Suchergebnisse

Abstract
This study builds on the existing research in the field of interprofessional collaboration (IPC) and burnout among social workers. The authors sampled field instructors from a mid-Atlantic school of social work, comparing self-reported burnout scores among social workers on interprofessional teams with those of social workers who do not work on interprofessional teams, and completed a regression analysis of the relationship between burnout and participation in interprofessional teams, perceptions of IPC, and several individual and practice factors. Findings suggest that although members of interprofessional teams reported lower burnout scores, there was no significant relationship between working in an interprofessional team and burnout when controlling for other factors. Although the study provides an interesting first look at burnout among social workers in interprofessional teams, further research with a larger, more representative sample is needed.

What can access to justice look like in an authoritarian setting? In Russia, the law allows ordinary citizens who do not have a legal education to act as so-called citizen legal advocates (CLAs) in both criminal cases and cases on administrative offenses (non-criminal infractions). Drawing on qualitative fieldwork among CLAs in training sessions and in court, we show that lay people can enhance access to justice by impacting defendants' experiences of the legal process itself despite the likely negative legal outcome. Through their multiple roles from legal advisors and coaches to guardians of prisoner welfare, we demonstrate the ways that lay people can contribute to access to justice at every stage of a defendant's journey through the system. Examining the case of lay lawyering in a repressive setting enables us to elicit and zoom in on practices—often obscured in the existing outcome-oriented scholarship—that are meaningful for access to justice in courts and prisons across the democratic/authoritarian divide.

Misogyny is a significant but unspoken presence in organization studies, in terms of people's experiences of work and as a theorized concept. In this essay we argue that our community should dare to name misogyny for its unique insight into the enduring patriarchal power relations that condition so many organizations and so much of our organization theory. We develop this argument in two ways: first, we suggest that misogyny provides a unique descriptive linguistic label for experiences of gendered hatred, violence and social policing; and second, a philosophical understanding of misogyny enables analysis and understanding of, as well as challenges to, the physical or symbolic violence that many experience in and around organizations as sites for the reproduction of patriarchy. Drawing on recent developments in feminist analytic philosophy, we follow the movement away from understanding misogyny-as-individual-emotion to misogyny-as-affective-practice. This allows us to frame two related concepts, organized and organizational misogyny, demonstrating the potential that misogyny brings to understanding individual experiences, collective affect and influential social forces. Despite the discomfort produced by hate-based concepts such as misogyny, we conclude that their exclusion from organization studies has two effects: the continuing reproduction of violent hostility, and acceptance of a partial account of multiple forms of oppression and inequality. Our research agenda, founded on this need for naming such experiences, the significance of affect and aggregated oppressions, demonstrates the potential contribution of misogyny to addressing these issues and finding some hope for change.

In this essay we argue that one way to combat the depressing creep of the neoliberal university is to recuperate and re-use consciousness raising (CR) in teaching, administration, research, and engagement. Consciousness-raising can be roughly characterised as first, an apprehending of one's place in a system, and second, feeling inspired to do something about that system. We propose that CR is an especially helpful way to think about our work in contexts where more structural changes to advance social justice agendas appear to have stalled, or even to have taken a step backwards. There may be potential to co-opt the increasing dominance of individualism in our worlds, by revisiting the role that individual reflection and development plays in social change, as conceptualised within CR. Through examples drawn from our own experiences, we demonstrate how CR happens in our day-to-day interactions, reigniting a sense of meaning in our working lives whilst potentially creating ripples of positive change. We thus call not just for revisiting, but also for reconceptualising and reframing CR rooted in feminist and intersectional praxis as a methodology for academic activism in the contemporary business school.

Emotional energy is key to disruptive institutional work, but we still know little about what it is, and importantly, how it is refuelled. This empirical paper presents an in-depth case study of 'No More Page 3' (#NMP3), an Internet-based feminist organization which fought for the removal of sexualized images of women from a UK newspaper. Facing online misogyny, actors engage in 'emotional energy replenishment' to sustain this disruptive institutional work amid emotional highs and lows. We introduce 'affective embodiment' – the corporeal and emotional experiences of the institution – as providing emotional energy in relation to disruptive institutional work. Affective embodiment is surfaced through alignment or misalignment with others' embodied experiences, and this mediates how actors replenish emotional energy. Alignment with others' embodied experiences, often connected to online abuse, means emotional energy is replenished through 'affective solidarity' (movement towards the collective). Misalignment, surfaced through tensions within the movement, means actors seek replenishment through 'sensory retreat' (movement away from the collective). This study contributes to theorization on institutional work and emotional energy by recentring the importance of the body alongside emotions, as well as offering important lessons for online organizing.

Gender is one of the most taken-for-granted institutions. Inequality is a common by-product of this institution and questions arise as to how such inequalities can be addressed. We uncover the cognitive and emotional processes individuals experience that enable them to begin disrupting the gender institution, within our case context of a gender equality programme in the Ghanaian cocoa value chain. We identify four elements of institutional apprehension: theorizing, auditing, relating to others and exploring difference. These processes help individuals 'see' the dimensions of the gender institution: its order's laws and rules, its organizational gender regimes, and its gendered practices in daily interactions. Furthermore, some individuals are able to appreciate the dynamic interplay between these dimensions, and the power relations that are inherent within them. We argue that this fifth element of institutional apprehension, consciousness-raising, is particularly important for achieving equality. Consciousness-raising involves connecting everyday practices with organizational and structural rules, thus making 'the personal political'. It enables individuals to reconsider the way that power plays out in relational ways within value chains, promoting variously fatalism, resistance and the possibility of more multidimensional solutions to gender inequality.

Substandard labour practices continue to be observed in global value chains (GVCs), even where there are strong legal frameworks and in those that engage with ethical accreditation schemes. We argue that this indicates a slow rate of progressive change in GVC labour governance, that is due in part to the lack of attention paid to the interplay of men, masculinities and GVC operation. We offer a reading of Jeff Hearn's 'hegemony of men' framework as a means of showing and deconstructing men's power within GVC labour standards and welfare programmes, to understand how particular forms of masculinity are reproduced to detrimental effect. Our critical review of the GVC literature emphasises the need to recognise how the social category of 'men' has both material and discursive effects on GVCs. We then present a research agenda that emphasises how an intersectional lens on the hegemony of men can surface how complexities of race, class, caste and other experiences of working in GVCs interact with dominant forms of masculinity. This would significantly enhance our understanding of how governance mechanisms might be better designed and operationalised in GVCs, for the betterment of all.