This study provides insight into how having COVID-19 shifted Black and older Hispanic adults’ organizational perceptions and experiences. We used data from 30 Black and Hispanic full-time men and women over the age of 45 who have had COVID-19, and most have co-occurring physical and mental chronic illness, to examine how having COVID-19 shapes their perceptions of their workplace and organizational interactions. We examine how older Black and Hispanic adults’ intersectional identities further shape their work experiences. Further, we illuminate how COVID-19-related enhanced safety protocols impacted these workers’ emotional and interpersonal experiences by increasing feelings of safety and support, while simultaneously widening relational gaps among coworkers and increasing mental health concerns. We end with workplace practice recommendations, centering an intersectional and Total Worker Health® (TWH) approach, to reduce work-related health and safety hazards with efforts to promote and improve the well-being of older Black and Hispanic workers.

Widely recognized as an essential management practice that can meaningfully shape key employee attitudes and behaviors, family-supportive supervision (“FSS”) represents a form of managerial support aimed at helping employees effectively navigate the work-family interface. Despite the importance of perceived FSS for both individual and organizational outcomes, questions remain regarding the actual behaviors supervisors engage in to provide this targeted family support (or not). Consequently, substantive conceptual (e.g., ambiguity) and operationalization issues (e.g., confounded variance, abstraction) have stemmed from the lack of clarity and parsimony in the study of FSS. To address these limitations, we conducted a multi-phase mixed methods investigation with three unique samples of full-time employees to develop a behavioral typology of FSS behaviors. The resultant typology is distinguished by two dimensions (i.e., valence and effort) and organized into six categories that together span the full spectrum of unsupportive-supportive supervisor behaviors. This behavioral index and typological structure subsequently help to guide the refinement of the conceptualization of FSS and lays the groundwork for the creation of more objective FSS measures—a foundational step necessary for the advancement FSS research and practice.

The extant research on organizational socialization has primarily focused on newcomer perceptions of the socialization process, neglecting the perspective of insiders (veteran employees) who socialize newcomers. The veteran perspective is important to consider, as veterans take on additional work responsibilities to help newcomers assimilate to the organization. The current study examines how veterans’ perceptions of their personal resources (e.g., assimilation, job demands) may influence their own well-being during the socialization process, as well as newcomer outcomes (i.e., role clarity, job performance). Data from 108 matched veteran-newcomer pairs across a variety of occupations were analyzed using path analysis. Results suggest veteran assimilation and job demands during socialization are related to both veteran and newcomer outcomes, including veteran emotional exhaustion and newcomer role clarity. In addition, veteran assimilation was significantly related to newcomer performance. Implications of these findings for organizations are discussed.

Work-family management has become a highly salient issue for organizations as the world of work experiences ongoing changes due to globalization, technological advances, and new challenges spurred by the COVID-19 pandemic. In the past decade or so, the concept of family-supportive supervisor behaviors (FSSB) has been recognized by management and organizational science scholars as an important resource for alleviating negative pressures related to work-family management. However, despite evidence suggesting organizations are heavily gendered (i.e., built upon and structured according to assumptions about gender) and that FSSB represent a set of gendered behaviors, the role of gender is largely missing from FSSB theorization. In addition, little is known regarding the antecedents of FSSB and the mechanisms responsible for the enactment or withholding of FSSB by supervisors. To address these gaps, we perform an interdisciplinary theoretical integration to develop a conceptual and process model of gendered antecedents of the FSSB decision-making process. We present theoretically driven propositions regarding how gender-related variables of the supervisory dyad influence both 1) if/how supervisors become aware of an FSSB opportunity, and 2) supervisors' FSSB decisions to enact, withhold, or neglect FSSB. We conclude with practical implications and opportunities for future FSSB research based on implications of our theoretical insights.

The COVID-19 pandemic has affected nearly all the aspects of society since it's onset in early 2020. In addition to infecting and taking the lives of millions of global citizens, the pandemic has fundamentally changed family and work patterns. The pandemic and associated mitigation measures have increased the unemployment rates, amplified health risks for essential workers required to work on-site, and led to unprecedented rates of telecommuting. Additionally, due to school/daycare closures and social distancing, many parents have lost access to institutional and informal childcare support during the COVID-19 crisis. Such losses in childcare support have significantly impacted the paid and unpaid labor of parents, particularly of mothers. In this article, we synthesize recent research on pandemic-related changes to work and family in the United States. Applying an intersectionality lens, we discuss the gendered implications of these changes. Because gender inequality in family and work are connected, COVID-19 has, in many cases, deepened the pre-existing gender inequalities in both realms.

Globalization, technological advances, and changing employment structures have facilitated greater flexibility in how and where many Americans do their paid work. In response, a new work arrangement, coworking, has emerged in the United States. Coworking organizations bring together professionals from different companies to share a common workspace and build community. Despite the prevalence and potential benefits of coworking, little systematic research about coworking contexts exists, let alone research focused on gender inequality therein. Using 78 interviews and more than 700 hours of observation across nine coworking spaces, we examine the organizational logics that shape gender dynamics, as well as intersecting racial and class dynamics, in coworking spaces. Building on Acker’s inequality regimes framework, we uncover organizational logic that either reduces or reproduces inequality for diverse groups of women in coworking contexts. We conclude by discussing important theoretical and empirical implications of these findings.

In today's hiring process, the resume plays a vital role. With the rise of applicant tracking systems and the American job market remaining highly competitive, resume screening is often the first barrier job seekers must overcome to reach upper levels of the job search process. This barrier can be especially challenging to break through for U.S. military veterans. This article describes a system for assisting veterans to learn how to translate their skills sets for transition into the civilian world of work, and how to build stronger, more competitive professional documents.IntroductionAs a career counselor in higher education, I have had a great deal of contact with U.S. military veterans hoping to enter (or re-enter) the civilian world of work. This special group of individuals generally presents with exceptional skills and qualifications that would be desirable to any employer; however, they often struggle to secure an interview. The difficulty getting into the room with an employer may be attributed to several factors that pose challenges to veterans integrating into the civilian workforce (Rudstam, Strobel Gowar, & Cook, 2012; Clemens & Milsom, 2008). Yet, there is one key piece to the job search puzzle that surfaces frequently: the transition from a military to civilian resume. For many veterans, the issue of resume writing is one of the primary barriers to getting an interview and successfully navigating the hiring process. Resumes play an integral role in the hiring process regardless of population (Chen, Huang, & Lee, 2011; Tsai, Chi, Huang & Hsu, 2011; Cole, Feild, Giles & Harris, 2009 ; Cole, Rubin, Feild & Giles, 2007) and, veterans often struggle with similar challenges to civilians when learning how to write a strong resume (targeting, tailoring, etc.). However, veteran clients face some additional challenges that civilians do not due to unique, culture-specific differences between military and civilian life: specifically, the differences between military and civilian language. These observed differences include the use of acronyms unfamiliar to civilians, word usage that differs in context and meaning from the civilian usage, and difficulty translating military duties into articulated skill sets that civilian employers value and understand. The following is an overview of a counseling tool that I developed and have been using for the past three years to assist veterans in overcoming these challenges called The ITMA Guide for Translating Military Resumes to Civilian Language ©.The ITMA Guide at a GlanceITMA stands for Identify, Translate, Match, and Articulate. Anyone who has had any contact with US Military culture is probably familiar with its affinity for acronyms. In keeping with this tradition, I thought it appropriate to utilize the acronym ITMA to help individuals remember the steps of the resume translation process. The following overview outlines a proposed process for use in helping veteran-clients overcome the challenges faced when translating their resumes.Identify.I have seen both veterans and civilians experience difficulty identifying skills acquired and demonstrated throughout their education, training, and professional experiences. For the veteran, this identification step can be particularly challenging as most military job descriptions are lengthy, use military-specific jargon and acronyms not commonly used in the civilian world of work, and focus on specific tasks rather than broader skill-sets. Often, a transitioning veteran's first draftof a civilian resume presents as a three-plus page document full of detail, jargon, and acronyms that seem to have little relevance to the position to which the veteran is applying. Thus, the first step in translating the military resume is to siftthrough the military resume and job description, (sometimes referred to as MOS or, military occupational specialty) to identify transferable skills. …