The mud, the blood, and the beer guys: Organizational osmosis in blue‐collar work groups

Gibson, Melissa K.; Papa, Michael J

doi:10.1080/00909880009365554

Cited by 120 publications

(122 citation statements)

References 32 publications

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“…In other words, sons are concentrated in occupations ''close'' to those of their fathers (sociological research tends to focus more on men than women). In its narrow sense, social reproduction remains prevalent in many fields such as firefighting (Myers, 2005), factory work (Gibson & Papa, 2000), and agriculture (Pitts, Fowler, Kaplan, Nussbaum, & Becker, 2009), as well as higher end credentialed occupations such as law, medicine, and politics (Laband & Lentz, 1985;Perrucci & Wysong, 2003). In its broader sense, social reproduction is evident in patterns of college success.…”

Section: Social Reproduction and Mobilitymentioning

confidence: 99%

“…Whereas white-collar work offers material and status benefits, blue-collar work can offer a host of its own unique rewards. These rewards include feelings of satisfaction that come from creating a tangible product, a strong self-identity tied to performance of physical labor, and the ability to ''clock out'' and leave work be-hind at the end of the day (Gibson & Papa, 2000;Lucas & Buzzanell, 2004;Thomas, 1989). Additionally, some blue-collar work-particularly skilled labor-rivals white-collar work in terms of material reward as it is in high demand and highly paid (e.g., welders, see Bureau of Labor Statistics, 2008).…”

Section: Social Reproduction and Mobilitymentioning

confidence: 99%

“…Family-based interactions such as dinnertime conversations (Paugh, 2005) and storytelling (Langellier & Peterson, 2006) can teach youth what kinds of work are valued, set standards for future job performance, and establish individual aspirations and expectations. Likewise, Lair's model provides for lifelong socialization, including interactions with family prior to occupational and/or organizational encounter (for an example, see Gibson & Papa, 2000).…”

Section: Family As a Key Source For Organizational Socializationmentioning

confidence: 99%

“…They determined the content of parental messages shaped the women's sex-role socialization, encouraged achievement, and set personal standards for success, all which ultimately facilitated social mobility. On the flip side, Gibson and Papa's (2000) research on socialization in a blue-collar manufacturing organization reflects family communication that influenced social reproduction. They found that employees who had family members who worked at a local manufacturing organization had an easier time assimilating into the workplace-and its masculine culture-than those employees who did not have family ties to the plant.…”

Section: Content Of Socializing Messagesmentioning

confidence: 99%

“…Instead, they are messages that add a dimension of complexity and contradiction for men. In particular, strong indirect and ambient messages about masculine work sites (Gibson & Papa, 2000) could create a set of gendered expectations that would be more difficult to fulfill in white-collar roles (see Sennett & Cobb, 1972). Further, it points to the distinct possibility that men who have achieved social mobility may have higher levels of ambivalences about class mobility than socially mobile women (Lubrano, 2004).…”

Section: A Note On Gendermentioning

confidence: 99%

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Socializing Messages in Blue-Collar Families: Communicative Pathways to Social Mobility and Reproduction

Lucas

2011

Western Journal of Communication

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This study explicitly links processes of anticipatory socialization to social mobility and reproduction. An examination of the socializing messages exchanged between blue-collar parents (n = 41) and their children (n = 25) demonstrate that family-based messages about work and career seldom occur in straightforward, unambiguous ways. Instead, messages take several paths (direct, indirect, ambient, and omission). Further, the content of messages communicated along these paths often is contradictory. That is, sons and daughters receive messages that both encourage and discourage social mobility. Ultimately, these individuals must negotiate the meanings of family-based anticipatory socialization communicated to them through a mix of messages.

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Section: Social Reproduction and Mobilitymentioning

confidence: 99%

Section: Social Reproduction and Mobilitymentioning

confidence: 99%

Section: Family As a Key Source For Organizational Socializationmentioning

confidence: 99%

Section: Content Of Socializing Messagesmentioning

confidence: 99%

Section: A Note On Gendermentioning

confidence: 99%

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Socializing Messages in Blue-Collar Families: Communicative Pathways to Social Mobility and Reproduction

Lucas

2011

Western Journal of Communication

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Socialization in Organizational Contexts

Ashforth¹,

Sluss²,

Harrison³

2008

International Review of Industrial and Organizational Psychology 2007, Volume 22

208

349

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The survival of an organization depends partly on its ongoing ability to integrate new members into the fold while simultaneously allowing if not encouraging organizational change. Organizational socialization is the process by which individuals become part of an organization's pattern of activities (Anderson, Riddle & Martin, 1999). This broad definition accommodates the impact of both the organization on the individual and the individual on the organization (the latter is often referred to as individualization or personalization), and-given that socialization is continuous-recognizes that individuals may be organizational newcomers or veterans.Why does socialization matter? First, because work contexts are complex, dynamic, designed for multiple purposes, and, for the newcomer, more or less novel, their meaning is inherently equivocal. As various perspectives (e.g., social learning theory, Bandura, 1977; social information processing theory, Salancik & Pfeffer, 1978; social comparison theory;Festinger, 1954) maintain, individuals socially construct meaning, giving particular weight to the views of credible people-in this case, veteran insiders. For example, Salzinger (1991) studied two cooperatives that specialized in domestic worker placement. In one, management regarded domestic work as stopgap work and provided no training. In the other, management regarded domestic work as a profession, provided training, and held supportive meetings where workers discussed their

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Capitalism

Carlone¹

2017

The International Encyclopedia of Organizational Communication

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Within organizational communication research and theory, capitalism most often appears either as a competitive market system or as a context of labor exploitation. Some scholarship seeks to make firms more competitive in a context of market driven, global competition. More frequently, capitalism is understood to be a context that hinders successful organizational communication by limiting full participation of a variety of people and their ideas in decision making. Recently, capitalism has gained significance because of changes in how communication participates in the production of wealth.

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The mud, the blood, and the beer guys: Organizational osmosis in blue‐collar work groups

Cited by 120 publications

References 32 publications

Socializing Messages in Blue-Collar Families: Communicative Pathways to Social Mobility and Reproduction

Socializing Messages in Blue-Collar Families: Communicative Pathways to Social Mobility and Reproduction

Socialization in Organizational Contexts

Capitalism

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