See the attached call for contributions to the book Debating Workplace Democracy
Editor: Chris Mathieu, Department of Sociology, Lund University
christopher.mathieu@soc.lu.se
Publisher: Palgrave Macmillan (expected publication first half of 2025)
Book series: Palgrave Debates in Business and Management
https://link.springer.com/series/16112
Series editor: Anders Örtenblad
Call for submissions: SASE Network H: Markets, Firms and Institutions
2024 SASE conference in Limerick, 27-29 June 2024
Hard deadline: 19 January 2024
Network H focuses on the interrelationships between markets, firms, and institutions. We welcome a wide range of theoretical perspectives (e.g. political economy, economic sociology, management studies, neo-institutionalism, and comparative institutional analysis).
Welcome topics include but are not limited to: financial systems and financialization; markets and marketization; strategy, corporate governance, employment relations, and the labor process; varieties of capitalism and growth models/accumulation regimes; institutions and institutional change; internationalization and regional integration.
Network H will be organizing 2 virtual sessions in the week prior to the conference, for those who cannot be present in Limerick. No hybrid option is possible. There are limited virtual spots available, and this option is only meant for those who would not be able to attend the conference at all otherwise. These sessions will be included in the program, and those presenting virtually will be required to pay SASE membership (but not registration fees).
SASE accepts 2 types of submissions: abstracts and panels. There are three possible types of panels you can submit – a pre-formed panel with multiple paper presentations, a roundtable discussion panel, or a Book Salon (see here for some examples; these panels include a book author and 2-4 discussants).
To submit: https://sase.org/event/2024-limerick/#submissions
Network H: https://sase.org/network-h-markets-firms-and-institutions/
Melike Arslan melikearslan2020@u.northwestern.edu
Tristan Auvray tristan.auvray@univ-paris13.fr
Olivier Butzbach olivier.butzbach@gmail.com
Matt Vidal M.Vidal@lboro.ac.uk
The Changing Role of Managers (2023, AJS) by Letian Zhang.
This study argues that the increase in middle management in recent decades was accompanied by a shift in managerial roles. Increased task complexity and a new management philosophy have reduced the need for direct supervision but generated a greater demand for collaboration, leading to the emergence of a managerial class whose primary role is collaboration not supervision. The author analyzed a large volume of data to generate three sets of findings: (1) The expectations of the managerial role have quickly changed, in almost all sectors, to emphasize more collaboration and less supervision (2) This new managerial role is especially concentrated in innovation-focused firms. (3) Firms treating managers as collaborators have a higher proportion of middle managers than those still treating them primarily as supervisors. These findings suggest that the role of managers has fundamentally shifted and that accounting for changing managerial roles could explain a significant portion of the managerial growth.
The fragility of artists’ reputations from 1795 to 2020 by Letian Zhang, Mitali Banerjee, Shinan Wang, and Zhuoqiao Hong.
This study explores the longevity of artistic reputation. We empirically examine whether artists are more- or less-venerated after their death. We construct a massive historical corpus spanning 1795 to 2020 and build separate word-embedding models for each five-year period to examine how the reputations of over 3,300 famous artists—including painters, architects, composers, musicians, and writers—evolve after their death. We find that most artists gain their highest reputation right before their death, after which it declines, losing nearly one SD every century. This posthumous decline applies to artists in all domains, includes those who died young or unexpectedly, and contradicts the popular view that artists’ reputations endure. Contrary to the Matthew effect, the reputational decline is the steepest for those who had the highest reputations while alive. Two mechanisms—artists’ reduced visibility and the public’s changing taste—are associated with much of the posthumous reputational decline. This study underscores the fragility of human reputation and shows how the collective memory of artists unfolds over time.
CALL FOR ARTICLES
RSF: The Russell Sage Foundation Journal of the Social Sciences
Asians in America Beyond Education: Career Choices, Trajectories, and Mobility Strategies
Jennifer Lee
Columbia University
Kimberly Goyette
Temple University
Jackson G. Lu
Massachusetts Institute of Technology
Xi Song
University of Pennsylvania
Yu Xie
Princeton University
The Supreme Court struck down race-based affirmative action in university admissions in early 2023, in large part due to allegations that Harvard University had engaged in racial discrimination against Asian Americans. Amidst mixed evidence of bias against Asian applicants in Harvard’s admissions process, SCOTUS ruled in favor of the plaintiffs. Asian Americans are not underrepresented in university classrooms, however, including at Harvard. They account for 7.2 percent of the U.S. population, yet 29.9 percent of Harvard’s incoming class. Charges of bias against Asians have focused mainly on university admissions, with scant attention to its more widespread and insidious forms, including in the workplace where they would benefit from affirmative action.
Research on Asians in America has focused disproportionately on their exceptional educational achievement. In spite of social scientists’ explanations of these patterns, the narrow focus on education has had the unintended consequence of reifying the perception that Asians are the advantaged minority—or the so-called “model minority. While Asians outpace all groups in education, they lose their advantage in the workplace. That Asians do not maintain their advantage in the labor market makes this domain worthy of inquiry. Hence, we go beyond education and invite research proposals that address questions about the labor market choices, trajectories, mobility strategies, cultural orientations, and family-related behavior of Asians in America.
In the call for articles, we invite papers that address questions about the labor market choices, career trajectories, and mobility strategies of Asians in America. We welcome evidence-based proposals from all social science disciplines and all methodological approaches.
Please click here for a full description of the topics covered in this call for articles.
Anticipated Timeline
Prospective contributors should submit a CV and an abstract (up to two pages in length, single or double spaced) of their study along with up to two pages of supporting material (e.g., tables, figures, pictures, etc.) no later than 5 PM EST on December 11, 2023, to:
NOTE that if you wish to submit an abstract and do not yet have an account with us, it can take up to 48 hours to get credentials, so please start your application at least two days before the deadline. All submissions must be original work that has not been previously published in part or in full. Only abstracts submitted to https://rsf.fluxx.io will be considered. Each paper will receive a $1,000 honorarium when the issue is published. All questions regarding this issue should be directed to Suzanne Nichols, Director of Publications, at journal@rsage.org. Do not email the editors of the issue.
A conference will take place at the Russell Sage Foundation in New York City on June 7, 2024. The selected contributors will gather for a one-day workshop to present draft papers (due a month prior to the conference on 5/3/24 ) and receive feedback from the other contributors and editors. Travel costs, food, and lodging for one author per paper will be covered by the foundation. Papers will be circulated before the conference. After the conference, the authors will submit their revised drafts by 10/2/24. The papers will then be sent out to three additional scholars for formal peer review. Having received feedback from reviewers and the RSF board, authors will revise their papers by 1/8/25. The full and final issue will be published in the fall of 2025. Papers will be published open access on the RSF website as well as in several digital repositories, including JSTOR and UPCC/Muse.
The latest episode of the Talking about Organizations Podcast is out.
This is a special episode in which we reflect on the question of how to build interdisciplinary spaces and dialogues across disciplines for the study of organizations. We sit down with Woody Powell and Bob Gibbons who, since 2016, have been organizing the Summer Institute on Organizational Effectiveness at the Center for Advanced Study in Behavioral Sciences (CASBS) at Stanford. The episode focuses on the history of CASBS, the summer institute, and the value as well as challenges of fostering interdisciplinary conversations across economics, sociology, management, public policy, political science, information and communication studies, and related fields.
The broader podcast catalogue includes episodes on foundational texts and ideas in organization theory. All episodes are accessible on the main podcasting platforms, and further information is available on the website.
We are pleased to invite you to contribute to an edited book on Graduates’ work in the knowledge economy (with Palgrave). The volume aims to advance the understanding of graduate careers in the ‘knowledge economy.’ It uses sociological, economic, and political lenses to examine the structures of opportunities (and constraints) shaping graduates’ experiences of work in the knowledge economy. We are interested in personal, as well as the more structural implications of graduate work across a variegated occupational spectrum. The book asks whether (and for whom) the knowledge economy can bring decent, white-collar jobs and for whom/ where/ when it is over-selling the promise of upward careers. It examines the social and economic implications of the knowledge economy.
We invite contributions on the structural enablers, including skill formation systems, professional and company cultures, as well as critical analyses of the politics of the knowledge economy. Empirical or theoretical papers from different domains (including, but not limited to Sociology of Work and Employment, Youth studies, Political economy, and regional studies) are welcome.
Submission Guidelines
Please find information on submissions here [https://drive.google.com/file/d/1xyi3Ev7gBtzqtkKV0jMgQcWsQHrsZApI/view].
Abstract (300 words): January 15, 2024
Full chapter (6000-8000 words): July 30, 2024
Anticipated publication date: 2025
We have a preliminary publication agreement with Palgrave.
For any further queries, please contact Maria-Carmen Pantea at maria.pantea@ubbcluj.ro
Editors:
Maria-Carmen Pantea, Universitatea ‘Babeș-Bolyai’ (maria.pantea@ubbcluj.ro)
Ken Roberts, The University of Liverpool (bert@liverpool.ac.uk)
Dan-Cristian Dabija, Universitatea ‘Babeș-Bolyai’ (dan.dabija@ubbcluj.ro)
Bourmault, N., & Anteby, M. (2023). Rebooting One’s Professional Work: The Case of French Anesthesiologists Using Hypnosis. Administrative Science Quarterly
Individuals deeply socialized into professional cultures tend to strongly resist breaking from their professions’ core cultural tenets. When these individuals face external pressure (e.g., via new technology or regulation), they typically turn to peers for guidance in such involuntary reinventions of their work. But it is unclear how some professionals may voluntarily break from deeply ingrained views. Through our study of French anesthesiologists who practice hypnosis, we aim to better understand this little-explored phenomenon. Adopting hypnosis, a technique that many anesthesiologists consider subjective and even magical, contradicted a core tenet of their profession: the need to only use techniques validated by rigorous scientific-based research. Drawing on interviews and observations, we analyze how these anesthesiologists were able to change their views and reinvent their work. We find that turning inward to oneself (focusing on their own direct experiences of clients) and turning outward to clients (relying on relations with clients) played critical roles in anesthesiologists’ ability to shift their views and adopt hypnosis. Through this process, these anesthesiologists embarked on a voluntary internal transformation, or reboot, whereby they profoundly reassessed their work, onboarded people in adjacent professions to accept their own reinvention, and countered isolation from their peers. Overall, we show a pathway to such reinvention that entails turning inward and outward (rather than to peers), a result that diverges significantly from prior understandings of professionals’ transformations.
The Management Division of Columbia Business School is currently searching for qualified applicants for a tenure-track position in Entrepreneurship at the Assistant or Associate Professor rank. Applications that are received by October 15 will receive full consideration. However, we encourage applicants to submit their materials as soon as possible as we are evaluating applications on a rolling basis.
Applicants for an Assistant Professor level appointment should have, or be close to completing, a PhD from an accredited institution, demonstrate promise of becoming an outstanding scholar in every respect, including research and teaching, and should combine exceptional disciplinary training in Management with a strong interest in the professional mission of the school.
Applicants for an Associate Professor level appointment (non-tenured, tenured) should have a PhD from an accredited institution, a record of being an excellent scholar in every respect, including research and teaching, and should combine exceptional disciplinary training with a strong interest in the professional mission of the school and show great promise of attaining distinction in the field of Management.
Columbia Business School is particularly interested in candidates who, through their research, teaching and/or service will contribute to the diversity and excellence of the academic community. We will have a particular interest in Entrepreneurship, and other related areas of Management. Applicants from a range of disciplines are encouraged to apply, including those with PhDs from business schools, sociology, social psychology, economics, and political science departments.
More information can be found at this link:
Organizations, Occupations and Work 