Caregiving and career have been primarily studied by management scholars for their incompatibility. Largely ignored have been the consequences of this approach for the lives of workers. Yet the need for both childcare and eldercare is on the rise, women are increasingly integrated into the workforce, and, for many, retirement is being delayed. Particularly in the United States, workers and their families are experiencing a crisis of care. In this curated piece, we identify—and aim to dismantle—four myths that have allowed management research and practice to segment care and work. Contributors bring economics, feminist theory, sociology, organizational behavior, and careers perspectives to provide a broader vision both of the problem and of how management research might advance toward theoretical and practical solutions.

When employees engage in potentially harmful behavior, organizations and societies rely on others to voice these issues. We propose that workaholism, a way that some individuals develop to deal with and thrive in today’s intense and demanding work environment, reduces these individuals’ intention to engage in moral voice and increases employee silence. Drawing on social-cognitive theory of morality, we propose that this occurs because workaholism, being driven by an inner compulsion to working extensively, disengages moral self-regulation which, in turn, affects both the activation of moral behavior (i.e., voice intentions) and the inhibition of immoral behavior (i.e., employee silence). Further, based on social-cognitive theory’s premise that moral behavior is jointly regulated by personal and social standards, we propose that a context that endorses this inner pressure to work (i.e., climate of self-interest) strengthens the relationship between workaholism and moral disengagement. Findings from two three-wave time-lagged studies of Italian and UK employees suggest that workaholism—but not workload—is associated with moral disengagement and indirectly with more silence and less moral voice intention. Additionally, Study 2’s moderated-mediation model showed that perceived climate of self-interest moderates the relationship between workaholism and moral disengagement and revealed dimension-specific effects of workaholism.

Objective: The objective is to estimate the effect of provincial minimum wage increases in Canada on heavy drinking, binge drinking and average daily alcohol consumption. Method: We estimate standard regression models by gender-age group with drinking behaviours as the dependent variables and the minimum wage among the independent variables. We employ the Canadian National Population Health Survey which began in 1994 and ended in 2011, a period comparable to that used by many U.S. studies. The longitudinal feature of the Canadian microdata is an advantage over most U.S. datasets, allowing control for individual fixed effects, including unobserved propensities regarding alcohol. As in U.S. studies, estimation relies on differences in timing and size of minimum wage changes across jurisdictions. Results: We find no consistent evidence that minimum wage increases increase drinking overall. Indeed, for less-educated males ages 26–64, we estimate that a $1 increase (about 15%) in the real minimum wage would have reduced the prevalence of heavy drinking by 2.2 percentage points and average daily alcohol consumption by 0.15 standard drinks. Our estimates for females are less consistent but some point towards modest increases in drinking. Conclusions: Besides our strongest finding of no evidence that minimum wages increase drinking overall, our findings can also be seen as consistent with earlier research on this same Canadian dataset that found minimum wage increases reduced stress in less-educated male workers.

Child life specialists are clinically trained and educated healthcare professionals who work in both healthcare environments and the community to address the needs of ill children and their families. However, child life specialists have previously reported potential for their role, responsibilities, and scope of practice to be misunderstood by their clinical colleagues. Using a narrative methodology, this paper presents the composite narrative of Diane, whose story encompasses the stories of the four child life specialists working in adult oncology environments in Ontario, Canada. Diane’s narrative is a counter-story, which counters common assumptions, beliefs, and attitudes about child life specialists. Through spending significant time narrating the multitude of tasks that are encompassed within her scope of care, Diane reaffirms her identity as a valuable member of an interprofessional adult oncology team and counters infantilizing assumptions that she is merely a babysitter or child entertainer. Her story highlights how, while the introduction of child life specialists to adult healthcare environments is new, the work they do is of great benefit to families and their children. The lack of understanding from clinical colleagues of the role of child life specialists, however, hinders not only the development of relationships between colleagues, but also the care for these families.

Problem definition: Large language models (LLMs) are being increasingly leveraged in business and consumer decision-making processes. Because LLMs learn from human data and feedback, which can be biased, determining whether LLMs exhibit human-like behavioral decision biases (e.g., base-rate neglect, risk aversion, confirmation bias, etc.) is crucial prior to implementing LLMs into decision-making contexts and workflows. To understand this, we examine 18 common human biases that are important in operations management (OM) using the dominant LLM, ChatGPT. Methodology/results: We perform experiments where GPT-3.5 and GPT-4 act as participants to test these biases using vignettes adapted from the literature (“standard context”) and variants reframed in inventory and general OM contexts. In almost half of the experiments, Generative Pre-trained Transformer (GPT) mirrors human biases, diverging from prototypical human responses in the remaining experiments. We also observe that GPT models have a notable level of consistency between the standard and OM-specific experiments as well as across temporal versions of the GPT-3.5 model. Our comparative analysis between GPT-3.5 and GPT-4 reveals a dual-edged progression of GPT’s decision making, wherein GPT-4 advances in decision-making accuracy for problems with well-defined mathematical solutions while simultaneously displaying increased behavioral biases for preference-based problems. Managerial implications: First, our results highlight that managers will obtain the greatest benefits from deploying GPT to workflows leveraging established formulas. Second, that GPT displayed a high level of response consistency across the standard, inventory, and non-inventory operational contexts provides optimism that LLMs can offer reliable support even when details of the decision and problem contexts change. Third, although selecting between models, like GPT-3.5 and GPT-4, represents a trade-off in cost and performance, our results suggest that managers should invest in higher-performing models, particularly for solving problems with objective solutions.

The workplace is a key space where LGBTQ+ people face discrimination leading to mental health distress. This paper shows how spatial attributes of work shape experiences and perceptions of discrimination and mental health distress. Building on minority stress theory, we demonstrate how spatial attributes of work can cause, amplify, or mitigate mental health distress among LGBTQ+ people through direct and indirect mechanisms, such as anticipated discrimination, perceived discrimination, and the availability of coping devices. Our findings suggest that understanding the connection between workplace discrimination and poor mental health requires a more nuanced understanding of the workplace, highlighting how workplace stressors are simultaneously emplaced in and exceed the spatiotemporal bounds of the workplace.

In this paper, we contribute to geographic scholarship on masculinities through an examination of the interweaving of gender and disability in the shifting social geographies of men who live with chronic physical illness. Using an in-depth qualitative and visual arts methodology with men who live with MS and Fibromyalgia, we consider how their changing physical and cognitive capacities can make it difficult to approximate an able-bodied masculinity. Our analysis highlights two key themes. First, the diverse physical and cognitive impacts of chronic illness pose problems for masculine embodiment in different ways in different places. Problems are perhaps most acute in the context of the workplace but also impact gendered domestic geographies. Second, gendered relations of care and support are transformed by experiences of chronic illness. On the one hand, men are increasingly dependent on others for support. This places new demands on existing relationships that impact the doing of gender. On the other hand, changes wrought by chronic illness involve some men more actively in the provision of care. We examine what this means for the re-gendering of care.

This article explores the rise of worker-driven social responsibility (WSR) initiatives to combat labour and human rights abuse in global supply chains. We focus on the Dindigul Agreement, a pioneering WSR agreement initiated by an independent, majority Dalit trade union run by women in Dindigul, India, which seeks to address gender-based violence in garment supply chains. Through key informant interviews and documentary analysis including coding in NVivo 12, we explore the establishment of the Dindigul Agreement, its distinctiveness in relation to other WSR agreements and its interactions with other supply chain governance tools.

Variation in the timing of changes in the minimum wage across provinces in China is exploited using individual/household longitudinal survey data from 2010 to 2018 to examine potential health effects on working age individuals in households that are likely affected by minimum wages. Minimum wage increases are estimated to improve self-reported health particularly by reducing the incidence of self-reported overall poor health. There is also reasonably strong evidence that they reduce unhappiness and lower dissatisfaction with less robust evidence that they improve mental health and lower recent discomfort. Importantly, there is a type of “dose-response” effect: the estimates indicate no health effects of minimum wage increases on those in households likely not affected financially by the minimum wage with health effects increasing the more likely the household is financially affected. The results are driven by the findings for males.

Vocational rehabilitation views participation in employment as a key marker of ‘overcoming’ mental health disability. At the same time, the organization and experience of employment is profoundly gendered, and the ideology of breadwinning remains key to the reproduction of masculine privilege. In this paper we adopt an intersectional approach to consider how the relationship between paid work and mental health disability is gendered. We draw on arts-informed, qualitative research with 18 participants to examine how masculine norms and practices in relation to paid work shape men’s experience of mental health disability. Our analysis highlights the varied ways in which participants embrace, rework or reject the gendered imperative to labour.

Background:Public safety personnel (PSP) such as firefighters, paramedics, and police are exposed to traumatic situations, which increase their risk for mental health issues. However, many PSP do not seek help in a timely manner. Peer support interventions have the potential to decrease stigma and increase treatment-seeking behaviours among PSP. However, little is known regarding how the organizational culture of public safety organizations (PSOs) affects the implementation of a peer-based intervention. This study aims to understand the extent to which organizational culture, including masculinity contest cultures (MCC), within Canadian PSOs could affect implementation of PeerOnCall, a new peer support app for PSP.

Methods: A qualitative multiple case study design was adopted, integrating semi-structured interviews with organizational champions from five PSOs. One to three champions from each PSO acted as key informants regarding their organizations. Interviews explored champions’ perceptions of how organizational culture might shape implementation. Interview data were analyzed using inductive thematic analysis.

Results: Three themes were identified in analysis of the champion interviews. The first theme focused on external drivers and the second theme focused on internal drivers of organizational culture shift. The third theme focused on how culture can create resistance to implementation. Importantly, the MCC norm of show no weakness was described as a source of potential resistance when implementing the app.

Conclusions: Each PSO had a unique and changing culture. Understanding how champions anticipate the role of culture in shaping implementation of an app-based intervention like PeerOnCall can guide the creation of contextually relevant strategies that optimize implementation within PSOs. Recommendations for optimizing implementation and areas for further study are provided.

In engineering as with many STEM spaces, the environment delivers many cues that affect psychological fit, which affects choices students make. Teamwork experiences can be particularly challenging for equity-deserving students. Using focus groups at a medium-sized multi-cultural Canadian university, we examined how engineering students navigated and experienced teamwork and how that interacted with social determinants (e.g., money and time constraints) and identity, including gender, race, and sexuality. We used the framework of State Authenticity as Fit to Environment to develop themes of teamwork choices, experiences, and outcomes. Social fit (respect from peers) and self-concept fit (whether self-image matches stereotype) affected many choices and experiences including selection of teammates with similar identities or allies. Women and low socio-economic status students sought self-concept fit by avoiding coding within teams. Visibly under-represented students felt pressure to excel to validate self-concept fit. The team environment itself sent messages about social and self-concept fit to many students, though the focus on collaboration and applications with social benefits often aligned with goal fit. These fit-guided choices and threats to fit nudged many students away from engineering careers. Interventions to address factors that cause negative experiences for marginalized students include strategic group composition, supporting mentorship and affinity groups, rotating group roles, structured collaboration, inclusive teamwork training and increasing diversity.

The authors explore how the coronavirus disease 2019 (COVID-19) pandemic amplified a broad range of care practices for women in academia. Engaging the lived experiences of faculty and research staff members, the authors investigate the entangled impact of care on work-life productivity during the first year and a half of the global pandemic. Mixed-methods data include roundtable accounts focusing on the COVID-19 experiences of woman employees at a Canadian university with supplementary analyses from a related institutional survey. The findings demonstrate a triangulated configuration of care responsibilities: care directly associated with work, care outside of work without disruption to professional excellence, and pressures of self-care. The authors conclude by describing the “cruel optimism” of care that is at once rewarding but simultaneously diminishing to personal flourishing. This article contributes to analytical efforts to critically redefine care in higher education as an ambivalent set of laborious practices steeped in inequities.

Burnout is a widespread concern in healthcare, with nurses bearing a disproportionate burden among healthcare professionals. This epidemic of occupational stress has also affected nursing students, who face the external demands inherent in the profession. In this call-to-action paper, we conducted an extensive literature review exploring strategies aimed at mitigating burnout among nursing students, and offer recommendations for academic institutions, healthcare leaders, research funders, and political leaders, including both the civil service and elected leaders to support the advancement and sustainability of the nursing profession and its workforce.

Little is known about how the use of ride-hail apps (e.g. Uber, Lyft) affects drivers’ propensity to engage in risky behaviours. Drawing on labour process theory, this study examines how algorithmic control of ride-hail drivers encourages risky driving (i.e. violating road safety rules, carrying weapons). Furthermore, the theory of work precarity is used to explain why multiple jobholders (MJHers), who work for ride-hail companies, drive taxis and hold other jobs, may be more likely to take risks while driving due to income insecurity and erratic work hours. The hypotheses are tested in a sample (N = 191) of ride-hail drivers, taxi drivers and MJHers. The results suggest that MJHers are more likely to engage in risky driving in comparison to ride-hail and taxi drivers. Theoretical, practical and policy implications are discussed.

Using a person-oriented approach with a broad sample of 200 employees across several sectors, we identified four victim subgroups sharing similar configurations of frequency and severity of aggression: high–high (high levels of frequency and severity; 15%), moderate–moderate (moderate levels of frequency and severity; 15%), high–low (high frequency but low severity; 26.5%), and low–low (lowest levels of frequency and severity; 43%). Further, we examined the relationship between victim groups, social demographics, and victim disposition. The results showed that women, young, and lower-tenured employees are at risk of belonging to the high–high victim group. In addition, employees with high negative affect and psychopathy traits are at risk of belonging to the high–high victim group. Drawing upon learned helplessness theory, we examined whether victim groups differed concerning internalizing problems. Results suggest that high–high group victims experienced the highest anxiety, loss of confidence, and social dysfunction, whereas low–low group members experienced the lowest levels.

If we truly want to understand the impact of shame on organizational life there is a need to dig deeper into the very heart of our embodied experience. Building on work that has sought to understand how shame shapes and controls us, we push for an embodied perspective on shame to enter into our scholarly inquiry. To do so, in this essay, we draw on feminist and critical race theory to argue that felt shame can accumulate, untethered to specific episodes of shaming, and inhibit bodily expression. We bring attention to this embodied and durable aspect of shame and suggest there is a need to attend to its impacts on our organizations, the ways we are organized, and how we can organize to resist.

Companies and business lobby groups bemoan a lack of qualified workers, even for entry-level or low-skill jobs. At issue is a stated inability to find workers with the right ‘fit’ for the role or business. But what does fit really mean? We draw on human capital theory and labour segmentation theory to examine how perceptions of fit are shaped. We conducted ninety-three interviews with food service workers, managers, and other industry stakeholders and found that employment decisions are shaped by stereotypes, with a particular focus on ‘pretty privilege’ or aesthetic labour, as well as Indigeneity, citizenship, race, and gender. We present implications for research and practice in the food services industry.