Search results

This chapter deals with labour conditions and discrimination of migrant workers in Italy, with a particular focus on the agricultural sector in two Southern Italian areas: Northern Basilicata and Western Sicily. The first part of the chapter describes the history of migration to Italy and the most relevant transformations occurred over the last years, as well as an overview of the relevant legislation on migration and racial discrimination at work. The second part, on the basis of two ethnographic studies realized by the two authors, analyses the complex intertwinement of structural and symbolic violence in determining the conditions of exploitation and discrimination of migrant seasonal labourers in the two areas. The study focuses on three topics: piecework payment; the ghettoization and segregation of seasonal labourers; the system of informal and illegal labour intermediation called caporalato. It is argued that that the main source of symbolic violence is represented by the brokers called caporali, who are usually of the same nationality of the labourers. If, on a certain extent, migrant workers perceive their ghettoization, discrimination and exploitation as ‘normal’ and ‘acceptable’, this is due to the communitarian relationships built and manipulated by the caporali. On the contrary, the State and the local administrations seem to act exclusively as a source of structural violence. The national legislation on migration, as well as the lack of public policies concerning labour intermediation, transport and accommodation for seasonal labourers, appears as the main reason of the vulnerability of migrant workers in the considered areas.

The rapid growth of online social networking sites (“SNS”) such as LinkedIn and Facebook has created new forms of online labor market intermediation that are reconfiguring the hiring process in profound ways; yet, little is understood about the implications of these new technologies for job seekers navigating the labor market, or more broadly, for the careers and lives of workers. The existing literature has focused on digital inequality – workers’ unequal access to or skilled use of digital technologies – but has left unanswered critical questions about the emerging and broad effects of SNS as a labor market intermediary. Drawing on in-depth interviews with unemployed workers this paper describes job seekers’ experiences using SNS to look for work. The findings suggest that SNS intermediation of the labor market has two kinds of effects. First, as an intermediary for hiring, SNS produces labor market winners and losers involving filtering processes that often have little to do with evaluations of merit. Second, SNS filtering processes exert new pressures on all workers, whether winners or losers as perceived though this new filter, to manage their careers, and to some extent their private lives, in particular ways that fit the logic of the SNS-mediated labor market.

The goal of this study was to empirically determine whether creative capital can be distinguished at the firm level and to determine what role external labour plays in enhancing firm-level creative capital.

This study was conducted using a qualitative design. Interviews were held with eight managers knowledgeable on HR implementation and the use of creativity within their firms.

Creative capital was identified on the organizational level. The use made and roles given to external labour, in the form of contract and project-based employees as well as consultants and specialists for core activities, are important aspects in enhancing firm-level creative capital. We also found support for the claim that the use of labour market intermediaries in involving external labour differs between organizations with low and high levels of creative capital. Further, the findings indicate that more use is made of external labour in highly creative capital organizations when they are operating in dynamic environments.

Given out sample limitations, future research should develop a study design that allows our findings to be generalized to a larger population, including a focus on specific distinguishing departments within organizations.

Organizations can enhance their innovation performance through using firm-level creative capital, using external labour to acquire and retain the KSAOs needed.

The study is highly original and adds value to existing theory as it is the first to explore the relationship between external labour and firm-level creative capital.

This chapter explores the development of organizational narratives of identities for embodying the qualified jobseeker with disabilities in the French job market.

While the concept of “organizational narratives of identities” has primarily been used to study the access to services to individuals with “troubled identities,” my study looks at how organizational narratives are shaped in labor market intermediation for the professional integration of workers with disabilities.

In this context, fitting the right formula story goes beyond embodying the morally “deserving” target population in order to encompasses corporate-related expectations, such as demonstrating resilience and grit, as well as disclosure-related expectations, that navigates the contradictory injunction of the French antidiscrimination system to both demonstrate a commitment to diversity and to remain indifferent to differences.

This chapter highlights the ways in which the cultural narratives surrounding disabled identities, workers’ identities, and the French cultural ideology of “indifference to differences” were translated into specific recruitment advice on the job market, as well as into organizational changes that favored the creation of a disability-friendly buffer zone in corporations: the activist disability manager. The chapter also shows how widely circulating cultural narratives shape, and are shaped by, organizational policies and procedures that can in turn shape personal experiences in the workforce.