Suchergebnisse

Studies concerning the transformations of work have long stressed how flexible work has affected the lives and identity-setting processes of individuals. A salient aspect of the current changes consists of the gender issues concerning the reality of work and its representations. The aim of this paper is to stress gender-identitary positionings in the context of the stories of women and men in non-standard employment. The specific question that the article addresses is whether the increasing distance from the "standard" working model – concerning full-time long-term employment – is also being accompanied by a change in the prevailing gender models. In particular, the stories of women and men with non-standard and precarious jobs are presented, in order to show how, by means of narratives, gender models linked to precarious work are constructed.

By focusing on three groups of whistleblowers in Slovakia speaking out against the use of bogus self-employment in their companies, this study contributes to the debate on the political dimension of whistleblowing. Specifically, it conceptualises whistleblowing as a practice that opens up broader societal, ethical and political questions by examining its relationship to institutions, with particular interest in those institutions that create the law. In doing so, the study analyses how labour law and enforcement institutions are deconstructed through the long process of whistleblowing, which involves the interactions of multiple institutions and social actors in a regulatory space that tend to sustain (bogus) self-employment.

In the studies on labour market change and transformation of employment relations, the growth of new forms of self-employment, including platform work, has raised a broad debate about how to define, classify, and analyse the wide range of positions within the heterogeneous category of self-employed workers. This article analyses the emergent methodologies used in European comparative labour statistics to identify forms of dependency in self-employment. Using the 6th wave of the 2015 European Working Condition Survey and the 2017 ad hoc module on self-employment from the European Labour Force Survey, this article discusses how the representation of dependent self-employment changes by adopting a different operationalization of economic and operational dependency. Findings show how different indicators of dependency change the representation of self-employment in different economic sectors, affecting our understanding of the transformation of working arrangements within self-employment and the boundaries between employment and self-employment.

This article focuses on the 'hybridity' of solo self-employment by shedding light on the lived experiences and meanings of the subjects within their institutional and socio-economic contexts. It offers an original perspective to the study of the hybridization of work by linking the subjective and objective conditions underpinning solo self-employed workers. The study found that solo self-employed workers exercise agency over their working lives while facing high levels of insecurity, and that their contextualized experiences are related to the dominant narratives about self-employment. At the same time, however, findings also show that solo self-employed are engaged in (re)-constructing their alternative and dissonant narratives as well.

Purpose
– The purpose of this paper is to address the relationships between gender and management in the narratives of students. More specifically, the authors discuss how the discourse on management is mobilized as a discursive practice able to make some form of that activity thinkable and practicable: who can be a CEO? What kind of managerial competencies are attributed to men/women CEOs? What kind of moral order is expressed in the stories told?


Design/methodology/approach
– Stimulus texts have been used to elicit narratives. Students were asked to complete a short story regarding a fictive managerial character, either female or male, whose performance and attitude they were asked to evaluate.


Findings
– The paper discusses how the collected stories as a whole expressed a conception of what counts as a "good manager" and how management is gendered. In the analysis, the authors discuss whether and how the relationships between gender and management are changing, or the basic assumptions about "think manager-think male" are still valid. The paper illustrates a traditional positioning of gendered management along the lines of rationality vs care, and a third positioning in which the ideal of the "good manager" has both competencies.


Originality/value
– The authors designed an alternative research strategy focused on how gender and management are discursively constructed within a context of economic crisis that affects management reputation. Particularly, the authors discuss the surprising results concerning how the written stories evaluating male CEOs distrusted the masculine way of managing and positioned the female managing style within a trustworthy context.

Negli ultimi anni si č assistito ad una crescente precarizzazione dell'esperienza lavorativa degli individui. Si tratta di un fenomeno che ha significative implicazioni di genere, sia per quanto riguarda i vissuti di lavoro, che le rappresentazioni sociali. Sebbene le dinamiche che innescano discriminazioni di genere siano state ampiamente esplorate nell'analisi dei percorsi professionali di uomini e donne, la diffusione del lavoro atipico ne ha accentuato alcune caratteristiche, talvolta in maniera persino paradossale. In questo contributo l'attenzione sarŕ rivolta in modo specifico al contesto italiano, in cui la diffusione dei contratti di lavoro a termine non sembra aver raggiunto gli obiettivi dichiarati, vale a dire l'aumento dei tassi di occupazione di giovani e donne. In particolare adotteremo una prospettiva analitica che guardi alle differenze di genere tra chi esperisce situazioni di incertezza lavorativa. Verranno infine discusse eventuali politiche a sostegno del lavoro atipico, nella prospettiva di un maggior equilibrio di genere nei percorsi professionali.

This article focuses on the practices of resistance and hegemony that oppose change in gender cultures in organizations. It suggests that analysis of the narratives produced by organizational actors is a fruitful method with which to deal with issues of this kind. In particular, the analysis concentrates on how resistance and hegemony practices may affect the implementation of changes promoted at a normative level — as in the case of the Italian law that has extended the right to take parental leave for childcare to men as well, in opposition to the dominant cultural models of gender. The analysis of the experiences reported by men belonging to different organizations, and having in common the use of parental leave to spend time with their children, allows us to reflect upon the fact that the symbolic orders of gender in organizations cannot be challenged at a normative level if the change does not affect the organizational culture, becoming embedded in everyday organizational practices.

L'introduzione dei contratti di lavoro a termine non sembra aver raggiunto in Italia gli obiettivi dichiarati, in particolare per quanto riguarda l'aumento dei tassi di occupazione di giovani e donne. A partire da tale constatazione, in questo contributo viene proposta una prospettiva analitica che guardi alle differenze di genere tra i giovani che vivono situazioni di incertezza lavorativa. Dopo aver offerto una panoramica del fenomeno a livello nazionale, vengono presentati i risultati di una ricerca qualitativa in cui si è cercato di comprendere più in profonditŕ le dinamiche a cui le giovani donne sono esposte nel mercato del lavoro flessibile. Infine, a partire dagli esiti emersi, vengono discusse eventuali politiche a sostegno del lavoro atipico, nella prospettiva di un maggior equilibrio di genere nei percorsi professionali.