Across two datasets-a corpus of 485 print media articles and a multiactor survey of tech/innovation experts, authors/journalists, economy/labor market experts, policymakers/ public administrators, and engaged citizens (n 5 570)-we build the case that the future of work is a fiction, not a fact; or, better yet, a series of competing fictions prescribing what the future will or should look like. Using an abductive and curiosity-driven mixed-method analysis process, we demonstrate that different narratives about the future of work stand in direct relation to specific actors in the public debate, through both framing tactics used by narrators in the media, and political and dispositional processes of narrative subscription. We conclude that future of work research requires a paradigm shift: from "predictions" to "imaginaries." This will help counter deterministic and depoliticized understandings of the future of work. We propose an integration of theory around framing contests, field frames, narrative subscription, and corresponsive mechanisms to offer a plausible account of our empirical discoveries and develop a research agenda. Per our study's practical implications, the future of work need not be something that happens "to us"-instead, it can be what we "make it."

The extant work on talent management (TM) has largely promoted neoliberal agendas concerned with ranking, rating and recording employees’ talent, or indeed lack of talent. While there are emerging insights that unravel the gendered, racialized and classed logics underpinning dominant TM writings, there is largely an acceptance of TM as an elitist practice, and there has been limited critical work that challenges the epistemological foundations of TM. In this symposium we adopt a critical lens and stress on the importance of power relations that shape, constrain and may hinder opportunities for all employees. In line with this year’s AOM theme “putting the worker front and center”, this presenter symposium aims to broaden our sight for more inclusive TM theorizing by including five papers that bring intersectionality to the forefront. The collection of papers documents the voices of the silenced talent from the Netherlands, Germany, Switzerland, Austria, and Ghana, and draws on feminist, critical, transnational and postcolonial epistemologies to challenge the dominance of masculinist and neo-liberal logics in TM theorizing and open up opportunities to review TM systems that stress inclusion and equity. This is a timely endeavor to draw out, extend, give emphasis and voice to what and who is silent or marginally present or ideologically represented in much of the current TM literature with the aim of broadening our sight in TM theorizing. Global Talent Mobility Literature: A Systematic Review Towards a More Inclusive Theorizing Author: Beverly Metcalfe; École supérieure des affaires Author: Yasmeen Makarem; American U. of Beirut Author: Fida Afiouni; American U. of Beirut For Whom does Talent Management Make Sense? Author: Sanne Nijs; Human Resource Studies, Tilburg U. Author: Edina Doci; Vrije U. Amsterdam, School of Business and Economics Author: Joost Luyckx; KU Leuven Tapping into Marginalized Talent: Examining the Work and Career Experiences of LGBTQ Employees Author: Caroline Straub; Bern U. of Applied Sciences Author: Pamela Lirio; U. of Montreal Author: Barbara Beham; Berlin School of Economics and Law Putting Intersectionality Front and Centre in Public Sector Talent Management Research Author: Alma M. McCarthy; U. of Galway Author: Denise Holland; National U. of Ireland Unfolding the Existence of the Colonial System in Talent Management Practices Author: Mustafa B Ozturk; Queen Mary U. of London Author: Ahu Tatli; U. of London Author: Zinabu Shaibu; zinabu

The currently dominant version of the corporate form - the profit-maximizing corporation - is one of the most influential organizational forms in contemporary society. It is also one of the most criticized organizational forms, especially with respect to questions of purpose, participation, and ownership. The corporation's strong focus on profit maximization and its non-democratic nature, as it excludes non-shareholding stakeholders from participating in how the corporation is run, have all attracted significant criticism. There are, however, several debates over alternative ways of organizing besides the corporation. In this chapter, we review the most influential of these: co-operatives, state-owned enterprises, democratically organized firms, social enterprises, stakeholder firms, and firms based on the sharing economy business model. We first analyze how these alternative ways of organizing do things differently with respect to questions of purpose, participation, and ownership and then we discuss how these different approaches can inspire efforts to reform the corporation.

The extant work on talent management has largely promoted neoliberal agendas concerned with ranking, rating, and recording employees’ talent, or indeed lack of talent. While there are emerging insights that unravel the gendered, racialized, and classed logics underpinning dominant TM writings, there is largely an acceptance of TM as a philosophy, and there has been limited work that challenges the epistemological foundations of TM. We argue that talent management philosophies that have strengthened instrumentalism are conceived as a managerial tool that showed a commitment to capitalistic frameworks, and ignored critical management studies, which stress the importance of resistance, and the power relations that shape, constrain, and may hinder opportunities for all employees. In line with this year’s AOM theme “Broadening our Sight”, this presenter symposium aims to broaden our sight for more inclusive TM theorizing by including five papers that bring intersectionality to the forefront. The collection of papers documents the voices of the silenced talent from the Netherlands, Germany, Switzerland, Austria, Ireland, New Zealand, Finland, and Ghana, and draws on feminist, critical, transnational and postcolonial epistemologies to challenge the dominance of masculinist and neo-liberal logics in TM theorizing and open up opportunities to review TM systems that stress inclusion and equity. This is a timely endeavor to draw out, extend, give emphasis and voice to what and who is silent or marginally present or ideologically represented in much of the current TM literature with the aim of broadening our sight in TM theorizing. Talent Management: Re-Imagining Transnational, Intersectional, and Post-Colonial Agendas Presenter: Beverly Dawn Metcalfe; American U. of Beirut Presenter: Yasmeen Makarem; American U. of Beirut Presenter: Fida Afiouni; American U. of Beirut For Whom Does Talent Management Make Sense? Presenter: Sanne Nijs; Human Resource Studies, Tilburg U. Presenter: Edina Dóci; Vrije U. Amsterdam, School of Business and Economics Presenter: Joost Luyckx; KU Leuven Tapping into Marginalized Talent: Examining the Work and Career Experiences of LGBTQ Employees Presenter: Caroline Straub; Bern U. of Applied Sciences Presenter: Pamela Lirio; U. of Montreal Presenter: Barbara Beham; Berlin School of Economics and Law Talent Management Theory & Practice in Public Organizations Presenter: Alma M. McCarthy; National U. of Ireland - Galway Presenter: Katerina Bohle Carbonell; National U. of Ireland Presenter: Turo Virtanen; U. of Helsinki Presenter: Paula Marie O'Kane; U. of Otago Presenter: Denise Holland; National U. of Ireland Presenter: Monty Van Wart; California State U. San Bernardino Presenter: John Burns; U. of hong kong Unfolding the Existence of the Colonial System in TM Practices – A Theoretical Perspective Presenter: Zinabu Shaibu; zinabu Presenter: Mustafa B Ozturk; Queen Mary U. of London Presenter: Ahu Tatli; U. of London

Although a large number of studies have explored the main causes of gender inequality in academia, less attention has been given to the processes underlying the failure of gender equality initiatives to enhance gender representation, especially at the professorial level. We offer a critical discourse analysis of recently promulgated gender policy documents of the five Flemish universities, and demonstrate that defensive institutional work is a fundamental process underlying resistance to gender equality in the academic profession. That is, powerful organizational actors resist gender change by (un)intentionally deploying a combination of discursive strategies that legitimate what we describe as non–time-bound gender equality initiatives: The expected outcomes are undetermined in time, and they delegitimate concrete, time-bound measures that define specific outcomes against well-defined deadlines. By explicitly bringing a temporal dimension into our analysis, we argue that defensive institutional work deflects questions regarding what ought to be achieved when, and contributes to the slow pace of gender change in academia.

While scholars have examined how micro-textual argumentative strategies are used to (de)legitimize contested corporate practices, less attention has been given to the role of ideologies or broader belief systems, underlying discursive (de)legitimation. Analyzing newspaper articles published after the announcement of two highly debated corporate restructurings in Belgium during the Great Recession, we identify the ideologies underlying (de)legitimizing statements and examine the discursive strategies through which social actors reproduce elements of these ideologies in legitimacy struggles. We show how the ideologies of ‘neoliberal capitalism’ and ‘humanistic capitalism’ shape framings of the restructurings, identity constructions of actors involved and propositions for government measures to prevent future restructurings from happening. Apart from predictable patterns of reproduction, we discern four creative reproduction strategies: ‘refutation of elements of ideological representations’, ‘appropriation of key vocabularies’, ‘hybridization of ideological representations’, and ‘ideological pioneering’. Our study contributes by (1) providing novel insights into how ideologies function as discursive resources for (de)legitimation of contested corporate undertakings, (2) reconsidering the political nature of (de)legitimizing statements, and (3) reflecting on the (im)possibility of resistance against globalization-driven restructurings in multinational corporations and the neoliberal ideological project in general.

In this study, we explicitly engage with the historical dimension of discursive legitimation to understand how a sense of legitimacy is maintained for a controversial actor over a long period of time. Analyzing articles in The Economist that address opposition against multinational corporations during the current wave of globalization, we identify and situate the different multinational corporation-related controversies and discursive legitimation strategies in their specific historical context. Our historical interpretation suggests three phases, each representing the discursive creation of particular actor images that either legitimize multinational corporations or de-legitimize its opponents. From our findings, we propose that, over time, the nature of discursive legitimation changes and introduce ‘discursive antagonism’ and ‘discursive co-optation’ as two different forms of legitimation. We further reflect on our present understanding of multinational corporations, reinterpreting their current political role as a historical product of the legitimacy process over time.

In het voorjaar van 1898 bezocht prins Albert -de toekomstige koning Albert I -de Verenigde Staten van Amerika, het noorden van Mexico en het zuidoosten van Canada. Het ging hier om een grote studiereis die kaderde in zijn voorbereiding op het koningschap. De prins werd op 11 maart 1898 ontvangen door de Amerikaanse president William McKinley en trok nadien incognito door Noord-Amerika, waar hij te gast was in tal van grote ondernemingen, universiteiten en liefdadigheidsinstellingen. Tijdens zijn reis schreef Albert zijn ervaringen neer in een dagboek. Deze bijdrage bevat een kritische editie van zijn reisverslag en probeert de bredere context waarin het bezoek aan de Verenigde Staten, Mexico en Canada plaatsvond te verduidelijken. Op die manier hopen we de bestaande historiografie over de vormingsjaren en de persoonlijkheid van de prins te vervolledigen. Daarnaast toont het reisdagboek hoe Noord-Amerika op het einde van de negentiende eeuw werd gepercipieerd door een vooraanstaande aristocraat uit West-Europa.