New Publication: Parenting Without Predictability: Precarious Schedules, Parental Strain, and Work-Life Conflict.

Hi OOW Members! We are pleased to share a new article shared with us by OOW member Sigrid Luhr:

CITATION:

Luhr, Sigrid, Daniel Schneider, and Kristen Harknett. “Parenting Without Predictability: Precarious Schedules, Parental Strain, and Work-Life Conflict.” RSF: The Russell Sage Foundation Journal of the Social Sciences 8, no. 5 (August 2022): 24–44. https://doi.org/10.7758/RSF.2022.8.5.02.

ABSTRACT:

Against the backdrop of dramatic changes in work and family life, this article draws on survey data from 2,971 mothers working in the service sector to examine how unpredictable schedules are associated with three dimensions of parenting: difficulty arranging childcare, work-life conflict, and parenting stress. Results demonstrate that on-call shifts, shift timing changes, work hour volatility, and short advance notice of work schedules are positively associated with difficulty arranging childcare and work-life conflict. Mothers working these schedules are more likely to miss work. We consider how family structure and race moderate the relationship between schedule instability and these dimensions of parenting. Unstable work schedules, we argue, have important consequences for mothers working in the service industry.

New Publication: Regulatory Spillover and Workplace Racial Inequality

Dear OOW members! We are delighted to share a new publication from OOW member Letian Zhang:

CITATION:

Zhang, Letian. “Regulatory Spillover and Workplace Racial Inequality.” Administrative Science Quarterly 67, no. 3 (September 2022): 595–629. https://doi.org/10.1177/00018392221085677.

ABSTRACT:

This article suggests that regulations targeting the U.S. public sector may influence racial inequality in the private sector. Since the 1990s, nine states have banned affirmative action practice in public universities and state governments. I theorize that although these bans have no legal jurisdiction over private-sector firms, they could influence such firms normatively. After such a ban, executives who have been skeptical of Equal Employment Opportunity (EEO) policies may feel more normative license to reduce commitment to EEO practices. Using a difference-in-differences estimation on 11,311 firms from 1985 to 2015, I find that the bans are indeed associated with slower racial progress in private-sector firms: after a state adopts the affirmative action ban, growth in the proportion of Black managers in establishments with corporate headquarters in that state slows by more than 50 percent, and this slowdown is mostly concentrated in firms with politically conservative CEOs. These findings suggest a mechanism for the persistence of racial inequality and show that regulations can influence actors well beyond legal jurisdictions.

Job Posting: Two AP TT Professor Roles, Gender/Sexuality at Brown University

The Brown University Department of Sociology invites applications for two tenure-track assistant professor positions, to begin July 1, 2023, for scholars in the area of gender/sexuality.  Preference will be given to candidates whose research focuses on the United States context. Analysis approaches may vary. Secondary substantive areas of sociology should reflect areas of concentration in our department (https://www.brown.edu/academics/sociology/people/faculty).

We particularly seek candidates who conceive their work broadly, whose research contributes to the discipline at large, and who can engage creatively with other areas of strength in the department. The successful candidate must be engaged in a theoretically strong research program with the potential to influence the field, demonstrate the intention to obtain external funding, and manifest the potential for excellence in undergraduate and graduate teaching and advising. Candidates must have strong analysis skills in qualitative, quantitative, or mixed methodological approaches.

Diversity, equity, and inclusion are integral to the Sociology Department and University. Accordingly, we seek qualified candidates who can contribute to equity, diversity and inclusion through service, mentorship, teaching and scholarship. Further, we are keenly interested in diversifying and encourage applications from diverse candidates. Applicants who have a commitment to building a diverse and inclusive environment are essential.

All candidates should submit: (1) a cover letter describing research completed and planned, (2) a curriculum vitae, (3) a writing sample, (4) a teaching statement, and (5) a diversity statement that describes how the candidate addresses diversity and inclusion in the scope of their teaching and broader work. Candidates should have three letters of reference sent at the time of the application.

To receive full consideration applications must be received by September 1, 2022. Applications will be accepted until the position is filled or the search is closed. 

Job Posting: Assistant Professor of Sociology, Florida State University

ASA Job ID: 18093
Institution: Florida State University
Department: Department of Sociology
Title: Assistant Professor of Sociology
Position/Rank: Academic Positions: Assistant Professor 
Areas/Special Programs: Latina/o Sociology; Qualitative Methodology  

The Department of Sociology at Florida State University invites applications for a tenure-track assistant professor position, effective August 2023. We are looking for a scholar who will contribute to our department’s area of concentration in inequalities and social justice. Preference will be given to those whose research focuses on qualitative methods and/or the Latinx experience. The position will entail teaching and mentoring both undergraduate and graduate students, conducting and publishing research, and providing service to the department through work on committees. 

Basic Minimum Qualifications: completion of all Sociology Ph.D. requirements except the dissertation at the time of application. Additional Qualifications: completion of all Sociology Ph.D. requirements by the date of hire. 

Applicants are encouraged to read about the department’s areas of concentration. Applicants should submit a letter of application indicating their relevant research and teaching interests, a curriculum vitae, a one-page statement indicating commitment to diversity and inclusion, and the names and contact information for three references. Please submit materials to Florida State University at https://hr.fsu.edu/facultyjobs [Job ID# 52544] by September 15, 2022. Questions may be directed to Dr. Miranda Waggoner (search committee chair) at mwaggoner@fsu.edu

Florida State University is committed to diversity and inclusion (diversity.fsu.edu). The College of Social Sciences & Public Policy seeks individuals dedicated to excellence in teaching and research with a strong commitment to equity and inclusiveness, reflective of the diversity of our student body. The successful candidate will work effectively, respectfully, and collaboratively in a diverse, multicultural, and inclusive setting. We especially encourage applications by individuals from underrepresented groups, with a demonstrated commitment to a culturally and intellectually diverse workplace. 

Job Posting: TT AP Professor at UCI Business School through UCI’s Black Thriving Initiative and Cluster hiring in Poetic Justice

APPLICATION WINDOW

Open date: July 14th, 2022

Next review date: Monday, Oct 31, 2022 at 11:59pm (Pacific Time)
Apply by this date to ensure full consideration by the committee.

Final date: Wednesday, May 31, 2023 at 11:59pm (Pacific Time)
Applications will continue to be accepted until this date, but those received after the review date will only be considered if the position has not yet been filled.

POSITION DESCRIPTION

Assistant Professor (Area Open)

The UCI Paul Merage School of Business is seeking candidates to fill one tenure-track Assistant Professor position whose research, teaching and/or service contribute to UCI’s Black Thriving Initiative and Cluster hiring in Poetic Justice. This position is open to individuals in any academic area in business.

QUALIFICATIONS:
We are seeking individuals from all areas of business with a commitment to research on creative enterprises, with a focus on diversity and equity. A Ph.D. in a relevant discipline is required (Ph.D. must be completed by Summer 2023). Salary will be commensurate with prior performance and experience.

At every crucial juncture in our nation’s history, Black authors, artists and other creative workers have produced new narratives, images and social practices that challenge systemic anti-black racism and affirm Black life and humanity. This position is part of a BTI Faculty Cluster Hiring Initiative on Poetic Justice, which mobilizes a whole university approach to transform UCI into the preeminent place of higher education where black and system-impacted students, faculty and staff thrive while producing new visions of social justice. Leveraging campus-level cultural infrastructure, including the Langson Libraries and Institute and Museum of California Art, the Poetic Justice initiative is a collaboration between the Departments of African American Studies and Comparative Literature in the School of Humanities; the Department of Art in the Claire Trevor School of the Arts; the Paul Merage School of Business; and the Department of Criminology, Law and Society in the School of Social Ecology. Faculty hired as part of the cluster will develop the Poetic Justice initiative, including innovating how we study the racial effects of slavery, segregation and mass incarceration; and leading community-based activities that support the economic and cultural well-being of black communities in Southern California and beyond.

Candidates should demonstrate a strong interest in art and creative industries, incorporating a lens on diversity and equity in these sectors. Art and creative industries play a central role in the economy and society. They are sites of entrepreneurship activity as well as management of existing institutions. Despite the overlap between the arts and business, few business schools have expertise in art and culture. The ideal candidate investigates the role of diverse voices in creative production, the obstacles members of marginalized groups face in participating in creative industries, and/or the cultivation of historically marginalized audiences.

New hires will join a dynamic business school located in the heart of Orange County’s thriving business community. The Merage School faculty has been globally recognized for their research contributions and teaching innovations. The Financial Times ranks the Merage School #1 in number of female faculty. Our programs also strive to fully represent our professional community, continually searching for applicants with different backgrounds to enrich the educational experience.

Merage School faculty are actively involved in diversity, equity and inclusion (DEI) efforts, supporting the new Black Management Association and the School’s Latinx Initiative. The School also houses seven faculty-led Centers of Excellence which serve as a bridge between the Merage School and the local business community: the Beall Center for Innovation and Entrepreneurship, the Center for Digital Transformation, the Center for Global Leadership, the Center for Health Care Management and Policy, the Center for Investment and Wealth Management, the Center for Real Estate, and the UCI Long US-China Institute.

Launched in 2020 during the racial reckoning, the UCI Black Thriving Initiative mobilizes the entire university to transform UCI into the nation’s foremost destination for Black people to thrive as students, faculty, staff, and communities served by the university. To this end, it consists of three action platforms that seek to inform choices, decisions, and priorities as a great public research university. These are: change the culture, leverage the mission, and engage with communities. A major feature of BTI involves advancing understanding about the multifaceted Black experience and drivers of well-being in support of Black communities. The associated faculty cluster hiring program builds on and expands our shared values of diversity, equity and inclusion and commitment to social justice. Selected from a multi-year competition, the three BTI hiring clusters reflect the power and promise of interdisciplinary collaboration. They are: Environmental Health Disparities, Infrastructure Equity, and Poetic Justice. To accelerate and elevate the impact of the research, teaching, and service of participating and affiliated faculty, each cluster will receive dedicated programming support for three years. For more information, consult the BTI website: https://inclusion.uci.edu/action-plan/msi/uci-black-thriving-initiative/.

For information about the University of California, Irvine and The Paul Merage School of Business, learn more at http://www.merage.uci.edu/ .

APPLICATION PROCEDURE:

To apply, visit UC Irvine’s RECRUIT at https://recruit.ap.uci.edu/JPF07696

Applicants must complete an online application profile and upload the following application materials electronically to be considered for the position:

(1) Curriculum Vitae
(2) Cover Letter
(3) Statement of Research
(4) Statement of Teaching
(5) Statement of Service (optional)
(6) Statement of DEI that addresses past and/or potential contributions to diversity, equity and inclusion and UCI’s Black Thriving Initiative through research, teaching, and/or service.
(7) Three Letters of Recommendation
(8) Teaching Evaluations
(9) Publications, working papers, and dissertation proposal (if others are co-authored)

DEADLINE: Applications will be accepted until the position is filled, although first consideration will be given to completed applications received by October 31, 2022.

If you have any questions about the application process please contact:

Academic Personnel Analyst
The Paul Merage School of Business
University of California, Irvine
Irvine, CA 92697-3125
FacultyRecruitment@merage.uci.edu

You will be expected to teach across all programs (undergraduate, graduate (Masters and doctoral), some of which may occur at night and/or on weekends, including summers. You may be expected to develop on-line or hybrid courses consistent with the School’s objectives and teaching needs.


The University of California, Irvine is an Equal Opportunity/Affirmative Action Employer advancing inclusive excellence. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, age, protected veteran status, or other protected categories covered by the UC nondiscrimination policy. A recipient of an NSF ADVANCE award for gender equity, UCI is responsive to the needs of dual career couples, supports work-life balance through an array of family-friendly policies, and is dedicated to broadening participation in higher education.


The University of California is committed to creating and maintaining a community dedicated to the advancement, application, and transmission of knowledge and creative endeavors through academic excellence, where all individuals who participate in University programs and activities can work and learn together in a safe and secure environment, free of violence, harassment, discrimination, exploitation, or intimidation. With this commitment as well as a commitment to addressing all forms of academic misconduct, UC Irvine conducts institutional reference checks for candidates finalists to whom the department or other hiring unit would like to extend a formal offer of appointment into Ladder Rank Professor or Professor of Teaching series, at all ranks (i.e., assistant, associate, and full). The institutional reference checks involve contacting the administration of the applicant’s previous institution(s) to ask whether there have been substantiated findings of misconduct that would violate the University’s Faculty Code of Conduct. To implement this process, UC Irvine requires all candidates of Ladder Rank Professor or Professor of Teaching series, at all ranks (i.e., assistant, associate, and full) to complete, sign, and upload the form entitled “Authorization to Release Information” into AP RECRUIT as part of their application. If the candidate does not include the signed authorization to release information with the application materials, the application will be considered incomplete. As with any incomplete application, the application will not receive further consideration. Although all applicants for faculty recruitments must complete the entire application, only finalists (i.e., those to whom the department or other hiring unit would like to extend a formal offer) considered for Ladder Rank Professor or Professor of Teaching series, at all ranks (i.e., assistant, associate, and full) positions will be subject to institutional reference checks.

Schoolhttps://merage.uci.edu/employment/

Schoolhttps://inclusion.uci.edu/action-plan/msi/uci-black-thriving-initiative/

Schoolhttps://sites.uci.edu/poeticjustice/

Job Posting: Department Head of Sociology and Anthropology, North Carolina State University

The Department of Sociology and Anthropology at North Carolina State University is seeking an outstanding individual with a strong commitment to academic and research excellence commensurate with the expectations of a major research university, a proven record of effective leadership, and a visionary approach to administration. The Department Head will assist in promoting research, engagement, and graduate and undergraduate education in the department.

The university listing may be found HERE.

Reporting to the Dean of the College of Humanities and Social Sciences, the Department Head, serving as the department’s academic leader and administrative officer, will be called upon to provide strategic leadership and vision in:

  • creating an environment that facilitates an effective shared vision; serving as a thought leader and ambassador for the department, college, and university;
  • leading departmental academic, research and engagement activities in the context of a broad vision of the discipline;
  • facilitating an inclusive, equitable, and culturally competent environment with a strong commitment to recruiting and retaining diverse faculty, staff, and students;
  • promoting and rewarding excellence in faculty research, teaching and mentoring, department, college, and university service, and community engagement;
  • fostering a culture of high-impact interdisciplinary collaboration within the college; building partnerships and alliances across the university;
  • advancing departmental and college academic excellence within the university as well as relative to peer institutions;
  • linking programs within the department to the broader college and university missions; developing external partnerships, when relevant, in support of the department’s mission and goals; aligning and allocating resources with departmental strategic plans and vision;
  • demonstrating scholarly and professional engagement & excellence.

Duties and responsibilities include, but are not limited to the following:

  • performance evaluations for all direct reports, including annual reviews and recommendations for faculty retention, promotion, and tenure;
  • recruitment and hiring of new faculty and staff;
  • recommendations for salaries for faculty and staff hires, including new hires, legislative increases, discretionary increases, and retentions; in a fair, equitable, principled, and defensible manner;
  • coordination and management of course scheduling;
  • curriculum assessment and revision;
  • management of the faculty’s committee and service assignments;
  • resolution of student academic problems;
  • allocation of available space to meet departmental needs
  • comprehensive planning of all funding sources in the department using all available funding sources to meet the needs of the department;
  • management and administration of fiscal resources, including planning, expenditure of funds in accordance with relevant processes and rules, and execution of fiscal year close out in accordance with college standards
  • assisting, when appropriate, the college’s development staff in fundraising;
  • external relations with alumni and the community;
  • representing the department in college and university-level planning and strategy development.

Inclusiveness and diversity are integral to NC State’s commitment to excellence in research, engagement, and education. We are particularly interested in candidates who have demonstrated experience engaging with diversity through activities such as fostering an inclusive environment, working with students from diverse backgrounds, or incorporating diverse perspectives in research/leadership.

The successful candidate will possess an outstanding record of research, teaching, and leadership accomplishments along with a strong commitment to diversity, equity, and inclusion.

Contact: Irwin L. Morris, Search Committee Chair, ilmorri2@ncsu.edu

OOW Award winners 2022

Dear OOW members,

As usual, reading the nominees for OOW awards is a reminder of what important and innovative research our members are conducting. This year was no exception, with large and strong pools to consider in each of our award categories. Below you will find a description of this year’s winners of the Max Weber Book Award, the Richard Scott Article Award, the James D. Thompson Graduate Student Paper Award, and the Rosabeth Moss Kanter Career Award. My sincere thanks to committee chairs Elaine Draper, Erin Cech, Vinnie Roscigno, and Amy Binder for their service to the section, and to all members of the committees for their time and engagement. I hope you find this work as exciting as I do, and that this whets your appetite to read it more deeply!

Best wishes,
Beth Popp Berman

Max Weber Book Award

Co-winners:

Margaret M. Chin. 2020 Stuck: Why Asian Americans Don’t Reach the Top of the Corporate Ladder. NYU Press.

Margaret Chin’s Stuck provides a compelling window onto corporate America, examining the powerful, yet often invisible, barriers in the workplace that prevent second-generation Asian Americans from achieving the highest level of corporate leadership. The 103 interviewees we meet in the book fit the “model minority” stereotype. They have graduated from Ivy League colleges and landed prestigious entry-level jobs in the corporate world—in finance, venture capital, law, business, technology start-ups, accounting firms, media companies, and nonprofits, among others. They are successful in many ways but this is not the full story. Asian Americans get stuck in mid-level corporate roles. Asian Americans face a lack of trust from their coworkers and an absence of role models, sponsors, and mentors in the workplace. The picture is bleaker for Asian American women in corporate America, who contend with sexual harassment and prejudice, making their climb up the corporate ladder even harder. As Chin clearly demonstrates, the “bamboo ceiling” prevents many Asian Americans from accessing leadership positions in the corporate world, in spite of their accomplishments. Stuck shines a light on the continuing significance of race in shaping the lives of Asian American professional elites. 


Erin Hatton. 2020. Coerced: Work Under Threat of Punishment. University of California Press.

Erin Hatton’s Coerced examines a previously understudied dynamic in the study of work and employment—those who work but who are not classified as workers by the state and so are denied the protections afforded traditional workers—including minimum wage, overtime, workers’ compensation, unemployment insurance, and the ability to bargain collectively. Hatton focuses her grounded comparative analysis on four seemingly disparate groups where government protections do not apply: prison laborers, graduate students, welfare workers, and college athletes. She draws from 121 interviews with members of these groups, showing that for workers without state-provided protections, the coercion inherent to work under capitalism extends beyond the economic to controlled access to additional sanctions and rewards as employers wield expansive punitive power beyond their traditional right to hire and fire. While protected workers are subject to economic coercion under capitalism—as sociologists have long recognized and studied, these laborers are subject to what Hatton calls “status coercion.” Status coercion consists of work oriented to acquiring good standing with the employer who controls access to resources that otherwise would not be provided automatically (as with wages). Welfare recipients, for example, must work to gain access to key elements of the social safety net such as food stamps, Medicare, housing vouchers, and cash assistance. Coerced examines the rhetoric that is required to legitimate such work under threat of punishment both for those in positions of privilege (e.g. graduate students who receive subsidized training and professional development) and those who are already marginalized and devalued in terms of class, race, and gender. Hattonenriches the sociological study of work, occupations, and organizations by asking scholars to consider the many ways power in the workforce operates—to go beyond the traditional nexus of economic coercion and analyze how economic coercion intersects with status coercion for all types of work in the contemporary economy. 

Honorable Mention:
Laura T. Hamilton and Kelly Nielsen. 2021. Broke: The Racial Consequences of Underfunding Public Universities. University of Chicago Press.

Richard Scott Article Award

Winner:

Sauer, Carsten, Peter Valet, Safi Shams, and Donald Tomaskovic-Devey. 2021. “Categorical Distinctions and Claims-Making: Opportunity, Agency, and Returns from Wage Negotiations.” American Sociological Review 86:934-959.

This article addresses the core OOW issue of wage negotiations from a theoretically and empirically innovative lens. Taking wage negotiations as a specific instance of claims-making, the authors argue for the central role of positional constraints in gendered and racialized negotiation strategies and outcomes. The authors draw on an impressive dataset of negotiations from over 2400 German employees.  The committee underscored the fresh take of the article on a perennial issue: contrary to current scholarship and the conventional narrative that individuals (particularly women) need to advocate for themselves by negotiating higher salaries, the authors examine empirically whether negotiation is possible and its consequences based on the employees’ structural location in the firm. As an exemplar example of Relational Inequality Theory, it helps to show how both agency and opportunity are central to wage negotiations.

Honorable Mention:

Lei, Ya-Wen. 2021. “Delivering Solidarity: Platform Architecture and Collective Contention in China’s Platform Economy.” American Sociological Review 86: 279-309.

James D. Thompson Graduate Paper Award

Winner:

Sheehan, Patrick. 2022. “The Paradox of Self-Help Expertise: How Unemployed Workers Become Professional Career Coaches.” American Journal of Sociology 127:1151-1182.

“The Paradox of Self-Help Expertise” by Patrick Sheenan (which appeared in AJS) was selected as this year’s recipient of the OOW section’s Thomson Graduate Paper Award. The award committee had very high praise for this article, its theoretical and conceptual richness, and the impressive amount of evidence marshaled to interrogate questions about expertise in contemporary society, and why precisely unemployed workers would turn specifically to self-help experts. Sheehan masterfully shows how strategic interactions and relational work cojoin to establish self-help experts’ credibility in the eyes of those seeking work. Such interactions and relational work provide an alternative route to establishing expert credibility above and beyond more traditional and institutionalized credentials. Sheehan’s analyses and conception opens several important avenues for future research for those interested in expertise, credibility, and claims-making. Moreover, it expands our understanding of not just how one becomes an expert, but what it means to be an expert.

Rosabeth Moss Kanter Career Award

Winner:

Paula England, New York University

The OOW Rosabeth Moss Kanter Distinguished Career Award recognizes and celebrates a career of outstanding contributions to the areas of organizations, occupations, and work. We are pleased to announce that this year’s winner is Paula England. Beginning in the 1980s, England has conducted pioneering research unpacking gender inequality in workplaces, combining studies of occupational sex segregation and wage gaps with a theoretical account focused on the cultural devaluation of women’s work. Along the way, she has mentored many others and pushed sociology’s engagements across disciplinary lines. Equally important, England has been a leader in and for the discipline, serving as the 2014-15 president of the American Sociological Association and as the 1998-99 chair of the OOW section. The committee, whose members were Amy Binder, Tim Hallett, Jennifer Nelson, and Ofer Sharone, congratulate Paula England on her tremendous accomplishments.

Call for Participants: ASA Workshop: Teaching about Alternatives to Bureaucracy

ASA Workshop: Teaching about Alternatives to Bureaucracy

Sunday, August 7, 8:00-9:30am PDT at LACC, Level 2, 501B  

If you are interested in including material in your classes about worker cooperatives and other participatory organizations and how they can promote economic democracy and greater equality, please join us at our Sunday ASA workshop “Teaching about Alternatives to Bureaucracy: New Discussions and Approaches.” This workshop will go over ways to teach about cooperative, democratic, and nonhierarchical organizations in a wide variety of sociology courses. We will provide resources and also crowdsource ideas from participants. Adria Scharf (Rutgers University), Katherine Chen (City College/CUNY), Joyce Rothschild (Virginia Tech), Katie Sobering (University of North Texas), and Victor Chen (Virginia Commonwealth University) will be leading the session. The workshop will be interactive and a fun opportunity to get to know junior and senior scholars who teach and study these topics. Also, as part of the workshop, Adria Scharf is collecting resources such as syllabi for the Curriculum Library for Employee Ownership (CLEO) at Rutgers; if you have anything to share, please contact her at as3332@smlr.rutgers.edu.

A letter from ASR Editors

As we reach the halfway mark of our three-year term as editors of American Sociological Review, we continue to be impressed by the wide variety of papers we receive in regard to substantive area/topic, theory, method/analytical approach, and geographic focus. That said, we would like to encourage authors from all ASA sections and subfields to submit their work to ASR, as we would like to see the journal reflect the breadth and diversity of the discipline.

We especially welcome and encourage submissions featuring research on non-U.S. populations and dynamics; in the areas of race, sexualities, migration, science/technology, and other areas that are currently underrepresented in the journal; and that use qualitative and quantitative methods alike, including ethnographic, interview-based, archival, and comparative approaches. We very much look forward to receiving your papers for review.

Best,

Art Alderson and Dina Okamoto

Editors, American Sociological Review

Call for Contributors: Research Handbook on the Sociology of Work

Call for Contributors 

Research Handbook on the Sociology of Work 

We are seeking contributions to a new Research Handbook on the Sociology of Work to be published with Edward ElgarThe book aims to provide a comprehensive overview of the latest research in the sociology of work and have a strong focus on current and emerging issues. It is structured under the following four sections: (1) Changing Context and Forms of Work; (2) Key Actors and Dimensions of Work; (4) Inequalities and Divisions at Work; (4) Emerging Themes and Issues in Work. Each chapter will provide an overview of the most important sociological concepts and research in a particular area as well as provide some indication of a research agenda for the future.  

If you would like to suggest a contribution, or simply want to know a bit more, please contact any one of the four editors: Chris Rees – chris.rees@rhul.ac.uk; Ödül Bozkurt – o.bozkurt@sussex.ac.uk; Stephanie Limoncelli – stephanie.limoncelli@lmu.edu; Jonathan Preminger – premingerj@cardiff.ac.uk 

For further information, please see this link: Research Handbook on the Sociology of Work