Diversity in the Work Force, Volume 14 (Research in the Sociology of Work) (Research in the Sociology of Work)

Increasing diversity in the workforce has several sources: (a) the changing demographic structure of the U.S., (b) the increased importance of globalization to profits and long term survival in many companies, and (c) changes in the structure of how work gets done. People bring with them into organizations the patterns of behavior and thinking, the networks, the social pressures, the habits, and strategies of action that they learned before joining the organization. Further, people are shaped by the perceptions, attitudes, and behaviors of others in regard to them. Although many organizations in the past have tried to homogenize behavior and attitudes by developing their own organizational cultures, the reality in most organizations is the existence of distinct subcultures and microcultures, as each group tries to find its own place, often in competition with others. This volume of the Sociology of Work addresses a number of issues that are brought to the fore because of diversity in the workforce: the structure, impact, and mechanisms of social networks; the policies and political dynamics around trying to redistribute benefits among social groups; issues regarding work and family, especially for professional workers in male dominated jobs; and the link between diversity in the workforce and broader issues of inequality. This set of papers address many of the emerging empirical and theoretical work in the study of diversity in the workforce and create an agenda for future work in the area. cover.jpg......Page 1 sdarticle.pdf......Page 2 sdarticle_001.pdf......Page 5 sdarticle_002.pdf......Page 7 INTRODUCTION......Page 21 DIVERSITY IN SOCIAL NETWORKS......Page 22 How Diverse are Men's and Women's Social Networks?......Page 23 Returns to Network Diversity: Consequences for Gender Inequality......Page 24 Our Sample......Page 26 Measures......Page 27 Analyses......Page 28 Gross Differences in Job Lead Quality......Page 30 Adjusted Differences in Job Lead Quality......Page 31 The Effect of Network Diversity: Sex Invariant?......Page 32 DISCUSSION AND CONCLUSION......Page 33 REFERENCES......Page 35 Descriptive Statistics for Individual-Level Variables Used in the Analysis......Page 37 INTRODUCTION......Page 38 METHODOLOGY......Page 40 THEORIZING NETWORK INCLUSION AND EXCLUSION IN ECONOMIC NICHES......Page 41 Social Network Tie Configurations: Interpersonal, Organizational, and Composite Ties......Page 42 Network Location and Transactions......Page 44 The Formation of New Social Ties and the Role of Brokers......Page 45 The Irregularity of Embeddedness......Page 48 Interpersonal Networks and Constrained Embeddedness......Page 49 Organizational Networks and Partial Embeddedness......Page 52 Composite Networks and Extreme Embeddedness......Page 56 CONCLUSIONS AND IMPLICATIONS FOR CONSTRAINED, PARTIAL, AND EXTREME EMBEDDEDNESS......Page 59 REFERENCES......Page 63 IF I KNOW IT, WILL I SHARE IT?: THE POTENTIAL EFFECTS OF GROUP COMPOSITION ON THE CREATION AND STABILITY OF ORGANIZATIONAL KNOWLEDGE......Page 65 INTRODUCTION......Page 66 SHARED INFORMATION AND ORGANIZATIONAL KNOWLEDGE......Page 67 SOCIAL NETWORK IMPLICATIONS......Page 70 GROUP DISCUSSION DYNAMICS......Page 71 GROUP COMPOSITION AND INFORMATION SHARING......Page 72 DEMOGRAPHIC DISSIMILARITY EFFECTS......Page 73 PROPOSED MODERATING FACTORS - INDIVIDUAL LEVEL......Page 76 PROPOSED MODERATING FACTORS - GROUP-LEVEL......Page 79 IMPLICATIONS FOR RESEARCH AND PRACTICE......Page 82 REFERENCES......Page 84 THE IMPACT OF SOCIAL CAPITAL ON AFRICAN-AMERICAN AND WOMEN SURVIVORS OF ORGANIZATIONAL DOWNSIZING......Page 89 STRONG AND WEAK TIES......Page 92 MINORITIES, WOMEN, AND CAREER MOBILITY THROUGH INTERPERSONAL TIES......Page 94 THE EFFECTS OF DOWNSIZING ON THE SOCIAL CAPITAL OF WOMEN AND MINORITY MANAGERS......Page 98 IMPLICATIONS AND DISCUSSION......Page 102 REFERENCES......Page 104 PREDICTING AFFIRMATIVE ACTION ATTITUDES: INTERACTIONS OF THE EFFECTS OF INDIVIDUAL DIFFERENCES WITH THE STRENGTH OF THE AFFIRMATIVE ACTION PLAN......Page 106 INTRODUCTION......Page 107 AAP Implementation in Practice......Page 108 Racial Prejudice......Page 110 Group Conflict and Self-Interest......Page 111 The Interactions of AAP Strength with Individual Difference Predictors......Page 112 Predicted Monotonic1......Page 113 Predicted Nonmonotonic Interactions (Racism, Political Ideology)......Page 114 Method......Page 115 Personal Self-Interest......Page 116 Political Orientation......Page 117 AAPs and the Dependent Variable......Page 118 Collective Self-Interest......Page 119 Political Orientation......Page 120 Tests of Hypotheses......Page 121 Theoretical Implications......Page 123 Practical Implications......Page 124 ACKNOWLEDGMENTS......Page 125 REFERENCES......Page 126 BETWEEN SOLIDARITY AND INDIVIDUALISM: COLLECTIVE EFFORTS FOR SOCIAL REFORM IN THE HETEROGENEOUS WORKPLACE......Page 130 INTRODUCTION......Page 131 THE HETEROGENEOUS WORKPLACE......Page 132 THE UNIVERSALIST-INDIVIDUALIST MODEL......Page 136 Overt Exclusionist Universalism......Page 137 The Development of Fair Representation and Covert Discrimination......Page 138 Separate Identity Caucuses and Internal Divisions......Page 140 Separatism as a Remedy for Exclusion......Page 141 Separatism as a Strategy......Page 142 The Consequences of Separatism......Page 144 The Importance of Collective Action......Page 145 Solidarity through Continuous Dialogue......Page 146 Developing Mechanisms for Non-Coercive Activism and Good Faith Solidarity......Page 148 Rotating Centers and Substantive Ideals for Social Reform......Page 149 CONCLUSION - FINDING A HOME IN THE WORKADAY WORLD......Page 152 REFERENCES......Page 158 HIERARCHY-ENHANCING VERSUS HIERARCHY-LEVELING PERSPECTIVES IN ORGANIZATIONS: VALUING VALUE DIVERSITY IN THE NEW ECONOMY......Page 164 THE LATENT POLITICS OF HIERARCHY......Page 167 INNOVATIONIST AND TRADITIONALIST VALUES AS BELIEF SYSTEMS THAT CUT ACROSS GROUP INTERESTS......Page 169 VALUING VALUE DIVERSITY......Page 173 A MODEL OF HOW GROUP-SPLITTING POLITICS COUNTERS EXPLOITATION......Page 175 AMBIGUITY AS TO WHAT IS INNOVATIONIST OR TRADITIONALIST......Page 177 REFERENCES......Page 179 "WORKING IT": WOMEN, MEN, CAREER AND FAMILY IN THE U.S. YOUNG PHYSICIAN LABOR FORCE......Page 181 THE CASE OF PHYSICIANS......Page 183 THE GENDERED PAY GAP......Page 184 WORK HOURS......Page 186 WORK-FAMILY LINKAGES......Page 187 SAMPLE & METHODS......Page 189 Income......Page 190 Practice Setting......Page 191 Mean Work Hours Differential......Page 192 ANALYSIS......Page 193 The Physician Workforce......Page 194 Cohort Comparisons......Page 200 The Case of MD2s......Page 203 CONCLUSION......Page 208 REFERENCES......Page 210 MOTHERHOOD AND CAREER COMMITMENT TO THE LEGAL PROFESSION......Page 214 DATA AND METHODS: STAGE ONE......Page 217 RESULTS FROM STAGE ONE......Page 218 Mothers' Violation of Time Norms and Expectations......Page 219 Mothers' Violation of Career Norms and Expectations......Page 221 Working in Family-Friendly Jobs in Law......Page 222 DATA AND METHODS: STAGE TWO......Page 224 RESULTS FROM STAGE TWO......Page 230 DISCUSSION AND CONCLUSIONS......Page 232 ACKNOWLEDGMENTS......Page 238 REFERENCES......Page 239 THE MARRIAGE ADVANTAGE FOR MEN IN SCIENCE AND ENGINEERING ORGANIZATIONS......Page 242 MARRIED MEN'S ADVANTAGE IN THE LABOR MARKET......Page 244 Basic Research......Page 246 External Contracting......Page 248 Teamwork......Page 249 FAVORABLE WORK CONTEXTS......Page 250 Technical Diversity......Page 251 PERFORMANCE IN RESEARCH AND DEVELOPMENT......Page 252 The Measure of Promotability......Page 254 Corporate Funding......Page 255 Control Variables......Page 256 DISCUSSION, LIMITATIONS, CONCLUSION......Page 258 REFERENCES......Page 265 Work Preferences......Page 269 Organizational Characteristics......Page 270 UNDERSTANDING THE EFFECTS OF WORKFORCE DIVERSITY ON EMPLOYMENT OUTCOMES: A MULTIDISCIPLINARY AND COMPREHENSIVE FRAMEWORK......Page 271 INTRODUCTION......Page 272 THE STRUCTURE OF INEQUALITY......Page 273 Power and Stratification......Page 274 Social Closure and Opportunity Hoarding......Page 276 Exploitation......Page 278 Status Effects and Interactional Processes......Page 282 Composition and the Effects of Numbers......Page 285 Everyday Inequality......Page 290 Durable Inequality......Page 291 MEASUREMENT CHALLENGES......Page 292 REFERENCES......Page 294 Workforce diversity: why, when, and how -- Corinne Post and Nancy DiTomaso Who benefits? gender differences in returns to social network diversity -- Lisa Torres and Matt L. Huffman Networks of inclusion and exclusion in the economic concentrations of Asia Indian immigrants in New York and London -- Maritsa V. Poros If I know it, will I share it?: the potential effects of group composition on the creation and stability of organizational knowledge -- Melvin L. Smith The impact of social capital on African-American and women survivors of organizational downsizing -- Rochelle Parks-Yancy Predicting affirmative action attitudes: interactions of the effects of individual differences with the strength of the affirmative action plan -- David A. Kravitz and Stephen L. Klineberg Between solidarity and individualism: collective efforts for social reform in the heterogenous workplace -- Orly Lobel Hierarchy-enhancing versus hierarchy-leveling perspectives in organizations: valuing value diversity in the new economy -- Wayne Eastman Women, men, career and family in the U.S. young physician labor force -- Susan W. Hinze Motherhood and career commitment to the legal profession -- Jean E. Wallace The marriage advantage for men in science and engineering organizations -- Corinne Post, George F. Farris and Rene Cordero Understanding the effects of workforce diversity on employment outcomes: a multidisciplinary and comprehensive framework-- Sheryl Skaggs and Nancy DiTomaso. "This volume to the Sociology of Work addresses a number of issues that are brought to the fore because of diversity in the workforce: the structure, impact, and mechanisms of social networks; the policies and political dynamics around trying to redistribute benefits among social groups; issues regarding work and family, especially for professional workers in male dominated jobs; and the link between diversity in the workforce and broader issues of inequality. This set of papers address many of the emerging empirical and theoretical work in the study of diversity in the workforce and create an agenda for future work in the area."--BOOK JACKET "This volume of the Sociology and work addresses a number of issues that are brought to the fore because of diversity in the workforce: the structure, impact, and mechanisms of social networks; the policies and political dynamics around trying to redistribute benefits among social groups; issues regarding work and family, especially for professional workers in male dominated jobs; and the link between diversity in the workforce and broader issues of inequality." -- BACK COVER While social scientists have always been concerned with inequality in the labor market, the attention to "workforce diversity" emerged only when literature aimed at a management audience argued that the changing composition of the workforce portended grave consequences for employers who ignored such issues.