Joel R. Malin, Thomas S. Poetter, Jon Graft, Marni Durham and William T. Sprankles III
Although much can be learned from schools that regularly foster deeper learning, little research has been undertaken into how and why these schools have been effective or to…
Abstract
Purpose
Although much can be learned from schools that regularly foster deeper learning, little research has been undertaken into how and why these schools have been effective or to elucidate key leadership and cultural characteristics. Moreover, there has been limited attention toward deeper learning within schools that focus on career and technical education (CTE), a major omission given the potentially elevated potential for deeper learning in these contexts. This study aims to partially rectify these issues by examining the intersections of leadership and culture at an innovative school that has demonstrated excellence whilst providing a curriculum centered on CTE.
Design/methodology/approach
This instrumental, insider, single-case study is focused on how leadership–cultural interactions have fostered and shaped students' opportunities to experience deeper learning. The authors take the perspective that it is largely through these leadership–cultural intersections that an organization and the work that happens within it takes on a particular meaning, direction and value. This study applies ethnographic methods, drawing upon formally and informally collected data over the past three years – e.g. from field notes, from leadership meetings and site visits; focus group interviews with students, parents, teachers, partners and school leaders; and additional artifacts.
Findings
The authors detail three interrelated features at this school, noting that it is: (1) driven by moral purpose; (2) open, collaborative and trusting; and (3) ambitious and entrepreneurial. The authors explain how/why such a culture has developed and to what effects, especially in relation to facilitating deeper learning.
Originality/value
Study findings meaningfully add to the literature regarding leadership for deeper learning, broadly and in relation to career and technical education and yield recommendations for educational leaders and policymakers.
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Annie Isabel Fukushima, Kwynn Gonzalez-Pons, Lindsay Gezinski and Lauren Clark
The purpose of this study is to contribute to the social understanding of stigma as a societal and cultural barrier in the life of a survivor of human trafficking. The findings…
Abstract
Purpose
The purpose of this study is to contribute to the social understanding of stigma as a societal and cultural barrier in the life of a survivor of human trafficking. The findings illustrate several ways where stigma is internal, interpersonal and societal and impacts survivors’ lives, including the care they receive.
Design/methodology/approach
This study used qualitative methods. Data collection occurred during 2018 with efforts such as an online survey (n = 45), focus groups (two focus groups of seven participants each) and phone interviews (n = 6). This study used thematic analysis of qualitative data.
Findings
The research team found that a multiplicity of stigma occurred for the survivors of human trafficking, where stigma occurred across three levels from micro to meso to macro contexts. Using interpretive analysis, the researchers conceptualized how stigma is not singular; rather, it comprises the following: bias in access to care; barriers of shaming, shunning and othering; misidentification and mislabeling; multiple levels of furthering how survivors are deeply misunderstood and a culture of mistrust.
Research limitations/implications
While this study was conducted in a single US city, it provides an opportunity to create dialogue and appeal for more research that will contend with a lens of seeing a multiplicity of stigma regardless of the political climate of the context. It was a challenge to recruit survivors to participate in the study. However, survivor voices are present in this study and the impetus of the study’s focus was informed by survivors themselves. Finally, this study is informed by the perspectives of researchers who are not survivors; moreover, collaborating with survivor researchers at the local level was impossible because there were no known survivor researchers available to the team.
Practical implications
There are clinical responses to the narratives of stigma that impact survivors’ lives, but anti-trafficking response must move beyond individualized expectations to include macro responses that diminish multiple stigmas. The multiplicity in stigmas has meant that, in practice, survivors are invisible at all levels of response from micro, meso to macro contexts. Therefore, this study offers recommendations for how anti-trafficking responders may move beyond a culture of stigma towards a response that addresses how stigma occurs in micro, meso and macro contexts.
Social implications
The social implications of examining stigma as a multiplicity is central to addressing how stigma continues to be an unresolved issue in anti-trafficking response. Advancing the dynamic needs of survivors both in policy and practice necessitates responding to the multiple and overlapping forms of stigma they face in enduring and exiting exploitative conditions, accessing services and integrating back into the community.
Originality/value
This study offers original analysis of how stigma manifested for the survivors of human trafficking. Building on this dynamic genealogy of scholarship on stigma, this study offers a theory to conceptualize how survivors of human trafficking experience stigma: a multiplicity of stigma. A multiplicity of stigma extends existing research on stigma and human trafficking as occurring across three levels from micro, meso to macro contexts and creating a system of oppression. Stigma cannot be reduced to a singular form; therefore, this study argues that survivors cannot be understood as experiencing a singular form of stigma.
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Ronald J. Burke and Stig Berge Matthiesen
Although workaholism in organizations has received considerable popular attention, our understanding of it based on research evidence is limited. This results from the absence of…
Abstract
Purpose
Although workaholism in organizations has received considerable popular attention, our understanding of it based on research evidence is limited. This results from the absence of both suitable definitions and measures of the concept. The purpose of this paper is to examine gender differences in three workaholism components, workaholic job behaviors and work and well‐being outcomes among Norwegian journalists.
Design/methodology/approach
Data are collected from 211 journalists (138 males and 68 females) using anonymously completed questionnaires, with a 43 percent response rate.
Findings
Females and males are found to differ on some personal and situational demographic characteristics, and on one of three workaholism components (feeling driven to work, females scoring higher). Females however report higher levels of particular outcomes (e.g. negative affect, exhaustion) and less professional efficacy, likely to be associated with lower levels of satisfaction and well‐being. Females and males score similarly on the experience of flow at work and absenteeism.
Research limitations
All data are collected using self report questionnaires. It is not clear the extent to which these findings would generalize to men and women in other occupations.
Originality/value
This study adds to the small but growing literature on flow and optimal experience in organizations.
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Raphael Snir and Itzhak Harpaz
Following Snir and Zohar workaholism was defined as the individual's steady and considerable allocation of time to work‐related activities and thoughts, which does not derive from…
Abstract
Following Snir and Zohar workaholism was defined as the individual's steady and considerable allocation of time to work‐related activities and thoughts, which does not derive from external necessities. It was measured as time invested in work, with consideration of the financial needs for this investment. The effects of attitudinal and demographic variables on workaholism were examined through a representative sample of the Israeli labor force (n=942). Using independent‐samples t tests, the following findings were revealed: respondents with a high level of occupational satisfaction worked more hours per week than those with a low level of occupational satisfaction. The same can be stated of self‐employed versus salaried workers. On the other hand, people with a high level of family centrality worked few hours per week than those with a low level of family centrality. The same was revealed with people who defined an activity as work if “you do it at a certain time,” compared with those who did not define it thus. No significant difference in weekly work hours was found between respondents with a high level of leisure centrality and those with a low level of leisure centrality. A one‐way ANOVA revealed a significant effect for religiosity: secular people worked more hours per week than non‐secular people (religious and those with a loose contact with religion).
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Ronald J. Burke, Zena Burgess and Barry Fallon
The purpose of this study is to examine potential consequences of workaholism among 98 women business graduates in early careers. It replicates earlier work based primarily on men.
Abstract
Purpose
The purpose of this study is to examine potential consequences of workaholism among 98 women business graduates in early careers. It replicates earlier work based primarily on men.
Design/methodology/approach
Data were collected from women business graduates of a single Australian university using anonymously completed questionnaires. Three workaholism components identified by Spence and Robbins were included: work involvement, feeling driven to work due to inner pressures and work enjoyment. Consequences included several validating job behaviors such as perfectionism and non‐delegation, work and extra‐work satisfactions and indicators of psychological well‐being.
Findings
Workaholism components generally had significant relationships with the validating job behaviors, work outcomes and indicators of psychological well‐being but not with extra‐work satisfactions. These findings provided a partial replications of previous conclusions based on primarily male samples.
Research limitations/implications
These include the small sample size, limits to generalizability of conclusions based on one Australian university, and data collection at only one point in time.
Originality/value
Previous workaholism research was based on North American men. This study extends this work to women in other countries.
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Ronald J. Burke, Mustafa Koyuncu and Lisa Fiksenbaum
The purpose of this paper is to examine potential antecedents of workaholism components identified in previous research and the relationship of these components to work and…
Abstract
Purpose
The purpose of this paper is to examine potential antecedents of workaholism components identified in previous research and the relationship of these components to work and extra‐work satisfactions and psychological well‐being among professors in Turkey. It attempts to replicate previous research conducted in North America.
Design/methodology/approach
Data were collected from 406 professors using a web‐based questionnaire. Three workaholism components were considered: work involvement, feeling driven to work because of inner needs, and work enjoyment.
Findings
It was found that the three workaholism components were unrelated to three blocks of antecedent predictor variables. Both feeling driven to work and work enjoyment generally predicted validating job behaviors while work enjoyment predicted work and extra‐work satisfactions and psychological well‐being. These findings provide a partial replication of previous North American results, suggesting the need to consider both country and cultural factors in future workaholism research.
Research limitations/implications
All data were collected using self‐report questionnaires, raising the possibility of response set tendencies. In addition, all data were collected at one point in time, making it difficult to determine causality.
Practical implications
Work enjoyment emerged as a strong and consistent predictor of most work and well‐being outcomes. Organizations are encouraged to increase satisfaction levels in efforts to attain productive and healthy people.
Originality/value
This paper replicates previous workaholism research carried out in North America in Turkey, a secular Muslim country. The importance of considering country culture and values is highlighted.
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Ronald J. Burke, Fay Oberklaid and Zena Burgess
This research considered potential antecedents and consequences of workaholism in a sample of 324 female Australian psychologists. Three workaholism types were compared based on…
Abstract
This research considered potential antecedents and consequences of workaholism in a sample of 324 female Australian psychologists. Three workaholism types were compared based on measures developed by Spence and Robbins. Data were collected using self‐report questionnaires completed anonymously. Antecedents included personal and work situation characteristics, a measure of personal beliefs and fears and a measure of organizational values supporting work‐personal life imbalance. Consequences included measures of validating job behaviors, work outcomes, psychological health and extra‐work satisfactions. The three workaholism types differed in personal beliefs and fears, work addicts (WAs) scoring higher than work enthusiasts (WEs). WAs indicated less job and career satisfaction than both WEs and enthusiastic addicts (EAs) and lower future career prospects than did EAs. WAs also reported lower emotional health than did WEs. The workaholism types were similar on extra work satisfactions. Each workaholism type also worked similar hours per week as well. These findings validate previous conclusions indicating similar findings for both men and women.
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Ronald J. Burke and Graeme MacDermid
Although workaholism in organizations has received considerable attention in the popular press, our understanding of it based on research evidence is quite limited. This study…
Abstract
Although workaholism in organizations has received considerable attention in the popular press, our understanding of it based on research evidence is quite limited. This study, using measures developed by Spence and Robbins (1992), examined the relationship of workaholism type to indicators of job and career success. Data were collected from 530 male and female managers and professionals using anonymous questionnaires. The results indicated a negative relationship between workaholism and job and career satisfaction and career prospects and a positive relationship with quit intentions.
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This study examined organizational culture preferences and workaholism components. Previous cross‐sectional research has shown that workaholics describe their organizations as…
Abstract
This study examined organizational culture preferences and workaholism components. Previous cross‐sectional research has shown that workaholics describe their organizations as more demanding work environments. What is not clear is whether workaholics prefer such workplaces. Data were collected from 181 undergraduate business students using anonymous questionnaires. Comparisons of various workaholic and nonworkaholic types showed that enthusiastic addicts generally had stronger organizational culture preferences than did other workaholic and non‐workaholic types on several culture measures. Results of hierarchical regression analyses indicated that students scoring higher on feeling driven to work had stronger organizational culture preferences in general.
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Examines potential individual difference and work culture correlates of workaholism in organizational settings. Data were collected from 251 women MBA graduates in managerial and…
Abstract
Examines potential individual difference and work culture correlates of workaholism in organizational settings. Data were collected from 251 women MBA graduates in managerial and professional roles using anonymous questionnaires. Workaholism types were determined using measures developed by Spence and Robbins. Three personal beliefs and fears identified by Price in her cognitive social learning model of Type A behavior were assessed along with organizational values supporting work‐personal life balance. Significant workaholism type effects were present in both individual difference and work culture measures.