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Encouraging adversaries to have more interpersonal contact to find common ground may work on occasion, but not necessarily in the U.S. Senate, according to new research.
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Skin color is a significant factor in the probability of employment for male immigrants to the United States, according to a new study by two University of Kansas (KU) researchers.
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Sociologist and food critic Joshua Page talks with New York Times food critic about the sociological work of reviewing restaurants.
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Randol Contreras’ drug-robber respondents were not born criminals or torturers, so how did they become "stick-up kids"?
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LGBT educators struggle to balance professionalism and pride in the classroom, splittling, knitting, or quittting, in the words of the authors.
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Labor unions have been on the decline for sixty years in the U.S., though they raise wages, decrease inequality, and give voice to workers. Can they rise again?
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Racial attachments are understood to be socially constructed and endogenous to gender, socioeconomic, and religious identities. Yet we know surprisingly little about the effect of such identities on the particular racial labels that individuals self-select. In this article, I investigate how social identities shape the racial labels chosen by biracial individuals in the United States, a rapidly growing population who have multiple labeling options.
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Does the dissemination of organizational financial information shift power dynamics within workplaces, as evidenced by increasing workers’ wages? That is the core question of this investigation. We utilize the 2004 and 2011 series of the British Workplace Employment Relations Survey (WERS) to test whether employees who report that their managers disclose workplace financial data earn more than otherwise similar workers not privy to such information.
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How do people feel when they benefit from an unfair reward distribution? Equity theory predicts negative emotion in response to over-reward, but sociological research using referential standards of justice drawn from status-value theory repeatedly finds positive emotional responses to over-reward.
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A pressing problem for the social sciences is to understand the processes leading to commitment within organizational settings. Toward this end, we argue for the stability of rewards derived from groups as a key dimension of commitment. We present a theory that links reward stability to justice evaluations and corresponding emotional reactions, which in turn predict group commitment. From this theory, we derive several hypotheses, the key one being that justice evaluations and corresponding emotional reactions explain the effect of reward stability on commitment.
