Index
Professional Work: Knowledge, Power and Social Inequalities
ISBN: 978-1-80043-211-6, eISBN: 978-1-80043-210-9
ISSN: 0277-2833
Publication date: 15 October 2020
This content is currently only available as a PDF
Citation
(2020), "Index", Gorman, E.H. and Vallas, S.P. (Ed.) Professional Work: Knowledge, Power and Social Inequalities (Research in the Sociology of Work, Vol. 34), Emerald Publishing Limited, Leeds, pp. 249-253. https://doi.org/10.1108/S0277-283320200000034015
Publisher
:Emerald Publishing Limited
Copyright © 2020 Emerald Publishing Limited
INDEX
Note: Page numbers followed by “n” indicate end notes.
Advice, Information, and Referral (AIR)
, 41
Advisory jurisdiction
, 153
African-Americans
, 125, 129–130
American Evaluation Association (AEA)
, 183
American professional workers
, 35
Amicable relations with management
, 232, 237
Articulation work
, 12, 14
Asian Advantage mechanisms
, 86
average racial differences in elite educational credentials
, 90–91
average racial differences in referrals
, 91–92
differential treatment by employers
, 92–93
at InGen by hiring stage
, 97–98
parallel mechanisms
, 90–93
Asian-Americans
, 125, 129–130
Assignment rotation systems
, 122–123
Autonomy
, 3, 12
place of work in professional experiences of
, 16–17
Blacks
, 89–93
Bureaucratic control
, 224
Capital-labor accord
, 222
‘Change-score’ model
, 140n13
Chemistry game
, 40, 54
Class
, 212–215
Client capture
, 171–173
evidence
, 176–179
navigating
, 179–188
Clients, impurity in
, 150, 154–158
Collaboration
, 13, 15
College-educated professionals
, 39
Commitment to organisational goals
, 232
Consent-oriented controls
, 222–223
Contested terrain
, 225
Contingency search firms
, 88, 92
Controls
, 230
forms of
, 240
Coordination
, 15
Coproduction
, 156
Corporate
accountancy
, 173
bankruptcy
, 153
clients
, 155
Covert effort restriction
, 234, 238
Craft production
, 234
Cross-national
comparison
, 34, 36
differences in networking experiences
, 49–53
similarities in networking experiences
, 44–49
Cultural differences
, 55
‘Cultural machinery’ of professional work
, 149
Danish labour market
, 37
De-commodification
, 36
Decision-making, workers’ involvement in
, 227, 234, 238
Declining profit rates
, 222
Democratisation
, 161–162
Demographic characteristics
, 231
Dependent variables
, 233–234
Digital technologies
, 2–3
Direct supervision
, 225
Dirty work
, 147
Discretion-limiting controls
, 223
Discretionary work effort
, 232
supervision
, 238
Dissatisfaction
, 226
Divorce lawyers
, 154
Early responsibility policies
, 121–122
Economic
capital
, 204
recession
, 222
Education
, 86–93
attribution of racial differences in callbacks to racial differences in
, 101–103
establishing racial differences in
, 98–101
Effective formal mentoring
, 121
Elite professional firms
, 116
cultivating competence in professional firms
, 118–119
data and methods
, 124–130
developmental initiatives and minority success
, 119–123
findings
, 130–136
length of partnership track
, 124
Elite(s)
, 196
average racial differences in elite educational credentials
, 86–87, 90–91
unpaid labour
, 198–199
women’s labour
, 201–202
women’s unpaid labour
, 195
Emotional labour
, 5, 34, 56n1, 174–175, 185–187
Employee referrals
, 90–91
Employers
, 222–225, 241
Employment practices
, 117, 119
Equal employment opportunity policy
, 128
Ethics
, 158
Evaluation
, 170
client capture
, 172–173
data and methods
, 175–176
and knowledge work
, 173–174, 187–188
negotiating power and inequality at work
, 174–175
results
, 176–188
Evaluative thinking
, 170
Evaluators
, 170, 176, 184
positionality and practices
, 171
Experimental
design
, 54
study
, 53–54
Expert knowledge
, 3
Expertise
, 1–3, 5, 148
impurity in
, 150–152
Facilitative supervision
, 225
Financialisation
, 222
Firms
, 222, 241
‘First-level’ articulation work
, 14
Food shopping
, 214
Fordist production methods
, 224
Formal knowledge
, 151
Formal mentoring programmes
, 121–122, 138
Formal training programmes
, 122–123, 138
‘Fractional logit’ method
, 130
Frustrated scholars
, 68
Functional flexibility
, 225
Gender
, 212–215
Gendered expertise
, 152
Giant Public University (GPU)
, 63
Globalisation
, 222
Healthcare providers
, 26
High-status professionals
, 148
Higher education
, 62
Hiring screening
, 86–93
Homosocial reproduction
, 87
Human capital, investment in
, 226, 234, 238
‘Husbands’ recognition of work and worth
, 210–212
In-house counsel
, 160
Income
, 60–61
in household
, 65–67
primary income
, 66–67
secondary income
, 65–66
and social status of professions
, 4
Independent variables
, 233–234
InGen
, 93–97
Insecurity
, 228
Institute of Medicine’s report
, 12
Integrative Graduate Education and Research Traineeship programme (IGERT programme)
, 175
Intellectual jurisdiction
, 153
Internal labour markets (ILMs)
, 224, 226
Interstitial fields
, 153
Intraprofessional status
, 149
Intrinsic rewards
, 232, 237
Investment in human capital
, 226, 234, 238
Job insecurity
, 223–225, 227–229, 239–240
Job satisfaction
among non-standard professional workers
, 61–63
importance of pathway to position
, 67–68
income in household
, 65–67
methods
, 63–65
of nonstandard professional workers
, 60
of NTT faculty
, 61
privileged frustrated scholars
, 72–73
privileged teachers
, 69–72
struggling frustrated scholars
, 75–76
struggling teachers
, 73–75
typology of NTT Faculty
, 68–69
university-level descriptive statistics
, 64
Job searching
, 34, 36, 38–39, 53
Jobseekers training to network in United States and Denmark
, 40–44
Jurisdictions, impurity in
, 150, 152–154
Justice
, 227
Knowledge
, 2
work
, 173–174, 187–188
Labor of lifestyle
, 197, 203
Labour process
, 223–227, 235–239
Latinxs
, 89–93, 125, 129–130
Law firms
, 116, 118, 123–125
Lawyers
, 116, 123, 125, 128
Layoffs
, 223, 234–235, 239
Legal jurisdictions
, 154
Legitimacy
, 227
Locum tenens physicians
, 62
Manufacturing discontent
analytic strategy
, 235
current study
, 229–230
data
, 230–231
job insecurity
, 223–225, 227–229, 239–240
labour process
, 223–227, 235–239
measurement
, 232–235
unstandardised coefficients from regression models
, 236
variables, scale components, codes, and descriptive information
, 233
worker orientations
, 225–229
workplace behaviour
, 225–229
Marginal expertise
, 151
Marxist-feminist approaches
, 196–198
‘Meritocratic’ elites
, 202–205
Minority recruitment practices
, 128
Moral entrepreneur
, 155
Multidisciplinary practice (MDP)
, 151
National Association for Law Placement (NALP)
, 124–125
National Research Training grants (NRT grants)
, 171, 175–176
National Science Foundation (NSF)
, 171
Neo-natal intensive care unit (NICU)
, 5, 13, 18–19, 28
Networking
, 33
cross-national differences in networking experiences
, 49–53
cross-national similarities in networking experiences
, 44–49
experiences
, 35
methodology and sample
, 38–40
strategic comparison of United States and Denmark
, 36–38
training jobseekers to network in United States and Denmark
, 40–44
Non-tenure-track positions (NTT positions)
, 60
typology of NTT Faculty
, 68–69
Nonprofessional issues
, 154
Nonstandard
job satisfaction among non-standard professional workers
, 61–63
nonprofessional jobs
, 60
work arrangements
, 60
Numeric flexibility
, 225
Nurse practitioners (NPs)
, 19, 23–25
OLS regression
, 235
On-line distance learning
, 4
Opt-out revolution
, 196
Organisational/organisations
behaviour
, 119
change
, 13, 16, 18
employment practices
, 138
impurity in
, 150, 158–160
restructuring
, 18
sociology
, 119
Parsonian ‘client-type thesis’
, 149
Particularistic manipulation hypothesis
, 90
Partners
, 120
Partnership track length
, 127
Physician-patient partnership
, 12
Physicians
, 25–26
Political mobilisation
, 162
Politics, impurity in
, 150, 160–162
Primary income
, 66–67
Principal Investigators (PIs)
, 171, 182
Privileged frustrated scholars
, 72–73
Privileged teachers
, 69–72
Process of coordination
, 13
Professional autonomy
, 12, 17, 27, 28n1
Professional engagement in articulation work
, 13
data and methods
, 18–20
findings
, 20–26
place of work in professional experiences of autonomy
, 16–17
Professional ethics
, 149
Professional expertise
, 150, 183–185
Professional firms
, 123–124
cultivating competence in
, 118–119
Professional impurities
in clients
, 154–158
in expertise
, 150–152
in jurisdictions
, 152–154
in organisations
, 158–160
in politics
, 160–162
from purity to impurities
, 148–150
Professional jurisdictions
, 154
Professional knowledge
, 2
Professional nonstandard jobs
, 61
Professional occupations
, 6
Professional purity
, 28–29n2
thesis
, 148–149, 156
Professional regression
, 148
Professional service firms
, 138
Professional work
, 79
structural and institutional changes in
, 2–5
‘Professional’ women at home
, 199–201
Professionalisation
, 149
Professionalism
, 148, 150
Professionals
, 147, 172
Professions
, 148, 171–173, 175
Project-term contracts
, 180
Psychiatrists
, 153
Psychiatry
, 153
Public Flagship University (PFU)
, 63
Public service orientation
, 4
Purity
, 148–149
impurity in
, 150
Queuing theory
, 128
Race
, 117, 123
Racial and ethnic inequality
, 84
Rationing services
, 179–181
Reciprocity
, 227
Referrals
, 86
attribution of racial differences in callbacks to racial differences in
, 101–103
average racial differences in
, 87–88, 91–92
establishing racial differences in
, 98–101
Registered nurses (RN)
, 20–23
Reproductive labor
, 196–198, 214
Research on labour process
, 222
Respiratory therapists (RTs)
, 19
Return on Investment (ROI)
, 181
Rules
, 226, 234–235, 240
Science/Technology/Engineering and Math (STEM)
, 181
Second-level articulation work
, 14
Secondary income
, 65–66
Seemingly unrelated estimation (SUEST)
, 97
Self-indulgence
, 208–209
Service orientation
, 1
Silicon Valley high technology companies
, 84
differences in recruiter treatment by applicant race
, 103–106
findings
, 97–106
mechanisms of White and Asian Advantage
, 86–93
research setting, data, and analytic strategy
, 93–97
Skill development
, 118
expressions of commitment to
, 123
Social class structures
, 216n8
Sociology
, 173
State mediation
, 181–183
Street-level bureaucrats
, 174
Structural shifts
, 18–19
Struggling frustrated scholars
, 75–76
Struggling teachers
, 73–75
Supervision
, 225, 234–235
Symbiotic exchange
, 156–157
Teachers
, 67–68
Technical control
, 224
Technology
, 234–235, 240
effects
, 226
Temporary employment
, 223, 234–235, 239–240
Temporary workers
, 241
Tenure-track positions
, 60
Third-level articulation work
, 14
Unemployment
, 50
Unpaid labour
, 212–215
elite
, 198–199
Marxist-feminists and reproductive labour
, 197–198
‘professional’ women at home
, 199–201
Upper-class women
, 200–201
Violations
, 157
Wage-earning status
, 63
White Advantage mechanisms
, 86
average racial differences in elite educational credentials
, 86–87
average racial differences in referrals
, 87–88
differential treatment by employers
, 89–90
at InGen by hiring stage
, 97–98
White collar
, 234
Work
avoiding self-indulgence
, 208–209
legitimating rhetorics of
, 205–209
real work
, 206–208
Worker(s)
, 222, 225, 228, 241
orientations
, 225–229
Workplace
autonomy
, 17
inequality
, 138
relationships
, 231
Workplace behaviour
, 225–229, 231
covert effort restriction
, 238
discretionary work effort supervision
, 238
- Prelims
- Introduction: Expertise and the Changing Structure of Professional Work
- Part I: Thematic Chapters
- Chapter 1: Professional Engagement in Articulation Work: Implications for Experiences of Clinical and Workplace Autonomy
- Chapter 2: The Intimate Dance of Networking: A Comparative Study of the Emotional Labor of Young American and Danish Jobseekers
- Chapter 3: Teaching on Contract: Job Satisfaction Among Non-tenure-track Faculty
- Chapter 4: Education and Referrals: Parallel Mechanisms of White and Asian Hiring Advantage in a Silicon Valley High Technology Firm
- Chapter 5: Skill Development Practices and Racial-Ethnic Diversity in Elite Professional Firms
- Chapter 6: Professional Impurities
- Chapter 7: Measured Success: Knowledge, Power, and Inequality in the Professional Work of Evaluation
- Part II: Chapters at Large
- Chapter 8: Labor, Lifestyle, and the “Ladies Who Lunch”: Work and Worth Among Elite STAY-AT-HOME Mothers
- Chapter 9: Manufacturing Discontent: The Labor Process, Job Insecurity and the Making of “Good” and “Bad” Workers
- Index