Social Class and Work: A Review and Organizing Framework

Abstract

Over the past decade, the topic of social class in organizations has enjoyed unexpected growth. However, management researchers lack an in-depth understanding of what we know (and do not know) about the role of social class in organizations. This lack of understanding is exacerbated by the fragmentation of extant research across disciplinary and paradigmatic lines. Accordingly, in this paper, we review over 400 quantitative, qualitative, and conceptual articles and offer an in-depth look at the current state of literature on social class and work. Specifically, we introduce a framework for organizing extant social class research and draw attention to the institutionalization of social class distinctions in organizations. We also identify opportunities for scholars to engage understudied areas and to connect across paradigms. Overall, we hope to fuel future research and further organizational scholars’ understanding of this complex yet impactful phenomenon.

Believe to achieve? Understanding how social class background impacts the effects of achievement striving on propensity to negotiate

“…Interestingly, although theory suggests that SCB and achievement striving would be negatively related due to factors such as discrimination, lower expectations from others, values and preferences at odds with the pursuit for individual achievement, and lack of control over outcomes (Kish-Gephart et al. , 2022; Laurin et al.…”

“…A final intriguing area of future research involves the extent to which differences in negotiating parties' SCBs impact the negotiation process and outcomes. Research suggests that cross-class interactions are uncomfortable, regardless of whether one is the relatively “higher” or “lower” social class party (Kish-Gephart et al. , 2022).…”

“…Research further indicates that those from lower SCBs face pervasive stereotypes and discrimination, as they are expected to amount to less and are judged as less competent compared to individuals from middle or upper social classes (Piff et al, 2018). Such stereotypes extend to the workplace, as lower-social class job applicants receive fewer call backs and are less likely to be considered for leadership or professional positions (Kish-Gephart et al, 2022). Beyond these stereotypes, behaviors associated with achievement or career success in organizations, such as voluntary learning to keep skills up to date, political behavior, and personal initiative run counter to the norms, values, and habits typical of lower-social class cultures (Pitesa and Pillutla, 2019).…”

“…, 2019). Here, perceptions stem from status symbols that invoke awareness of class differences such as tastes, clothing, language, and mannerisms associated with specific class contexts (Kish-Gephart et al. , 2022).…”

“…, 2018). Such stereotypes extend to the workplace, as lower-social class job applicants receive fewer call backs and are less likely to be considered for leadership or professional positions (Kish-Gephart et al. , 2022).…”