通过(错误)认识工作:将脆弱性理解为不稳定工人主体性中的矛盾心理

IF 4.5 2区 管理学 Q1 MANAGEMENT
F. Valenzuela, C. Manolchev, S. Böhm, C. Agar
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引用次数: 0

摘要

世界上大多数工人都是不稳定工人(precariat)的一部分,他们的特点是非永久性、非正式、短期、低工资、低技能和不稳定的工作。虽然对不稳定对工人的负面影响有许多社会经济批评,但文献越来越多地询问不稳定工人实际上是如何生活的,以及他们的主体性是如何在日常生活中产生的。我们通过提供不稳定工人的矛盾经历的社会心理帐户来贡献这一文献。我们认为,识别和误认的相互作用起着至关重要的作用,因为脆弱的工作主体被纠缠在复杂的可识别性网络中。我们提供了104个深度访谈的见解,提供了一个拉康式的分析,关于不稳定的工人如何发展对新自由主义价值观的无意识依恋,这些价值观是不稳定逻辑的核心。理解这种矛盾心理有助于我们对不稳定工人的脆弱性形成一种更细致入微的伦理观点。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Working through (mis)recognition: Understanding vulnerability as ambivalence in precarious worker subjectivity
Most workers around the world are part of the precariat, characterized by non-permanent, informal, short-term, low-pay, low-skill, and insecure jobs. While there have been many socio-economic critiques of the negative impacts of precarity on workers, the literature has increasingly asked how precarious workers actually live their lives and how their subjectivities are produced on a daily basis. We contribute to this literature by providing a psychosocial account of the ambivalent experiences of precarious workers. We contend that the interplay of recognition and misrecognition plays a crucial role, as the vulnerable, working subject becomes entangled in a complex web of recognizability. We present insights from 104 in-depth interviews, providing a Lacanian analysis of how precarious workers develop unconscious attachments to neoliberal values that are central to the logic of precarity. Understanding this ambivalence helps us develop a more nuanced view of an ethics of precarious workers’ vulnerability.
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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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