一次不只一个女人:在后女权主义时代重新激化工作中的女权主义项目

IF 4.5 2区 管理学 Q1 MANAGEMENT
Yvonne Benschop, Patricia Lewis
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引用次数: 0

摘要

女权主义回来了,但它真的回来了吗?女权主义在当代的流行对西方组织中的女权主体和女权项目意味着什么?这是本文的核心问题。我们观察到,作为女权主义当代吸引力的一个重要来源,后女权主义如何将女权主义主体个性化为有能力、有选择和自我变革的主体。然而,在后女权主义时代,承诺与兑现之间的情感不一致为女权主义项目的再激进化提供了切入点。为了研究失望的后女权主义主体如何挑战组织,我们回到了集体主义和父权制的女权主义概念。通过与网络社会性的融合,我们更新了集体性的概念,打破了对稳定合作的传统理解,强调了不同的经验和短暂、强烈的集体遭遇。回到父权制,我们将其表述为 "惊人的适应性",以及对争取平等的斗争的未净化诠释。父权制是失望的背景,它能激发暂时性的强烈集体行动,以实现跨部门平等。最后,我们确定了研究议程的轮廓,以探讨如何激化女权主体,推进跨领域平等的女权项目。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Not just one woman at a time: Re-radicalizing a feminist project at work in a postfeminist era
Feminism is back, but is it? What does the contemporary popularity of feminism mean for the feminist subject and the feminist project in western organizations? This is the question that lies at the heart of this article. We observe how postfeminism – as a key source for feminism’s contemporary attractiveness – individualizes the feminist subject as empowered, choosing and self-transforming. However, feelings of affective incongruity between what is promised and what is delivered in postfeminist times provide an entry point for a re-radicalization of the feminist project. To examine how the disappointed postfeminist subject can challenge organizations, we return to the feminist concepts of collectivity and patriarchy. We update the notion of collectivity through fusion with network sociality, breaking with a traditional understanding of stable collaboration, and emphasizing diverse experiences and transient, intense collective encounters. Returning to patriarchy, we present it as ‘stunningly adaptable’ and the unsanitized interpretation of the struggle for equality. It is the context for the disappointment that can spark temporary intense collective action for intersectional equality. Finally, we identify the contours of a research agenda to explore how to radicalize the feminist subject to take forward a feminist project of intersectional equality.
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来源期刊
Human Relations
Human Relations Multiple-
CiteScore
12.60
自引率
7.00%
发文量
82
期刊介绍: Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.
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