Index

Citation (2018), "Index", Race, Identity and Work (Research in the Sociology of Work, Vol. 32), Emerald Publishing Limited, Bingley, pp. 267-272. https://doi.org/10.1108/S0277-283320180000032016 Publisher: Emerald Publishing Limited Copyright © 2019 Emerald Publishing Limited INDEX Activism. See Occupational activism Affect control theory, 200–201 African-American lawyers, 71 African American workers, 218–219 Alternative identities, 12 Ambient ecology, 46 American Baptist Theological Seminary (ABTS), 229 American Community Survey (ACS), 167, 174–175 American Dream, 114 American occupational structure, 114 Artists and repertoire (A&R), 46, 47 Ascriptive-based social closure, 71 Asian American men, 200 Bartenders, 40 cocktail, 40, 42, 43, 45, 47–49 salary, 43 Bernard Lafayette’s humanistic activism. See Humanistic activism Black men, 93–95, 249–250 college, 251 emotions, 199 professional careers, 253–254 Black Monday’s Children , 231, 233 Black professionals, 199, 252, 256 Black women domestic service, 92 newspaper, 93 occupational stagnation, 93–94 queuing theory, 94–96 racial and gendered stereotypes, 199 Black workers, 166, 177 Blue-collar workers, 14 Bonding social capital, 69, 74–75 Bottom class, 98 Boundary maintenance, 70–72, 74 Boundary work, 41, 49–52 Brand ambassadors, 51 Bridging social capital, 69, 75–76 Canadian law schools, 81 Categorical distinctions, 67 Changing jobs, 41, 52–54 Civil rights movement, 219, 220, 221, 223, 225 expressive activism, 233–234 humanistic activism, 228, 230 policy-making activism, 238 Claims-making, 66–67 Cocktail bartenders, 40, 42, 43, 45, 47–49 Congress of Industrial Organizations (CIO), 218–219 Cool jobs, 38–39 Coworker social support, 164 Craft cocktail workers, 38 Cultural industry, 39 music, 43–44 nightlife, 42–43 Cultural labor markets, 38 Cultural repertoires, 48 Cultural workers, 40 Death and Co., 53–54 Decision-making authority, 77 Deep engagement, 41, 46–49 Demographic variables, 72 Diversity ideology, 201–202 Diversity officer fulfillment and satisfaction source, 206–208 institutional support, 208–210 interviews, 204 racial stress source, 205–206 research design/methodology, 203–204 Diversity work, unique status of, 201–203 Dominant capital, 252 Downward mobility, 114 African American men, 114, 126 analytic strategy, 122 control variables, 122 dependent variable, 120 descriptive statistics, 123 determinants, 124–126 experiences, 14–15 human capital credentials, 121 job/labor market characteristics, 121 logit regressions, 128–129 multivariate statistics, 124, 125 sectoral variations, 126–130 survival curve, 130 timing, 126 Earnings, 64 boundary maintenance, 81–82 focal measures, 72–77 in law, 65 of lawyers, 79–80 plan of analyses, 77–78 race, 78 racial gap, 65–66 regression model, 78 social capital, 81 theoretical framework links, 77–78 Economic prosperity, 94 Economic recoveries, 169 Economic, worker commitment, 38–41 Emotions affect control theory, 200–201 Asian American men, 200 black men, 199 black professionals, 198, 199 management, 198–199 self-regulation, 198 unique status of diversity work, 201–203 workplace racial inequality, 201–203 Employment, 11 Equal Employment Opportunity Commission, 15 Exemplary activism, 227, 238–241 Experiential career, 40 Expressive activism, 231–234 Expressive occupations, 226–227 Fair Labor Standard Acts, 109 Food and beverage service jobs, 45 Gender descriptive statistics, 100–104 intersectional theory, 92–93 multilevel analysis, 104–107 Good citizen, 11 Governance occupations, 227 Great Recession, 14, 166 Homosocial reproduction, 218 Hours vary, 173, 175–176 Human capital earnings, 65–66 measures, 73 race, 78, 82 Humanistic activism, 228–231 Identity alternative, 12 reconstruction efforts, 14 role, 11 social support, 10–11, 13 support, 12 unemployment, 12 void, 12 Identity-threatening social support, 20–23 avoiding interactions, 23–25 reframed reciprocity, 26–27 rejecting, 25 Inclusive labor movements, 219 Industrial capitalism, 219 Industrial sociologists, 39 Integrated Public-Use Microdata Samples (IPUMS), 97, 174–175 Integration and learning model, 211 Intensity of rankers’ preferences, 95 Intersectional theory, 92–93 Interview, 15 diversity officer, 204 qualitative, 17 semi-structured, 15, 42, 203 transcripts, 16 IPUMS. See Integrated Public-Use Microdata Samples (IPUMS) James Murph’s exemplary activism. See Exemplary activism Job autonomy, 150, 164 Job loss, 10, 11, 114 Job quality control variables, 150–151 Job security, 151 Labor force, 99 Labor markets, 218 Labor queues, 95 Lafayette, Bernard. See Humanistic activism Latina diversity manager, 205 Latino workers, 183 Law, earnings, 65 Legal profession, 65, 73 Lewis, John. See Policy-making activism Logistic regression coefficients, 192–193 Loss of job, 10, 11, 114 Management citizenship behavior (MCB), 145 Manager social support, 164 Maxwell Central University (MCU), 255 Minority power thesis, 171–172 Minority vulnerability thesis, 116–117 expectations, 118–120 institutional inertia, 116 job level, 119–120 proximate causal factors, 117–118 Mixologists, 43 Multiple imputation (MI) techniques, 148 Multivariate method, 98–99 Music distribution company, 47 Music industry, 38 boundary work, 51–52 changing jobs, 53 cultural production, 43–44 precariousness, 52 record company executives, 44 workers, 40 Nashville civil rights movement, 225 National Bureau of Economic Research (NBER), 172 National Study of the Changing Workforce (NSCW), 148 Negative binomial coefficients, 190–191 Network-based social closure, 70 Network members, 10 New sociology of work, 220 New York Times , 94 Nightlife industry, 43, 45 Nonmonetary rewards, 38–41 Non-private practice, 77 Nonviolence, 229 NVIVO software, 204, 256 OCCSCORE. See Occupational income score (OCCSCORE) Occupation 1950 (OCC1950), 97 See also Black women Occupational activism, 221 cases of, 227–228 desegregationist force, 241–242 dialogical diffusion of movement praxis, 223–224 exemplary, 227 exemplary activism, 227, 238–241 expressive, 231–234 humanistic activism, 228–231 policy-making, 227, 236–237 typology, 224–227 Occupational composition American Community Survey, 174–175 racial/ethnic, 174, 178–183 varying weekly hours, 169–172 Occupational desegregation, 218 Occupational income score (OCCSCORE), 97–98 control variables, 99–100 descriptive statistics, 99–100 multivariate method, 98–99 Occupational stagnation, 93–94 Ordering of elements, 95 Ordinary least squares (OLS) estimates, 154 Organizational context, 67–68 Organizational managers, 227 Panel Study of Income Dynamics (PSID), 115, 120 Policy-making activism, 227 internalization of a praxis, 235–236 pathway, 234–235 racial equality, 237 transformative, 236–237 Population and structural change thesis, 95–96 Poverty-level job, 98 Powell, Gloria Johnson. See Expressive activism Precariousness, 38–41, 52 Prestige main area of law practice, 77 Professional pose black men, 253–255 culture, 251–253 social mobility, 258 theoretical view, 250–251 white workplace, 253–255 white workspaces, 258 Professional sponsorship, 76 Professional workplace, 251–253 Proximate causal factors, 117–118 Psychic rewards, 38, 48, 52 Psychological distress, 148–149, 153, 164 ordinary least squares estimates, 154 Psychological well-being, 139 Race, 198 descriptive statistics, 100–104 human capital, 78, 82 intersectional theory, 92–93 multilevel analysis, 104–107 Racial composition, 142–143 independent variables measurement, 149–150 organizational model, 147 Racial discrimination, 144 Racial/ethnic disparities, varying weekly hours, 167–169 Racial inequality, 116, 119 at work, 222–223 Racial minority boundary maintenance, 70–71 disadvantage relative, 82 gains for lawyers, 83 shortfall relative, 82 Racial stress source, 205–206 Racism, 92–93 Reciprocity exchanges, 70, 76 Record industry, 44 Recruit Education Process (REP), 255 Re-enchantment strategy, 46 Relational demography, 141–144 Relational inequality theory, 64, 82, 138 categorical distinctions, 67 claims-making, 66–67 organizational context, 67–68 “Retail Workers Bill of Rights,”, 186 Salary, for bartenders, 43 Scarring effects, 11 Self-identity, 14 Sexism, 93 Shape of the labor queue, 95 Social capital approach, 68–69 boundary maintenance, 70–72, 74 bridging and bonding, 69, 74–76 earnings, 81 multidimensional analysis, 64 race, 82 racial minorities, 82 reciprocity exchanges and sponsorship, 70 Social support beneficial effects, 12 coworker, 164 definition, 12 deterioration model, 146 identity-bolstering, 13, 17–20 identity-threatening, 20–23 manager, 164 negative social interactions, 13 from network members, 10–11 Quinn’s relationships, 17–18 workplace racial discrimination, 150, 151 workplace social relations, 145–146 Sociological research, 218, 220 Sociologists, industrial, 39 Sole practitioner, 77 Southern Christian Leadership Conference (SCLC), 230 Stella’s financial situation, 18 Stress prevention model, 146 Stress, racial source, 205–206 Stride Toward Freedom , 229 Student Nonviolent Coordinating Committee (SNCC), 230 Subtle interactional mechanisms, 71 Survey of Income and Program Participation (SIPP), 167, 172, 186 Sustain enchantment boundary work, 49–52 changing jobs, 52–54 deep engagement, 46–49 Tokenism, 141–144, 218, 253 Transformation, of occupational opportunity, 93–94 Unemployment, 10–11 exacerbating, 20–23 identity, 12 identity-bolstering social support, 17–20 psychological harm, 11 social support (see Social support) University of Toronto, 78–79 Uplift and Progress (UP), 255–256 Varying weekly hours dependent variable, 173 occupational composition, 169–172 racial/ethnic disparities, 167–169 ZINB regression models, 175–176 Well-being black workers’ health, 139 conceptual model, 147–148 health scholars, 144 mediating factors, 144–147 psychological, 139 racial discrimination, 140 workplace social relations, 140, 145–146 White-collar workers, 14 White cultural practices, 252 White workers, 177 White workplace, 250 Work context, 77 Worker agency, 220 Worker commitment, in economy, 38–41 Workers of color, 168 Working class, 114 dynamics, 115 jobs, 121 positions, 115 Working poverty, 98 Workplace, 218 Workplace context, 139 Workplace racial discrimination, 150 Workplace racial inequality, 201–203 Workplace segregation, 138 Workplace size, 151 Work schedule, 166 World War I, 95 Zero-inflated negative binomial (ZINB) regression models, 175–176 logistic regression coefficients, 192–193 negative binomial coefficients, 190–191 Book Chapters Prelims Introduction Part I Identity and Identity Work “Coming Back to Who I Am”: Unemployment, Identity, and Social Support Sustaining Enchantment: How Cultural Workers Manage Precariousness and Routine Part II Racial Exclusion at Work Social Capital, Relational Inequality Theory, and Earnings of Racial Minority Lawyers Racism, Sexism, and the Constraints on Black Women’s Labor in 1920 The Downward Slide of Working-Class African American Men Organizational Context and the Well-Being of Black Workers: Does Racial Composition Affect Psychological Distress? Occupational Composition and Racial/Ethnic Inequality in Varying Work Hours in the Great Recession Part III Challenging Racial Exclusion Does the Job Matter? Diversity Officers and Racialized Stress Occupational Activism and Racial Desegregation at Work: Activist Careers after the Nonviolent Nashville Civil Rights Movement Framing the Professional Pose: How Collegiate Black Men View the Performance of Professional Behaviors Index

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