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This paper aims to highlight the need to understand the mechanisms of inclusion and exclusion in the workplace which are often embedded in micro‐level work practices. It explores how social networks and the resources contained within them function differentially among workers to reinforce existing patterns of preferential access to the most desirable positions in the labour market.

Using in‐depth interviews of electrical engineers in a case study firm in the IT industry in Cambridge, England, the paper outlines the strong gendered and ethnic patterns of segmentation within the engineering occupation.

The paper finds significant inequalities in access to, and awareness of, the resources contained within some social networks in the workplace.

The study critiques the extension of social capital theory into the workplace due to its conceptual and methodological focus on positive outcomes.

This editorial aims to explore some of the reasons why women and men do not experience the revolutionary forces of new technologies in the same way.

The paper reviews a series of research and conceptual papers which were first presented at a seminar at the University of Cambridge organised by the Economic and Social Research Council's Gender Equality Network

Taken together, the papers show the dynamic interdependence of work undertaken in both the public and private spheres and the role of different forms of new technologies in influencing inequalities in the division of labour

The collection of papers is probably unique in that its focus is not just on paid work but also on the implications of technological change for gender equality in domestic labour.

This paper aims to explore the antecedents of careerist orientations to work. Hypotheses are drawn from referent cognitions theory. First, it is proposed that trust mediates the relationship between an individual's perceptions of procedural justice and their careerist orientations to work. Second, perceptions of distributive justice, regarding the allocation of career development opportunities, will moderate the relationship between trust and careerist orientations to work.

A total of 325 employees of a large UK financial institution completed a structured questionnaire. Regression analysis (using SPSS version 11) was used to test the presented hypotheses.

All hypotheses were confirmed. However, the interaction effect observed was different from that hypothesised. It appears that trust only matters, in terms of the development of careerist orientations to work, when individuals feel that they are receiving equitable career development opportunities.

Much more research is required in different organisational contexts if one is to fully confirm and understand these relationships. However, these findings suggest that employers will only reduce the development of careerist attitudes in their workforce if they ensure the fair distribution of career development opportunities and engender trusting relations through the implementation of fair decision‐making procedures.

This paper adds much needed empirical research to the literature on new career realities and careerist orientations to work. Moreover, referent cognitions theory is presented as a new theoretical framework for understanding the cognitive processes involved in an individual's development of careerist attitudes.

Published studies of the relationships between personality, affect, and organizational change have been overwhelmingly quantitative, while clinical and psychodynamic approaches have seldom dealt with the context of organizational change. We used semistructured interviews to explore the “middle ground”, by researching how participants in change believed aspects of their personalities contributed to their responses, particularly on an affective level. We found that traits such as openness to experience, resilience, pragmatism, change self-efficacy, and locus of control influenced participants' perceptions of how they reacted to organizational change. The findings point to the important role that qualitative research into personality can play in improving understanding of emotional responses to organizational change.

Interdisciplinary research allows us to broaden our sights and expand our theories. Yet, such research surfaces a number of challenges. We highlight three issues – superficiality, lack of focus, and consilience - and discuss how they can be addressed in interdisciplinary research. In particular, we focus on the implications for interdisciplinary work with paradox scholarship. We explore how these issues can be navigated as scholars bring together different epistemologies, ontologies and methodologies within interdisciplinary research, and illustrate our key points by drawing on extant work in paradox theory and on examples from this double volume. Our paper contributes to paradox scholarship, and to organizational theory more broadly, by offering practices about how to implement interdisciplinary research while also advancing our understanding about available research methods.

Moving beyond the question of whether large corporations are truly addressing sustainability, some scholars have explored the degree to which CSR activities are purely symbolic or substantive in nature. Most of the studies have focused on external stakeholder pressures. The aim of this chapter is to extend this line of inquiry by theorizing that the dynamics among internal stakeholders also shapes CSR conduct.

This theoretical contribution borrows from research on socially responsible indices, behavioral corporate governance theory in CSR and from recent research that has leveraged attribution theory to better understand reactions to corporate social irresponsibility (CSiR).

Our chapter proposes that firms adhering to substantive CSR practice are less likely to be punished by external stakeholders than otherwise. From an internal stakeholder viewpoint, it suggests there is a positive relationship between the number of board ties to reputable universities/nonprofit organizations and substantive CSR practices; and a negative relationship between managerial discretion and substantive CSR practices.

This chapter can have social applicability as it deals with stakeholders’ role in pressuring the modern organization to engage in substantive CSR.

As aforementioned, most studies explore the relationship between CSR compliance and external stakeholder pressures. In contrast, the relationship between internal stakeholder dynamics and CSR compliances is still not well understood. Hence, the incorporating of these dynamics provides theoretical insights for the CSR, sustainability, and corporate governance arenas.

The purpose of this paper is twofold: first, to determine if job satisfaction increases with age, and if this is consistent across countries; and second, if individuals belonging to the same age cohort, who experience similar life conditions and events and have been posited to share common attitudes and behaviors, differ in terms of job satisfaction, and if this difference is comparable across countries.

The study provides a comparative analysis of the impact of age and generational differences on job satisfaction globally, based on non-panel longitudinal data from the most recent wave of the International Social Survey Program (Work Orientations IV, 2015).

Age has a positive statistically significant impact on job satisfaction (e.g. the older you get, the more satisfied you are with your job). However, the same analysis with each specific age cohort indicates that age is only statistically significant with the baby boomers. Statistically significant cross-generational differences exist in the levels of job satisfaction across generations and cross-generational differences in the determinants of job satisfaction. Most differences are seen between the silent generation and the other three age cohorts.

Previous comparative studies have found that job satisfaction across generations, even within the same or similar countries, shows little variation. Research measuring the relationship between age and job satisfaction indicates three key contradictory findings – satisfaction increases with age, decreases with age, or no relationship exists. The current large-scale, global study updates and extends previous research by exploring similarities and differences in job satisfaction and work quality characteristics by age cohort, with a global sample.

Aim of the present monograph is the economic analysis of the role of MNEs regarding globalisation and digital economy and in parallel there is a reference and examination of some legal aspects concerning MNEs, cyberspace and e‐commerce as the means of expression of the digital economy. The whole effort of the author is focused on the examination of various aspects of MNEs and their impact upon globalisation and vice versa and how and if we are moving towards a global digital economy.