Within gender studies, research and theorizing have used archetypal ‘masculine’ occupations to explore how masculinity is accomplished and practised in social interaction. In contrast, little work has explored how masculinity is constructed in the voluntary sector. In this paper, we address this gap by exploring how masculinity is constructed and experienced by women volunteers who are active firefighters in rural and regional Victoria. Firefighting is widely recognized as a non‐traditional occupation for women and they are underrepresented as volunteers as well as paid employees. We explore masculinity from the perspective of women volunteers because this can enhance our understanding of masculinity as a relational achievement as well as help to identify practices that they experience as problematic. Our research shows how voluntary work can afford a distinct range of resources for the ‘doing’ of gender and how this reflects the specific organizational and geographical contexts in which such volunteering occurs.
where she teaches Strategic Management and Organization Change and Development.With a background in trade unions and education, her academic interests include qualitative research methods, trade unions, union strategy and behaviour, union values, organizing approaches and mobilization, union renewal, changes to work and work intensification. She is currently involved in collaborative research which examines the organizing methods of home-based workers in the informal sector.
homework, informal employment, corporate social responsibility, ethical networks, supply chains,
This paper re-examines the concept of work-family balance by analyzing qualitative data from interviews conducted with Australian senior female staff and managers at a major metropolitan bank and a large, regional hospital. Extant research suggests that managers and staff in senior roles, who have greater autonomy and discretion than other employees, are better able to balance their work and family demands. This paper finds evidence for work-family conflict among participants, who perceive they have “no balance” and must make many personal sacrifices to meet the conflicting demands of work and family. Our findings are confronted with the greedy institutions framework which provides a suitable metaphor to understand the role of organizations in supporting the dual demands of work-family.Deux variables clef ressortent au moment où il devient urgent d’arriver à un équilibre entre le domaine du travail et celui de la famille. Au premier rang de ces variables se situe les rôles changeants exercés par les femmes. Leur passage du domaine privé au domaine public a remis en cause les notions traditionnelles du lieu des responsabilités à l’endroit de l’éducation des enfants et de l’attention à accorder aux membres de la famille et de la communauté (Chhachhi et Pittin, 1996).Depuis les années 1980, la nature du travail s’est modifiée avec la déréglementation des marchés du travail (Beynon et al., 2002), la mondialisation et l’accroissement des pressions sur les entreprises d’affaires vers des coûts d’opérations plus bas et une bonification des marges de profits (Rapport et Bailey, 1998). Ces phénomènes se sont traduits par l’augmentation des heures de travail chez les salariés et par une tendance accrue vers l’intensification du travail (Appelbaum et al., 2000)L’entrée massive des femmes sur le marché du travail, des heures de travail plus longues et une intensification du travail ont contribué à réduire le temps consacré à la famille, au loisir et à la communauté (Pocock, 2003, 2005). Les publications sur le sujet s’interrogent sur l’effort que les employeurs s’apprêtent à faire en vue de contribuer à l’équilibre travail-famille (De Bruin et Dupuis, 2004; Greenblatt, 2002).L’équilibre travail-famille peut être atteint par l’effectif senior et par les dirigeants qui possèdent plus d’autonomie, de discrétion et un accès plus large aux ressources qui facilitent un équilibre travail-famille (Whitehouse, Baird et Hoskin, 2007). Ce point a peu fait l’objet de recherche et le but de cet essai consiste à réévaluer d’une manière critique la notion d’équilibre travail-famille à la lumière de données recueillies auprès de 14 personnes de l’effectif senior et de dirigeants dans le contexte australien. Nous avons obtenu nos données d’une banque multinationale et d’un hôpital du secteur public en vue de mieux saisir les défis spécifiques et les réactions dans les domaines de la famille et du travail. Nous confrontons nos conclusions avec la théorie des organisations cupides afin de comprendre le rôle des entreprises dans l’établissement...
This article explores and applies Kalleberg’s concept and dimensions of precarious work in relation to garment homework in Argentina. Although precarious work exists across formal and informal employment, its nature and dimensions are most commonly researched in relation to formal work in developed economies where the loss of standard conditions can be documented. Similarly, homework is most usually discussed as a category of informal work, in the context of developing countries, within which precariousness is one among numerous aspects of adverse job quality. Applying the concept of precariousness enables homework to be assessed systematically against specific labour standards, yielding a more powerful analysis than reference to a general deficit. This may increase our understanding of homework especially with regard to addressing labour standards.
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