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Purpose – All modern societies are marked by unequal relationships between dominant and subordinate groups. Given that dominant group members often have the resources to determine if and how inequities might be dealt with, it is important to know when and how dominant group members will respond to inequity.

Approach – In this chapter, we present a new framework for how individuals experience inequality: the inequality-framing model. According to the model, individuals distinguish between inequities of advantage and inequities of disadvantage, which is predicted to lead to different experiences of inequity. We then review prior literature that indicates that perceptions of ingroup advantage and outgroup disadvantage can influence when and how dominant group members will respond to inequity. We specifically investigate hierarchy-attenuating responses to inequity, such as support for affirmative action policies, and hierarchy-enhancing responses, such as denial of inequity, disidentification from the group, the motivated construal of inequity, and the motivated use of colorblind ideology.

Research and practical implications – The model suggests that researchers and practitioners alike would do well to pay attention not only to the magnitude of inequity, but also to the way in which it is described. Importantly, dominant group members are more likely to have the power over how inequalities are discussed, which has ramifications for their experience of and willingness to remedy inequity.

Originality – This chapter provides an overview of research indicating that how inequity is described – advantage or disadvantage – can have implications for how dominant group members experience and respond to inequity.

This chapter disrupts the common notion that identity can be understood through the use of categories. Categorical terms like gay, straight, man, or woman often mask the complexity of curriculum making and identity-making. Curriculum making and identity-making are narrative terms used to understand the dynamic, relational, and on-going process of making meaning about people, things, contexts, and identity through experience. Identity making, understood narratively as the composition of stories to live by, allows us to image diverse communities, contexts, and experiences that uniquely shape the stories that people live and tell. Inquiring into the experiences of two research participants, I begin the chapter by thinking with Calle’s stories of experience to explore the limited and limiting categorical stories of identity. Then, I consider Jamie’s stories to live by, attending to the role of his contexts and communities in the composition of his stories to live by. In doing so, I seek to further map out the narrative geography of curriculum making and identity-making places and communities for individuals who compose diverse stories to live by. Building on previous research findings that contexts shape the composition of stories to live by as identity is negotiated through these dominant stories as an individual’s ontology, his/her story of the world and self in it, is constituted in part, by these dominant stories; here, I argue that contexts that allow for diverse stories to be told are those that attend to experience rather than clinging to familiar dominant stories.

The purpose of this paper is to contribute to the discussion of the IT‐related public sector transformation by reintroducing the question of employees' organisational power and position in technological and technocratic systems.

To examine how formal organisational positions, together with the way in which employees position themselves in relation to technology, affect how employees interpret their accessible action space (position and action strategy), a survey in a local municipality was conducted.

As indicated in the hypothesis, the empirical results verify that the techno‐relational action space is two‐dimensional, consisting of both a formal position (how the organisational members are positioned) and a certain amount of action space outside a formal position (i.e. how they are position themselves). Elaborating on these dimensions generates rewarding insights into a micro‐change perspective where technology‐related innovation processes are concerned.

Identifying and acknowledging employees perceived techno‐relational action space is of great importance in understanding organisational members' participation, cooperation and innovative capability in government transformation.

The paper combines analysis of how the organisational members position themselves in relation to technology with how they are positioned organisationally in relation to technology and structures of power. Instead, the authors claim that the techno‐relational space is both a matter of how the organisational members position themselves in relation to technology and a matter of how they are positioned organisationally in relation to technology and structures of power.

This study aims to explore the ways in which management scholars affiliated with Peruvian universities navigate the tensions between global expectations and local realities in their research practices, drawing on their capitals and habitus.

Drawing on Bourdieu’s field theory, the authors analyse 25 in-depth interviews and a unique database of academic publications in the business and management field from 2000 to 2022. The analysis identifies the positions scholars occupy within the Peruvian management field and examines the factors influencing their research practices.

The authors find that the Peruvian management field is complex and unequal, where actors have different positions and interests, but are all influenced by a logic of academic dependency on the Global North. The authors identify three main positions held by scholars: transnational dominators, who accumulate greater resources and ignore local debates; dominated adaptors, who unsuccessfully try to imitate the dominant logic; and isolated innovators, who critique the dominant model but lack institutional support to develop alternatives.

This research presents an analysis of the Peruvian management field, a site often overlooked in international business studies. By examining scholarly practices, the authors reveal how academic inequalities are reproduced by the forces of globalization. The study underscores the urgent need for greater acknowledgement of regionally informed research, advocating for a more inclusive and diverse understanding in the field of management research.

This paper offers a new perspective on the potential motivation for the adoption of employee ownership based on market power. Employee ownership may be linked to market power, either through contributing to firm growth that leads to market power or through industry leaders adopting employee ownership as part of rent sharing or a broader consolidation of market position. Both employee stock ownership plan (ESOP) coverage and product market concentration (PMC) have been increasing in the past two decades, providing a good opportunity to see if and how these are related.

The authors predict ESOP adoption and termination using multilevel regressions based on 2002–2012 firm- and industry-level data from the Census Bureau, Compustat and Form 5500 pension datasets.

The authors find that the top four firms in concentrated industries are more likely to adopt Employee Stock Ownership Plans (ESOPs), while having an ESOP does not predict entering the top four, apart from firm-level predictors. Tests indicate the first result does not reflect simple rent sharing with employees but instead appears to reflect an effort by firms to consolidate market power through the attraction and retention (or “locking in”) of industry talent. Other positive predictors of ESOPs include company size, being in a high-wage industry and having a defined benefit (DB) pension.

To better distinguish among hypotheses, it would be helpful to have firm-level data on managerial attitudes, strategies, networks and monopsony measures. Therefore, future research using such data would be highly useful and encouraged.

The paper includes implications for the potential usefulness of ESOPs in attracting and retaining talent and for the design of nuanced policy to encourage more broadly based sharing of economic rewards.

While prior research focuses on firm-level predictors of employee ownership, this study uses market concentration and other industry-level variables to predict the use of ESOPs. This study makes a unique contribution, broadening the current thinking on firm motives and environmental conditions predictive of firm ESOP adoption.

This chapter uses critical race theories to interpret Obama-related content and changing discourse patterns on discussion boards maintained by a pro-gun, overwhelmingly white, male, and conservative virtual community. Beginning during the 2008 presidential primary season and continuing through Barack Obama's election as president, our analysis focused on the proliferation of negative “nicknames” (“Obamathets”) that were posted in race-oriented discussion threads over 16 months. We identified three types of frequently voiced Obamathets: those indicating general dislike, political disdain, or racial derision, and we analyzed usage patterns – which types of Obamathets appeared and at which times. Our results revealed a changing state of mind – annoyance to extreme anger – among posters whose sense of racial threat seemed increasingly palpable as Obama approached, and eventually won, the presidency. Over time, posts increasingly included racially derisive terms whose incidence intensified after the election and remained high; racially derisive terms overtook terms of general dislike (that had been more popular) as well as terms of political disdain several months into our analysis. Because posters tended to be more openly libertarian in orientation, we doubt our findings would generalize to the majority of conservative whites; however, our findings probably shed considerable light on activist elements among conservatives, including the “Tea Party” movement. Moreover, capturing sentiments expressed in a semiprivate venue – virtual community discussion boards – probably allowed us to uncover less censored racial sentiment (or racetalk) than is typical when social scientists solicit racial opinions from whites in face-to-face interviews, when many may omit racially hostile thoughts to appear more racially sensitive to researchers.

To explore how and why the social structures of strategic partnerships are shaped by actors and how these interrelate with a team's interpersonal relationships over time. Grasping the complexity of this interplay is essential if we want to comprehend what actually goes on in these partnerships and understand why actors often disengage from them.

In three cases, 14 in-depth interviews were held with knowledgeable actors about important events and activities that influenced the relationships between partners. Interview data were triangulated with journals kept by the lead author, who participated as an engaged scholar in the three cases. Because this study took an interdisciplinary approach, new insights could evolve from the multi-level analysis.

Trust has a moderating effect on the relation between open-book accounting and the degree of control a dominant party wants to exercise. When the level of control is raised, this can signal distrust to the other partners, which can harm the relationship. When partners feel more dependent on each other's capabilities to reach their long-term goals, the parties seem to be less likely to put the blame on one of the partners in the case of undesirable events.

Managers should be aware of their power position and acknowledge the effects of power on their relationships. If long-term and close collaboration does not emerge in their partnership, it may be due to how they use their power position.

Thanks to the interdisciplinary approach, this is the first study that shows the significance of trust and power in maintaining strategic partnerships in the construction industry, and how trust can affect the financial rules of actors.

Narratives about educational phenomena and identities that circulate in society have the power to frame and make sense of specific educational experiences as well as general educational ideas. Some of these narratives also underwrite assumptions for policymaking and thus produce meaning, structure and alignment in an otherwise uncertain and complex field of governing. Narrative control refers to the way a specific selection of narratives and narrative plots legitimise, necessitate and normalise a specific way to understand educational purposes, processes and identities. The analyses in this chapter illuminate processes of narrative control in core documents of the latest Norwegian educational reform. Through the narrative construction of a specific educational trajectory, pupil identity and categories of deviance representing positions at risk, the documents' narrative control generates a specific standard regulating what a ‘normal pupil’ is.

The purpose of this paper is to undertake an analysis of the visual portrayal of women published in a professional journal within the built environment and to establish whether or not there is gender stereotyping through these published images.

A prominent property professional industry journal was selected for the research analysis. This journal was selected because of the national coverage within Australia and high prominence within the property industry. The analysis focused on a total of 166 pictures in the 2015 issues. The coding identified the publication year, issue number and page number of each photograph analysed and total number of pictures on each page. After this information was tabulated, each photograph was analysed using a thematic analysis approach.

The research identified that given the opportunity to be photographed ad hoc, women tend to take the dominant stance and yet when the pictures were posed, the women showed a tendency to adopt a submissive stance. Male images were 13.39 per cent in the dominance category indicating a higher score in comparison to females at 3.45 per cent.

Whilst it is generally accepted that there are more males in the built environment, the reality leans towards the notion that with less woman on property boards and management roles, it will be difficult to portray women in positions of authority and to balance the gender portrayal. In summary, the marginalisation of women is evident, and marketing media can be highly influential and unintentionally promote gender inequity with image portrayal.

This research provides a valuable insight on how women are portrayed in the property profession. The property industry and the professional bodies can provide an influential role to promote gender equality.