Hello OOW members! Today we are introducing OOW Member, Leah Glass! She is CURRENTLY on the market.
Leah Glass is a current doctoral student in sociology at the Graduate Center, CUNY. Leah is a mixed methods researcher—she has experience quantitatively studying post-secondary outcomes for first generation college students, as well as conducting in-depth interviews and ethnographies in organizations. In addition to her doctoral studies, Leah also works full-time doing analytics and data science for a political non-profit. When not working or studying, you can find her cuddling with her cat Benny, reading Young Adult fiction, and watching soccer.
Dissertation title: Well Intentioned Whiteness: exploring the effects of diversity, equity, and inclusion work at an education non-profit
Her dissertation is a case study of how DEI and anti-racism is deployed and enacted at a national nonprofit. She uses ethnography and interviews to understand how the DEI & anti-racism practices and initiatives, coupled with organizational structure and culture, all within the context of a more neoliberal education landscape, reproduce inequality, despite the good intentions and progressive social-justice mission.
Her research agenda: diversity, equity, and inclusion (DEI) work broadly, nonprofits, the tech industry, DEI workers
If you are an OOW graduate student currently on the market (Fall 2021) or entering the market this summer (Summer 2022), we would love to post a profile for you and your work on the OOW blog!
We will keep collecting profiles through the next few months and scheduling them as they come in. We’ll do our best to publish the profiles of students on the market in fall 2021 as quickly as possible. The other profiles will be scheduled in with our other announcements and postings on the website.
Two Tenure-Line or Tenured Professors (Open rank) in Human and Organizational Development
Vanderbilt University’s Peabody College
Department: Human and Organizational Development
Position Title: Tenure-line or Tenured Professors (Open rank) in Human and Organizational Development
The interdisciplinary Department of Human and Organizational Development (HOD) invites applications for two tenure-line or tenured professors at the assistant, associate or full level in Human and Organizational Development.
One scholar should focus on community-driven approaches to promoting health / wellness and health equity.We are particularly interested in scholars who engage with community partners, policymakers, and/or other stakeholders to prevent and/or address problems affecting marginalized communities, including modifying systemic determinants of health and wellbeing and promoting community health.
The other scholar should focus on community development and/or organizational studies. Scholars exploring community-driven theories, methods, and interventions that promote social change or who study the role of groups and organizations in creating change in communities, organizational culture, or intergroup relations are encouraged to apply.
Both candidates’ work should reflect an interest in and/or sensitivity to social and racial inequities. Areas of content specialization are open; however, the ideal candidates will build upon departmental strengths focused on issues and interventions related to affordable housing/homelessness, neighborhood resources and change (e.g., gentrification; nonprofits and multi-sector coalitions), community and youth organizing, school/community relations, community and youth violence prevention, youth and young adult psychosocial and sociopolitical development, and participatory action research.
Scholars in psychology, sociology, organizational studies, human development, and allied social sciences pursuing any methodological approaches are welcome.
Successful candidates will have a productive research program, excellent teaching credentials, and the demonstrated capacity to provide leadership and enhance instruction at the undergraduate level. A track record or potential for external funding is preferred. Administrative leadership would be a plus. In addition to undergraduate teaching in the human and organizational development major, teaching and contributions to the doctoral program in community research and action, and one or both of our master’s programs in community development and action and human development studies are expected. This faculty position provides a unique opportunity to join a highly productive, diverse, and interdisciplinary faculty at a research-intensive university. The application review process will begin November 1, 2021, and continue until the position is filled (applications will receive full consideration through December 10, 2021).
Please submit application material, including cover letter, curriculum vitae, research statement, teaching statement, a statement about your experience and commitment to diversity, select publications, and three reference letters via ONE of the following links:
Vanderbilt University is an equal opportunity, affirmative action employer with a strong institutional commitment to diversity in all areas. The university actively seeks applicants from women, minorities, and individuals with disabilities.
Citation: Martin-Caughey A. What’s in an Occupation? Investigating Within-Occupation Variation and Gender Segregation Using Job Titles and Task Descriptions. American Sociological Review. 2021;86(5):960-999. doi:10.1177/00031224211042053
ABSTRACT
Occupations have long been central to the study of inequality and mobility. However, the occupational categories typical in most U.S. survey data conceal potentially important patterns within occupations. This project uses a novel data source that has not previously been released for analysis: the verbatim text responses provided by respondents to the General Social Survey from 1972 to 2018 when asked about their occupation. These text data allow for an investigation of variation within occupations, in terms of job titles and task descriptions, and the occupation-level factors associated with this variation. I construct an index of occupational similarity based on the average pairwise cosine similarity between job titles and between task descriptions within occupations. Findings indicate substantial variation in the level of similarity across occupations. Occupational prestige, education, and income are associated with less heterogeneity in terms of job titles but slightly more heterogeneity in terms of task descriptions. Gender diversity is associated with more internal heterogeneity in terms of both job titles and task descriptions. In addition, I use the case of gender segregation to demonstrate how occupational categories can conceal the depth and form of stratification.
The deadline for Work and Occupations‘ Special Issue on Precarious Employment and Well-Being During the COVID-19 Pandemic submission has been extended.
We are now accepting full papers through November 22, 2021 23:59 PST. The original Call-for-Papers can be found here.
If you are considering submitting to the special issue, now is the time! If you have already started your submission process but have not yet finished, you now have an additional week to do so.
Paul Merage School of Business at University of California, Irvine is seeking an Assistant Professor of Teaching in Organization and Management (Security of Employment series)
Job Description: The UCI Paul Merage School of Business is seeking candidates to fill one position in Organization and Management as Assistant Professor of Teaching (working title) to begin as early as July 1, 2022. This position is within the Lecturer with Security of Employment series. Achieving Security of Employment requires, in addition to excellent teaching and service, externally recognized professional and scholarly (published academic or applied research) achievement in the candidate’s specific discipline and/or in pedagogy.
QUALIFICATIONS: We are seeking individuals with a commitment to excellence in teaching and research (academic, professional, and/or pedagogic) in Organization and Management and in service to the University and the Academy. A Ph.D. in management, organizational theory, sociology, psychology, or relevant discipline is required (must be completed by July 1, 2022). Candidates who have shown excellence in teaching in Master-level classes are strongly preferred. Salary will be commensurate with prior performance and experience.
Academic freedom may be threatened like never before. Yet confusion endures about what professors have a defensible right to say or publish, particularly in extramural forums like social media. At least one source of the confusion in the United States is the way in which academic freedom is often intertwined with a constitutional freedom of speech. Though related, the freedoms are distinct.
In Challenges to Academic Freedom, Joseph C. Hermanowicz argues that, contrary to many historical views, academic freedom is not static. Rather, we may view academic freedom as a set of relational practices that change over time and place. Bringing together scholars from a wide range of fields, this volume examines the current conditions, as well as recent developments, of academic freedom in the United States.
• the sources of recurring threat to academic freedom; • administrative interference and overreach; • the effects of administrative law on academic work, carried out under the auspices of Title IX legislation, diversity and inclusion offices, research misconduct tribunals, and institutional review boards; • the tenuous tie between academic freedom and the law, and what to do about it; • the highly contested arena of extramural speech and social media; and • academic freedom in a contingent academy.
Adopting varied epistemological bases to engage their subject matter, the contributors demonstrate perspectives that are, by turn, case study analyses, historical, legal-analytic, formal-empirical, and policy oriented. Traversing such conceptual range, Challenges to Academic Freedom demonstrates the imperative of academic freedom to producing outstanding scholarly work amid the concept’s entanglements in the twenty-first century.
Check out this new book by OOW member Janet Vertesi:
Shaping Science: Organizations, Decisions, and Culture on NASA’s Teams
In Shaping Science, Janet Vertesi draws on a decade of immersive ethnography with NASA’s robotic spacecraft teams to craft a comparative account of two great space missions of the early 2000s. Although these missions featured robotic explorers on the frontiers of the solar system bravely investigating new worlds, their commands were issued from millions of miles away by a large, very human team. Examining the two teams’ formal structures, decision-making techniques, and informal work practices in the day-to-day process of mission planning, Vertesi shows just how deeply entangled a team’s local organizational context is with the knowledge they produce about other worlds, and about each other.
Using extensive, embedded experiences on two NASA spacecraft teams, this is the first book to apply organizational studies of work to the laboratory environment in order to analyze the production of scientific knowledge itself. Engaging and deeply researched, Shaping Science demonstrates the significant influence that the social organization of a scientific team can have on the practices of that team and the results they yield.
While we know that career interruptions shape men’s and women’s professional trajectories, we know less about how job loss may matter for this process. Drawing on interviews with unemployed, college-educated men and women in professional occupations, I show that while both men and women interpret their job loss as due to impersonal “business” decisions, women additionally attribute their job loss as arising from employers’ “personal” decisions. Men’s job loss shapes their subsequent preferred professional pathways, but never in a way that diminishes the importance of their participation in the labor force. For some women in this study, job loss becomes a moment to reflect on their professional pathways, often pulling them back from paid work. This study identifies job loss as an event that, on top of gendered workplace experiences and caregiving obligations, may curtail some women’s participation in paid work.
Work and Family Researchers Network Early Career Fellowships:
The Work and Family Researchers Network (WFRN) is seeking applicants for its 2022-2023 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 2022 membership in the WFRN, conference registration, and $250 to attend an Early Career Fellowship Preconference (June 22, 2022) and the 2022 WFRN Conference (June 23-25, 2022) in New York City.
To be eligible, candidates must have received their doctorate in 2017 or later and have yet to progress into tenured or secure senior level positions. Information about the program can be found via this link, or apply directly here. The deadline for applications is November 1st, 2021. Questions about the program can be addressed to the program director, Lindsey Trimble O’Connor at lindsey.oconnor@csuci.edu.
Organizations, Occupations and Work 