Recent scholarship has documented the effects of unstable scheduling practices on worker health and well-being, but there has been less research examining the intergenerational consequences of work schedule instability. This study investigates the relationship between parental exposure to unstable and unpredictable work schedules and child sleep quality. We find evidence of significant and large associations between parental exposure to each of five different types of unstable and unpredictable work scheduling practices and child sleep quality, including sleep duration, variability and daytime sleepiness. We are also able to mediate 35-50% of this relationship with measures of work-life conflict, parental stress and well-being, material hardship, and child behaviour. These findings suggest that the effects of the temporal dimensions of job quality extend beyond workers to their children, with implications for the mechanisms by which social inequality is reproduced and for social policies intended to regulate precarious and unequal employment conditions.

During the Covid-19 lockdowns, domestic abuse helpline staff (DAHS) in the UK faced both a shift from working in an office to working-from-home and an increased demand for their services. This meant that during Covid-19, DAHS faced an increase in traumatic calls, and all within their own homes. This article explores the emotions work of DAHS to manage and work through their work-related emotions during Covid-19. Drawing on semi-structured interviews with 11 UK-based DAHS, this article suggests that working-from-home during the Covid-19 lockdowns amplified emotions of anxiety, helplessness and guilt for DAHS alongside an evaporating emotional distance between work and home life. Engaging in leisure activities and increased online meetings with colleagues were emotion work practices that DAHS used to emotionally cope. This article demonstrates that emotion work fills in for, and masks, the structural insufficiencies of employer worker-wellbeing practices.

Union communication and framing are important for how union members, as well as how unions as organizations, are represented. In the context of declining union density and therefore fewer direct union members, unions' daily communication material on social media may be one of the most common interactions people have with unions. This case study focuses on United Nurses of Alberta, the union for most registered nurses in Alberta, Canada, where unionization rates are among the lowest in Canada. This case study shows how United Nurses of Alberta uses two collective action frames, nurses-as-distinct and nurses-as-advocates, in their daily communication to members and the public. In creating and promoting these frames, United Nurses of Alberta draws from and pushes against the industrial relations framework under which they operate and the historical narrative of nurses as caring and self-sacrificing, which may reinforce common understandings of nursing and also limit United Nurses of Alberta's ability to represent their members.

The literature on flexibilization documents the decline of the standard employment relationships, resulting in greater job insecurity. Consequently, the stability of career trajectories is expected to have decreased. However, existing studies in many countries pose a significant challenge: the available evidence shows no clear downward trend and possibly even an increase in job stability since the 1970s, as measured by trends in job tenure duration or job separations. This article highlights important limitations of such studies and provides novel evidence on the transformation of career trajectories. It is the first to provide evidence of a decrease in average job tenure duration for men in Canada and a decrease in five-year and 10-year retention rates over the four decades between 1976 and 2015, adjusting for sociodemographic shifts unrelated to flexibilization. We also find that average job tenure has increased for women, while their long-term job retention rates declined.

Increasingly, work and employment take place within network firms, value chains, and other organisational forms extending control beyond the firm's legal boundaries. This article proposes a model rooted in sociological concepts (work organisation, control, and risk) to analyse how social relations of work and employment are structured, and how inequalities are manufactured, in these organisational forms. First, we change the level of analysis, moving from firm to productive configuration. Second, we propose the notion of , to grasp the relationship between workers and any entity likely to control their conditions of work and employment. Social labour relations articulates five dimensions that could be used to compare groups of workers who are participating in the same configuration. Third, we analyse how control is exercised by which entity/entities and over which social labour relation dimension. Such an understanding is essential to provide avenues for institutional renewal: namely to reconnect control and responsibility.

The digital game industry has embraced servitization - a strategic orientation toward customer centricity in production-based firms - to deeply monetize digital games. Though some note the resource-intensive nature of delivering services and suggest inherent risks in its adoption, extant literature is uncritical. This article draws on labour process theory to critique the impact of servitization on workers at the point of production. We conducted in-depth interviews at a large North American game development studio. The results show the human cost of servitization, generally overshadowed by financial considerations. Specifically, we theorize that servitization increases the indeterminacy of labour and this must be compensated for if servitization is to realize its cost-benefit potential. The result is an intensification of labour through additional control imperatives which make workers accountable to consumers through deterministic success metrics, impact the creative process and direct creative outputs in real time.

In urban gig economies around the world, platform labour is predominantly migrant labour, yet research on the intersection of the gig economy and labour migration remains scant. Our experience with two action research projects, spanning six cities on four continents, has taught us how platform work impacts the structural vulnerability of migrant workers. This leads us to two claims that should recalibrate the gig economy research agenda. First, we argue that platform labour simultaneously degrades working conditions while offering migrants much-needed opportunities to improve their livelihoods. Second, we contend that the reclassification of gig workers as employees is by itself not sufficient to counter the precarisation of migrant gig work. Instead, we need ambitious policies at the intersection of immigration, social welfare, and employment regulation that push back against the digitally mediated commodification of migrant labour worldwide.

This study examines the relation between customer abuse and aggression, the gender and sexual expression of workers, and labour control in low-wage services. In-depth interviews with 30 lesbian, gay, bisexual, and transgender (LGBT) low-wage service sector workers reveal how customer abuse and aggression works in consort with management strategies to reproduce cis- and heteronormativity. Customer abuse and aggression disciplined worker expressions of non-normative gender and sexual identities, leading to concealment and self-policing. Management was complicit in this dynamic, placing profitability and customer satisfaction over the safety of LGBT workers, only intervening in instances of customer abuse and aggression when it had a limited economic impact. It is posited that customer abuse and aggression is not only a response to unmet expectations emanating from the labour process but is also a mechanism of labour control that disciplines worker behaviour and aesthetics, directly and indirectly, by influencing management prerogatives.

When the welfare state is under attack from neoliberal reformers, how can trade unionists and other campaigners build solidarity to defend it? Based on 45 qualitative interviews, this article compares campaigns to defend British health services and social security benefits between 2007 and 2016. Building on the macro-insights of comparative welfare-state literature and the more micro-level insights of studies on mobilisation, community unionism and union strategy, it examines the factors that help or hinder the construction of solidarity. This research finds that building solidarity is more difficult when defending targeted benefits than universal ones, not only because of differences in public opinion and political support for services, but also because the labour process associated with targeting benefits, namely the assessing and sanctioning of clients, can generate conflicts among campaigners.

During the COVID-19 pandemic, millions of workers globally have been forced to work from home. Empirical data from Chinese cities in the Hubei province reveal work productivity decreased among many respondents working from home in 2020, primarily due to family interference with work. Such interference stems not only from the domain of daily life but also from other family members' e-working and e-learning. Conversely, respondents' work interferes with family; thus, interference operates bi-directionally. This article proposes an analytical framework of work-family interference along three dimensions: work-daily life, work-work, work-study, and each dimension can be understood through four distinct aspects: temporality, physicality, vocality, digitality. Remote workers encounter 'assemblages of work-family interference', consisting of a heterogeneous mixture of these dimensions and aspects. Furthermore, some factors (e.g., living patterns, work culture, digital infrastructure) constrain effective work-family boundary management among urban households.

The importance of remaining in, or re-entering, the labour market is emphasised by governments internationally. While this may bring benefits, progressive disabilities such as dementia affect an individual's employability. Although employers have legal obligations to support employees with disabilities, research suggests that employers are not providing this support to employees living with dementia and are undermining their capabilities. Drawing on interview data from 38 key informants collected over two studies, we explore the potential for supporting and promoting the employability of people living with dementia. A model of sustainable employability based on the Capability Approach is used as a lens to explore this issue. The findings demonstrate the implications of progressive disabilities for employability when the worker and their family are faced with dealing with a disability in a period of uncertainty with a lack of public and workplace understanding.

Data from the national, longitudinal Mid-Life in the US (MIDUS) study were used to examine work alienation and its relationship to biological health as well as psychological and social functioning. The alienation measure focuses on the autonomy and creativity the work provides. We hypothesized that alienated work would have negative associations with each of the three domains: in biology, higher 'allostatic load' (biological dysregulation); in psychology, poorer cognitive performance; and socially, negative impacts on family life. The outcomes are generally as predicted, though there are notable differences for men and women.

This article explores the relationship between personal sacrifice and identity work within conditions of profound structural insecurity. We develop the concept of to describe how individual self-sacrifice aligns workers' identities to the needs of organizations while gradually foreclosing the actualization of individuals' desired future selves. Drawing upon qualitative data from a longitudinal study of healthy individuals who enrol in paid clinical trials for the pharmaceutical industry, we make two contributions to the identity-work literature. First, we argue that the ongoing project of building stable and secure identities may become damaging when structural and cultural conditions defy even provisional, fragile attainment of this goal. Second, we reflect on how racialization and social marginalization erode identities and constrain possibilities for identity recuperation. Whereas the identity-work literature often focuses on the agential accomplishments of individuals, we provide a troubling account of how persistent social and economic inequalities confound identity realization efforts.

This article evaluates the job quality of work in the remote gig economy. Such work consists of the remote provision of a wide variety of digital services mediated by online labour platforms. Focusing on workers in Southeast Asia and Sub-Saharan Africa, the article draws on semi-structured interviews in six countries ( = 107) and a cross-regional survey ( = 679) to detail the manner in which remote gig work is shaped by platform-based algorithmic control. Despite varying country contexts and types of work, we show that algorithmic control is central to the operation of online labour platforms. Algorithmic management techniques tend to offer workers high levels of flexibility, autonomy, task variety and complexity. However, these mechanisms of control can also result in low pay, social isolation, working unsocial and irregular hours, overwork, sleep deprivation and exhaustion.

Inclusiveness, with its emphasis on productive employment, has become central in development policy. From this perspective, unwaged-work is condemned for not being sufficiently productive; that is, for failing to lift incomes above a poverty threshold. However, insights from the sociology of work reveal a range of unwaged activities that are potentially highly productive in their contribution to self-reliance. The article explores whether these activities are undermined by the promotion of inclusiveness. The case study takes place in Tigray, Ethiopia. Through semi-structured interviews, the activities of different households were classified according to a typology of work based on the work of Gorz, Illich, Wheelock, Taylor, Williams and others. Results show the heterogeneous character of work and shed light on the meaning of productivity. The article ends with a discussion on the risk that inclusiveness may be achieved by replacing activities 'that count' with activities 'that can be counted'.

Unemployment, especially in insecure times, has devastating effects on families, but it is not clear what happens to domestic work. On the one hand, unemployment frees up time for more housework by both men and women. On the other hand, once unemployed, women may take on more additional housework than men do, either because they capitalize on their time to act out traditional gender roles or because unemployment compounds women's general disadvantage in household bargaining. Multi-level analyses based on the European Social Survey show that both men and women perform more housework when unemployed. However, the extra domestic work for unemployed women is greater than for unemployed men. They also spend more time on housework when their husband is unemployed. Compared to their employed counterparts, unemployed women, but not men, perform even more housework in a country where the unemployment rate is higher.

Using a large, contemporary U.S. dataset, the National Longitudinal Survey of Youth-Child Supplement, this paper explores the relationship between maternal shift work and the behavioral outcomes of children aged 4 to 10. Special attention was given to subgroups of children (e.g., based on family type, family income, and mother's occupation and working hours) and the patterns of parental work schedules and work hours. Regression results suggest that maternal shift work may contribute to more behavioral problems. Of all children whose mothers worked non-day shifts, the strongest associations were found for children who lived in single-mother or low-income families, whose mothers worked in cashier or service occupations, and whose mothers worked non-day shifts full-time. Implications for future research are discussed.