Apologies for any cross-posting.
A new issue of Human Relations is available online: Human Relations May 2016; Vol. 69, No. 5 − we hope you enjoy reading these articles.
Work-related smartphone use, work–family conflict and family role performance:
The role of segmentation preference
Daantje Derks, Arnold B Bakker, Pascale Peters, and Pauline van Wingerden
Human Relations May 2016, 69(5): 1045–1068, first published on January 14, 2016 doi:10.1177/0018726715601890
http://hum.sagepub.com/content/69/5/1045?etoc
Abstract
Is work-related smartphone use during off-job time associated with lower conflict owing to the blurring of the boundaries between work and family life? Or does it help employees juggling work and family demands? The present four-day quantitative diary study (N = 71 employees, N = 265–280 data points) aims to shed light on the relationship between daily work-related smartphone use during off-job time, and daily work–family conflict and daily family role performance, respectively. Moreover, individuals' general segmentation preference is investigated as a potential cross-level moderator in the relationships between daily work-related smartphone use during off-job time and both work–family conflict and family role performance. Overall, the results of multilevel modelling support our mediated moderation model indicating that for integrators more frequent work-related smartphone use during off-job time is associated with better family role performance through reduced work–family conflict. For segmenters, smartphone use does not have any impact on work–family conflict and family role performance. These findings suggest that for integrators smartphone use during off-job time may be useful to simultaneously meet both work demands and family demands, which has the potential to reduce work–family conflict and enhance family role performance; whereas for segmenters no effects were found.
'What happens when you intuit?':
Understanding human resource practitioners' subjective experience of intuition through a novel linguistic method
Eugene Sadler-Smith
Human Relations May 2016, 69(5): 1069–1093, first published on January 14, 2016 doi:10.1177/0018726715602047
http://hum.sagepub.com/content/69/5/1069?etoc
Abstract
The objective of this research was to understand the phenomenon of intuition from the perspective of the intuitor. Against a background of a steadily growing interest in intuition in managerial decision research, and inclining towards a phenomenological stance, the research used a novel linguistic method based on 'de-nominalization' to access participants' (124 human resource practitioners) experiences of intuition. Based on an analysis of responses to the question 'What happens when you intuit?', the article: defines intuition based on participants' subjective experiences; reveals the subjective experience of intuition as comprising three phases − 'intuiting', 'intuition' and 'implementing'; uncovers two aspects of intuitive affect − 'bodily awareness' and 'cognitive awareness'; and establishes that participants use primary metaphors to articulate their experiences of intuition. The article outlines the theoretical implications and practical relevance of these findings, and makes suggestions for further qualitative phenomenological studies of intuition.
A theory of Abject Appearance:
Women elite leaders' intra-gender 'management' of bodies and appearance
Sharon Mavin and Gina Grandy
Human Relations May 2016, 69(5): 1095–1120, first published on January 7, 2016 doi:10.1177/0018726715609107
http://hum.sagepub.com/content/69/5/1095?etoc
Abstract
In this article, we develop a theory of Abject Appearance to explain women elite leaders' embodied identity work within a context of intra-gender relations. The theory of Abject Appearance illuminates a dynamic and dialectical process whereby women elite leaders 'manage' the ambiguities of their 'in-between' and 'abject' status. This process is understood as a possible material effect or consequence of women's abjection in organizations. Women elite leaders hold power through their formal positions, yet remain marginalized in social relations because their feminine bodies are out of place in organizations. In a qualitative study with women elite leaders, we illustrate how the theme Fascination with bodies and appearance depicts a dialectical process of simultaneous disgust and attraction with women's bodies and appearance. We discuss how this material effect of abjection may be played out through two embodied identity work strategies in an intra-gender context, namely: Shifting focus from the body and appearance and Achieving a professional balance. We offer insights into how women's embodiment in elite leader roles may be constrained in a context of intra-gender relations. We suggest opportunities to strengthen women's agency by raising awareness to the theory of Abject Appearance and women leaders' associated body work.
Leader–member exchange differentiation and team creativity:
An investigation of nonlinearity
Yan Li, Fengying Fu, Jian-Min Sun, and Baiyin Yang
Human Relations May 2016, 69(5): 1121–1138, first published on December 3, 2015 doi:10.1177/0018726715597481
http://hum.sagepub.com/content/69/5/1121?etoc
Abstract
Although substantial knowledge regarding the antecedents and outcomes of leader–member exchange (LMX) differentiation has been accumulated, numerous questions related to this topic remain underexplored. To enhance the understanding of LMX differentiation and team-focused outcomes, this study proposed that LMX differentiation has a curvilinear relationship with team creativity and that team LMX quality (represented by the LMX median in this study) moderates the association between these two variables. An investigation based on 59 teams from multiple Chinese companies was conducted. The results indicated that LMX differentiation has an inverted U-shaped relationship with team creativity, and LMX median moderates the inverted U-shaped relationship. Specifically, for teams with a low LMX median, the curvilinear relationship is stronger, whereas for teams with a high LMX median, the slope of the curve becomes nearly flat, thus losing the inverted-U effect. Theoretical and practical implications are discussed, and directions for future research are outlined.
How does customer affiliative behaviour shape the outcomes of employee emotion regulation?
A daily diary study of supermarket checkout operators
David Holman
Human Relations May 2016, 69(5): 1139–1162, first published on December 17, 2015 doi:10.1177/0018726715600230
http://hum.sagepub.com/content/69/5/1139?etoc
Abstract
Few studies have examined how customer behaviour shapes the outcomes of employees' emotion regulation. Drawing on existing literature, this article tests two alternative models of customer affiliative behaviour (e.g. smiling, engaging in short conversation), employee emotion regulation (surface acting, deep acting) and employee outcomes (emotional exhaustion, objective task performance). In one model, customer affiliative behaviour is a mechanism that mediates the relationship between employee emotion regulation and outcomes, and in the other model customer affiliative behaviour moderates this relationship. The models were tested on data drawn from a daily diary study of 49 supermarket checkout operators and store performance records. The findings from multilevel analyses make a significant contribution to understanding how a key part of the social context during service interactions (i.e. customer affiliative behaviour) is a mechanism and moderator of employee emotion regulation. Results show that the effects of deep and surface acting on employee well-being are mediated by customer affiliative behaviour, and that relationship between surface acting and task performance is mediated by customer affiliative behaviour and emotional exhaustion. In addition, customer affiliative behaviour moderated the relationship between deep acting and emotional exhaustion, and the indirect effect of deep acting on task performance through emotional exhaustion.
Bourdieu and the gendered social structure of working time:
A study of self-employed human resources professionals
Steve Vincent
Human Relations May 2016, 69(5): 1163–1184, first published on March 15, 2016 doi:10.1177/0018726715612898
http://hum.sagepub.com/content/69/5/1163?etoc
Abstract
This article uses the sociology of Bourdieu to explore the social structure of working time and uses this approach to analyse interview data from 25 self-employed human resources professionals practicing in the UK. Bourdieu's approach to exploring resources, as forms of capital that are deployed strategically by actors within social fields, is used to compare outcomes for respondents with different working time patterns. The findings demonstrate that self-employed professionals' uses of resources are affected by distinctive and gendered temporal rhythms within and between social fields. These temporal patterns typically serve the interests of well-resourced (more typically male) actors who structure their lives according to specific routines. Self-employed people with less working time often struggle to synchronize their lives with their environments and so are often at a disadvantage in accessing and using resources. The analysis, which develops novel propositions about the ways in which actors become differentially adapted to the social structure of time, facilitates a more fine-grained and relational appreciation of gendered advantages within self-employed careers, which is likely to have wider applicability and the potential for broader impact.
Safety climate and increased risk: The role of deadlines in design work
Kevin Daniels, Nick Beesley, Alistair Cheyne, and Varuni Wimalasiri
Human Relations May 2016, 69(5): 1185–1207, first published on March 3, 2016 doi:10.1177/0018726715612900
http://hum.sagepub.com/content/69/5/1185?etoc
Abstract
Although much research indicates positive safety climate is associated with reduced safety risk, we argue this association is not universal and may even be reversed in some contexts. Specifically, we argue that positive safety climate can be associated with increased safety risk when there is pressure to prioritize production over safety and where workers have some detachment from the consequences of their actions, such as found in engineering design work. We used two indicators of safety risk: use of heuristics at the individual level and design complexity at the design team level. Using experience sampling data (N = 165, 42 design teams, k = 5752 observations), we found design engineers' perceptions of team positive safety climate were associated with less use of heuristics when engineers were not working to deadlines, but more use of heuristics when engineers were working to deadlines. Independent ratings were obtained of 31 teams' designs of offshore oil and gas platforms (N = 121). For teams that worked infrequently to deadlines, positive team safety climate was associated with less design complexity. For teams that worked frequently to deadlines, positive team safety climate was associated with more design complexity.
Quantity and quality: Increasing safety norms through after action reviews
Alexandra M Dunn, Clifton Scott, Joseph A Allen, and Daniel Bonilla
Human Relations May 2016, 69(5): 1209–1232, first published on January 14, 2016 doi:10.1177/0018726715609972
http://hum.sagepub.com/content/69/5/1209?etoc
Abstract
Workplace safety is a concern for both scholars and practitioners alike because accidents and injuries can result in time away from work and lost organizational resources. This study focuses on how one type of post-incident discussion can be effectively used to promote positive safety norms. It adds to the growing body of research on after action review meetings, one type of post-incident discussion intervention commonly used in high reliability organizations to increase future workplace safety behaviors. This study also extends the sensemaking and high reliability literatures by examining a three-way interaction between perceived frequency of after action review meetings, ambiguity reduction and psychological safety. Survey data were obtained from 330 firefighters. Results from the three-way interaction showed that safety norms were highest when perceived after action review frequency, ambiguity reduction and psychological safety were simultaneously high, and safety norms were lowest when perceived after action review frequency, ambiguity reduction and psychological safety were simultaneously low. By examining both the perceived quantity and quality of after action review meetings, this study provides insight into which after action review facilitation objectives are most likely to increase positive safety norms and ultimately create a shared understanding of how to behave safely in future workplace events in high reliability organizational contexts.
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MAY FREE ACCESS ARTICLE
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Free to access until 31 May 2016:
Category predication work, discursive leadership and strategic sensemaking
Andrea Whittle, William Housley, Alan Gilchrist, Frank Mueller, and Peter Lenney
Human Relations 2015 68(3): 377–407
http://hum.sagepub.com/content/68/3/377.full.pdf+html
Abstract
Categorization is known to play an important role in organizations because categories 'frame' situations in particular ways, informing managerial sensemaking and enabling managerial intervention. In this article, we advance existing work by examining the role of categorization practices in discursive leadership during periods of strategic change. Drawing on data from an ethnographic action research study of a strategic change initiative in a multi-national corporation, we use membership categorization analysis to develop a framework for studying 'category predicates' − defined as the stock of organizational knowledge and associated reasoning procedures concerning the kinds of activities, attributes, rights, responsibilities, expectations, and so on, that are 'tied' or 'bound' to organizational categories. Our analysis shows that discursive leadership enabled a radical shift in sensemaking about organizational structure categories through a process of 'frame-breaking' and 're-framing'. In so doing, the leader co-constructed a 'definition of the situation' that built a compelling vision and concrete plan for strategic change. We go on to trace the organizational consequences and material outcomes of this shift in sensemaking for the company in question. We conclude by arguing that 'category predication work' comprises a key leadership competence and plays an important role in organizational and strategic change processes.
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WHY PUBLISH IN HUMAN RELATIONS?
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Human Relations is an A* journal – the highest category of quality – in the Australian Business Deans Council (ABCD) Journal Quality List 2013. It is also ranked 4 in the Chartered Association of Business Schools (CABS) Academic Journal Guide 2015. Human Relations is a top 5 interdisciplinary social sciences journal:
2-year impact factor: 2.398 - Ranked: 35/185 in Management and 5/95 in Social Sciences, Interdisciplinary
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RECENT ONLINE FIRST PREVIEW ARTICLES
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The subversive craft worker: Challenging 'disutility' theories of management control
Dale Tweedie and Sasha Holley
Human Relations, published online before print May 4, 2016, doi: 10.1177/0018726716628971
http://hum.sagepub.com/content/early/2016/04/30/0018726716628971?papetoc
Abstract
Although sociologists and psychologists have documented various motivations for working, the concept of work as essentially disutility or undesirable retains broad resonance among influential economists and social theorists. These concepts imply that workers will tend to avoid or 'shirk' their work task unless subjected to management controls. Yet emerging counter-narratives have sought to retrieve and develop alternative concepts of work as craft, where workers are motivated to work well or be recognized for doing so. On these approaches, management controls can decrease the quality of the final outputs. This article uses a case study of cleaners in Australia to challenge influential representations of workers as prone to 'shirking' and the interpretation of management control to which these perspectives lead. The article argues that craft concepts of work derived from Richard Sennett and contemporary recognition theory provide alternative narratives of how workers can derive satisfaction from working well even in 'menial' tasks, and how craft motivations can drive workers to subvert management controls to uphold rather than diminish service quality. In this way, craft theories reveal limitations of overly instrumental concepts of work, and also help conceptualize how workers' attachment to their tasks can drive resistance to management control.
Free access article:
Compositions of professionalism in counselling work:
An embodied and embedded intersectionality framework
Maria Adamson and Marjana Johansson
Human Relations, published online before print May 4, 2016, doi: 10.1177/0018726716639118
http://hum.sagepub.com/content/early/2016/04/30/0018726716639118?papetoc
Abstract
This article explores the embodied compositions of professionalism in the context of the counselling psychology profession in Russia. Specifically, we develop an embodied intersectionality framework for theorizing compositions of professionalism, which allows us to explain how multiple embodied categories of difference intersect and are relationally co-constitutive in producing credible professionals, and, importantly, how these intersections are contingent on intercorporeal encounters that take place in localized professional settings. Our exploration of how professionalism and professional credibility are established in Russian counselling shows that, rather than assuming that a hegemonic 'ideal body' is given preference in a professional context, different embodied compositions may be deemed credible in various work settings within the same profession. An embodied intersectionality framework allows us to challenge the notion of a single professional ideal and offer a dynamic and contextually situated analysis of the lived experiences of professional privilege and disadvantage.
The paradoxical effect of self-categorization on work stress in a high-status occupation:
Insights from management consulting
Julia Mühlhaus and Onno Bouwmeester
Human Relations, published online before print May 4, 2016, doi: 10.1177/0018726715626255
http://hum.sagepub.com/content/early/2016/04/30/0018726715626255?papetoc
Abstract
Following social identity theory, the way in which individuals appraise stressful encounters and cope with them is influenced by their membership of social groups, which presumes self-categorization as a group member. To date, the impact of self-categorization on stress has mainly been studied for low-status groups. This article uses an interview study among management consultants to explore how self-categorization in terms of occupational identity impacts work stress in a high-status occupation. Adding to previous research, we find that not only low-status but also high-status groups benefit from self-categorization when coping with stressful situations. In line with prevailing theoretical assumptions, we even empirically find an 'upward spiral'. We illustrate how consultants' social identity as high-performing professionals helps them cope with stress, which in turn creates a feeling of social inclusion. However, we also find a 'downward spiral', where social identity provokes work stress among management consultants who cannot meet the high occupational standards. They cope less effectively and fear social exclusion from the group. These new findings relate to the specifics of our research context, including high status and increased stress. We thus argue for a research agenda that includes such context characteristics when further developing self-categorization models of stress.
Accumulation through derealization: How corporate violence remains unchecked
Rohit Varman and Ismael Al-Amoudi
Human Relations, published online before print May 4, 2016, doi: 10.1177/0018726716628970
http://hum.sagepub.com/content/early/2016/04/30/0018726716628970?papetoc
Abstract
This study examines the alleged organization of violence by Coca-Cola through a field study conducted in a village in India. It draws on the works of Judith Butler to show how subaltern groups are derealized and made into ungrievable lives through specific, yet recurrent, practices that keep violence unchecked. Many participants attempt to resist derealization through protest activities that showcase their vulnerability. However, the firm appropriates their claims to vulnerability through a paternalistic discourse that justifies intensified violence and derealization. This research offers insights into accumulation through derealization and on the effects of resistance to it.
Organizational citizenship behaviour and job satisfaction:
The impact of occupational future time perspective
Julia G Weikamp and Anja S Göritz
Human Relations, published online before print May 4, 2016, doi: 10.1177/0018726716633512
http://hum.sagepub.com/content/early/2016/04/30/0018726716633512?papetoc
Abstract
This study examines how occupational future time perspective (OFTP) affects organizational citizenship behaviour (OCB) and job satisfaction. OFTP reflects how much time and how many opportunities people perceive themselves as having left in their occupational future. OCB comprises extra-role behaviours that aim to support other individuals in the organization (OCBI) and the organization as a whole (OCBO). Socioemotional selectivity theory posits that people with an open-ended OFTP strive for knowledge-oriented goals (i.e. OCBO). In contrast, people with a constrained OFTP strive for emotion-oriented goals (i.e. OCBI). Thus, the more people perceive their OFTP as open-ended, the more they should show OCBO rather than OCBI. Applying a motivational OFTP approach to job satisfaction, the greater the open-ended people's OFTP, the more they should be satisfied with their job if they show more OCBO than OCBI because they can pursue their own goals. Findings support our hypotheses for people's perceived remaining opportunities in their occupational future. Herein, we discuss theoretical and practical implications of these findings.
Out of sight, out of mind?
How and when cognitive role transition episodes influence employee performance
Brandon W Smit, Patrick W Maloney, Carl P Maertz, Jr, and Tamara Montag-Smit
Human Relations, published online before print May 3, 2016, doi: 10.1177/0018726716636204
http://hum.sagepub.com/content/early/2016/04/27/0018726716636204?papetoc
Abstract
A widely-cited proposition in boundary theory states that it is difficult for individuals to transition between roles, especially when these roles are highly segmented. Surprisingly, this hypothesis has not been directly tested. We provide an empirical test of these propositions and draw from the self-regulation literature to expand boundary theory in exploring how episodes of cognitive role transitions impact job performance. We propose that cognitive role transitioning is cognitively demanding, which consumes the limited executive control resources that facilitate effective job performance. In a multilevel study of 619 employees providing 4371 episodes, we observed that work-to-family cognitive role transitioning was negatively related to job performance, and this effect was mediated by self-regulatory depletion. Although individuals with greater role integration were somewhat more likely to experience cognitive role transitions than those with segmented roles, these individuals were also buffered from the self-regulatory depletion that impairs effective job performance. Overall, these findings suggest that integration, rather than segmentation, may be a better long-term boundary management strategy for minimizing self-regulatory depletion and maintaining higher levels of job performance during inevitable work–family role transitions.
From social context and resilience to performance through job satisfaction: A multilevel study over time
Isabella Meneghel, Laura Borgogni, Mariella Miraglia, Marisa Salanova, and Isabel M Martínez
Human Relations 0018726716631808, first published on April 26, 2016 as doi:10.1177/0018726716631808
http://hum.sagepub.com/content/early/2016/04/22/0018726716631808?papetoc
Abstract
Giving the crucial role of organizational context in shaping individual attitudes and behaviors at work, in this research we studied the effects of collective work-unit perceptions of social context on individual work resilience and two key individual outcomes: job satisfaction and job performance as rated by the supervisor. We theorized that collective perceptions of social context act as antecedents of individual variables, and that individual job satisfaction mediates the relationship between collective perceptions of social context and job performance, and between work resilience and job performance over time. A sample of 305 white-collar employees, clustered in 67 work-units, participated in the study. Hierarchical linear modeling highlighted that collective perceptions of social context are significant related to individual work resilience. Moreover, results showed that individual job satisfaction fully mediates the relationship between collective perceptions of social context and individual job performance and the relationship between individual work resilience and individual job performance. At a practical level, results suggest that interventions on collective perceptions of social context may increase work resilience, job satisfaction and job performance over time at the individual level.
Doing and undoing gender in innovation: Femininities and masculinities in innovation processes
Lara Pecis
Human Relations 0018726716634445, first published on April 26, 2016 as doi:10.1177/0018726716634445
http://hum.sagepub.com/content/early/2016/04/22/0018726716634445?papetoc
Abstract
Despite the rising interest in the intertwining of individuals, organizations and institutions in innovation research, scant attention has been paid to the ways that their relations produce and reproduce specific gender dynamics throughout the innovation process. Innovation research has been characterized by a gender blindness that conceals the gendered nature of innovation processes. This article draws on the material collected through an ethnographic investigation conducted in two research organizations to illustrate how innovation processes are gendered when specific forms of masculinities and femininities are constructed, enacted and resisted by men and women. This article contributes towards developing a gendered understanding of innovation by introducing the term 'positions of displacement' to signal the fluidity and messiness of doings and undoings of femininities and masculinities through innovation practices.
Binary logics and the discursive interpretation of organizational policy: Making meaning of sexual harassment policy
Debbie S Dougherty and Marlo Goldstein Hode
Human Relations 0018726715624956, first published on April 26, 2016 as doi:10.1177/0018726715624956
http://hum.sagepub.com/content/early/2016/04/22/0018726715624956?papetoc
Abstract
Although workplace policies are written in neutral terms that give the appearance of rationality, research shows that policy meanings are in fact constructed and negotiated through discursive practices. Sexual harassment policies illustrate this phenomenon. Sexual harassment is a highly complex and fluid phenomenon that is dependent on context and culture for its meaning. Although sexual harassment policies tend to use language that appears to lie outside of the interpretive stream, these policies are in fact always subject to discursive interpretation. One particularly powerful form of discursive interpretation lies in the interplay between binary logics and binary language. This study explored the interplay between macro-level binary logics, mezzo-level sexual harassment policy and micro-level binary language during organizational members' discussions about their organization's sexual harassment policy. Our analysis of focus group and interview data revealed that participants discursively produced what we have termed a complex binary web that reshaped the meaning of the policy, such that usage of the policy contradicted organizational norms and values. Understanding sexual harassment policy discourse as constructed in a binary web reveals that rational assumptions underlying sexual harassment policy may be inconsistent with the lived experiences in organizational cultures.
discourse
Identity transition during pregnancy: The importance of role models
Sophie Hennekam
Human Relations 0018726716631402, first published on April 26, 2016 as doi:10.1177/0018726716631402
http://hum.sagepub.com/content/early/2016/04/22/0018726716631402?papetoc
Abstract
This qualitative study reports on how pregnant women integrate their future maternal identity with their existing work-related identity. Twenty-four women were interviewed at three times during their pregnancy: during the first, second and third trimesters. A grounded theory approach was used to analyse the data and social learning theory was adopted as a theoretical framework to assist in interpreting the findings. The findings suggest that the availability or lack of realistic and attainable role models influences the degree to which the transition to motherhood during pregnancy was successful. When role models were readily available, the transition went well, but, when role models were absent, two less successful strategies were identified, leading to negative psychological outcomes. The study also stresses the importance of other contextual factors, such as the gender composition of organizations and the educational attainment of the individual pregnant women, in the way women perceive their transition to motherhood while working.
Flexible scheduling, degradation of job quality and barriers to collective voice
Alex J Wood
Human Relations 0018726716631396, first published on April 19, 2016 as doi:10.1177/0018726716631396
http://hum.sagepub.com/content/early/2016/04/15/0018726716631396?papetoc
Abstract
This article examines the operation of flexible scheduling in practice through a case study of a large retail firm in the United Kingdom. It includes analysis of 39 semi-structured interviews, participant observation of shop floor work and non-participant observation of union organizing as well as analysis of key documents. The findings highlight the high level of generalized temporal flexibility across employment statuses. This temporal flexibility enables firm flexibility without necessitating a reliance upon contingent workers. Temporal flexibility is found to entail manager-control of flexible scheduling and is shown to be damaging to perceptions of job quality as it acts as a barrier to work-life balance. Union presence and collective bargaining at the firm are found to be ineffective at influencing flexible scheduling so as to improve job quality. This ineffectiveness can be explained by the union operating in an employer-dominated industrial relations environment in which its associational power is unable to compensate for a lack of institutional and structural economic power.
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CALLS FOR PAPERS
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Special issue: Politicization and political contests in contemporary multinational corporations – submit by 30 September 2016
http://www.tavinstitute.org/humanrelations/special_issues/Politics%20and%20MNCs.html
Special issue: Organizing feminism: Bodies, practices and ethics – submit by 30 November 2016
http://www.tavinstitute.org/humanrelations/special_issues/Organizing%20feminism.html
Special issue: The changing nature of managerial work – submit by 31 January 2017
http://www.tavinstitute.org/humanrelations/special_issues/Managerial%20work.html
Special issue: Inserting professionals and professional organizations in studies of wrongdoing: The nature, antecedents, and consequences of professional misconduct – submit by 30 April 2017
http://www.tavinstitute.org/humanrelations/special_issues/Professional%20misconduct.html
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