The Handbook of Feminist Research Methodologies in Management and Organization Studies focuses on the interlinkages between feminist theories, methodologies and research methods. This ground-breaking Handbook analyses classic feminist theoretical texts and their methodological implications, as well as topical approaches to management and organization studies, including postcolonial feminism, critical race theory and new feminist materialisms. The book discusses what kind of methodological and methods related concerns different theoretical approaches call forth and highlights them through empirical examples. Featuring contributions from leading scholars (...) in the field of management and organization studies, the book examines knowledge production through different theoretical perspectives, including standpoint feminism, feminist post-structuralism, postcolonial feminism, and queer analysis. Providing a critical and analytical lens through which to view traditional research practices, it offers insight into how to tackle ethical and practical issues related to feminist research. This book is a vital resource for graduate and post-graduate students in management and organization as well as gender and management. It also provides feminist scholars a comprehensive overview of the contemporary debates in the field. The book is a key resource for any student and scholar engaged in qualitative methodologies and research methods in management, and organization studies and social sciences in general. (shrink)

The analysis of video-recorded interaction consists of various professionalized ways of seeing participant behavior through multimodal, co-operative, or intercorporeal lenses. While these perspectives are often adopted simultaneously, each creates a different view of the human body and interaction. Moreover, microanalysis is often produced through local practices of sense-making that involve the researchers’ bodies. It has not been fully elaborated by previous research how adopting these different ways of seeing human behavior influences both what is seen from a video and how (...) it is seen, as well as the way the interpretation of the data ultimately unfolds in the interaction between researchers. In this article, we provide a theoretical-methodological discussion of the microanalytic research process. We explore how it differs from “seeing” affect in interaction either as a co-operative and multimodal action or as an intercorporeal experience. First, we introduce the multimodal conversation analytic, co-operative, and intercorporeal approaches to microanalysis. Second, we apply and compare these practices to a video-recorded interaction of a romantic couple. Furthermore, we examine a video-recorded episode of us, the researchers, reflecting on our analytic observations about this interaction. We suggest that adopting a multimodal and co-operative perspective constructs affect as co-produced and displayed through observable action, while an intercorporeal perspective produces affect as an embodied and experienced phenomenon. While the former enables locating affect in a specific moment and identifiable body parts, the latter facilitates recognizing the experienced side of affect. These different modes of professional vision complement one another in capturing affect in interaction while being fundamentally used in local interactions between the researchers. (shrink)

Jointly coordinated affective activities are fundamental for social relationships. This study investigates a naturally occurring interaction between two women who produced reciprocal emotional stances towards similar past experiences. Adopting a microanalytic approach, we describe how the participants re-enact their past experiences through different but aligning synchronized gestures. This embodied dialogue evolves into affective flooding, in which participants co-produce their body memories of pulling down window blinds to block out sunshine. We show how the participants live this moment intercorporeally and how (...) multiple timescales are tied together in gesture, which is both an incarnation of body history and a novel expression of it. Thus, collaborative gesturing is a resource for experiencing together emotions re-enacted from body memories. Contributing to our understanding of the intercorporeality of human action, we provide an empirical investigation into how emotions and multiple timescales are nested in cooperative gestures. Data are in Finnish with English translations. (shrink)

The present study had two major aims: first, to examine the construct validity of the Finnish 58-item Corporate Ethical Virtues scale (CEV; Kaptein in J Org Behav 29:923–947, 2008) and second, to examine whether the associations between managers’ perceptions of ethical organisational culture and their occupational well-being (emotional exhaustion and work engagement) are indirectly linked by ethical strain, i.e. the tension which arises from the difference in the ethical values of the individual and the organisation he or she works for. (...) The sample consisted of 902 managers from different organisations, in middle and upper management levels, aged 25–68 years. The results of the confirmatory factor analysis (CFA) provided support to the hypothesised eight-factor structure of the CEV scale; i.e. the scale contained the factors of clarity, congruency of supervisors, congruency of senior management, feasibility, supportability, transparency, discussability and sanctionability. In addition, it emerged from the CFAs that the high intercorrelations of these factors can be explained by the second-order factor of ethical culture. The managers’ perceptions of the ethical culture prevailing in their organisations were associated with their occupational well-being both directly (high-work engagement) and indirectly via a low level of ethical strain (low-emotional exhaustion). Thus, the findings indicated that the ethical culture of organisations plays a major role in managers’ occupational well-being. (shrink)

The aims of this study were to investigate what kinds of personal work goals managers have and whether ethical organisational culture is related to these goals. The sample consisted of 811 Finnish managers from different organisations, in middle and upper management levels, aged 25–68 years. Eight work-related goal content categories were found based on the managers self-reported goals: (1) organisational goals (35.4 %), (2) competence goals (26.1 %), (3) well-being goals (12.1 %), (4) career-ending goals (7.3 %), (5) progression goals (...) (6.8 %), (6) prestige/influence goals (4.2 %), (7) job change goals (4.2 %) and (8) employment contract goals (3.9 %). Ethical organisational culture operated as a context for personal goal setting: Those managers who evaluated their organisational culture as more ethical were more likely to report organisational goals (e.g. goals toward the success or performance of the organisation). However, if managers gave lower ratings regarding ethical culture, then they named job change and career-ending goals in more cases. Therefore, investing into ethical virtues of the organisational culture can promote managers’ personal work goals, which also benefit the organisation. (shrink)

Background: Nurses frequently face ethically demanding situations in their work, and these may lead to stress of conscience. Working life is currently accelerating and job demands are intensifying. These intensified job demands include (1) work intensification, (2) intensified job-related planning demands, (3) intensified career-related planning demands, and (4) intensified learning demands. At the same time, many healthcare organizations are implementing major organizational changes that have an influence on personnel. Aim: The aim of the study was to investigate the association between (...) intensified job demands and stress of conscience, and whether their association is moderated by organizational change experiences among nurses. Experiences of organizational change may expose employees to stress of conscience or serve as a buffer because employees appraise, involve, and cope with changes differently. Research design: Questionnaires measuring stress of conscience, intensified job demands, and organizational change experiences were completed by nurses (n = 511) in a healthcare district undergoing a major organizational change. Ethical considerations: Throughout, the study procedures were implemented according to the guidelines of the Finnish National Board on Research Integrity and the 1964 Helsinki Declaration and its later amendments. According to the Finnish regulations, because participation was voluntary, informed consent was requested, and participants were advised of their right to withdraw from the study at will. No permission from an ethics committee was necessary. Findings: Work intensification and personal worry considering organizational change were associated with more severe stress of conscience among nurses. Nurses’ experiences of managements’ competent handling of organizational change buffered the association between work intensification and stress of conscience. Conclusions: During organizational changes, management may alleviate nurses’ stress of conscience by proper communication and support procedures. (shrink)

Background Healthcare workers frequently face ethically demanding situations in their work, potentially leading to stress of conscience. Long-term work intensification (more and more effort demanded year after year), organizational change and COVID-19 may be risk factors concerning stress of conscience. Aims The main aim was to investigate the relationship between long-term work intensification and stress of conscience among the personnel in a healthcare organization. Organizational change management was considered a mediator and COVID-19-related work stress a moderator in the association between (...) work intensification and stress of conscience. Research design, participants and context A total of 211 healthcare district employees participated in a longitudinal survey using questionnaires collected in 2019 (major organizational change in the planning stage) and 2021 (organizational change completed). Ethical considerations The study was implemented according to the guidelines of the Finnish National Board on Research Integrity. The Finnish instructions were that no review by an ethics committee was necessary because participation was voluntary, informed consent was requested, participants were assured that they were free to withdraw from the longitudinal study at any time and no health data were collected. Findings Long-term work intensification was associated with more severe stress of conscience. Long-term work intensification was partially mediated through change management to stress of conscience. High COVID-19 stress strengthened the association between long-term work intensification and stress of conscience. Conclusions Long-term work intensification must be addressed to reduce stress of conscience in healthcare, otherwise the healthcare system will be vulnerable to changes and crisis. Extra resources for personnel and management should be allocated because of work intensification during organizational change and health crises like the COVID-19 pandemic to alleviate stress of conscience. (shrink)

Robots have a history of replacing human labor in undesirable, dirty, dull and dangerous tasks. With robots now emerging in academic and human-centered work, this paper aims to investigate psychological implications of robotizing desirable and socially rewarding work.,Testing the holistic stress model, this study examines educational professionals’ stress responses as mediators between robotization expectations and future optimism in life. The study uses survey data on 2,434 education professionals.,Respondents entertaining robotization expectations perceived their work to be less meaningful and reported more (...) burnout symptoms than those with no robotization expectations. Future optimism about life was not affected by robotization expectations alone, but meaninglessness and burnout symptoms mediated the relation between expectations of robotization and future optimism.,Robotization may be viewed as challenging the meaningfulness of educational work by compromising ethical values and interaction. To prevent excess stress among personnel, robotization should be planned together with employees in co-operation negotiations. This implicates the need for co-designing technological changes in organizations especially in the cases of social use of robots.,Work’s meaningfulness in robotization is a novel research topic and a step toward socially sustainable robotization. (shrink)

Previous research in the social sciences has shown that haptic interaction rituals are critical for maintaining social relationships. However, during the coronavirus pandemic, ‘social distancing’ was encouraged in order to avoid the spread of disease. Drawing on data from self-ethnography as well as publicly available resources, in this study we explore some new, locally negotiated haptic trajectories to accomplish interaction rituals in the time of coronavirus. First, we present self-ethnographic observations of distancing in face-to-face encounters from our everyday lives. Second, (...) utilizing methods of microanalysis of naturally occurring interaction, we investigate video recordings of the embodied negotiation of space and touch among politicians. We analyze three different ways in which politicians negotiate transitional moves in this haptic ritual when one party initiates a handshake: repairing, declining and apologizing. Our analysis shows that politicians adapt their entire bodies in conjunction with talk, gestures and laughter not only to accomplish the greeting but also to remedy the potentially face-threatening situation of not getting the greeting right. This research has implications for better understanding the spontaneous ability of human beings to invent new ways of engaging with each other. Moreover, it adds to our knowledge of how the materiality of human bodies can impact forms of sociality. (shrink)

Understanding the effect of stress, fatigue, and sleep deprivation on the ability to maintain an alert and attentive state in an ecologically valid setting is of importance as lapsing attention can, in many safety-critical professions, have devastating consequences. Here we studied the effect of close-quarters battle exercise combined with overnight military training with sleep deprivation on cognitive performance, namely sustained attention and response inhibition. In addition, the effect of the CQ battle and overnight training on cardiac activity [heart rate and (...) root mean square of the successive differences ] during the cognitive testing and the relationship between cardiac activity and cognitive performance were examined. Cognitive performance was measured with the psychomotor vigilance task and the sustained attention to response task. Altogether 45 conscripts participated in the study. The conscripts were divided into control and experimental groups. The CON completed the training day after a night of sleep and the EXP after the overnight military training with no sleep. Results showed that the effect of the overnight training on cognitive performance and the between-group difference in heart rate and heart rate variability depended on the cognitive test. Surprisingly, the cognitive performance was not largely affected by the CQ battle. However, as expected, the CQ battle resulted in a significant decrease in RMSSD and an increase in HR measured during the cognitive testing. Similarly, the HR parameters were related to cognitive performance, but the relationship was found only with the PVT. In conclusion, fatigue due to the overnight training impaired the ability to maintain sufficient alertness level. However, this impairment in arousal upregulation was counteracted by the arousing nature of the SART. Hence, the conscripts' cognitive performance was mainly preserved when performing a stimulating task, despite the fatigue from the sleep loss of the preceding night and physical activity. (shrink)