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As organizations continue to adapt and evolve to meet the challenges related to globalization and working with new collaboration technologies to bridge time and space, demands on employees' time and attention continue to increase. Recognizing this problem and its implications, such as increased employee turnover, many companies are seeking ways to help their employees maintain a healthy balance between work and life. This book examines work-life conflict, i.e., the increasing lack of employees' work-life balance, in the context of virtual teams and distributed work. It explores the negative impact on work-life conflict exacerbated by working across time zones, cultures, and geographical spaces. Further, it investigates specific causes of work-life conflict in distributed work environments. For researchers and practitioners in the HRM and OB domains, this book adds to the body of knowledge on work-life conflict, with a unique focus on the role of technology.

This book argues that Marxist theory is essential for understanding the contemporary industrialization of the form of artificial intelligence (AI) called machine learning. It includes a political economic history of AI, tracking how it went from a fringe research interest for a handful of scientists in the 1950s to a centerpiece of cybernetic capital fifty years later. It also includes a political economic study of the scale, scope and dynamics of the contemporary AI industry as well as a labour process analysis of commercial machine learning software production, based on interviews with workers and management in AI companies around the world, ranging from tiny startups to giant technology firms. On the basis of this study, Steinhoff develops a Marxist analysis to argue that the popular theory of immaterial labour, which holds that information technologies increase the autonomy of workers from capital, tending towards a post-capitalist economy, does not adequately describe the situation of high-tech digital labour today. In the AI industry, digital labour remains firmly under the control of capital. Steinhoff argues that theories discerning therein an emergent autonomy of labour are in fact witnessing labour's increasing automation.

This book provides a fine-grained ethnographic examination of the everyday negotiations and conflicts taking place in greenhouses and packinghouses in an agricultural district in south-eastern Italy (Sicily). In a highly competitive global scenario, driven by multinational corporations and large retailers, small and medium-sized farms largely rely on migrant labour to fill their demand for casualized, flexible and low-paid jobs. By taking the reader into the 'plastic factories' where the author was hired as a farmworker, this book sheds light on the struggles - around the employment contract, the wage and the body - which take place every day between employers and employees.

The book contributes to broadening the understanding of the dynamics innervating food production worldwide by recognizing the pivotal role of migrant labour not only as a factor in the restructuring of global supply chains, but also as an actor shaping these processes through its own unpredictable strategies.

The Lived Experience of Work and City Rhythms looks at the working environment, with a focus on the geographical workplace and how this affects the experience of our working lives. It raises key questions such as: Does where we work affect our experience of work? What is the relationship between place and work? What is it like to work in a place dominated by a particular industry or sector?

The book draws on empirical research carried out in the City of London - the heart of the UK's financial services sector. The 'Square Mile', as it is also known, is widely perceived to be a distinctive place because of its architecture, history, traditions, and culture. Exploring how the City is experienced as a workplace, this book also presents a method of researching such places through an attention to, and analysis of, their spatial and temporal rhythms.

By illuminating how we experience the places where we work, this book explores what makes us feel that we fit in - or don't fit in - to certain places, how a sense of place endures, and how the relationship between people, place, and work can be researched.

With a focus on five major regions globally (UK, US, Europe, Canada, and Australia) Identifying and Managing Risk at Work outlines key regional factors affecting risk and its management.

This volume looks at the social production and social construction of risk as well as taking a labour-process approach and socio-political perspective to investigate the nature and causes of work-related risk. In addition, there are several issues included that contribute to identifying risk at work such as climate change, the "gig" economy and the "Me Too" movement. Readers will gain a picture of some of the major current issues that are affecting risk under globalisation.

Drawing on these key aspects of risk, students, academics, practitioners, and policy-makers will gain a better understanding of how risk is conceptualised and identified, and of the roles of management and employees in dealing with risk. This book will be of interest to researchers and practitioners to help gain an understanding of risk for a number of regions, and how several current issues in globalisation can be seen in their risk context.

This Open Access book provides a thorough analysis of the quality of work in the Netherlands, and suggests policy proposals to promote and facilitate good work for more people. New technology, flexibilization and the intensification of work will have significant consequences for all those who will still have jobs in the future, and - much less studied so far - for the quality of their work. Good work is essential for general well-being: for the individual's quality of life, for the economy and for society. Good work for everyone should therefore be seen as an important aspiration for companies, institutions, social partners and governments. An essential read for an international audience of academics in the field of the sociology of work, labor economics and social policy, as well as for policymakers and researchers of trade unions, and representatives of other social movements.

An in-depth look at Qatar's migrant workers and the place of skill in the language of control and power

Skill-specifically the distinction between the "skilled" and "unskilled"-is generally defined as a measure of ability and training, but Does Skill Make Us Human? shows instead that skill distinctions are used to limit freedom, narrow political rights, and even deny access to imagination and desire. Natasha Iskander takes readers into Qatar's booming construction industry in the lead-up to the 2022 World Cup, and through her unprecedented look at the experiences of migrant workers, she reveals that skill functions as a marker of social difference powerful enough to structure all aspects of social and economic life.

Through unique access to construction sites in Doha, in-depth research, and interviews, Iskander explores how migrants are recruited, trained, and used. Despite their acquisition of advanced technical skills, workers are commonly described as unskilled and disparaged as "unproductive," "poor quality," or simply "bodies." She demonstrates that skill categories adjudicate personhood, creating hierarchies that shape working conditions, labor recruitment, migration policy, the design of urban spaces, and the reach of global industries. Iskander also discusses how skill distinctions define industry responses to global warming, with employers recruiting migrants from climate-damaged places at lower wages and exposing these workers to Qatar's extreme heat. She considers how the dehumanizing politics of skill might be undone through tactical solidarity and creative practices.

With implications for immigrant rights and migrant working conditions throughout the world, Does Skill Make Us Human? examines the factors that justify and amplify inequality.

Chapters explore how labour platforms have become controversial and ambiguous as they increasingly appear to provide important sources of work and income globally but conversely raise concerns over exploitation of workers and the lack of legal protection provided to them. Offering a global perspective and including studies from different continents, the book covers three key areas: platform work in the wider context of contemporary capitalism, labour platforms from an international division of labour perspective, and labour processes and relations.

This informative and thought-provoking book is an excellent resource for scholars with a particular interest in political economy, the sociology of work, labour relations and labour policies. Policymakers and regulators looking to understand how to effectively apply existing regulations for platform workers when creating new business models will also find this an invigorating read.

Combining rigorous research and practical policy recommendations, the book contains contributions from top scholars in the fields of economics, employment relations, labour law and public administration, as well as officials from the International Labour Organization (ILO). Chapters offer wide-ranging investigations of topics such as labour inspection, social dialogue involving employer organizations and trade unions, and the role of performance management and new technologies in labour administration. The book further demonstrates the vital role of labour administration in upholding employment rights and promoting employment, emphasizing the ways in which it can contribute to good governance, sustainable development and decent work.

This will be a critical read for employment relations, global labour studies and public administration scholars. Policy makers and practitioners working in and around employment policy and labour law will also find this book beneficial, particularly with its in-depth case studies.

Through interviews and surveys, the volume provides direct evidence on three central questions: how can we cultivate autonomous, bipartite social dialogue in order to meet these critical challenges? How can the social partners strengthen their representativeness and membership, and extend their influence? What role can social partners and social dialogue play regarding digitalization, and what best practices can be identified?

The volume also addresses significant trends such as demographic changes, migration flows, global supply chain management and environmental objectives. It covers the current EU member states while extending analysis to EU candidate and potential candidate countries, thus enlarging coverage to 34 European nations. The detailed evidence by theme and by individual country will provide a unique source of ideas on social actors' innovative roles in ensuring sustainable and inclusive practices in the future world of work.

This will be an invigorating read for labour economics and labour policy scholars looking for a better understanding of the new world of work. Labour organizations, employers, trade unions and representatives of national and supranational institutions will also benefit from the detailed case studies in the volume.

This is one of the first compilations on collective bargaining in higher education reflecting the work of scholars, practitioners, and employer and union advocates. It offers a practical and comprehensive resource to higher education leaders responsible for developing, managing, and maintaining collective bargaining relationships with academic personnel.

Offering views from an experienced and diverse group, this book explores how to manage relationships in collaborative, transparent, and equitable ways, best practices for meaningful outcome measures, and approaches for framing collective bargaining as a long-term process that benefits the institution. This volume provides an overview of the contemporary landscape, benchmark measures of success, and practical advice focusing on advancing collaborative, equitable, and sustainable labor relations approaches in higher education.

Designed for administrators, union leaders, elected officials, and policy makers, at all stages of their careers as well as for faculty and students in graduate programs, this volume serves as an invaluable resource for those who endeavor to conceptualize, conduct, manage, and implement collective bargaining in more mutually effective and beneficial ways for all parties.

Modern workplaces are following a strong trend of increasing flexible working practices and approaches, offering more flexibility in working times, working places, work organization, and work relations as the result of new information and communication technologies. This book brings together a group of internationally recognized experts in the field of flexible work to examine the psychological and social implications of these practices, describing the current state of research and empirically-based practices in this field. It focuses on organizational, job, and individual factors related to the quality of working life, and identifies potential risk groups where the benefits of flexible work are suppressed or not realized.

The labour movement in Lebanon: Power on hold narrates the history of the Lebanese labour movement from the early twentieth century to today. Bou Khater demonstrates that trade unionism in the country has largely been a failure, for reasons including state interference, tactical co-optation, and the strategic use of sectarianism by an oligarchic elite, together with the structural weakness of a service-based laissez-faire economy. Drawing on a vast body of Arabic-language primary sources and difficult-to-access archives, the book's conclusions are significant not only for trade unionism, but also for new forms of workers' organisations and social movements in Lebanon and beyond.

The Lebanese case study presented here holds significant implications for the wider Arab world and for comparative studies of labour. This authoritative history of the labour movement in Lebanon is vital reading for scholars of trade unionism, Lebanese politics, and political economy.

This edited volume discusses how deeply entrenched gender norms in work environments, even in welfare economies, can affect women's health in an adverse way. The volume provides a broad overview of contributing factors. It derives specific answers from case studies in Sweden, a welfare state where women's labour market participation is very high, but where horizontal and vertical gender segregation in work is also one of the highest in the world. Women tend to work in occupations that are heavily dominated by women. An issue in women-dominated occupations is a considerably higher sickness absence than men, with the highest rates being in human service and care occupations. This volume adds to the literature on health and wellbeing in women-dominated professions and workplaces through studying the work environment, organizational changes, digitalization, threats, violence and conflict, and work conditions that could contribute to healthier workplaces for women. In addition, it pointsto the need for deeper gender analysis in work norms, and using both quantitative and qualitative approaches. It is of interest to social and behavioural scientists studying work, gender and health, as well as HR professionals and policy makers.

Covid 19 was a black swan event which led to working from home emerging as the new normal at a global level. As HRM scholars we aim to understand this phenomenon from both an employee and employer perspective, while drawing on the UN's sustainable development goals (SDGs) which aspire for a fairer and more inclusive world for people and the planet.

At the individual level of analysis there are chapters on conflicts between work and home life, differing levels of motivation, workplace loneliness and the work preferences of introverts and extraverts.

At the organizational level questions are raised about the effects on profitability, organizational resilience, and the ability of organizations to remain innovative. How can employees be managed in terms of mentoring, role modelling and how can they be monitored for purposes of appraisal reviews? Chapters include the romanticization of WFH, a case study of shared leadership in Vienna and WFH amongst start-ups in India.

In this edited book, researchers from the Global North and the Global south answer these questions, while making a seminal contribution to the field of HRM from a work from home perspective. This is an essential read not just for scholars and students of management, but also for those from the domains of psychology and sociology, and also for policy makers. This book has long-term relevance given that recent polls indicate that as a fallout of Covid-19, many employees the world over are showing a preference for a hybrid model of work - partially at the brick-and-mortar office and partially from home.

This book provides guidance on recruiting, interviewing, and onboarding practices that will allow employers to successfully hire neurodivergent professionals into inclusive, competitive employment.

Today, 35% of 18-year-olds with an autism spectrum diagnosis attend college, yet they have a 75-85% under-employment and unemployment rate after graduation. While organizations are looking to expand their diversity and inclusion hiring efforts to include neurodivergent professionals, current recruiting and interviewing practices in general are not well-suited to this. With over one-third of the US population identifying as neurodivergent, employers need to address how to attract this talent pool to take advantage of a meaningful segment of the workforce. Readers of this book will gain an understanding of how to guide their organizations through the creation of recruiting, interviewing, and onboarding processes tailored to neurodivergent professionals in any field.

Written by authors with extensive experience working in the corporate world and consulting with Fortune 1000 companies on autism hiring efforts, this book is targeted at employers, acknowledging their perspective. Structured as a reference guide for busy recruiters, hiring managers, and supervisors, this book can be read in its entirety, in relevant sections as needed, or used as a refresher whenever necessary. This book also provides a background on the thinking styles of autistic individuals, giving the reader a deeper understanding of how to best support neurodivergent jobseekers.

This edited volume explores the old and new "collective dimensions" of employment relations. It examines specific challenges stemming from new forms of work of the digital and sharing economy, such as measurement, monitoring, assessment, and remuneration of work, the protection of work-life balance, the impact of new technologies on health and safety, the adaptation of occupational skills to new work processes, and the responses to the digital restructuring of undertakings. It addresses a series of questions such as how the representational action of unions and works councils can adapt to the challenges posed by new production systems and whether the legislative framework needs to be reformed to ensure that digital workers enjoy the right to collective representation. This important collection offers readers a renewed theoretical perspective and justification of the role that the dialogue between workers (representatives) and companies could play in an increasingly complex world of work.

A groundbreaking account of how the welfare state began with early nineteenth-century child labor laws, and how middle-class and elite reformers made it happen

The beginnings of the modern welfare state are often traced to the late nineteenth-century labor movement and to policymakers' efforts to appeal to working-class voters. But in Agents of Reform, Elisabeth Anderson shows that the regulatory welfare state began a half century earlier, in the 1830s, with the passage of the first child labor laws.

Agents of Reform tells the story of how middle-class and elite reformers in Europe and the United States defined child labor as a threat to social order, and took the lead in bringing regulatory welfare into being. They built alliances to maneuver around powerful political blocks and instituted pathbreaking new employment protections. Later in the century, now with the help of organized labor, they created factory inspectorates to strengthen and routinize the state's capacity to intervene in industrial working conditions.

Agents of Reform compares seven in-depth case studies of key policy episodes in Germany, France, Belgium, Massachusetts, and Illinois. Foregrounding the agency of individual reformers, it challenges existing explanations of welfare state development and advances a new pragmatist field theory of institutional change. In doing so, it moves beyond standard narratives of interests and institutions toward an integrated understanding of how these interact with political actors' ideas and coalition-building strategies.