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Shop traditions: Constructing and maintaining the Boeing family at the Boeing Company.

机译：商店传统：在波音公司建立和维护波音家族。

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摘要

This dissertation examines the Boeing Company's attempts to construct and maintain its corporate culture as the military firm weathered economic and social changes from the 1930s to the 1990s. Boeing provides a case study for better understanding postwar capitalist relations and the strategic importance of corporate culture, sexuality, and gender systems in day-to-day business operations and workplace organization. This study also extends studies of cold war masculinity by shifting focus from the state to provide unique insight into the private, everyday operations of an influential firm. Boeing's efforts to uphold masculine images and policies show the links between company traditions and the larger investment of the military industrial complex in regulating gender and sexual norms. Until the end of the twentieth century, Boeing's corporate culture revolved around celebrated "shop traditions" that were based on white heterosexual masculine norms. These norms organized workplace relations and disciplined and regulated the workforce. Boeing leaders developed a "corporate family" with strict divisions of labor based on racial and gender hierarchies. Company leaders and managers deployed "family" to attempt to stabilize the labor force through periods of instability, including war and the turbulent boom and bust cycles of the aerospace industry. This study focuses on case studies that reveal the tensions that surrounded the employment of white women, racial minorities, transsexuals, and other non-male and non-white workers. It was during moments of severe anxiety and rupture that Boeing leaders employed familialism. As the last case study reveals, by the turn of the century, global capitalist strategies led company leaders to abandon the family model and focus instead on teamwork. Overall this study shows the ways in which heterosexuality is institutionalized and how business, labor, and political economies relied on gender and sexuality to uphold capitalist power.
机译：本论文考察了波音公司在1930年代至1990年代经历了经济和社会变革时，军方企业建立和维持其企业文化的尝试。波音公司提供了一个案例研究，以更好地理解战后资本主义关系以及公司文化，性行为和性别体系在日常业务运营和工作场所组织中的战略重要性。这项研究还通过将重点从国家转移到有影响力的公司的私人日常运营中来提供了独特的见识，从而扩展了冷战男性气质的研究。波音坚持男性形象和政策的努力表明，公司传统与军事工业园区在规范性别和性规范方面的大量投资之间存在联系。直到20世纪末，波音公司的企业文化一直围绕着以白人异性恋男性规范为基础的著名“商店传统”。这些规范组织了工作场所的关系，对员工进行了纪律和规范。波音公司的领导者建立了一个“公司家庭”，并根据种族和性别等级划分了严格的分工。公司领导人和管理人员部署了“家庭”，以试图通过不稳定时期来稳定劳动力，包括战争以及航空航天业的繁荣和萧条周期。这项研究的重点是个案研究，揭示了白人妇女，种族少数群体，变性人以及其他非男性和非白人工人就业的紧张关系。在严重的焦虑和破裂的时刻，波音公司的领导人采用了家族主义。正如最后一个案例研究所揭示的那样，到世纪之交，全球资本主义策略导致公司领导者放弃了家庭模式，而将精力集中在团队合作上。总体而言，这项研究表明了将异性恋制度化的方式，以及商业，劳工和政治经济如何依靠性别和性取向来维护资本主义权力。

著录项

  • 作者

    Myers, Polly M.;

  • 作者单位

    University of Minnesota.;

  • 授予单位 University of Minnesota.;
  • 学科 History United States.;Sociology Industrial and Labor Relations.;Womens Studies.
  • 学位 Ph.D.
  • 年度 2008
  • 页码 255 p.
  • 总页数 255
  • 原文格式 PDF
  • 正文语种 eng
  • 中图分类
  • 关键词

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