New Publication: “Fuzzy Boundaries: A Mechanism for Group Accumulation of Advantage” by Dr. Heba Alex

Alex, Heba. 2025. “Fuzzy Boundaries: A Mechanism for Group Accumulation of Advantage.” Sociological Theory. Online first. https://doi.org/10.1177/07352751251378516

Abstract:
This article describes a strategic mechanism, fuzzy boundaries, that groups use to accumulate advantage. In contrast to the dominant view that rigid, well-defined boundaries maximize group rewards, I argue that ambiguity in membership criteria can, under certain conditions, more effectively secure and promote group benefits. Fuzzy boundaries are defined by two features: an intentionally ambiguous criterion for inclusion and the selective, inconsistent application of that criterion to adjust the insider-outsider line as needed. I illustrate the operation of fuzzy boundaries through a historical analysis of occupational boundary drawing in the nineteenth-century United States. Ultimately, the study offers a generalizable framework for understanding how strategic ambiguity in group boundaries can serve actors seeking to preserve privilege across domains, such as education, hiring, and professional accreditation. Unlike well-defined qualifications, the malleability of fuzzy boundaries often insulates them from legal challenge, making them an effective mechanism for maintaining social and institutional advantage.

Dr. Alex is a Teaching Fellow in the Department of Sociology at the University of Chicago, and studies topics related to evaluation, differentiation, and morality in diverse institutional contexts such as lower courts, rights, and occupational organizations.

At present, Dr. Alex is developing a book about the moral character clause (being of good moral character) in licensing laws in nineteenth-century America.  You can read an article that emerged from one aspect of this project here. Dr. Alex is also in the early stages of a comparative study examining how the moral clause relates to voting and jury rights during the same period.

Dr. Alex received their Ph.D. in Sociology from the University of Chicago in 2025. Before that, Dr. Alex obtained a B.A. in History from Sarah Lawrence College and an M.A. in Gender and Women’s Studies from UW–Madison. Dr. Alex’s professional journey includes a year at the International Center for Transitional Justice in New York and a Doctoral Fellowship at the American Bar Foundation.

Postdoctoral Fellow Position in Organization Theory, Institutional Change and Education

The Harvard University Graduate School of Education invites applications for a Postdoctoral Fellow Position with Dr. Ebony Bridwell-Mitchell, the Herbert A. Simon Professor in Education, Management, and Organizational Behavior. The position is part of a grant-funded project combining theories of organizations, institutions, and education reform.

The project examines the extent to which the use of research evidence and epistemology is a catalyst for institutional change in persistently low-performing school organizations often designated for ‘turnaround’.

Position Details:

  • Appointment: Full-time, in-person (Cambridge, MA)
  • Term: July 1, 2026 – June 30, 2027
  • Salary: $82,000 (12-month appointment, full benefits)
  • Application review begins: November 10, 2025 (rolling basis)

Qualifications:

  • Ph.D. in Education, Organization and Management Theory, Organizational Behavior, Organizational Sociology, Sociology of Education or similar by the position start date.
  • Strong background in qualitative and quantitative research methods, solid understanding of experimental design and program evaluation.
  • Experience collaborating with schools and districts or other organizations in the field, such as state education agencies and technical assistance organizations.
  • Demonstrated ability to lead research projects independently, work collaboratively in interdisciplinary teams and thrive with emergent work processes.
  • Strong project management skills; experience with conference or event planning is a strong plus.
  • Commitment to executing work to the highest standards of excellence.

Application Instructions:
Applicants should review the W.T. Grant–funded research project proposal and submit the following materials via Interfolio: https://apply.interfolio.com/175715:

  1. A 2–3-page reflection on the project’s theoretical motivation, empirical strategy, and implications
  2. A 1–2-page cover letter outlining relevant expertise and experience
  3. A curriculum vitae
  4. Names of three references (letters not required at the initial stage)

For full details, see the complete position announcement (PDF).

For inquiries, please contact Dr. Bridwell-Mitchell’s faculty coordinator kyla_painter@gse.harvard.edu.

Learn more about Dr. Bridwell-Mitchell’s work:

New Piece: “Civil servant exodus” by Jamie Kucinskas and Yvonne Zylan

Kucinskas, Jamie and Yvonne Zylan. 2025. “Civil servant exodus: How employees wrestle with whether to stay, speak up or go.” The Conversationhttps://theconversation.com/civil-servant-exodus-how-employees-wrestle-with-whether-to-stay-speak-up-or-go-261985

Based on The Loyalty Trap (Columbia University Press).

Authors:

Jamie L. Kucinskas is Associate Professor of Sociology at Hamilton College. An award-winning teacher and researcher, she studies how people strive to be moral citizens in a world dominated by organizational power and influence. Her most recent book, The Loyalty Trap (Columbia University Press), examines how federal civil servants responded to the Trump administration amid a leadership turn toward autocracy. Her first paper from this research, coauthored with Yvonne Zylan, appeared in American Journal of Sociology.

Yvonne Zylan is Associate Professor of Sociology at the University of Calgary and an attorney. She is the author of States of Passion: Law, Identity, and the Social Construction of Desire (Oxford University Press, 2011). Her research spans law and society, sexuality, social theory, political institutions, and social policy, with a focus on how law constitutes and is constituted by social life. She also examines resistance within state institutions and the dynamics of political institutions and social movements.

Announcement: Call for Work and Family Researchers Network Early Career Fellowship Applications

The Work and Family Researchers Network (WFRN) is seeking applicants for its 2026-2027 Early Career Work and Family Fellowships.

The goal of the program is to help promising young scholars establish career successes and integrate them within the WFRN research community.

Fellows receive a 2026 membership in the WFRN, conference registration, and $250 to attend an Early Career Fellowship Preconference (June 17, 2026) and the 2026 WFRN Main Conference (June 18-20, 2026) in Montreal, Canada. To be eligible, candidates must have received their doctorate in 2023 or later and have yet to progress into tenured or secure senior-level positions. 

The deadline for applications is October 1, 2025.

Questions about the program can be addressed to the program co-directors, Nicole Denier (ngdenier@gmail.com) and Yang Hu (prof.yanghu@gmail.com).

Application submission information and further details on the Early Career Fellowship program can be found on this link: https://wfrn.org/early-career-fellowship/

New Publication: “Working-Class Structural Power, Associational Power, and Income Inequality” by Dr. Masoud Movahed

Movahed, Masoud. 2025. “Working-Class Structural Power, Associational Power, and Income Inequality.” Journal of Industrial Relations. Online first. https://doi.org/10.1177/00221856251326670

Abstract:
Under capitalism, workers have two sources of power: associational and structural. A vast body of social science research shows that workers’ power—often measured by union density—is associated with lower levels of income inequality. Drawing on a country-level, panel dataset for much of the post-World War II era (1960–2013), the author introduces a model of distributive outcomes that centers on the dual sources of workers’ associational and structural power. By differentiating the sources of workers’ power, the author examines the extent to which they bear on distributive outcomes across countries in the Global North. Using two-way fixed effects regression models, the author presents strong evidence that while workers’ associational and structural power are both statistically associated with lower levels of income inequality, it is workers’ structural—and not associational—power that drives egalitarian outcomes. Notably, counterfactual simulations demonstrate that, on average, structural power of the working class explains a gap up to approximately 4% in levels of income inequality over the past five decades across postindustrial countries.

Dr. Masoud Movahed’s research lies at the nexus of social stratification, economic, and political sociology. It integrates computational and quantitative methods with those of comparative historical methods in order to investigate the social-structural and institutional determinants of income and wealth inequality, both cross-nationally and within the U.S. context. More specifically, his research draws on panel data analysis, spatial econometrics, and machine learning tools, including both unsupervised clustering techniques and supervised learning algorithms. While Dr. Movahed employs computational methods, he retains a keen interest in comparative-historical methods, particularly event structure analysis (ESA), sequence analysis, and process tracing. More recently, Dr. Movahed has been part of collaborative projects that use survey experiments in U.S. contexts, alongside work in computational text analysis focusing on topic modeling and sentiment analysis.

Dr. Movahed’s papers have been published in Social Science Research, Journal of Industrial Relations, Spatial DemographyInternational Journal of Comparative SociologyJournal of International DevelopmentThe Sociological Quarterly, and Interface: A Journal for and About Social Movements. Beyond academic research, Dr. Movahed also contributes essays and commentary to public-facing outlets such as Foreign AffairsBoston ReviewWorld Economic ForumHarvard International Review, Yale Journal of International Affairs, and Al Jazeera.

Dr. Movahed has won awards from various sections of the American Sociological Association, including the Mathematical Sociology, Political Economy of the World-System Section, and Sociology of Development. He also received the Sabina Avdagic Early Career Scholar Prize from the Society for the Advancement of Socio-Economics (SASE).  He holds an M.A. from New York University and a Ph.D. from the University of Wisconsin–Madison, followed by a postdoctoral fellowship at the University of Pennsylvania.

New Publication: “Competence over Partisanship” by Greer Mello

Greer Mellon (2025). “Competence over Partisanship: Party Affiliation Does Not Affect the Selection of School District Superintendents.” American Sociological Review 90 (4): 561–593https://doi.org/10.1177/00031224251346993

Abstract: 

In recent decades, affective polarization and partisan animosity have risen sharply in the United States. To what extent have these trends affected hiring decisions? I examine partisan biases in hiring by considering the case of school district superintendent appointments: chief executives of local U.S. elementary/secondary education systems. I analyze mixed-methods data on a decade of hiring outcomes in Florida and California from 2009 to 2019. Despite rising polarization, the data consistently show that partisan affiliation is not a primary factor in these hiring decisions. Quantitative analyses reveal no significant relationship between changes in board partisan composition and superintendent hiring outcomes within school districts. I find no relationship between board-level partisan composition and superintendent exits. Qualitative findings show hiring decisions are primarily shaped by evaluations of candidates’ interpersonal skills and competence, even among board members with strong partisan views on other policy issues. Board members discuss a strong commitment to building consensus in their selections. While I cannot rule out very small effects, these results show that school boards do not routinely prioritize applicants from their own political party. This study advances research on affective polarization and social closure by demonstrating the contingent nature of partisan affiliation on decision-making and by providing evidence of a strong respect for professionalism in a critical U.S. public sector setting.

Author:

Greer Mellon, Ph.D.

Postdoctoral Research Associate, Brown University

PSTC &  Annenberg Institute for School Reform 

greermellon.com 

CfA: ICOS2026

Call for Abstracts
International Conference on Organizational Sociology
ICOS 2026

Plurality, Diversity and Social Inequality in Organizations

March 16/17, 2026
University of Potsdam, Germany 

Joint conference by:

  • Research Committee 17 “Sociology of Organizations” of the International Sociological Association
  • Section for Organizational Sociology of the German Sociological Association
  • Faculty of Economics and Social Sciences, University of Potsdam
  • DFG-Network “Modes of organizational diversity: theories, methodologies and practices “
  • “Organization & Society” Research Group, at the Department of Sociology and Political Science, NTNU Trondheim

Submission Deadline for abstracts (600-1200 words, excl. references): November 10, 2025

Organizations are confronted with a plurality of rapidly changing challenges to which they respond in various ways. Among these challenges are the organizational governance of claims for the recognition of group identities and differences, issues of sustainability, climate action, organizational responsibility, and the challenges posed by digitalization and generative AI. These processes of rapid change do not occur simultaneously across the world; they often begin in some countries or regions and are taken up elsewhere only after several years. When organizations adapt to such newly emerging challenges, their responses may remain superficial, or organizational changes may take so long that trends and socio-political discourses in the organizational environment shift before the changes are fully implemented.

We call for papers addressing rapid and gradual, superficial and profound organizational changes, as well as organizational resistance to expectations of change, in the following three themes:

ICOS has a special “themed but not siloed” format – featuring multiple themes without rigid boundaries. Session hopping is encouraged! 

All information can be found under www.icos2026.org

2025 ASA OOW SECTION AWARDS

Congratulations to the 2025 award recipients for their achievements!

Dr. Heather A. Haveman (middle) received the Rosabeth Moss Kanter Distinguished Career Award for 2025

Dr. Katherine Sobering won the 2025 Max Weber Book Award for her book The People’s Hotel: Working for Justice in Argentina (Duke University Press, 2022).

Anna Fox (left) won the James Thompson Graduate Paper Award for her paper “Covalent Logics: Policing, Family Values, and the Reproduction of Inequality.”

Dr. Katherine Weisshaar (left), Dr. Koji Chavez (in the middle), and Dr. Tania Hutt (not in the picture) won the W. Richard Scott Article Award for their paper “Hiring Discrimination Under Pressures to Diversify: Gender, Race, and Diversity Commodification across Job Transitions in Software Engineering,” published in American Sociological Review.

Announcement: Call for Papers and Sessions for the 2026 Work and Family Researchers Network Conference

Call for Papers and Sessions for the 2026 Work and Family Researchers Network Conference

Submissions are now open for the Work and Family Researchers Network 8th Biennial Conference, June 17-20, 2026, Concordia University, Montreal, Canada. More than 400 scholars are anticipated to attend. The conference theme is Centering Care Across the Life Course

Submission deadline is October 1, 2025.
Upon request, submissions received by September 1, 2025, will be expedited to facilitate Canadian visa approval.

To submit your paper, poster, or session proposal, follow this link: https://wfrn26.mymeetingsavvy.net/

For more information on the 2026 conference and travel to Canada, visit the conference webpage: https://wfrn.org/2026-work-and-family-researchers-network-conference/