Introducing: The Journal of Professions and Organization, Interview with Editor Brooke Harrington

On By Diana EnriquezIn Calls for PapersLeave a comment

Hi OOW Members! Today we have a brief interview with Professor Brooke Harrington, an editor from the journal Journal of Professions and Organization published through Oxford University Press. Professor Harrington is here to tell us a little more about the journal and to invite OOW members to submit relevant articles for consideration to this journal. You can also see Professor Harrington’s comments from the recent Meet the Editors event. (Interview by Diana Enriquez, OOW Blog Managing Editor)

Q&A for OOW Blog

Diana Enriquez, editor: Could you highlight some of the articles this journal has published recently that you’ve enjoyed reading?

Professor Harrington: Here are some personal favorites. The third and fourth papers on this list both won our annual “Best Paper” competition in recent years—an award that comes with a $500 prize for the winner and $250 for each of the runners up. 

  • Bévort, Frans & Suddaby, Roy (2016). Scripting professional identities: How individuals make sense of contradictory institutional logics, Journal of Professions and Organization, 3(1): 17–38. doi: https://doi.org/10.1093/jpo/jov007
  • Dezalay, Yves & Garth, Bryant (2016). ‘Lords of the dance’ as double agents: Elite actors in and around the legal field, Journal of Professions and Organization, 3(2): 188–206. doi: https://doi.org/10.1093/jpo/jow006
  • Ahuja, Sumati, Nikolova, Natalia, & Clegg, Stewart (2017). Paradoxical identity: The changing nature of architectural work and its relation to architects’ identity. Journal of Professions and Organization, 4(1): 2-19. doi: 10.1093/jpo/jow013
  • Armour, John & Sako, Mari. 2020. AI-enabled business models in legal services: From traditional law firms to next-generation law companies? Journal of Professions and Organization, 7(1): 27–46. doi: https://doi.org/10.1093/jpo/joaa001

Diana: Are there any special issues or thematic areas you’re hoping to address in the next year?

Professor Harrington: As the journal’s title suggests, the articles we publish center on the themes of professional work and organizations such as professional service firms. Within those categories, there is a lot of diversity, encompassing work from many different kinds of professions, organizations and countries. Before I became editor of JPO, I published my own work there on an emergent profession almost no one had ever heard of before—wealth management—which involved work and employment patterns that were broadly transnational, involving almost every country in the world. I found the reviewers and editors at the journal very receptive to this work, because of their own wide-ranging perspective and openness to novel, off-the-beaten path work. I’m very keen to continue that tradition. 

So we’re looking for innovative work that is rigorous theoretically and methodologically, more so than we are looking for any particular themes within the realms of professions and professional organizations. That means, we seek papers that add something new to ongoing scholarly conversations about professions and organizations: either pointing out things that previous work has missed, or perhaps resolving conflicts and other gaps in the literature. The world of work is changing so quickly, due to technology, the pandemic and global trade, that there are always new insights to be had. The key task for authors is to show us how their unique data or analysis contributes to, expands or even explodes existing scholarly models. As editors and reviewers, we’re eager to help authors develop their ideas in those directions, so that their work can generalize and be cited as widely as possible. That’s what publishing with JPO years ago did for me as an author; now as editor, I want to pass along that gift of encouragement and rigorous, engaged dialogue.

Diana: Is there anything else you’d like the OOW community to know about this journal?

Professor Harrington: Given the questions we received at the OOW “Meet the Editors” panel session on Friday, February 25, I’d like to let everyone reading this know that JPO is very welcoming of papers using non-US data, as well as of qualitative work. Of course we welcome US-based and quantitative work, as well as multi-method and cross-national comparative papers, too! Because the journal was founded by scholars working in the Middle East and Europe, we can also readily call upon networks of reviewers who are familiar with a wide variety of research settings and methods.

Each paper is assigned three reviewers based on subject matter expertise, and then undergoes what we think is one of the quickest and most constructive review processes among the top journals. Since we are all authors, as well as editors, it has been extremely important to us to ensure the constructiveness of expert feedback in the review process, and to avoid wasting authors’ time; our average time from first submission to first editorial decision letter (e.g., reject, revise and resubmit, or rarely, accept) is 25 days. 

Diana: Thank you for time, Professor Harrington! And for OOW members: please consider submitting to the Journal of Professions and Organization! 

New Publication: Political Party Control, Union Strength, and Neoliberalism: Accounting for Rising Income Inequality across the 50 U.S. States since 1950

On By Diana EnriquezIn PublicationsLeave a comment

Hi OOW members! Check out this new publication from Michael Wallace, Allen Hyde and Todd Vachon:

CITATION:

Wallace, Michael, Allen Hyde, Todd E. Vachon. 2022. “Political Party Control, Union Strength, and Neoliberalism: Accounting for Rising Income Inequality across the 50 U.S. States since 1950.” Research in Social Stratification and Mobility. https://doi.org/10.1016/j.rssm.2022.100677

ABSTRACT:

This paper uses power resource theory to investigate the determinants of rising income inequality in the U.S. states from 1951–2018. Specifically, we analyze how political party control of national- and state-level government, presidential and gubernatorial election cycles, union strength and state right-to-work laws affect the Gini index and the Theil index—two measures that tap middle-class and upper-tail income inequality. A major contribution is to probe more deeply than previous research the historical and regional contingency of these processes by examining contrasting patterns between the Keynesian (1951–1980) and neoliberal (1981–2018) periods and between the Non- South and the South. We conduct three primary analyses. First, we explore the effects of these determinants over the entire period, net of other covariates. Second, we explore historical contingency by investigating how these effects differ during the Keynesian and neoliberal periods. Third, we explore regional contingency by examining differences in effects between the Non-Southern and Southern regions of the country. We find consistent evidence that political and labor power resources matter in the determination of income inequality; moreover, how they matter differs in substantively and theoretically important ways across period and region. We conclude with a discussion of what the results suggest for future developments in U.S. income inequality.

New Publication: Walking Mannequins: How Race and Gender Inequalities Shape Retail Clothing Work

On By Diana EnriquezIn PublicationsLeave a comment

Hi OOW members! Check out this new book from Joya Misra and Kyla Walters:

Citation: Misra, Joya and Kyla Walters. 2022. Walking Mannequins: How Race and Gender Inequalities Shape Retail Clothing Work. Berkeley, CA: University of California Press. 

Summary: In malls across the United States, clothing retail workers navigate low wages and unpredictable schedules. Despite these problems, they devote time and money to mirror the sleek mannequins stylishly adorned with the latest merchandise. Bringing workers’ voices to the fore, sociologists Joya Misra and Kyla Walters demonstrate how employers reproduce gendered and racist “beauty” standards by regulating workers’ size and look. Interactions with customers, coworkers, and managers further reinforce racial hierarchies. New surveillance technologies also lead to ineffective corporate decision-making based on flawed data. By focusing on the interaction of race, gender, and surveillance, Walking Mannequins sheds important new light on the dynamics of retail work in the twenty-first century.

You can buy it here with the source code 21W2240 at checkout for a discount!

New Publication: Shaking Things Up: Disruptive Events and Inequality

On By Diana EnriquezIn PublicationsLeave a comment

Hi OOW! Check out this new article by Letian Zhang:

CITATION:

Zhang, L. Shaking Things Up: Disruptive Events and Inequality. American Journal of Sociology 2021 127:2, 376-440

ABSTRACT:

This article develops a theory of how disruptive events could reduce racial and gender inequality in organizations. Despite pressure from regulators and advocates, racial and gender inequality in the workplace remains high. The article theorizes that because such inequality is often reinforced by organizational inertia, disruptive changes that shake up old hierarchies, break down routines, and shift culture could offer an opportunity for racial minority and women workers to advance. The author tests this theory by examining 37,343 mergers and acquisitions in the United States from 1971 to 2015. Using a difference-in-differences design, the author finds that although acquisitions lead to occupational reconfigurations that favor higher-skilled workers, they also improve the managerial representation of racial minorities and women and reduce racial and gender segregation in the acquired workplace. These findings suggest that certain radical organizational changes could significantly reduce racial and gender inequality.

New Publication: The Precarity of Self-Employment among Low- and Moderate-Income Households

On By Diana EnriquezIn PublicationsLeave a comment

Hi OOW members! Please check out this new article from OOW member Daniel Auguste, Stephen Roll and Mathieu Despard:

CITATION:

Daniel Auguste, Stephen Roll, Mathieu Despard, The Precarity of Self-Employment among Low- and Moderate-Income Households, Social Forces, 2022;, soab171, https://doi.org/10.1093/sf/soab171

ABSTRACT:

Many people in the United States have achieved economic stability through self-employment and are often seen as embracing the entrepreneurial spirit and seizing opportunity. Yet, research also suggests that self-employment may be precarious for many people in the lower socioeconomic strata. Drawing on a unique dataset that combines longitudinal survey data with administrative tax data for a sample of low- and moderate-income (LMI) workers, we bring new evidence to bear on this debate by examining the link between self-employment and economic insecurity. Overall, our results show that self-employment is associated with greater economic insecurity among LMI workers compared with wage-and-salary employment. For instance, compared with their wage-and-salary counterparts, the self-employed have 78, 168, and 287 percent greater odds of having an income below basic expenses, and experiencing an unexpected income decline and high levels of income volatility, respectively. We also find that differences in financial endowment and access to health insurance are key drivers in explaining the relationship between employment type and economic insecurity, as being able to access $2,000 in an emergency greatly lowers the odds of budgetary constraint, whereas lack of health insurance increases those odds. These findings suggest that formal work arrangements with wages and benefits offered by an employer promotes greater economic stability among LMI workers compared with informal work arrangements via self-employment. We discuss implications of these results for future research and policy initiatives seeking to promote economic wellbeing through entrepreneurship.

New Publication: Stata tip 142: joinby is the real merge m:m

On By Diana EnriquezIn PublicationsLeave a comment

Hi OOW members! Here is a methods article from OOW Member Deni Mazrekaj‘s recent work:

CITATION:

1. Mazrekaj D, Wursten J. Stata tip 142: joinby is the real merge m:m. The Stata Journal. 2021;21(4):1065-1068. doi:10.1177/1536867X211063416

ABSTRACT:

The merge command is one of Stata’s most used commands and works fine as long as the match key is unique in one of the datasets (that is, merge 1:1, 1:m, or m:1 situations). However, when the match key contains duplicates in either dataset, Stata gives an error message saying that the key variable(s) do not uniquely identify observations in master or using dataset. This article offers examples and tools for working with names in a data set on Stata.

Call for Participants: 2022 Warwick Summer School on Practice and Process Studies

On By Diana EnriquezIn Calls for ParticipantsLeave a comment

Dear Colleague 

We’re pleased to share details of the 2022 Warwick Summer School on Practice and Process Studies.

2022 Warwick Summer School on Practice and Process Studies: Studying Emotion or Affect?

Hybrid event; 12 – 14 July 2022

Applications close 18th March 2022. To find out more click here and to apply click here

The Warwick Summer School convenes scholars interested in practice and process studies in an open and multi-disciplinary learning community characterized by dialogue, discussion, and joint exploration. The Summer School is designed for those with an advanced understanding of practice and process theories. The three days will consider the state-of-the-art of practice, process and routines studies (2 days) and how we can advance practice and process studies on emotion and affect (1 day). The hybrid event will take place online and in-person at Warwick University, UK, for those happy to make their own travel and accommodation arrangements.

If you have any questions, please email matthew.hurst@warwick.coc.uk or mira.slavova@wbs.ac.uk

We look forward to seeing you!

The organizers,

Mira Slavova & Matthew Hurst

New Publication: Deny, dismiss and downplay: developers’ attitudes towards risk and their role in risk creation in the field of healthcare-AI

On By Diana EnriquezIn PublicationsLeave a comment

Hi OOW members! Check out this new article by Shaul Duke.

CITATION:

Duke, S.A. Deny, dismiss and downplay: developers’ attitudes towards risk and their role in risk creation in the field of healthcare-AI. Ethics Inf Technol 24, 1 (2022). https://doi.org/10.1007/s10676-022-09627-0

ABSTRACT:

Developers are often the engine behind the creation and implementation of new technologies, including in the artificial intelligence surge that is currently underway. In many cases these new technologies introduce significant risk to affected stakeholders; risks that can be reduced and mitigated by such a dominant party. This is fully recognized by texts that analyze risks in the current AI transformation, which suggest voluntary adoption of ethical standards and imposing ethical standards via regulation and oversight as tools to compel developers to reduce such risks. However, what these texts usually sidestep is the question of how aware developers are to the risks they are creating with these new AI technologies, and what their attitudes are towards such risks. This paper asks to rectify this gap in research, by analyzing an ongoing case study. Focusing on six Israeli AI startups in the field of radiology, I carry out a content analysis of their online material in order to examine these companies’ stances towards the potential threat their automated tools pose to patient safety and to the work-standing of healthcare professionals. Results show that these developers are aware of the risks their AI products pose, but tend to deny their own role in the technological transformation and dismiss or downplay the risks to stakeholders. I conclude by tying these findings back to current risk-reduction recommendations with regards to advanced AI technologies, and suggest which of them hold more promise in light of developers’ attitudes.

Job Posting: Assistant Professor in Global Sociology, Leiden University

On By Diana EnriquezIn Job PostingsLeave a comment

The institute of Cultural Anthropology and Development Sociology of Leiden University invites applicants for the position of:

Assistant Professor in Global Sociology (0.8 – 1.0 FTE)  
Vacancy number 22-010 10525

APPLY HERE

Cultural Anthropology and Development Sociology (CADS) at Leiden University studies the everyday practices of individuals, groups, and communities worldwide, to situate them within complex global challenges. Our CADS research program Global Vulnerabilities and Social Resilience focusses on three areas of research: Sustainability, Diversity, and Digitalization. At CADS we propagate a signature methodology consisting of a unique mix of qualitative, quantitative, digital and visual methods grounded in ethnographic fieldwork. We do this research along both disciplinary and interdisciplinary lines, together with our academic and preferred societal partners.

The CADS-teaching program is home to a vibrant student community consisting of over 30 nationalities. Diversity is key to who we are and what we do; in creating an inclusive learning environment where a diversity of experiences, perspectives and positionalities is fully supported, in our own research and in appointing research and teaching staff.

We intend to strengthen our research and education in two of our specializations, diversity and sustainability, and seek to complement our team with an assistant professor in either one or a combination of these fields.

Tasks

  • You will teach courses at Bachelor and Masters level, in the field of diversity or sustainability, area studies and or ethnographic fieldwork methods;
  • You will supervise B.Sc. and M.Sc. theses;
  • You will contribute to our academic output within the scope of the CADS research program, with research in possibly (but not restricted to) the field of migration, gender, labor, citizenship, minority rights, grassroots and green movements or alternative ways of organizing, in Asia, Europe or a combination thereof;
  • You may supervise junior research (for example Ph.D. candidates) within the scope of our research program;
  • You are able to acquire significant external research funds within the scope of the CADS research program, particularly in the fields of diversity and sustainability.

Requirements

  • You hold a Ph.D. in Anthropology, Sociology or a relevant neighboring discipline, have a thorough knowledge of ethnographic methods and research interests that complement the current expertise at our Institute;
  • You are an innovative and inspiring teacher who knows how to engage a diverse community of graduate and undergraduate students with an inclusive approach to teaching, and can contribute to the decolonisation of our curriculum;
  • You have a promising publication record, notably international peer-reviewed publications and/or (forthcoming) monographs, films or other multimodal formats;
  • You have experience in acquiring external research funds, and are willing and able to attract international and national research grants (such as the Netherlands Research Council (NWO) VENI and VIDI funding schemes or the ERC Starting Grant scheme);
  • You are inventive, communicative and know how to collaborate with students and colleagues from a diversity of backgrounds, and have networking skills that enable you to tap in and reach out to a network of diverse social partners;
  • You are willing and able to meet the requirements for a Basic Teaching Qualification (BKO) within two years if you do not already possess a Dutch University Teaching Qualification;
  • If you do not speak Dutch, the institute will cover the costs and will provide time to follow language courses so you will be able to master a relevant level of linguistic competence (NT2) within a period of two year.

Considering the current composition of our staff, and our commitment to diversity, we expressly encourage people from groups presently underrepresented at our institute to apply.

Our organisation

The Faculty of Social and Behavioural Sciences conducts high-quality research and offers a broad and disciplinary educational programme, focused on increasing our understanding of current developments in society. The faculty consists of five institutes: Centre for Science and Technology Studies, Cultural Anthropology and Developmental Sociology, Education and Child Studies, Political Science and Psychology. The faculty has approximately 7,000 students and 950 staff members. For more information, please visit the website https://www.universiteitleiden.nl/en/social-behavioural-sciences. 

Information about the Institute for Cultural Anthropology and Development Sociology can be found at https://www.universiteitleiden.nl/en/social-behavioural-sciences/cultural-anthropology-and-development-sociology. Our research program Global vulnerabilities and social resilience addresses ‘Diversity’, ‘Sustainability’ and ‘Digitalization’ as intersecting areas of critical investigation. These three themes articulate the urgent connection between economy, politics and ecology, and run as a red thread through multiple projects in the institute, firmly emplaced in a signature methodology that combines qualitative, quantitative, digital and visual methods. The institute’s scientific staff work on economic and political anthropology, global sociology, the anthropology and sociology of environmental issues, citizenship and diversity, in Asia, Europe and the Middle East, Africa, Oceania and the Americas.

Terms and conditions

We offer a temporary position for 18 months starting 1 June 2022. A permanent appointment may be possible after the temporary term depending on performance and available budget. Conditions of good performance, consistent with the selection criteria, are set at the beginning of the contract. The gross salary depends on qualifications and experience, and ranges between € 3.807 and € 5.922 per month for a full-time appointment (salary scale 11/12, Dutch Universities Conditions of Employment).

Leiden University offers an attractive benefits package with additional holiday (8%) and end-of-year bonuses (8.3 %), training and career development. Our individual choices model gives you some freedom to assemble your own set of terms and conditions. For international spouses we have set up a dual career programme. Candidates from outside the Netherlands may be eligible for a substantial tax break. More at https://www.universiteitleiden.nl/en/working-at/job-application-procedure-and-employment-conditions.

UTQ
Leiden University requires teaching staff to obtain the University Teaching Qualification. If the successful applicant does not already possess this qualification or its equivalent, he/ she must be willing to obtain this Qualification within two years.

Information

Additional information about this position can be obtained from the Institute’s Scientific Director, Prof. Bart Barendregt barendregt@fsw.leidenuniv.nl

If you have any enquires about the procedure, please contact the Institute Manager, Ilse Prins at i.m.prins@fsw.leidenuniv.nl  

Applications

Please submit your application no later than 18 February 2022 via the blue button in our online application system. Selected candidates will be invited for an interview and job talk consisting of a presentation for the CADS team. The interviews are scheduled on 16 March 2022. You are kindly requested to be available in this period.

Applications should include:

  • a cover letter, consisting of a one-page statement of interest indicating the names of your two referees. Referees will be contacted directly by the search committee.
  • a CV with a list of your publications
  • a one-page research statement covering your current and future research plans
  • two articles or papers, plus other possible formats you have been working on
  • a one-page diversity statement in which you explain, based on your own experiences, how you aim for an inclusive teaching environment which benefits all students. You are encouraged to include sample syllabi and teaching evaluations.

Enquiries from agencies are not appreciated

Call for Applicants: Social Impact Post-Doc, Kellogg School of Management

On By Diana EnriquezIn Job PostingsLeave a comment

SOCIAL IMPACT POSTDOCTORAL FELLOWSHIP OPPORTUNITIES
KELLOGG SCHOOL OF MANAGEMENT

The Golub Capital Social Impact Lab at the Kellogg School of Management is seeking applicants for
two postdoctoral fellowships. The primary criterion for acceptance is research excellence relevant to
social impact, broadly defined. The term of the fellowship is for two years and begins in September
of 2022.  

Prerequisites
Applicants must have completed a Ph.D. in a social science discipline (e.g., economics, marketing,
operations, organizational behavior, psychology, sociology) or in a related discipline that can inform
the social sciences (e.g., a “big data” discipline) prior to the beginning of the fellowship.
Position Details


The Golub Capital Postdoctoral Fellows Program is under the direction of Angela Lee. The fellows
will conduct original research related to social impact with one or more faculty members across
Kellogg academic departments, and applicants are encouraged to identify one or more faculty
members with whom they would be interested in collaborating. Interests in interdisciplinary work are
a plus. Core faculty of the Golub Capital Social Impact Lab at Kellogg include: Chethana Achar,
Galen Bodenhausen, Sean Higgins, Dean Karlan, Brayden King, Maryam Kouchaki, Ivuoma
Onyeador, Lauren Rivera, Karen Smilowitz, Klaus Weber, Aaron Yoon. Visit our website for more
details.


The fellows are expected to be actively involved in Kellogg’s intellectual communities by participating
in colloquia, workshops and research seminars. The fellows will also serve as a think tank to support
student projects in the Golub Capital Board Fellows Program. The Golub Capital Board Fellows
Program is a rigorous, 20-month program that connects 100 top Kellogg students to Chicago-area
nonprofits for a distinct opportunity in board service.


Application Requirements
For full consideration, please submit (1) a current CV, (2) a research statement that makes clear
how your work is relevant to social impact, and (3) up to two publications or manuscripts. Please
highlight any prior experience (work or volunteering) in the nonprofit sector. Please also provide the
name and contact information for two to three people who will submit recommendation letters on
your behalf.


Applications should be submitted on-line:
https://facultyrecruiting.northwestern.edu/apply/MTQwNw==

Review of applications will begin February 7, 2022 and continue until the positions are filled.
For questions regarding the program or application, please email us at
boardfellows@kellogg.northwestern.edu. For questions related to research on social impact, please
email Angela Lee at aylee@kellogg.northwestern.edu.

Northwestern University is an Equal Opportunity, Affirmative Action Employer of all protected
classes, including veterans and individuals with disabilities. Women, racial and ethnic minorities,
individuals with disabilities, and veterans are encouraged to apply. Hiring is contingent upon
eligibility to work in the United States.