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首页> 外文期刊>Journal of organizational behavior >Congruence work in stigmatized occupations: A managerial lens on employee fit with dirty work
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Congruence work in stigmatized occupations: A managerial lens on employee fit with dirty work

机译：被污名化的职业中的同等工作：管理人员对肮脏工作的适应

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Although research has established that it is often difficult for individuals engaged in dirty work to adjust to stigma and the attributes giving rise to stigma, little theory or empirical work addresses how managers may help workers adjust to dirty work. Interviews with managers across 18 dirty work occupationsphysically tainted (e.g., animal control), socially tainted (e.g., corrections), and morally tainted (e.g., exotic entertainment)indicate that managers engage in congruence work: behaviors, sensemaking, and sensegiving that they perceive as helping individuals adjust and develop a stronger sense of person-environment fit. Specifically, congruence work focuses on 3 phases of managerial practices that correspond to individuals' growing experience in the occupation. First, recruitment/selection involves overcoming individuals' aversion to dirty work by selecting individuals with an affinity for the work and providing a realistic stigma preview. Second, socialization involves helping newcomers adjust to distasteful tasks and to stigma by using targeted divestiture, developing perspective taking, helping newcomers manage external relationships, and utilizing desensitization or immersion. Third, ongoing management roles involve cementing individuals' fit by fostering social validation, protecting workers from dirty work hazards, and negotiating the frontstage/backstage boundary. The practices identified as congruence work highlight the important role that managers can play in facilitating adjustment for both dirty workers and presumably their less stigmatized counterparts.
机译：尽管研究表明，从事肮脏工作的人通常很难适应污名，而造成污名的属性却很少，但很少有理论或实证研究涉及管理者如何帮助工人适应污名工作。对经理进行的18种肮脏工作的访谈，包括受到物理污染（例如，动物控制），社会污染（例如，矫正）和道德污染（例如，异国情调的娱乐）的职业，这表明管理人员从事同等工作：行为，感官和感知能力帮助个人适应和发展更强的个人环境适应感。具体而言，一致性工作集中于管理实践的三个阶段，这三个阶段与个人在该职业中不断积累的经验相对应。首先，招聘/甄选涉及通过选择对工作有亲和力的个人并提供现实的污名预览来克服个人对肮脏工作的厌恶。第二，社会化涉及通过使用有针对性的资产剥离帮助新移民适应令人讨厌的任务和污名化，发展观点观点，帮助新移民管理外部关系以及利用脱敏或沉浸感。第三，持续的管理角色包括通过促进社会认同，保护工人免受肮脏的工作危害以及谈判前/后边界来巩固个人的适应能力。被认为是一致工作的实践突显了管理者在促进对肮脏工人以及可能是他们受到较少污名化的同行进行调整方面可以发挥的重要作用。

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