct. Social care is a fragmented
sector, comprising many small and medium-sized care providers, limiting their capacity to
develop a supportive HRM infrastructure, in turn contributing to endemic problems of
recruiting and retaining staff in the sector. Most recently liberalization has introduced new
market forces into the sector placing downward pressures on workforce terms and conditions
as employers seek to compete on the basis of cost (Hermann & Flecker, 2012).
The workforce challenges in social care have become even more pressing in the wake of
COVID-19. Often treated by policy makers as the ‘poor relation’ to healthcare in fighting the
pandemic, social care has been inadequately prepared and resourced to deal with the crisis,
placing inordinate and intense job demands on employees (Barnett & Grabowski, 2020).
Indeed, COVID has generated new workforce concerns for the sector, relating to: employee
well-being; the balance between risk and reward; and the effective articulation of employee
voice (Butterick & Charlwood, 2020; Johnson & Pulignano, 2021). In focusing on social care,
this Special Issue aims to deepen understanding of workforce management in a much neglected
but growing sector, emerging from a crisis with challenges to traditional assumptions about the
low value and poor treatment of its workforce. The Special Issue is keen to bring together
international, comparative, and critical perspectives on the nature, causes and consequences of
employment systems in social care. It seeks to shape the future research agenda on HRM in the
social care sector, and to contribute to the development of policy and practice as a means of
improving care and the quality of life for those giving and receiving it.

Potential theoretical advancement and practical significance:
Social care work and employment raise myriad theoretical issues. First, multi-level analysis
allows for contributions examining cross national, national, organizational, and individual

employee approaches to and experiences of work and employment in social care. However, the
Special Issue provides a chance to consider how these different levels interact with one another,
shaping developments and experiences. Thus, there is an opportunity to draw upon and
contribute to institutional theory, for instance, by examining how the form assumed by national
welfare states influences the architecture of employment systems in the social care sector, in
turn influencing choices available to and constraints on social care employers as they manage
their workforces and with implications for how employees experience work.
Second, with the social care workforce heavily feminized and often ethnically diverse,
theoretical issues on or relating to the value (or lack of) attached to the care work performed
by these employees move ‘center stage’. The intersection between gender and ethnicity,
perhaps overlapping with migrant status, assumes particular importance in explaining the
often-precarious working lives of social care workers (Burns et al., 2016; Rubery et al., 2015).
Closely related there is scope to advance theory on segmented labor markets, especially the
creation of secondary labor markets for social care workers, generating low paid, low status
jobs. Employers are often “the architects of inequalities in labor markets’ (Grimshaw et al.,
2017) encouraging an interest in whether, why and how social care providers, perhaps along
with other actors such as the State, contribute to the degraded work and employment terms and
conditions of their workforce.
Third, the Special Issue is keen to theorize on the relationship between workforce management
and organizational outcomes in social care. The strategic HRM literature (SHRM) centers on
the connection between HRM practices and organizational performance, principally viewed in
terms of financial outcomes (profit, shareholder value) (Boxall & Purcell, 2011). In social care,
organizational performance assumes a very different form, for example, as public value
(Brewer, 2013), along with the well-being of vulnerable community members. This prompts
interest in whether and how the management of the social care workforce impacts these
outcomes. The mainstream SHRM literature focuses on a positive link between organizational
performance and ‘soft’ workforce management practices, typically characterized as ‘high
commitment’ or ‘high involvement’ (Guest, 2017). This would appear to be at odds with the
‘harder’ cost minimization practices often associated with the social care sector.
Finally, the Special Issue can advance theory on interest aggregation and articulation,
particularly given the various actors involved in HRM in social care, with shared, but often
conflicting interests. Stakeholder interaction has been studied through various perspectives
within the HRM literature (Heery, 2017), with pluralists and radical approaches focusing on
traditional HRM actors – employers, workers, and the State – typically seeking to manage
tensions through the collective regulation of employment. In social care, other potential HRM
actors come to the fore (Vermeerbergen et al., 2021), for example: the generic user of social
care services, their family, and friends; civil society organizations, representing these user
interests; and individuals with lived experience of conditions – homelessness, substance abuse,
mental illness – increasingly employed in the social care sector workforce (Kessler & Bach,
2011). Whether, and how these new stakeholders combine with more traditional actors to
address shared workforce issues, and with what consequences, becomes a central issue, not
least given the generally disorganized nature of employment regulation in social care.
Contributions might use and contribute to mobilization or advocacy coalition (Tattersall, 2010)
theory, with paradox theory helping to examine how different and competing interests of
groups might be balanced and pursued (Jarzabkowski et al., 2013).

Key themes/scope of focus:
Broadly aligned with the four theoretical streams outlined above, this Special Issue invites
papers to discuss themes and issues including but not limited to the following:
Theme 1: Antecedents of sustainable work and employment systems in social care:
• How do national models of the welfare state, and approaches to the delivery and funding
of social care impact the sector’s employment system?
• How resilient has this employment system been? Has it been subject to change, for
example in the context of austerity or financialization bringing forth new types of social
care provider, and with what implications for the social care workforce, HRM and its
actors?
• How and to what extent are key challenges like recruiting and retaining staff in the
social care sector effectively addressed by national and organizational policies?
Theme 2: Workforce diversity and precarious employment in social care
• Why and how do secondary labor markets founded on low pay, low status, insecure
employment, and poor career development opportunities emerge in social care?
• How do gender, ethnicity, and migrant status intersect to shape the work and
employment treatment and experience of social care workers?
• To what extent and how will the workforce challenges exposed by Covid be addressed
by the State, employers, labor unions and other actors, not least in securing a fairer
balance between the high societal value displayed by a largely feminized social care
workforce and the rewards received?
Theme 3: Strategic HRM in social care
• Are there examples of ‘best practice’ in the management of the social care workforce,
whether in terms of pay, career development, work design, workforce planning or skill
mix, and is the adoption of such practice related to organizational outcomes?
• How developed is the specialist HR function in social care, especially given the small
and medium sized nature of many social care providers, and what role do line managers
play in dealing with the social care workforce?
• With care delivered to different user groups in a variety of settings – care homes for the
elderly and children at risk, sheltered accommodation for those with disabilities and
personal residences for those with less severe chronic conditions, does the treatment of
the workforce vary according to these market segments and if so how and why?
Theme 4: New HRM actors in social care
• Are new HRM actors, such as civil society organizations, services users, volunteers,
and personal assistants playing a role in shaping the workforce management agenda in
social care, and if so, what forms does it take?
• Are coalitions in social care being developed between traditional HRM actors, for
example trade unions, and newer actors to pursue shared and complementary goals?
• In wake of Covid are employees and perhaps employers seeking a stronger employee
voice in social care, and the development of collective institutions to regulate work and
employment relations?

Submission Process:
Authors can submit their paper between March 1st – 31st 2023 to HRM for review. Details on
the manuscript submission process will be made available nearer to the submission period.

Papers should be prepared and submitted according to the journal’s
guidelines: https://onlinelibrary.wiley.com/page/journal/1099050x/homepage/forauthors.html
All papers will be subject to the same double-blind peer review process as regular issues of
HRM.
The management of social care work and employment can be studied through various
disciplinary lenses, with this Special Issue providing scope for collaborations between scholars
from, for example, public management, public policy, and finance as well as HRM. The papers
do, however, need to relate and contribute to debates in the field of HRM, advancing theory
and practice.
If you have questions about a potential submission, we encourage you to make email contact:
lander.vermeerbergen@ru.nl

Submission Window: March 1st – 31st 2023

Call for Research Assistants: Census Book Project with danah boyd

Freelance Research Assistant Positions: danah boyd, 2020 Census Book Project

I am seeking ~3 research assistants to provide support on my current book project about the 2020 U.S. census (title still tbd, under contract with University of Chicago Press). These freelance positions will each require approximately 80-100 hours somewhere between July and October.

For the last four years, I have conducted ethnographic fieldwork inside the U.S. Census Bureau and among census stakeholders; I have also conducted over 100 interviews with informants involved in this process. I am currently writing a book on my findings to examine the technical, social, and political production of data. The book focuses on how government officials at the Census Bureau averted a series of near-disasters to produce the Constitutionally required data only to face significant threats to the legitimacy of the work.

As a researcher and writer, I start with empirical data and build from there. I have already produced a first draft that is rich with empirical material. In subsequent drafts I am seeking research assistance to thicken my engagement with relevant literatures and currently scholarly debates. Much of my writing implicitly invokes different literatures, but I need to ensure that these conversations are legible to scholars from different fields. I am looking for RAs who are familiar with the literature that I’m engaging with, can push me to ensure that I am actively and strategically engaging with said literature, and can point me to literature I am less familiar with. This book crosses multiple disciplines and multiple literatures – and it is quite likely that I have significant gaps in my knowledge that I should contend with. In short, these RAships are a form of deeply engaged peer review.

I am looking for RAs who are already well-versed in at least one of the literatures I’m engaging with though coursework, qualifying exams, dissertation writing, or their own publications. The key literatures that are woven throughout this book include:

  • STS. Lots on infrastructures and sociotechnical imaginaries with a mix of SCOT, feminist STS, and occasionally some ANT (sans Latour ::wink::).
  • Organizational sociology. Much of this is a public-sector orgs ethnography of the Diane Vaughn or Janet Vertesi style. I’m also looking at organizational failure and resilience, and organizational communication.
  • History of statistics/politics of numbers. Think Porter, Daston, Gallison, Hacking, Bouk, James Scott.
  • Public administration (and some administrative law), with a U.S. bent. Think Dan Carpenter, Pamela Herd, Don Moynihan, Elizabeth Popp Berman, David Pozen.

I am also picking up assorted other literatures along the way. Right now, I connect haphazardly to literatures on “partnerships,” activism, and multi-stakeholder engagement; legitimacy, agnotology, and conflicting epistemic constructions; network power; and various threads connected to political science. All of this needs to be strengthened in future drafts. (Needless to say, I’m also engaging deeply with census-related histories, including those concerning the history of race and the census, but I am not looking for help in this area.)

Responsibilities. RAs will be asked to read the partially written book with an eye towards the literature they’re responsible for (e.g., “sts” or “organizational sociology”) and engage me in both written (aka email/trackbacks) and oral (aka Teams/Zoom) modes. They will be asked to challenge my use of the literature, flag where I should be engaging with the literature better/differently/more, and suggest additional literature for me to engage with based on their own knowledge of the debates. I will also ask the RAs where to place certain literature/arguments based on their read. RAs may be encouraged to write footnotes and commentary based on their knowledge; some of this may be used in the final book (with credit).  RAs might also be asked to track down specific literature or trace the lineage of certain arguments. RAs are not expected to have any knowledge about the census (and it may be better if they do not). Think: non-anonymous paid peer review where you get to flag all the missing literature!

Compensation and Logistics. These are hourly contractor positions, paid at $25/hour. My expectation is that the basic work will take 80-100 hours; additional hours may be available depending on the quality of the work. Ideally, the work will take place in August or September, although some early work is possible in July and there may be additional work in October. As freelancers, RAs will need to invoice me for their hours and will be responsible for their own taxes, equipment, library access, healthcare, etc. (Freelancers are also responsible for the knowing their jurisdiction’s rules on accepting contract pay.) The hours are flexible, although I ask RAs to keep me abreast of their progress. Those who complete the work in a satisfactory manner (and anyone whose work is directly used) will also be acknowledged in the book.

Please note: I am hiring these contractor positions directly; these freelance RA positions are not associated with any organizations with which I am affiliated. I cannot support visas, provide library access, or otherwise offer organizational support.  
 
Qualifications. These positions are intended for RAs who are already well-versed in at least one of the relevant literatures. Qualified RAs might have taken their qualifying exams in these areas or written extensively on related topics. I do not expect any one RA to be familiar with all of the various academic literatures; I am looking for complementary RAs with diverse knowledge sets. Preference will be given to those who approach literature from a citational justice perspective. While these positions are envisioned for ABD PhD students, those with equivalent experience are welcome to apply. Postdocs, alt-ac scholars, and other post-graduate school researchers may find this work to be a fulfilling complement to their own work.

Ideal qualities include:

  • Depth and breadth of relevant scholarly literature in at least one of STS, sociology, public administration, or related fields. Know the literature and the debates.
  • Reliable with strong organization and written communication skills, as well as attention to detail. You provide the schedule and stick to it.
  • Comfort challenging my interpretation/analysis and pushing me to go deeper/rethink my argument. The Reviewer #2 you wish you had.
  • Able to easily explain the key arguments of a scholar’s work in a way that makes the ideas shine. Relish the inner professorial desires.
  • Familiarity with Zotero, Microsoft Word, Dropbox, and relevant research library search engines. Know your tools.

To Apply. Please send the following information to me at danah-censusRA@danah.org  

  • Cover letter that includes why you are interested and describes your experience and which literatures you are familiar with.
  • CV that reflects your experience as a scholar.
  • A document that reflects the relevant literature that you know well. This could be your qualifying exam reading list, a syllabus you taught/TAed, a paper you wrote with a relevant bibliography, an annotated bibliography, or equivalent document.  

Deadline. I will begin reviewing applicants on July 1, 2022 and continue accepting applications until the positions are filled.

Questions? Do not hesitate to reach out to me directly at danah-censusRA@danah.org  If you would like to see if this project is substantively of interest to you, I am happy to share a draft of the introduction in advance.

Call for Student Interns: Board of Graduate Interns at the Socio-Economic Review

CALL for STUDENT INTERNS 2022-2023

Socio-Economic Review (SER) is calling for applications to its Board of Graduate Interns. Published by Oxford University Press, SER is the official journal of the Society for the Advancement of Socio-Economics (SASE), and is an international journal with contributors from all over the world. SER’s core mandate is to understand the socio-political foundations of the economy and the intersection between economy and society. Articles in SER explore how the economy is or should be governed by social relations, institutional rules, political decisions, and cultural values. The journal also focuses on inequalities and politics. SER receives about five hundred article manuscripts a year, and publishes four issues per year and less than 10% of submissions. 5-year impact factor (2020) is 5.741.

Graduate interns will help with tasks such as initial manuscript selection, finding and evaluating reviewers, organizing book symposia published in the journal, promoting recent articles published in SER, and doing research on SER that goes into the journal’s annual report. Interns will participate in online monthly meetings. The workload will be proportional to that of an independent reading course. The members of the Board of Graduate Interns will be listed by name in the impressum of the journal. Graduate interns will receive free membership and registration for the annual conference of SASE.

 The internship runs September to August.

Graduate interns must have successfully completed the first two years of their doctoral program in any social science discipline. Prior editorial experience is a plus.

This is a truly exciting opportunity to learn about article publishing, to build professional networks and to see the latest research in the field. 

To apply, send your letter of intent and a CV to aguseva@bu.edu and aronatas@ucsd.edu with a subject SER Student Interns by August 1, 2022.

New Publication: Diversity Initiatives in the US Workplace: A Brief History, Their Intended and Unintended Consequences

Hi OOW members! Today we’re sharing a new publication by Sandra Portocarrero and James T. Carter!

CITATION:

Portocarrero, Sandra, and James T. Carter. “Diversity Initiatives in the US Workplace: A Brief History, Their Intended and Unintended Consequences.” Sociology Compass, May 24, 2022. https://doi.org/10.1111/soc4.13001.

Abstract

Diversity initiatives are designed to help workers from disadvantaged backgrounds achieve equitable opportunities and outcomes in organizations. However, these programs are often ineffective. To better understand less-than-de- sired outcomes and the shifting diversity landscape, we synthesize literature on how corporate affirmative action programs became diversity initiatives and current literature on their effectiveness. We focus specifically on work deal- ing with mechanisms that make diversity initiatives effective as well as their unintended consequences. When taken together, these literature point to several inequality-specific omissions in contemporary discussions of organizational diversity initiatives, such as the omission of racial inequality. As we contend in the first section of this review, without affirmative action law, which initially tasked US employers with ending racial discrimination at the workplace, we would not have diversity initiatives. We conclude by providing directions for future research and elaborating on several core foci that scholars might pursue to better (re)connect issues of organizational diversity with the aims of equity, equality and social justice.

KEYWORDS

affirmative action, diversity initiatives, organizations, US workplace

Call for Reviewers: Working Democracies: Managing Inequality in Worker Cooperatives

Cornell University Press is pleased to announce that a digital copy of Joan S.M.’s new book,  Working Democracies: Managing Inequality in Worker Cooperatives (June, 2022, ILR Press) is available for prospective book reviewers.

If you would like a digital or hard copy, please reach out to cup_publicity@cornell.edu with your name, address, and the journal you intend to submit your book review to. Requests for author interviews or other media queries can be directed to our publicists Sarah Noell at scn47@cornell.edu and Rebecca Brutus at rtb93@cornell.edu

Thank you for your interest in our books!

Call for Abstracts: Expertise In and Around Organizations

Research in the Sociology of Organizations
Expertise In and Around Organizations

Call for Abstracts
There is ample evidence that expertise is in crisis due to increasing distrust in and the diminished
authority of experts. We have witnessed – in relation to climate change and the pandemic – the
public, visible struggles among expert groups in which knowledge claims are revealed as
incommensurable and related courses of action are contested, further diminishing the authority of
expertise. Expertise also faces renewed challenges from intelligent technologies and efforts to
codify and institutionalize expertise in ways that increase managerial and organizational control
over experts. Despite these and other challenges, society continues to rely on expertise.
Organizations routinely turn to and depend on experts to address some of our most pressing and
important problems, including public health, issues of diversity, inclusion, and equity, the
management of the economy, and the reduction of CO2 emissions. We also observe the
emergence of new forms of expertise in and around organizations and changes in how expertise
is organized. Expertise – specialized knowledge and techniques about a class of social problems
and related solutions or responses to these problems – continues to be important.
Scholars from different fields of research (e.g., Organization Theory, Sociology, Science and
Technology Studies, and Policy Studies) have grappled with the topic of expertise through
various related concepts such as knowledge work, professions, specialization, and institutional
elites. These theoretical conversations create overlapping, complementary, and – at times –
incommensurate understandings of the constitution and production of expertise, its role and
mobilization in and around organizations, and its consequences for employees, organizations,
and institutions.


The goal of this volume is to bring these various ways of conceptualizing expertise into
conversation to understand the dynamics of expertise in and around organizations. We welcome
submissions that examine expertise empirically or conceptually. This includes, but is not limited
to, submissions that examine 1) new forms of expertise and new ways of organizing expertise, 2)
expertise in the context of work and professions, 3) expertise in various policymaking arenas,
and 4) expertise in relation to old and new technologies. We welcome a range of methodologies
and perspectives.


Those interested in contributing to this volume should submit an extended abstract that
articulates the main argument of the paper as well as the setting, methods, preliminary findings,
and contributions by October 17th 2022.
Abstracts should not exceed 3000 words excluding
references and tables. Abstracts for the volume should be submitted via EasyChair.

Authors of selected abstracts will be invited to participate in a paper development workshop in the spring of 2023. Final papers will be due by autumn of 2023.


If you have any questions about the volume, please contact a member of the editorial team.
Kasper Elmholdt, Aalborg University, elm@dps.aau.dk
Ruthanne Huising, Emlyon Business School, huising@em-lyon.com
Elina Mäkinen, Tampere University, elina.makinen@tuni.fi

Call for Participants: Junior Theorists Symposium, ASA Pre-Conference

16th Annual Junior Theorists Symposium

Thursday, August 4, 2022

University of Southern California

Please register to attend in-person here

Interested in attending virtually? Register here

Donate to support JTS: Venmo: @JTS-2022

8:30am – 9:00am PST | Light breakfast

9:00am – 10:20am PST | Panel 1: Health and the politics of knowledge

Discussant: Steven Epstein, Northwestern University

Presenters:

Jonathan Shaffer (Boston University) – “Noncommunicable Diseases Between North and South: The Double Standards of a Single Category”

Lisa Owens (Columbia University) – “Birth, Blood, and the Social Origins of Trauma”

Brandon Sward (University of Chicago) – “The colonization of media: Indigeneity, visuality, and social science in the nineteenth and twentieth centuries”

10:20am – 10:30am PST | Break

10:30am – 11:50am PST | Panel 2: Political elites, social movements, and entrepreneurialism 

DiscussantSaskia Sassen, Columbia University

Presenters:

Vrinda Marwah (University of Utah) – “The caste of our commons: Political entrepreneurialism and social structure”

Luis Flores (University of Michigan) – “Polanyi at a Tupperware Party: Marketizing Home Life and the Social Limits of “Breadwinner Liberalism”

Wendy Li (University of Wisconsin-Madison) – “What Does the Revolving Door Do? Careers, Cohesion, and Policy Networks among Political Elites”

11:50am – 12:20pm PST | Lunch begins

12:30pm – 1:50pm PST | Keynote & lunch continued

Winners of the 2020 Junior Theorist Award for “Gender and Charismatic Power”

Paul Joosse (Hong Kong University) and Robin Willey (Concordia University of Edmonton) 

2:00pm – 3:20pm PST | Panel 3: Race, categories, and temporality

Discussant: Mario Small, Columbia University

Presenters:

Jared Clemons (Duke University) and Mo Torres (Harvard University) – “Racism without Races: Sociology beyond the “Social Construction of Race”

prabhdeep singh kehal (Brown University) – “Negotiating Utopia: Ethnography and Theorizing from Entangled US Trans Subjectivities”

Sabrina Charles (New York University) – “Time and Unpredictability: Arrhythmia in Immigration Court”

3:20pm – 3:30pm PST | Break

3:30pm – 5:00pm PST | After-Panel: Theorizing Intersections

Panelists: 

Tey Meadow (Columbia University)

Tianna Paschel (University of California, Berkeley)

Vrushali Patel (Florida International University)

Mary Romero (Arizona State University)

Adia Harvey Wingfield (Washington University, St. Louis)

5:30pm PST | “Theory in the Wild”

After the Symposium, please join us for drinks at TBD

Please contact Tara Gonsalves and Davon Norris with questions: juniortheorists@gmail.com 

Job Post: Director of Research, Professional Development, and Academic Affairs at ASA

Director of Research, Professional Development, and Academic Affairs

American Sociological Association

Are you committed to advancing sociology as a science and profession? Would you enjoy conceptualizing and organizing professional development opportunities for sociologists in all sectors, conducting research on the discipline, and supporting sociology departments? Are you good at working collaboratively with teams to develop and implement programmatic initiatives? Are you a detail oriented, effective, and experienced leader who is ready to embark on a new challenge in a dynamic and fast-paced environment? If so, the American Sociological Association (ASA) invites you to apply to become the Director of Research, Professional Development, and Academic Affairs (RPA).

ASA has a membership of about 10,000 sociologists who are scholars, teachers, and practitioners. Our office is in Washington, D.C., but staff is working 100% remotely at present. The return to office plan (tentatively to begin at the end of June) includes a COVID-19 vaccination policy and flexibility for remote work. A fully remote arrangement may be considered for this position. Additionally, this position could be filled on an ongoing employment basis or as a two-year temporary position.

Essential Functions:

  • Identify innovative opportunities for the association to support the teaching, research, practice, and professional development of sociologists; develop and implement a strategic portfolio of relevant initiatives.
  • Develop and produce ASA’s full complement of virtual professional development programming including webinars, graduate student proseminars, “Ask Me Anything” sessions, and more.
  • Oversee the strategic direction and management of the Department Affiliates Program, the Program Reviewers and Consultants group, the undergraduate honors program, TRAILS (ASA’s online peer-reviewed library of teaching resources), the Howery Teaching Enhancement Fund and the Annual Meeting Travel Fund.
  • Support and facilitate professional and career development of various communities of sociologists including high school teachers, community college faculty, retirees, students, people working in practice settings, and contingent faculty, among others.
  • Oversee the association’s portfolio of research about the discipline and lead organizational research efforts.
  • Liaise with relevant committees and task forces.
  • Manage relevant website content.
  • Work with the Communications Department to develop and distribute information regarding research on the discipline, professional development, and academic affairs through channels such as newsletters and social media.
  • Manage a substantial departmental operating budget.
  • Respond to relevant requests for assistance from members and staff.
  • Serve as a member of the staff leadership team and the staff sociologists team.
  • Manage additional responsibilities as assigned by the Executive Director.

Reporting Structure: Reports to the Executive Director; Supervises Assistant Director for RPA, Senior Research Associate, and RPA Assistant.

Job Classification: Exempt

Preferred Qualifications: It is important to note that these qualifications are preferred. We recognize that there are several professional profiles that could be well suited to this position. Should your profile vary in some ways from the qualifications listed and you think you can be successful in this endeavor, please do not hesitate to apply.

  • PhD in sociology or closely related discipline.
  • A commitment to serving the discipline by supporting sociologists in teaching and learning, research, practice, and professional development across the broad range of employment sectors and institution types where they are employed.
  • Demonstrated leadership, management, and administrative abilities.
  • Exemplary writing, editing, and verbal communication skills.
  • Familiarity with quantitative and qualitative research methodologies.
  • Strong work ethic.
  • Ability to organize, prioritize and move forward on simultaneous initiatives across a broad portfolio.
  • Organizational savvy, ability to work independently and in collaboration with teams, excellent interpersonal skills.

Compensation: Salary is competitive and commensurate with experience. A full benefits package is provided to all ASA staff members.

To apply: Please submit a substantive cover letter and a resume to Nancy Kidd, ASA Executive Director, at nkidd@asanet.org. Your letter should indicate if you are applying for an ongoing position or a two-year temporary post. Review of applications will begin immediately and continue until the position is filled. Preferred start date August 1.

ASA does not tolerate any forms of discrimination based on age, gender, race, socioeconomic status and socioeconomic origins, ethnicity, national origin, religion, sexual orientation, gender identity, gender expression, disability, health conditions, political affiliation, marital status, domestic status, parental status, or any other applicable basis proscribed by law. We prioritize cultivating an inclusive workplace where collaboration and creativity are encouraged and employees excel based on merit and job performance. ASA is an equal opportunity employer.

Job Post: Post-Doc Research Associate at University of New Mexico-Albuquerque

Job ID:17967
Date Position is Available:Fall 2022
Application Deadline:6/1/2022
Listing Active:5/9/2022 to 6/8/2022
Company:University of New Mexico-Albuquerque
Department:Department of Sociology
Region:Southwest
Title:Postdoctoral Research Associate
Job Position/Rank:Fellowships/Post-docs: Post-doctoral
Tenure/Tenure Track:Not Applicable
Special Program and
Areas of Faculty Expertise:
Racial and Ethnic Relations
Race, Class and Gender
Salary Range:$50,000 – $59,999
Submission Link:https://unm.csod.com/ux/ats/careersite/18/home/requisition/19706?c=unm
Job Description:The Institute for the Study of “Race” & Social Justice in the Division for Equity and Inclusion at The University of New Mexico invites applications for up to two Postdoctoral Research Associates to conduct research from July 1, 2022 to June 30, 2023 (renewable). The Postdoctoral Research Associates will conduct qualitative case studies on the genealogy, historical context, institutional dynamics, and power relations shaping the ontologies, epistemologies, development and trajectory of the Office of Management and Budget (OMB) guidelines  and Census questions for race and ethnicity from the 1960s to the present. The Postdoctoral Research Associates will also help co-facilitate convenings with scholars, policy makers and key leads of federal administrative agencies for a convening examining how to revise Office of Management and Budget (OMB) to include intersectionality.  The Postdoctoral Associates will also help in sharing the project’s findings and may be able to assist in convening a summer institute. The postdoctoral research fellow will have department affiliation with the Sociology Department will receive professional development funds. This research is funded by the Robert Wood Johnson Foundation (Grant #79072: Employing an Intersectionality Framework in Revising Office of Management and Budget Standards for Collecting Administrative Race and Ethnicity Data). Minimum Criteria:* PhD in Sociology or closely related field by date of application* expertise in race, ethnicity and intersectionality* specialization in qualitative research methods Preferred Criteria:* Teaching experience in race, ethnicity and intersectionality* Project Management, including data management* Qualitative Software Analysis* Mixed method (qualitative and quantitative) research expertise* demonstrated commitment to equity, inclusion and student success and working with broadly diverse communities A complete application consists of a cover letter, CV, list of up to three references and contact information, and up to two writing samples. Note: At least one writing sample must be a dissertation chapter.  Finalists should be prepared to submit up to three letters of reference upon request.  Review of applications will begin on June 1, 2022 and continue until the positions are filled.  Information on benefits and salaries for postdoctoral positions can be found on  http://ofas.unm.edu/post-doctoral/index.html The University of New Mexico is an Affirmative Action/Equal Opportunity Employer. UNM values diversity among its students, staff, and faculty and strongly welcomes applications from women, persons with disabilities, protected veterans, and underrepresented minorities
Employer Description:Our Department is actively engaged in research and teaching, and maintains a strong commitment to diversity in our graduate and undergraduate education. Our mission is to advance the comprehension of society, and explain and analyze human relationships, social institutions, and the dynamics of social change. Our faculty engages major sociological issues of global, national, and regional significance.
Contact:Nancy Lopez
Email:nlopez@unm.edu
Phone:(505) 277-2501
Website:https://unm.csod.com/ux/ats/careersite/18/home/requisition/19706?c=unm

New Publication: Practical Feelings: Emotions as Resources in a Dynamic Social World

Hi OOW Members! Today we’re sharing news about Marci Cottingham‘s new book, Practical Feelings.

SUMMARY: Tracing emotions across work, leisure, social media, and politics, Practical Feelings counters old myths and shows how emotions are practical resources for tackling individual and collective challenges.

We do not usually think of our emotions as practical — often they are nuisances to overcome, momentary mysteries to solve, or fleeting sensations to savor before getting back to the business of living. But emotions interlace the practical elements of daily life. In Practical Feelings, Marci D. Cottingham develops a theory of emotion as practical resources. By integrating the sociology of emotion with practice theory, Cottingham covers diverse areas of social life to show the range of an emotion practice approach and trace how emotions are put to use in divergent domains. Spanning work, leisure, digital interactions, and the political sphere, Cottingham portrays nurses, sports fans, social media users, and political actors in more complex, holistic ways. Practical Feelings provides the conceptual tools needed to examine emotions as effort, energy, and embodied resources that calibrate us to the social world.

You can order it online at http://www.oup.com/academic with the promo code ASFLYQ6.