Although the existing theory predicts that a referral's chances of being hired increase with the job performance of the referrer, no empirical evidence is available to support this claim. To address this discrepancy, we decompose the recruitment process into objective selection, subjective selection, and self-selection and theorize that the likelihood of passing a particular recruitment stage increases with the performance of the referrer under objective selection and self-selection, but remains undetermined at a stage of subjective selection. Our analysis of unique comprehensive data on online recruitment of sales agents in a virtual call center supports these arguments. The effectiveness of personnel as a recruitment channel varies with the type of the recruitment stage and performance of the referrer. When the firm evaluates candidates by an objective criterion, the advantage of a referral increases with the performance of his or her referrer; those referred by relatively high-performing workers are significantly better than the applicants who learned about the job from Internet ads. When job candidates self-select into the next stage of the online application process, the referral of any agent is more likely to continue than a nonreferral, and this likelihood increases with the performance of the referrer. On a subjective stage, the outcome is contingent on the intricacies of the recruitment process. In our case, an applicant's chances of being hired increase with the performance of his or her referrer because the firm rejects the referrals of low-performing workers at a higher rate than it does nonreferrals, while it treats equally the referrals of high-performing workers and nonreferrals. The study's contributions to the literature on social networks in labor markets are discussed.

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The literatures on gender status stereotyping and glass ceiling have shown that women managers have more difficult job experiences than men, but whether these experiences result in lower job satisfaction is still an open question. Using fixed-effects models in a longitudinal national sample, this study examines differences in job satisfaction between women and men promoted into lower-and higher-level management, after controlling for key determinants of job satisfaction. Results indicate that promotions to management are accompanied by an increase in job satisfaction for men, but not for women and that the differing effect lasts beyond the promotion year. Moreover, following promotion, the job satisfaction of women promoted to higher-level management even starts declining. The type of promotion (internal or lateral) does not modify this effect. By clarifying the relationship between gender, promotion to managerial position and job satisfaction the study contributes to the literature on the gender gap in managerial representation.

Original citation:Lane, Christel and Lup, Daniela (2015) Cooking under fire: managing multilevel tensions between creativity and innovation in haute cuisine. Industry and Innovation, 22 (8 we identify tensions at two distinct levels of analysis. The first tension, situated at the individual level, occurs between the artistic identity of the chefs-de-cuisine and their work identity; the second one, at the organizational level, arises because creativity and implementation are equally important for the organizational success, thus making it impossible to disentangle chefs' contribution from that of the kitchen brigade. Case evidence shows that effective tactics for managing these tensions simultaneously emphasize distinctions and create synergies between the contradictory elements of each tension.Moreover, our cross-national sample allows us to show how differences at the national institutional level affect the management of tensions and thus shed light on the mechanisms through which institutional environments affect innovation. These insights contribute to existing research in creativity and innovation.___________________________________________________________________

Using panel data for the United States 2001 – 2011, the authors examine general differences in charitable giving between union members, free-riders, and the non-unionized. Results indicate that union members are more likely to give and to give more to charity relative to the non-unionized, whereas free-riders are the least generous. Similar effects are found when examining joining a union or becoming a free-rider: joining a union positively affects charitable giving, while moving into free-riding makes individuals' behavior less charitable. Evidence also suggests that the positive effect of union membership on giving does not diminish over time. Taken together, these results provide new solid evidence that union membership generates civic engagement in the form of charitable behavior, but also suggest the need to further investigate the civic behavior of free-riders

This study examines the effect of work-related experiences on employees' engagement in community volunteering, using data from a British longitudinal panel of employees. Using a novel analytical approach that separates variation in volunteering due to within-person changes in work conditions from variation due to between-person work differences, we more robustly test existing and new hypotheses about the effects of work on volunteering. New to this literature, we find that commuting and satisfaction with job experiences are significant predictors of community volunteering, both the likelihood to volunteer and volunteering frequency. In turn, volunteering determinants previously explored with cross-sectional data, such as managerial and professional jobs, employment sector and hourly paid contracts, are no longer statistically significant in the within-person models. We discuss a number of important theoretical and practical consequences of these findings.

Through exposure to heterogeneous sources of knowledge, actors who broker between unconnected contacts are more likely to generate valuable output. We contribute to the theory of social capital of brokerage by considering the impact of field maturity. Using longitudinal data from the field of strategic management we find that the benefits of network brokerage are stronger during the early stages of field development and diminish as the field matures. The results of our study call for further research on the interplay between network structures and processes of field emergence.

THE MANY FACES OF GENDER INEQUALITY AT WORK In January this year, the day to day editorial work for Work, Employment and Society (WES) moved from the University of Leicester to the Middlesex University team, for the period 2018-2020. We are an interdisciplinary team, with members from four departments within Middlesex University. In addition to dedication to the core sociological approaches of the journal, the team members have been selected to reflect the increased interdisciplinary character of the journal. Members bring a wide range of research interests and perspectives, with particular emphasis on the growing research areas of labour process, new forms of work, precarious work, globalisation, diversity, mobility, labour migration, and psychosocial studies. To capitalise on our diverse research expertise, we have decided that, whenever possible, we will create thematic issues of WES and preface them with short editorials. In doing this, we hope to better focus the attention of academic and practitioner communities with an interest in a specific theme, to foster dialogue, and to signal potential areas for further research. Introducing the Thematic Issue The collection of articles included in this first thematic issue addresses gender inequalities, a theme that has featured intensively in the public sphere in these past months, including high profile revelations about gender pay discrimination such as those at the BBC and others in the UK, the #MeToo and #TimesUp campaigns, and ongoing debates about gender inequalities in the global labour market. Our assembling of this particular issue also coincides with UK