Call for Participants: AOM Professional Development Workshop “Teaching Employee Share Ownership and Equity Compensation”

Academy of Management Professional Development Workshop “Teaching Employee Share Ownership and Equity Compensation”
July 31, 2021 

Dear Colleague,

We invite you to join us for an interactive live synchronous Professional Development Workshop “Teaching Employee Share Ownership and Equity Compensation” (11921) on Saturday, July 31, at 10:45 a.m. eastern at the Academy of Management Annual Meeting.

This PDW will explore ways to teach about employee share ownership in a wide variety of business school and management courses. Research shows that sharing equity and profits with employees can improve company performance while benefiting employees.  Despite its importance and its impact in the workplace, however, the topic is largely overlooked in the classroom. Please join this live synchronous workshop, which will include opportunities for dialogue and small group discussion. Attendees will take away new ideas for integrating teaching about employee ownership into courses that they already teach.  Presenters will share their recommendations for company case studies, videos, and a new source for guest speakers for classes.

Chair: Joseph Blasi, Rutgers University School of Management and Labor Relations

Moderator: Adria Scharf, Rutgers University 


  • Daphne Berry, University of Hartford
  • Edward Carberry, University of Massachusetts, Boston
  • Trevor Daniel Young-Hyman, University of Pittsburgh
  • Saehee Kang, Florida State University
  • Jegoo Lee, University of Rhode Island

Find details here:

Joseph Blasi
Adria Scharf 

Member Publication: The Politics of Alignment and the ‘Quiet Transgender Revolution’ in Fortune 500 Corporations, 2008 to 2017

Please check out the recent publication by OOW member Apoorva Ghosh:

Ghosh, Apoorva. 2021. “The Politics of Alignment and the ‘Quiet Transgender Revolution’ in Fortune 500 Corporations, 2008 to 2017.” Socio-Economic Review, Online First.


This study shows that when social movements achieve a general acceptance for the legitimacy of their cause in the institutional environment, they may start pursuing further demands by challenging their target entities through the ‘politics of alignment,’ meaning engaging these entities in professionally developed programs and demanding specific outcomes by introducing timed interventions in them. This study exemplifies this politics using the case of American LGBT workplace movement which used its Corporate Equality Index (CEI) program to extend reputational and economic benefits to its target entities—the Fortune 500 corporations—but also added an intervention to this program in 2011 to demand the adoption of gender transition-related health benefits by these corporations as a specific movement outcome which, if not met, would make these corporations lose the benefits they had been deriving through their performance in the CEI program. A longitudinal study of 456 Fortune 500 corporations from 2008 to 2017 conducted through hazard rate analysis indicates that corporations affected by this intervention, as well as by other movement factors, were the most likely to adopt these health benefits for their employees. Further quantitative analysis—using QCA—shows that early adoptions were explained largely by the LGBT workplace movement forces and the later adoptions by insider activism and isomorphic diffusion. These findings highlight that an incisive understanding of organizational change can be best gathered by examining social movements and institutional forces together.

OOW Gift Memberships

Last call for gift membership! Please help distribute our gift matching campaign.

If you want to give a gift membership but don’t know to whom – enter your name here.

If you are an ASA student member who would like to become an OOW member – enter your name here.

We will match and update gift givers with the details of gift receivers.

Why give a gift membership? Because it’s the give that keeps on giving!

OOW has been working hard to maintain and enrich our professional connections and community, despite the many challenges presented during the past year. Examples of our initiatives include:

Ø  Maintaining our active newsletters and helping to lead the Work-in-Progress blog

Ø  A half-day workshop on sociological careers beyond academia (a recording of the event is available here), 

Ø  A panel on organizational and occupational perspectives on racism, policing, and incarceration (a recording of the event is available here),

Ø  A half day event on race and racism in organizations, occupations, and work research (a recording is available here),

Ø  Virtual mentoring match – pairing mentors and mentees for activities throughout the year.

To give a gift membership, log in here. Under “Contribute/Give,” select “Purchase a gift section membership.”

To join the section, log in here. Under “Join/Renew”, select “Join a Section.”

By being a member of our section, you are not only a part of a vibrant academic community, you also have access to mentoring, professional information, timely virtual events, social networks and award nomination opportunities. Most importantly – you participate in building and shaping an intellectual community of scholars working on a wide range of topics related to your research interests. By giving a colleague or student a gift membership, you give them all these opportunities as well.

Please forward this email to colleagues or students who conduct research in this area so that they can learn more about what our section is up to, and how becoming a member might benefit them.

Thank you for being a part of our community!

With best wishes,

The 2021 OOW Membership Committee

Sarah Thébaud (Chair), Dan Hirschman, Brandy Aven and Janet Xu.

Job Posting: TT Assistant Professor of Sociology at Macalester College

Macalester College

Assistant Professor of Sociology (Tenure-Track) – Inequality (Structural or Relational) 

The Department of Sociology invites applications for a full-time, tenure-track position at the assistant professor level to begin August 2022. We seek to hire a sociologist whose primary teaching and research interests are in structural or relational approaches to inequality. Potential areas of substantive emphases include, but are not limited to, Urban Sociology, Sociology of Sexualities, Sociology of Health and Illness/Medical Sociology, Environmental Sociology, Sociology of Education, or Sociology of Work. The ideal candidate could also contribute to the teaching of undergraduate research methods (quantitative and/or comparative-historical methods). A conferred Ph.D. in sociology by the beginning of appointment is required. Applicants must demonstrate a strong commitment to excellence in undergraduate teaching and evidence of scholarly promise. The normal teaching load is 5 courses/year. Successful applicants may also contribute to the advancement of one of the College’s interdisciplinary programs, including American Studies, Education Studies, Environmental Studies, International Studies, Women’s, Gender and Sexuality Studies, Community and Global Health, or Urban Studies. Submit materials to Applications received before October 1, 2021 will be given first consideration. For questions about the position, please contact Erik Larson at Please also see the ASA Job Bank for further details (position #17009).

Member Publication: The Logic of Quantification: Institutionalizing Numerical Thinking

Please check out the recent publication by OOW members Hyunsik Chun and Michael Sauder:

Chun, Hyunsik, and Michael Sauder. 2021. “The Logic of Quantification: Institutionalizing Numerical Thinking.” Theory and Society, Online First.


Quantification, in the form of accountability measures, organizational rankings, and personal metrics, plays an increasingly prominent role in modern society. While past research tends to depict quantification primarily as either an external intervention or a tool that can be employed by organizations, we propose that conceptualizing quantification as a logic provides a more complete understanding of its influence and the profound transformations it can generate. Drawing on a 14-month ethnographic study of Korean higher education and 100 in-depth interviews with key actors in this field, this study demonstrates four pathways through which the logic of quantification is embedded into organizations. Specifically, we show how this new logic reshaped organizational structure, practices, power, and culture—changes that in turn buttress and reproduce the logic. Theoretically, this study provides a new perspective on the deep institutionalization of quantification: why quantification is often intractable and “de-quantification” so rare. In addition, this work contributes to the organizational literature on institutional logics by demonstrating how prevailing logics build defenses to resist challengers and thus maintain their influence. Most generally, we consider how the self-reinforcing nature of this logic contributes to the intensification of rationalization in contemporary society.

2021 OOW Distinguished Career Award Winner

Dear All, 

I am happy to announce that the 2021 OOW Distinguished Career Award goes to Christine Williams

How perfectly deserving! Thank you to the diligent committee members Vinnie Roscigno (Chair), Erin Kelly, Sylvia Fuller, Reginald Byron and Victor Ray. Please join us for the award ceremony at the OOW Business Meeting, on August 10th, 2:30PM-3:00PM EDT

Congratulations Christine!


Job Posting: TT Assistant Professor in Organizations and Entrepreneurship at at the University of Pittsburgh

The Joseph M. Katz Graduate School of Business at the University of Pittsburgh seeks applications for a full-time, tenure stream Assistant professor in Organizations and Entrepreneurship starting Fall 2022 (contingent on budgetary approval and upon authorization to work in the US).   The Latinx position will be located within the Organizations & Entrepreneurship Group in the Katz School. Members of this Group are both active leaders in research in such areas as entrepreneurship, strategy, ethics/business & society, macro and micro organization theory, and human resources, but as well have headed scholarly associations in their areas and held senior editorial positions in their journals. We seek applicants with research interests related to Latinx entrepreneurship.  The committee is open to many possibilities of Latinx research including implications for social change, inclusive innovation, pathways for immigrants, and/or entrepreneurship and innovation as related to underserved populations. The position requires a strong commitment to excellence in scholarly research with the potential to publish in top ranked journals and a commitment to teaching. The committee is open to both recent graduates as well as early stage assistant professors. Candidates should have completed their Ph.D. degree, or have strong prospects for completion prior to the July 1, 2022 start date.

Applicants should have expertise in supporting the University’s strategic goal of becoming a national model demonstrating that students from all backgrounds can imagine and develop solutions to problems and innovative new products and services that create value for themselves, their communities and society. The Katz Business School has a tradition of providing significant support to its assistant professors, including financial support for research, reduced teaching loads, and limited service demands. Successful candidates will have the opportunity to help shape and contribute towards a multi-year and multi-disciplinary strategy for developing a significant entrepreneurship and innovation research program with strong industry and community links.

The University of Pittsburgh is located in Pittsburgh, Western Pennsylvania.  Pittsburgh annually appears in national lists of America’s most-livable cities due to its reasonable cost-of-living, a strong network of healthcare, education and corporate employers, its vibrant arts and culture offerings and local sports teams.  The benefits of working at the University of Pittsburgh include, an amazing array of benefits, university onsite daycare, a broad array of educational and growth opportunities for the employee and family members, and discounted benefits to many of the events in the city.

To apply, send a letter of interest, vitae/resume, a research statement and sample research paper(s), a teaching statement (and any other evidence of your teaching effectiveness, such as a digital teaching portfolio), and three letters of reference. Please direct any questions related to the search to  Applications should be submitted online via the Application Link. We will be attending the virtual Academy of Management meeting this summer, and will be meeting with prospective candidates. If you are interested in meeting us at the Academy meeting, please submit a letter of interest and your current vita to the web link provided above (in addition to the AOM website) by Friday July 16, 2021. The deadline to submit a completed application is September 1, 2021, or until the position is filled.  We are interested in reviewing applications and inviting candidates to campus in an effort to complete hiring by late 2021.

The University of Pittsburgh is an Affirmative Action/Equal Opportunity Employer and values equality of opportunity, human dignity and diversity. EOE, including disability/vets.

Member Publication: Labor in the Age of Finance

Please check out the recent book by OOW member Sanford M. Jacoby:

Jacoby, Sanford M. 2021. Labor in the Age of Finance: Pensions, Politics, and Corporations from Deindustrialization to Dodd-Frank. Princeton: Princeton University Press.

Here is a short description of the book:

Since the 1970s, American unions have shrunk dramatically, as has their economic clout. Labor in the Age of Finance traces the search for new sources of power, showing how unions turned financialization to their advantage.

Sanford Jacoby catalogs the array of allies and finance-based tactics labor deployed to stanch membership losses in the private sector. By leveraging pension capital, unions restructured corporate governance around issues like executive pay and accountability. In Congress, they drew on their political influence to press for corporate reforms in the wake of business scandals and the financial crisis. The effort restrained imperial CEOs but could not bridge the divide between workers and owners. Wages lagged behind investor returns, feeding the inequality identified by Occupy Wall Street. And labor’s slide continued.

A compelling blend of history, economics, and politics, Labor in the Age of Finance explores the paradox of capital bestowing power to labor in the tumultuous era of Enron, Lehman Brothers, and Dodd-Frank.

You can find more about the book and purchase a copy at the Princeton University Press website.


2021 OOW Award Winners

It’s a pleasure to announce OOW papers and book award winners! Please come to congratulate them at the OOW business meeting on August 10th at 2:30-3:00pm EDT.

James D. Thompson Graduate Student Paper Award


Hart, Chloe Grace. 2021. “Trajectory Guarding: Managing Unwanted, Ambiguously Sexual Interactions at Work.” American Sociological Review 86, no. 2: 256–78.

Honorable mentions

Luhr, Sigrid. 2020. “Signaling Parenthood: Managing the Motherhood Penalty and Fatherhood Premium in the U.S. Service Sector.” Gender & Society 34, no. 2: 259–83.

Kunyuan Qiao. 2021. “E pluribus unum: Historical Origins and Contemporary Organizational Implications of Subnational Institutional Variations in the United States”. Working paper. Cornell University.

Many many thanks to the Thompson award committee members: Erin Cech (Chair), Yongjun Zhang, Jennifer Merluzzi, Guillermina Altomonte and Rui Jie Peng.

W. Richard Scott Article Award


Storer, Adam, Daniel Schneider, and Kristen Harknett. 2020. “What Explains Racial/Ethnic Inequality in Job Quality in the Service Sector?” American Sociological Review 85, no. 4: 537–72.

Big thank you to members of the Scott award committee: Nina Bandelj (Chair), Lindsey Ibanez, Ken-Hou Lin, Eunmi Mun and Ryan Smith.

Max Weber Book Award


Clair, Matthew.  2020. Privilege and Punishment: How Race and Class Matters in Criminal Court.  Princeton University Press.

Kelly, Erin L. and Phyllis Moen.  2020. Overload: How Good Jobs Went Bad and What We Can Do About It.  Princeton University Press.

We’re grateful to the members of the Weber award committee, Tim Bartley (Chair), Christine Williams, Marlese Durr and Dustin Avent Holt. 

Job Posting: Research Director of the Equitable Futures Lab at the Institute for the Future

Research Director, Equitable Futures Lab
Institute for the Future (Palo Alto, CA)

Institute for the Future (IFTF) is a 53-year old nonprofit research and education organization dedicated to helping organizations and communities systematically think about the future in order to make better choices today. We produce research, tools, and experiences that equip people with a foresight mindset and the capacity to envision the future and inspire strategic action. We use a variety of analytical and creative techniques to provoke imagination and invite everyone to consider new possibilities. We work in a wide range of domains–work, education, food, health, technology, and others. We collaborate globally with academics, tech innovators, artists, entrepreneurs, and
leaders that inspire new possibilities and collaborative action.

We’re seeking a dynamic and experienced senior research leader with a depth of content knowledge, analytical skills and expertise in one of the domains at the intersection of work, equity, and economics. A successful candidate may have relevant background in such fields as economics, labor, wealth and racial equity, sociology, urban planning, etc. but with an ability to work across multiple domains to help catalyze long-term futures thinking. The successful candidate will join an interdisciplinary team and lead projects and initiatives that support the success of IFTF’s Equitable Futures Lab dedicated to anticipating and providing innovative solutions to the complex
problems of economic inequality.

IFTF offers a creative environment and the opportunity to work with partners and stakeholders of all kinds, including philanthropy, education, government, academia, civic society, and multinational corporations. Think of this position as your opportunity to actively shape the future!

The IFTF Research Director will:

  • Demonstrate content expertise and leadership in one or more areas as described above
  • Have excellent written and oral communication skills and ability to translate ideas in ways that inspire and facilitate action
  • Design experiences and group processes with an eye toward strategic outcomes
  • Be entrepreneurial and self-directed
  • Bring leadership to the mission of catalyzing change with foresight and having real-world impact
  • Work collaboratively and respectfully with distributed colleagues on ongoing research and a diverse set of projects.


  • Minimum Master’s degree in a related field plus 3-5 years of work experience
  • Deep knowledge of a content area
  • Innovative thinking and ability to approach issues creatively
  • Skilled writer and communicator (required)
  • Demonstrated commitment to and passion for the future
  • Proven leadership skills with the ability to work across multiple projects
  • Ability to learn fast, listen, accept feedback, and work with diverse teams
  • Comfortable in a creative, experimental, distributed work environment
  • Self-starter with flexibility and openness to new ideas and methods


This position is open until filled and is full-time, based in Palo Alto, California, and includes domestic and some international travel. IFTF is currently working in a distributed virtual environment. The position requires communicating presence and the ability to collaborate remotely.


Send a cover letter and resume to Please submit a two-page writing sample of your work.

PLEASE NOTE: Applications without a cover letter, resume, and writing sample will not be considered.

Institute for the Future values a diverse workplace and strongly encourages people of color, LGBT individuals, women, people with disabilities, members of ethnic minorities, foreign-born residents, and veterans to apply. IFTF is an equal opportunity employer. Applicants will not be discriminated against because of race, color, creed, sex, sexual orientation, gender identity or expression, age, religion, national origin, citizenship status, disability, ancestry, marital status, veteran status, medical condition or any protected category prohibited by local, state or federal laws.

Institute for the Future is the world’s leading futures thinking organization. For over 50 years, businesses, governments, and social impact organizations have depended upon IFTF global forecasts, custom research, and foresight training to navigate complex change and develop worldready strategies. IFTF methodologies and toolsets yield uncommonly coherent views of transformative possibilities across all sectors that together support a more sustainable future. Institute for the Future is a registered 501(c)(3) nonprofit organization based in Palo Alto, California.