“Leave Your Emotions at Home”: Bereavement, Organizational Space, and Professional Identity

The C.A.R.E. model of employee bereavement support.

“…The dearth of empirical research on grief in the workplace, coupled with the reality that almost all workers will face bereavement at some point in their careers, suggests that much more research is needed on how workplaces can support employees who are grieving. Little is known about the prevalence and nature of bereavement in the workforce, as evidence from this and other studies suggest that bereavement leave may sometimes be taken informally (and thus go unreported; Wilson et al, 2019) or not at all and that when bereavement leave policies are unclear, they often lead to less bereavement leave time taken and to inconsistency in policy implementation (Bauer & Murray, 2018; McGuinness, 2009; Moss, 2017; Wilson et al, 2019). This study helps to fill a gap in the literature by examining how employees can be supported in return to work following loss (Gibson et al, 2010; Wilson et al, 2019), but only serves as a starting point on which future research can be pursued.…”

“Resisting social identity threat and maintaining resilience”: A qualitative study of Chinese parents following the loss of an only child.

“…In addition to social policy, these bereaved parents comfort each other and assume a new social identity out of their group ownership and support, which is similar to the behavior of other traumatized people (Gelech & Desjardins, 2011; Naughton, O’Donnell, & Muldoon, 2015). As a qualitative study, we could not quantify the length of the process of identification construction because this is so different from person to person (Bauer & Murray, 2018; Zheng & Lawson, 2015). However, theme 1 illustrated a common trail of identification construction, which was subsequently from the personal level to the group level.…”

“…Therefore, it was hard for the participants to abandon their role as a parent. In addition to self-identity reconstruction, parents who lose their only child in China also assume a new social identity, which is quite different from that of bereaved parents in other contexts who only change their self-identity (Bauer & Murray, 2018). One origin of this special social identity is a social policy with a wide influence that spanned over 3 decades across the country, which formulated a new social identity.…”

Are workspaces gender neutral? A literature review and a research agenda

“…Also, although open-plan offices reduce spatially visible gender disparities (Kelan, 2018), such differences do persist in how women live and conceive the space (Roderick, 2016;Zhang & Spicer, 2014). On the one side, in open-plan spaces, women perceive themselves as extremely visible to a persistent "male gaze" (Hirst & Schwabenland, 2018, p. 170); therefore, they engage in a continuous regulation of their attitudes and their appearance (Wasserman, 2012;Wasserman & Frenkel, 2015;Morrison & Smollan, 2020;Bauer & Murray, 2018). On the other side, in open-plan offices, women -in the clerical staff -might perceive themselves as invisible because when working in neutral and repetitive designed open-plan offices, "they are expected not to hear conversations taking place around them that overlook their presence" (Wasserman, 2012, p. 16) Within this stream of research, Bodin Danielsson et al (2013) Finally, open-plan offices also affect workers' health, especially in the case of women.…”

“…Overall, women are more satisfied than men with support spaces in the workplace (Bodin Danielsson & Theorell, 2019). Bauer and Murray (2018) note that such areas serve as restorative spaces where women may have friendly conversations about their private life, avoiding that those conversations, which are perceived as inappropriate in a professional realm, happen in the efficient, masculine, and ideal office space.…”