The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations

Bidwell, Matthew; Briscoe, Forrest; Fernandez‐Mateo, Isabel; Sterling, Adina D.

doi:10.1080/19416520.2013.761403

Cited by 105 publications

(64 citation statements)

References 291 publications

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“…We build on prior work that highlights differences in workers' skills and job autonomy to explain when nonstandard work arrangements are more or less conducive to worker welfare (Spreitzer et al, 2017;Kalleberg, 2003). Comparing workers using similar skills in the same occupations, we show that organizational culture helps explain variance in contractors' cultural integration, echoing recent calls for more attention on how firm-level factors shape nonstandard work outcomes (Cappelli and Keller, 2013b;Bidwell et al, 2013). Our results imply that practitioners concerned about nonstandard workers' inclusion inside organizations should worry less about those contractors embedded within teams, and more about those working in relative isolation.…”

Section: Contract Workers' Cultural Integration and Welfaresupporting

confidence: 71%

“…The results suggest that the mixed findings in prior work comparing contractors and regular employees along related outcomes, such as organizational commitment, may be in part attributable to between-firm differences in contractors' experiences (Kalleberg and Reynolds, 2003;Thorsteinson, 2003;Pearce, 1993;Guest, 2004;Cappelli and Keller, 2013b). A continued focus on examining differences in the ways that firms use nonstandard workers, and any impacts on workers themselves, is a promising avenue for future research (Bidwell et al, 2013).…”

Section: Contract Workers' Cultural Integration and Welfarementioning

confidence: 88%

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Integrated Insiders or Alienated Outsiders? How Strong Norms in Organizations Relate to Contractors' Cultural Integration

Corritore¹,

Makridis²

2019

Preprint

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Despite evidence that contract workers are often tightly integrated into organizations' work routines and processes, researchers still do not understand when contractors might be more or less culturally integrated with their organizations. How do the prevailing cultural norms in organizations relate to contract workers' cultural integration? It is unclear whether strong norms are conducive to culturally integrating both regular employees and contractors, workers who may have different cultural preferences, and who differ in status as full versus provisional organizational members. Using data from an employer review website, we examine how norm strength in organizations relates to both contractors' and regular employees' cultural integration. While regular employees exhibit more integration in organizations with stronger norms, we find that norm strength is associated with less integration among contractors, specifically those doing more independent jobs. We also examine whether strong collaborative and strong hierarchical norms appear conducive to integrating contractors versus regular employees. The results have implications for the returns to contracting in organizations, and suggest that organizational cultures face trade-offs in integrating workers across different employment arrangements.

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Section: Contract Workers' Cultural Integration and Welfaresupporting

confidence: 71%

Section: Contract Workers' Cultural Integration and Welfarementioning

confidence: 88%

Integrated Insiders or Alienated Outsiders? How Strong Norms in Organizations Relate to Contractors' Cultural Integration

Corritore¹,

Makridis²

2019

Preprint

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“…Within the existing literature there is a lack of attention to the role of organizational characteristics in moderating the distribution of opportunities and rewards to different groups (Bidwell et al ; Briscoe and Kellogg ; Friedman and Laurison ; Gorman and Kmec ; Wilkins and Gulati ). We think this omission is important and we address this by looking at how intersecting labour market penalties and privileges vary by different firm characteristics and workforce composition in the legal profession.…”

Section: Mapping Intersections Of Privilege and Penalty: Additive Assmentioning

confidence: 99%

“…Research is inconclusive and as yet pays little attention to factors that moderate combinations of privileges and penalties such as employer type, size, geographic location or work profile. This is surprising given research demonstrates these factors structure opportunities and rewards (Wilkins and Gulati ; Gorman ; Gorman and Kmec ; Briscoe and Kellogg ; Bidwell, Briscoe, Fernandez‐Mateo and Sterling ).…”

Section: Introductionmentioning

confidence: 99%

Privileges and penalties in the legal profession: an intersectional analysis of career progression

Tomlinson

Valizade

Muzio³

et al. 2018

British Journal of Sociology

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Intersectionality theory is concerned with integrating social characteristics to better understanding complex human relations and inequalities in organizations and societies (McCall ). Recently, intersectionality research has taken a categorical and quantitative turn as scholars critically adopt but retain existing social categories to explain differences in labour market outcomes. A key contention is that social categories carry penalties or privileges and their intersection promotes or hinders the life chances of particular groups and individuals. An emergent debate is whether the intersection of disadvantaged characteristics (such as female gender or minority ethnic status) produce penalties that are additive, multiplicative or ameliorative. Research is inconclusive and as yet pays little attention to moderating factors such as employer type, size, geographic location or work profile. Drawing on administrative records for individuals qualified as solicitors in England and Wales, collected by the Solicitors Regulation Authority (SRA), combined with aggregated workforce data and firm characteristics of their law firms, we undertake a statistical analysis of the intersection of gender and ethnicity in the profession with a degree of precision and nuance not previously possible. In response to calls to broaden studies of inequalities and intersectionality beyond their effect on pay or income (Castilla ) we focus on career progression to partnership as our key measure of success. The original contribution of our study is twofold. First, we establish statistically different profiles of law firms, showing how the solicitors' profession is stratified by gender, ethnicity and socio-economic background, as well as the type of legal work undertaken by developing a model of socio-economic stratification in the profession. Second, we demonstrate that while penalties tend to be additive (i.e. the sum of the individual ethnic and gender penalties) this varies significantly by law firm profile and in some situations the effect is ameliorative.

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“…Moreover, organizations increasingly resort to hiring contract workers who receive no long-term job security, benefits, or even adequate training (Bidwell and Briscoe, 2009). Likewise, various studies have shown how workers hired on temporary contracts encounter increased difficulties with upward mobility, receive fewer institutional protections (in the form of health and retirement packages) and as result, are more disfranchised from work, resulting in lower union membership (Bidwell et al, 2013;Cobb, 2015). Highlighting the precarity of these work arrangements, Sliter and Boyd (2014) show that part-time workers resort to moonlighting either to complement a low-paid job or because they cannot find full employment.…”

Section: Individuals Organizations and New Work Configurationsmentioning

confidence: 99%

Mapping themes in the study of new work practices

Aroles¹,

Mitev²,

Vaujany³

2019

New Technol Work Employ

135

101

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Both shaping and shaped by technological, economic and social facets, the world of work has witnessed a wide array of changes. This review article sets out to provide a synthesis of some of the main directions and insights of existing research connected to the new world of work. In particular, we approached the topic of new work practices through four key dimensions: (1) Conceptual and methodological dimensions in the study of new work practices; (2) Spatial and temporal manifestations of new work practices in the collaborative economy; (3) Individuals, organizations and new work configurations; (4) Power and control. The review article critically discusses the future of work and argues that the ‘new’ world of work simply repeats asymmetrical power relations and inequalities that characterise work activities, with the potential of exacerbating even further disparities, inequalities and precarity.

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The Employment Relationship and Inequality: How and Why Changes in Employment Practices are Reshaping Rewards in Organizations

Cited by 105 publications

References 291 publications

Integrated Insiders or Alienated Outsiders? How Strong Norms in Organizations Relate to Contractors' Cultural Integration

Integrated Insiders or Alienated Outsiders? How Strong Norms in Organizations Relate to Contractors' Cultural Integration

Privileges and penalties in the legal profession: an intersectional analysis of career progression

Mapping themes in the study of new work practices

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