A Shifting Collective Identity

Richardson, Brooke; Langford, Rachel

doi:10.1080/17405904.2014.962068

Cited by 6 publications

(11 citation statements)

References 6 publications

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“…However, CCAAC staff interviews indicate that the organization reluctantly adopted the "social investment" message and set aside messaging that focused on childcare as a women's equity issue, likely because childcare advocates are not completely at odds with a perspective that focuses on child poverty, early learning and intervention. Our earlier studies Richardson and Langford 2014) using content and critical discourse analysis also demonstrate that a women's equity discourse was muted in CCAAC public messaging in 2005 and 2008.…”

Section: Discussionmentioning

confidence: 87%

“…2 Along with content and critical discourse analysis of public advocacy messaging Richardson and Langford 2014), 34 semi-structured interviews were conducted with key players in provincial and national childcare SMOs about their advocacy experiences during high and low times of childcare policy action. Interview question topics included: (1) an informant's involvement inside or outside of a childcare SMO; (2) perceptions of a SMO's approach to activism and/or advocacy (political opportunities, organizational goals and strategies, initiatives, internal dynamics, resources such as leadership structure, gender composition, funding, key political and organizational allies, main struggles/barriers to success, future plans); (3) the extent, effects and consequences of professionalization of the ECEC sector on childcare SMOs; (4) and views on Canadian childcare SMOs' successes.…”

Section: Methodsmentioning

confidence: 99%

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Conflictual and cooperative childcare politics in Canada

Langford

Prentice

Richardson

et al. 2016

ICEP

Self Cite

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Section: Discussionmentioning

confidence: 87%

Section: Methodsmentioning

confidence: 99%

Conflictual and cooperative childcare politics in Canada

Langford

Prentice

Richardson

et al. 2016

ICEP

Self Cite

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“…Provincial legislation dictates that RECEs run before-and-after-school programs when a child care center is the deliverer of these services (Child Care and Early Years Act, 2014). With the high demand for child care in general (Richardson and Langford, 2015)-and specifically, before-and-afterschool care-thousands of RECEs across the province are working at two high-peak times: early morning and late afternoon. Hence, these RECEs are actively working a split shift.…”

Section: Chapter 1 Introduction Background Information and Statement Of The Research Problemmentioning

confidence: 99%

“…Although a considerable amount of research indicates that quality early childhood programs led by well-trained RECEs are vital to children's development (Richardson and Langford, 2015), its commensurate value to a child's overall education is not yet acknowledged.…”

Section: Chapter 1 Introduction Background Information and Statement Of The Research Problemmentioning

confidence: 99%

Experiences working split shifts: a phenomenological study of early childhood educators

Saunders¹

2021

Preprint

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Care work in general, and the work of early childhood educators, in particular, are both undervalued and gendered (Langford, Richardson, Albanese, Bezanson, Prentice, and White, 2017). While there is substantial research outlining the low wages and undervaluation of Ontario’s Registered Early Childhood Educators (RECEs), there is no known research on the effects that split shifts have on workers in this sector. Split shifts, when viewed by a worker as problematic, were found to be detrimental to overall health in the case of bus drivers (Ihlström, Kecklund, and Anund, 2017). It is not known whether the same could be said for RECEs. Given this noted gap, there is a need for research on the impact of working split shifts on RECEs. This study aims to address this noted absence of research for this female-dominated workforce performing care work. In order to do so, ten RECEs who self-report working a split shift were asked about their experiences through in-person, semi-structured interviews. These interviews gathered insight on how RECEs perceive that this work arrangement affected them professionally and personally, as well as what they believed could be done to address this scheduling system. Some of the key findings were that working split shifts resulted in even lower than “normal” compensation, and a sense that RECEs were being policed. There were also concerns about space and language indicating ownership of classroom space, as well as challenges navigating territoriality around that space. Finally, there was an overall feeling that split shifts helped to further undervalue the undervalued RECEs in general.

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“…Accordingly, Kodeih and Greenwood (2014) argue that identity aspirations may be more important than past core characteristics. Also, organizational identity may differ across different hierarchical levels (Ezzamel et al, 2001) and change over time in style, modality and social actor representation (Richardson and Langford, 2015). Representing a middle ground, Golant et al (2015) demonstrate that organizational identity is constructed through the dynamic use of both core values of the past and present-day identity aspirations.…”

Section: Organizational Identitymentioning

confidence: 99%

‘Welcome to Twitter, @CIA. Better late than never’: Communication professionals’ views of social media humour and implications for organizational identity

Rasmussen

2017

Discourse & Communication

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Public authorities have traditionally used an official language style in public, but currently social media have become an outlet for humour. This article uses position-ing analysis to discuss challenges that use of humour poses for the identity of public organizations. Drawing on interviews with communications professionals working in the emergency services sector, the article suggests six evaluative themes that factor into organizational identity construction, such as the frequency and type of humour in social media posts. Indeed, while humour helps fashion more flexible and risk-taking organizational identities, it can also stand contrary to a bureaucratic ethos of public servantship and equal treatment. Dilemmas thus arise for public authorities that seek to adjust to the times and still remain 'in character'. The article contributes to organizational identity research by considering the hitherto overlooked immersion of social media use, humour and organizational identity formation.

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A Shifting Collective Identity

Cited by 6 publications

References 6 publications

Conflictual and cooperative childcare politics in Canada

Conflictual and cooperative childcare politics in Canada

Experiences working split shifts: a phenomenological study of early childhood educators

‘Welcome to Twitter, @CIA. Better late than never’: Communication professionals’ views of social media humour and implications for organizational identity

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