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Occupational Identity (occupational + identity)
Selected AbstractsGoing Against the Historical Grain: Perspectives on Gendered Occupational Identity and Resistance to the Breakdown of Occupational Segregation in Two Manufacturing FirmsGENDER, WORK & ORGANISATION, Issue 3 2002Anne-marie Greene This article discusses a process of restructuring of working practices within two manufacturing firms with respect to its implications for gendered occupational segregation. A contextualized, historically situated analysis is presented, which is cast within debates on the nature of gendered occupational identity, equality initiatives and arenas of power and influence for women and men, within what were traditionally male-dominated organizational contexts. Such an analysis serves to highlight the significance of the new restructuring in sweeping away 150 years of practice and embedded ,ways of doing things' and offers explanations for the actions of contemporary men and women in opposing what were seen by management and the trade union as emancipatory changes. [source] Transforming Youth Justice: Occupational Identity and Cultural Change by A. SouhamiTHE HOWARD JOURNAL OF CRIMINAL JUSTICE, Issue 1 2008JOHN MUNCIE No abstract is available for this article. [source] Subjective realities: Perceptions of identity and conflict in Ghana and NigeriaJOURNAL OF INTERNATIONAL DEVELOPMENT, Issue 4 2009Arnim Langer Abstract Drawing on perceptions survey research conducted in Ghana and Nigeria, this article explores whether differences in the salience of ethnic and religious identities and interethnic and religious attitudes and interaction, might contribute to explaining the different histories of violence and conflict in these two countries. Based on the finding that ethnic identities are more salient in the Nigerian sampled communities than in the Ghanaian ones, whereas national and occupational identities are more salient in Ghana than in Nigeria, the authors suggest that ethnic mobilisation is more likely to be successful in Nigeria than in Ghana. The authors argue that this finding could possibly explain why Nigeria has experienced more incidents of violent conflicts along ethnic lines than Ghana; although the causality is likely to go both ways. Copyright © 2009 John Wiley & Sons, Ltd. [source] Technicians, clients, and professional authority: structured interactions and identity formation in technical workNEW TECHNOLOGY, WORK AND EMPLOYMENT, Issue 1 2002Asaf Darr This ethnographic study of technicians in action supplements a structural analysis of technical labour by delineating the distinct occupational identities of different technicians through their framed interactions with their clients and professionals with whom they work. We suggest that educational reform predicated on a structural conception of technicians will fail to redress the impending technical skill shortages. [source] THE COMMODIFICATION OF THE DANISH DEFENCE FORCES AND THE TROUBLED IDENTITIES OF ITS OFFICERSFINANCIAL ACCOUNTABILITY & MANAGEMENT, Issue 3 2007Peter Skærbæk The accounting literature has given much attention to the New Public Management and attempts at making the government's performances auditable while influencing the core working of the public sector. This paper contributes to this debate by demonstrating how particular accounting devices participate in the definition of the identities of the officers in the Danish Defence. It shows how the definition of the officers' identities is complex and dynamic and does not necessarily have outcomes of stability and closure. Applying Actor-Network Theory we demonstrate how their identities are caught up in processes of continual or never ending reconfigurations. The major implication is that the occupational identity of the Danish officers is subject to attempts of being defined as ,a manager' in the period 1989-2006. The paper demonstrates how accounting devices participated in defining a hybrid identity of the officers as ,warrior' and ,manager' and that officers in different spaces and times experienced problems with the hybrid identity. [source] Going Against the Historical Grain: Perspectives on Gendered Occupational Identity and Resistance to the Breakdown of Occupational Segregation in Two Manufacturing FirmsGENDER, WORK & ORGANISATION, Issue 3 2002Anne-marie Greene This article discusses a process of restructuring of working practices within two manufacturing firms with respect to its implications for gendered occupational segregation. A contextualized, historically situated analysis is presented, which is cast within debates on the nature of gendered occupational identity, equality initiatives and arenas of power and influence for women and men, within what were traditionally male-dominated organizational contexts. Such an analysis serves to highlight the significance of the new restructuring in sweeping away 150 years of practice and embedded ,ways of doing things' and offers explanations for the actions of contemporary men and women in opposing what were seen by management and the trade union as emancipatory changes. [source] Effects of the Interaction Between Reaction Component of Personal Need for Structure and Role Perceptions on Employee Attitudes in Long-Term Care for Elderly People,JOURNAL OF APPLIED SOCIAL PSYCHOLOGY, Issue 12 2008Tarja Heponiemi This study examined the interaction of reaction component of personal need for structure (reaction to lack of structure, RLS) and role perceptions in predicting job satisfaction, job involvement, affective commitment, and occupational identity among employees working in long-term care for elderly people. High-RLS employees experienced more role conflict, had less job satisfaction, and experienced lower levels of occupational identity than did low-RLS employees. We found individual differences in how problems in roles affected employees' job attitudes. High-RLS employees experienced lower levels of job satisfaction, job involvement, and affective commitment, irrespective of role-conflict levels. Low-RLS employees experienced detrimental job attitudes only if role-conflict levels were high. Our results suggest that high-RLS people benefit less from low levels of experienced role conflicts. [source] Managing complex workplace stress in health care organizations: leaders' perceived legitimacy conflictsJOURNAL OF NURSING MANAGEMENT, Issue 8 2009LOTTA DELLVE RN, MScPH Aim, To conceptualize how health care leaders' strategies to increase their influence in their psychosocial work environment are experienced and handled, and may be supported. Background, The complex nature of the psychosocial work environment with increased stress creates significant challenges for leaders in today's health care organizations. Method, Interviews with health care leaders (n = 39) were analysed in accordance with constructivist grounded theory. Results, Compound identities, loyalty commitments and professional interests shape conditions for leaders' influence. Strategies to achieve legitimacy were either to retain clinical skills and a strong occupational identity or to take a full leadership role. Ethical stress was experienced when organizational procedural or consequential legitimacy norms were in conflict with the leaders' own values. Leadership support through socializing processes and strategic support structures may be complementary or counteractive. Conclusions, Support programmes need to have a clear message related to decision-making processes and should facilitate communication between top management, human resource departments and subordinate leaders. Ethical stress from conflicting legitimacy principles may be moderated by clear policies for decision-making processes, strengthened sound networks and improved communication. Implications for nursing management, Supportive programmes should include: (1) sequential and strategic systems for introducing new leaders and mentoring; (2) reflective dialogue and feedback; (3) team development; and (4) decision-making policies and processes. [source] Long work hours: a social identity perspective on meta-analysis dataJOURNAL OF ORGANIZATIONAL BEHAVIOR, Issue 7 2008Thomas W. H. Ng The current study utilizes social identity theory to investigate employees' work hours. Specifically, we use meta-analysis to examine the relationships between hours worked and indicators of organizational identity (e.g., organizational support and tenure), occupational identity (e.g., human capital investments and work centrality), and family identity (e.g., family responsibilities and family satisfaction). The meta-analysis also allowed us to explore other important correlates of hours worked (e.g., situational demands, job performance, mental health, and physical health), moderating variables (e.g., age, gender, and job complexity), and curvilinear relationships of work hours to social identity indicators. Overall, we found that occupational factors and situational demands had the strongest relationships with hours worked, hours worked were negatively associated with measures of employee well-being, gender had several significant moderating effects, and there were curvilinear relationships between hours worked and well-being and work,family conflict variables. The article concludes with directions for future theoretical and empirical research. Copyright © 2008 John Wiley & Sons, Ltd. [source] | |||||||||||||