An ongoing question for institutional theory is how organizing occurs transnationally, where institution building occurs in a highly ambiguous environment. This article suggests that at the core of transnational organizing is competition and coordination within professional and organizational networks over who controls issues. Transnational issues are commonly organized through professional battles over how issues are treated and what tasks are involved. These professional struggles are often more important than what organization has a formal mandate over an issue. We highlight how ‘issue professionals’ operate in two-level professional and organizational networks to control issues. This two-level network provides the context for action in which professionals do their institutional work. The two-level network carries information about professional incentives and also norms about how issues should be treated and governed by organizations. Using network and career sequences methods, we provide a case of transnational organizing through professionals who attempt issue control and network management on transnational environmental sustainability certification. The article questions how transnational organizing happens, and how we can best identify attempts at issue control.

It is well documented that earnings inequalities have risen in many high-income countries. Less clear are the linkages between rising income inequality and workplace dynamics, how within- and between-workplace inequality varies across countries, and to what extent these inequalities are moderated by national labor market institutions. In order to describe changes in the initial between- and within-firm market income distribution we analyze administrative records for 2,000,000,000+ job years nested within 50,000,000+ workplace years for 14 high-income countries in North America, Scandinavia, Continental and Eastern Europe, the Middle East, and East Asia. We find that countries vary a great deal in their levels and trends in earnings inequality but that the between-workplace share of wage inequality is growing in almost all countries examined and is in no country declining. We also find that earnings inequalities and the share of between-workplace inequalities are lower and grew less strongly in countries with stronger institutional employment protections and rose faster when these labor market protections weakened. Our findings suggest that firm-level restructuring and increasing wage inequalities between workplaces are more central contributors to rising income inequality than previously recognized.

Can the emergence of a new policy model be a catalyst for a paradigm shift in the overall interpretative framework of how economic policy is conducted within a society? This paper claims that models are understudied as devices used by actors to induce policy change. This paper explores the role of models in Danish economic policy, where, from the 1970s onwards, executive public servants in this area have exclusively been specialists in model design. To understand changes in economic policy, this paper starts with a discussion of whether the notion of paradigm shift is adequate. It then examines the extent to which the performativity approach can help identify macroscopic changes in policy from seemingly microscopic changes in policy models. The concept of performativity is explored as a means of thinking about the constitution of agency directed at policy change. The paper brings this concept into play by arguing that the “performative” embedding of models in institutions is an important aspect of how paradigm shifts unfold that the current literature has neglected.

To capture elites, we must map out the organizational landscape through which they pass during their careers. This organizational landscape moulds the character of elites, tells us about the prestige of organizations that are elite incubators and provides valuable indicators about how different sectoral experiences serve to accumulate capital for the elite. Unpacking the organizational experience challenges theoretical and methodological understandings of the elite character, calling for a renewed focus on the organizational embedding of elites after school. By analysing the occupational history of 416 highly central individuals in a Danish elite network, what we term ‘the power elite’, a very distinct set of career trajectories, running through a subset of large, well-established, interconnected organizations, is mapped and analysed. To understand the different ways in which the members of this power elite accumulate ‘organizational capital’ in different fields, sequence analysis on six distinct channels, sector, subsector, size, level, rhythm and geography, is applied. Through this multi-channel sequence analysis, 10 distinct clusters of career trajectories are identified, distinguishing primarily between four private sector clusters: corporate ambassadors, industrial inner circle, bankers and landed gentry; and six public sector clusters: state nobility, professional politicians, lobbyists, scientists, unionists, and education and local politics. Analysing the careers, private sector careers are shown to be more homogeneous than public sector careers, while careers based on positions with a democratic mandate, mainly politicians and union leaders, are more turbulent and unpredictable. We link pathways to social backgrounds, showing preference for pathways for the natives in the upper class.

This article contributes to current debates on the potential and limitations of transnational environmental governance, addressing in particular the issue of how private and public regulation compete and/or reinforce each other – and with what results. One of the most influential approaches to emerge in recent years has been that of “orchestration.” But while recent discussions have focused on a narrow interpretation of orchestration as intermediation, we argue that there is analytical traction in studying orchestration as a combination of directive and facilitative tools. We also argue that a social network analytical perspective on orchestration can improve our understanding of how governments and international organizations can shape transnational environmental governance. Through a case study of aviation, we provide two contributions to these debates: first, we propose four analytical factors that facilitate the possible emergence of orchestration (issue visibility, interest alignment, issue scope, and regulatory fragmentation and uncertainty); and second, we argue that orchestrators are more likely to succeed when they employ two strategies: (i) they use a combination of directive and facilitative instruments, including the provision of feasible incentives for industry actors to change their behavior, backed up by regulation or a credible regulatory threat; and (ii) they are robustly embedded in, and involved in the formation of, the relevant transnational networks of actors and institutions that provide the infrastructure of governance. © 2017 JohnWiley & Sons Australia, Ltd

In this framing article for the special issue we contrast the aims and ambitions of three core approaches to elites in transnational policy networks and highlight where they have productive overlaps. The core approaches employ three distinctive theoretical lenses in their investigations: fields, hegemony, and institutions. We discuss how these approaches trace elites in transnational policymaking and associated methods, such as network analysis, sequence analysis and field theory, which highlight different aspects of how elites in transnational policy networks operate. Most of the contributions are concerned with mapping out elite careers and why career trajectories matter for field and network positions in transnational policymaking. While the contributions share this in common, we highlight the different ways in which the approaches can be used to dissect the same issues. Our contributions include pieces on the Trump administration, the professional ecologies of transnational policy elites, the treatment of transboundary political problems, the characteristics of technocratic elites, the racial and gender composition of transnational elites, and professional competition over transnational policy issues.

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Extant research on the gender pay gap suggests that men and women who do the same work for the same employer receive similar pay, so that processes sorting people into jobs are thought to account for the vast majority of the pay gap. Data that can identify women and men who do the same work for the same employer are rare, and research informing this crucial aspect of gender differences in pay is several decades old and from a limited number of countries. Here, using recent linked employer–employee data from 15 countries, we show that the processes sorting people into different jobs account for substantially less of the gender pay differences than was previously believed and that within-job pay differences remain consequential.