David Pedulla is currently serving on the OOW Council. David is an Assistant Professor in the Department of Sociology at Stanford University. His research interests include race and gender stratification, labor markets, and economic and organizational sociology. Specifically, his research agenda examines the consequences of nonstandard, contingent, and precarious employment for workers’ social and economic outcomes as well as the processes leading to race and gender labor market stratification. David’s research has appeared in American Sociological Review, American Journal of Sociology, Social Forces, and other academic journals. His work has been supported by the National Science Foundation, the Russell Sage Foundation, and the W.K. Kellogg Foundation, among other organizations. He received in Ph.D. in Sociology and Social Policy from Princeton University. Below, David shares his thoughts on exciting areas in the subfield, as well as conference advice just in time for ASA. Continue reading “Meet Your Council: David S. Pedulla”
Elizabeth Popp Berman is currently serving on the OOW Council. Berman is Associate Professor of Sociology at the University of Albany, SUNY. Her current book project, Thinking Like an Economist: How Economics Became the Language of U.S. Public Policy (Princeton University Press), examines the role of economics in the development of science, antitrust and antipoverty policy in the U.S. from 1960 to 1985. Her first book, Creating the Market University: How Academic Science Became an Economic Engine (Princeton University Press, 2012) earned the OOW’s Max Weber Book Award in 2013. Below, Berman expands upon her research and teaching, as well as her thoughts on the state of the subfield. Continue reading “Meet Your Council: Elizabeth Popp Berman”
1) Where did your interests in organizations, occupations, and work originate? How have you found concepts and theories from this scholarship useful in your work?
Josh Seim: I’m broadly interested in how the poor are processed, regulated, or “governed” across a number of institutions. My first research project brought me into a penitentiary in Oregon where I was set on explicating the aspirations and actions of soon-to-be-released prisoners. There, I quickly realized that I would need to account for the internal organization of the facility if I hoped to make sense of what previous scholars described as a “perplexing optimism” among prisoners approaching the gate. I drew on the Gresham Sykes’ Society of Captives, Donald Clemmer’s The Prison Community, and other texts to examine my interview transcripts and field notes. While these books are not usually claimed by organizational sociology, they motivated me to consider how penal domination, a basic organizational feature of the prison, shaped inmate subjectivity.
Lisa Cohen is currently serving on the OOW Section Council. Cohen is an associate professor of organizational behavior at Desautels Faculty of Management, McGill University. She was previously a faculty member at the London Business School, the Yale School of Management and the Graduate School of Management, University of California, Irvine. Prior to her academic career, Cohen was Principal Consultant at Terranova Consulting Group/Right Management Consultants, a human resource and management consulting firm. She earned her MBA from Fuqua School of Business, Duke University and her PhD from the Walter A. Haas School of Business, University of California, Berkeley.
Professor Cohen’s current research focuses on questions about how tasks are bundled into jobs and jobs bundled into organizations: how and why do jobs and organizations look the way they do, how do they change, and how do they influence organizational success? Most recently she has examined these issues in startups. Her most recent paper, forthcoming in Academy of Management Journal, looks at the fit between top management jobs and experience and how these interact with firm development in technology startups. She has additional projects examining hiring and unusualness in the top management structure of startups. She has published in Academy of Management Journal, Administrative Science Quarterly, American Journal of Sociology, American Sociological Review, and Organization Science.
Below, Cohen discusses her research motivations, career trajectory and future research.
Taekjin Shin is currently serving on the OOW Section Council. Shin is an Assistant Professor in the College of Business Administration at San Diego State University (SDSU). Before joining SDSU, Shin was an Assistant Professor in the School of Labor and Employment Relations at the University of Illinois at Urbana-Champaign. He received his Ph.D in sociology in 2008 from the University of California at Berkeley.
Shin’s research interests concern corporate governance, executive compensation, wage inequality, organizational sociology, and economic sociology. He is currently studying the institutional explanation for the rise of executive compensation and the symbolic effect of shareholder-value orientation on the career outcomes of executive managers. Below, Shin expands upon his research and his professional experiences for the newsletter.
Ofer Sharone is currently serving on the OOW Section Council. Sharone is an Assistant Professor of sociology at the University of Massachusetts Amherst. Before joining the faculty at UMass Amherst, he completed his Ph.D. in sociology at UC Berkeley and taught at the MIT Sloan School of Management. He also holds a JD from Harvard Law School and previously practiced international law in San Francisco and Japan.
Sharone’s research focuses on career transitions, work and unemployment. His studies are primarily cross-national comparisons and utilize in-depth interviews and participant observations. His 2013 book, Flawed System/Flawed Self: Job Searching and Unemployment Experiences, compared the job searching and unemployment experiences of white-collar workers in Israel and the United States. The book won the Zelizer Award in Economic Sociology and the Weber Award in Organizations, Occupations and Work.
Sharone is a co-founder of the Institute for Career Transitions, a non-profit organization whose mission is to “generate effective strategies, offer practical support, and increase public understanding of the challenges facing professionals in career transitions.” His current research with the Institute focuses on strategies for supporting long-term unemployed job seekers. This research has received wide attention from national media and led to an invitation from the White House and the Department of Labor to participate in policy discussions on addressing long-term unemployment.
We are grateful to Dr. Sharone for taking the time to answer our questions below.
Elizabeth Hirsh is currently serving on the OOW Section Council. Hirsh is Associate Professor of Sociology, Canada Research Chair in Inequality and Law, and Director of Graduate Studies in Sociology at the University of British Columbia. Before joining the faculty at the University of British Columbia, she completed her PhD in Sociology at the University of Washington in 2006 and taught at Cornell University for four years.
Hirsh’s research expertise is in the areas of organizations, inequality, and the law. Much of her work focuses on employment discrimination and the impact of antidiscrimination laws and corporate diversity policies on gender, race, and ethnic inequality in the workplace. Hirsh’s work has appeared in top journals in sociology and law, including the American Sociological Review, the American Journal of Sociology, and the Law and Society Review. Hirsh teaches courses on work organizations, law, and social statistics.
Current projects include: a study of the economic, political, and organizational conditions under which employment discrimination lawsuits filed under U.S. civil rights laws bring about change in sex and race inequality in the workplace; a qualitative account of the factors that lead workers to file employment discrimination lawsuits based on interviews with plaintiffs in recent high-profile lawsuits; and an analysis of the impact of corporate diversity policies on levels of workplace sex and race inequality and discrimination disputes at work.
Below, Hirsh discusses her multidimensional research interests, the benefits and challenges offered by EEOC data and her upcoming research plans.
How did you become interested in studying employment discrimination?
The field of employment discrimination was an immediate draw for me because it allows for the study of both how inequality is produced and how it can be remedied in social settings. The production question is complex, as it forces us to consider multiple causal factors, from organizational structure to culture to power and relationships. The issue of remediation engages classic questions in law and society regarding access to justice and the impact of the law on equality and individual rights. I’ve long been interested in questions of if and how the law can be equity-enhancing, and the study of employment discrimination provides a context to empirically examine this. That – and as I bright-eyed new PhD student, my advisor sent me to the law library to dig up details on old discrimination lawsuits. After getting lost in the stacks for a couple of hours, I was hooked.
You are very active in multiple subfields: organizational sociology, inequality, and law and society. How do you manage your scholarly identity across the boundaries? How do you remain active in different subfields?
Early in my career, I saw myself more as an inequality scholar who focuses on organizational inequities and laws designed to remedy them. Now I see myself much more as an organizational sociologist who studies inequality and the law. I’m sure my identity will continue to evolve. I try to ask and answer questions that are at the nexus of these fields, as these are the questions that most interest me. How do the empirical findings out of the organizational inequality tradition help us understand the reach and limits of the law? What can insights from law and society say to those who study workplace inequality? There is so much overlap in these fields that boundary crossing is easy. Teaching in each area also keeps me active and (mostly) current in my subfields.
You have used establishment data from the U.S. Equal Employment Opportunity Commission (EEOC). What are some advantages and disadvantages (or challenges) of using EEOC data?
The establishment-level data from the EEOC are ideal for studying workplace compositional change over time as they are collected annually and go way back. But the real promise of the data is in matching them to additional sources. For instance, together with collaborators, I have matched the establishment level data to EEOC charge data, to litigation data, and to workplace survey data to explore how legal claims and diversity practices affect workplace composition. When you start matching to additional data sources, the possibilities are endless.
Getting to know these data also opens up opportunities to contribute to policy discussions and practice, since the EEOC data sources are first and foremost a tool for legal compliance. But therein lies the challenge: they aren’t collected for academic purposes, so you must be prepared for some data drudgery.
What are your research plans for the next 5-10 years?
To finish the many projects I’ve been working on for the last 5-10 years! I also toy with the idea of bringing my work on discrimination claims and organizational change together in a book, mostly to show my nonacademic friends that we scholars actually do something. But as an article writer, I’m not sure I have the stamina!