PurposeThe purpose of this paper is to critically examine reasons for disproportionately high levels of exclusion from the workplace of adults with Asperger syndrome.Design/methodology/approachThe methodology adopted involves empirical analysis of secondary, qualitative datasets. The twin datasets applied are examined using labour process analysis.FindingsThe main findings highlight the role of new and subtle forms of management control, a deficient yet necessary conflict dynamic in the employment relationship, and a reluctance of employers to involve third parties, in the exclusion process.Research limitations/implicationsThe study is limited because of the use of secondary datasets. Further research should be based on primary data collection and analysis, particularly in terms of seeking the views of other important parties to the exclusion process.Practical implicationsThe problem of exclusion is unlikely to be improved without considering strategies to address the challenging customary social relations between employer and employee.Social implicationsImproving employment inclusion is likely to reduce mental health problems for adults with Asperger syndrome and reduce the burden on those who play a broader supporting role.Originality/valueThe topic of Asperger syndrome and employment has yet to permeate the academic literature on human resource management, employment relations and organisation studies.

The deregulation of working time has been occurring over recent decades. Academia is one of the many industries that can be characterised by a long hours work culture and intensification of work. This is significant given the negative effects of such a work culture on the physical and mental health and well-being of workers. Using evidence from two UK-based qualitative studies, this paper begins to explore the causes and effects of academic long hours work culture further. It has a particular focus on the extent to which the long hours culture is a result of cultural and structural changes in higher education, which have led to an increased focus on performance and outcome measures. It queries whether this is also shaped by more personal factors, such as the desire to excel and blurred boundaries between work and leisure, whereby the pursuit of knowledge may be a source of leisure for academics. It finds that while individual factors contribute to the long hours culture, these factors are shaped by cultural norms and pressures to cultivate a perception of the 'ideal academic' within an increasingly target-driven and neoliberal environment.

Employee resistance has traditionally been analysed as an activity that occurs in the work organisation. In recent years, new Internet communication technologies, such as blogs, have expanded the possibilities for employees to express conflict. This paper explores how these developments can add to our understandings of employee resistance to the labour process.

Evidence from male‐dominated sectors points to high levels of disability and the disabling nature of working environments. However, research of this nature assumes a medical model of disability that does not account for the social construction of disability or the lived experiences of disabled employees. Using data from seven focus groups (n = 44) and semi‐structured interviews with professional transport employees with life‐long hidden ‘impairments’, including dyslexia, dyscalculia, dyspraxia, ADD/ADHD and Asperger syndrome (n = 22), this paper explores the lived experiences of men and women working in a sector traditionally dominated by men, the transport industry. Key themes include homosociality, public–private divide and the impact of changing work practices. Further, the data revealed how those with hidden ‘impairments’ in part construct their identities in relation to both non‐disabled colleagues and those considered stereotypically representing disability (wheelchair users). This study furthers understandings of the relationality of gender and disability in the workplace, and the lived experiences of disabled employees.

Employer monitoring of employees’ and job applicants’ social networking site (SNS) data is widespread and growing, but remains ethically, legally and efficaciously controversial. Examining this emergent source of tension in the employment relationship, this paper explores how Generation Y employees experience and perceive employer use and monitoring of SNSs, and whether employer‐related concerns influenced their online behaviour. A survey of 385 employed students revealed widespread SNS engagement amongst respondents, with many experiencing some form of employer SNS use. Employer SNS use was, however, generally perceived negatively. Negativity took the form of procedural justice violations based on issues such as invasion of privacy. Nevertheless, many students displayed alertness through actively managing online profiles which, in turn, marginally yet significantly increased their justice perceptions. The study has ethical and practical implications for employer monitoring and use of SNSs, as well as contributing to our understanding of young people's online behaviour.