Kornau, Angela
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- PublicationMetadata onlyThe ecosystem of managing refugee employment: Complementarity and its microfoundations(2023-03-22)
;Knappert, Lena ;Ortlieb, Renate; ;Maletzky de García, Martinavan Dijk, HansFinding formal and stable employment in the local economy is a crucial step in the integration of refugees. In highly regulated high-income countries, multiple actors are involved in managing refugee employment and offer support to overcome its various barriers. Our research breaks new ground by focusing on the dynamics between these actors. We conducted 80 interviews with refugees, employers, governments, employer associations, refugee support organizations, and public employment services in three Western European countries. We conceive of the field as a refugee employment ecosystem in which complementarity is the key mechanism that aligns the various actors’ activities to achieve the goal of refugee employment. Complementarity means that actors not only fulfill their different roles but also step in, fill gaps, and add to others’ activities. Three microfoundations undergird this complementarity: individuals’ motives, responsiveness, and perseverance. By showing how refugee employment ecosystems are inhabited and sustained by individuals whose activities go beyond their assigned actor roles, we contribute to theory development in research on refugee employment and help to humanize theorizing about ecosystems at large. We also offer practical guidance on how to increase the resilience of refugee employment ecosystems. - PublicationMetadata onlyVeranstaltungsreihe „Diversität leben – Zwischen Wunsch und Wirklichkeit“(Verlag Barbara Budrich, 2023)
;Konkart, Doris ;Stehling, Rebecca ;Ebert, Katja; - PublicationMetadata onlyEditorial zum Schwerpunktthema: Digitalisierung der Arbeitswelt: Hindernisse und Chancen mit Blick auf Chancengleichheit, Diversität und Inklusion(Budrich, 2022-07)
; ; ;Mucha, Anna ;Rastetter, DanielaSchmucker, Stephan - PublicationMetadata onlyE‐voice in the digitalised workplace(2022-06-25)
; Digitalisation permeates all aspects of organizational life, especially the ways we communicate with each other. Drawing on a case study of an alternative organisation—the German collective Premium, which is almost entirely digitally organised—we seek to explore contextual factors that facilitate or hinder the expression of electronic voice (e-voice). Based on 20 semi-structured interviews with different members of the collective, we identified various contextual facilitators and barriers to e-voice expression: Collective belief in the value of diverse voices, cautious online and complementary face-to-face communication facilitate e-voice, while less formalised structures, power and knowledge asymmetries, and information overload hinder it. These findings demonstrate that despite an alternative organisation's firm intention and self-reflective efforts to create an inclusive and participatory digital space, tensions arise. Further, our study contributes to employee voice theorising by outlining contextual factors that are specifically relevant to e-voice practices. - PublicationMetadata onlyContested fields of equality, diversity and inclusion at work: an institutional work lens on power relations and actors’ strategies in Germany and Turkey(2022)
; ;Knappert, Lena ;Tatli, AhuIn this paper, we explore how institutional actors push or resist equality, diversity and inclusion in light of power relations in their respective country contexts. We conducted interviews with a range of institutional actors, including governmental organizations, employer representatives, unions, professional associations, and civil society organizations working on EDI issues in Germany and Turkey, two countries with very different socioeconomic and political settings. Our findings suggest that EDI fields are structured by country-specific power relations: they appear as competitively dispersed in Germany and politically polarized in Turkey, depending on the social position of the actors and the type of field fragmentation. These field characteristics, in turn, nurture different patterns of actors’ strategies such as framing and mobilizing aimed at maintaining or disrupting the institutionalized status quo of EDI. We propose that a critical, power-sensitive institutional work approach to EDI is a useful lens through which to examine extra-organizational country contexts in international HRM research and, in particular, context-sensitive studies of EDI. As a practical implication, EDI and HR managers will be sensitized to the relevance of building coalitions with external stakeholders if they are to advance EDI within their organizations. - PublicationMetadata onlyAdvertising, avoiding, disrupting, and tabooing: The discursive construction of diversity subjects in the Turkish context(2021)
; ;Knappert, LenaDuygu, Acar ErdurThis study investigates organizational diversity discourses in Turkey – a non-Western, politically relevant, yet underrepresented context. Using a Foucauldian perspective on power and discourse, we scrutinize how power relations in the Turkish context are (re)produced. Based on our analysis of company websites and semi-structured interviews with various actors (e.g., HR managers), we propose a conceptual framework of the discursive construction of diversity subjects at work along the dimensions of (1) visibility of organizational diversity discourses and (2) contestation of meaning within organizational diversity discourses. The combination of these dimensions yields four discursive dynamics as illustrated in our data (Advertising, Avoiding, Disrupting, Tabooing). This framework may inspire future context- and power-sensitive investigations on diversity discourses at the workplace. - PublicationMetadata onlyRichard Florida’s creative class: The Global Tolerance Index and its value for diversity and inclusion research(Edward Elgar, 2021)
; ;Kumra, Savita ;Ng, Eddy ;Stamper, Christina ;Klarsfeld, AlainHan, Yu (Jade)In this chapter, we discuss the creative class theory developed by Richard Florida (2002, 2005, 2014) with a special emphasis on the Global Tolerance Index (GTI). The key proposition of his theory is that the so-called 3T’s - Technology, Talent and Tolerance - are key drivers for economic growth. Places that are more tolerant of people with diverse backgrounds have a competitive advantage as they will attract more talented people from ‘the creative class’ who in turn develop innovative ideas that enhance prosperity. We first outline the cornerstones of Florida’s theory, explain the composition of the Tolerance Index developed for the US-context as well as the GTI and discuss the global tolerance country ranking, which covers 139 nations. We then show how the index has been applied, discuss its strengths and weaknesses and finally outline some avenues for future research that embrace tolerance in the context of multi-disciplinary and multi-level D & I research. - PublicationMetadata onlyAn empirical analysis of research paradigms within international human resource management: The need for more diversityThe goal of this article is to provide a fine-grained analysis of international human resource management research that addresses the different perspectives applied in that research. We coded 203 peer-reviewed international human resource management articles published between 2011 and 2018 with content analytical methods guided by the compass of management research developed by Sieben, which is rooted in critical management research. We were particularly attentive to the various discursive orientations international human resource management scholars have adopted, including ideologically critical, poststructuralist, functionalist and interpretive perspectives. We further examined which methods, theoretical perspectives and topics were common within and across different perspectives. This analysis indicated that critical research intending to politicize and question existing structures and ways of organizing is still marginal. Along with the dominance of functionalist and interpretive studies, papers in our dataset commonly use a strategic human resource perspective, are predominantly interested in the human resource management–performance link and focus rather narrowly on multinational corporations and expatriates. Furthermore, while international human resource management scholars increasingly account for the contextual embeddedness of organizations through macro-level theories, they mainly apply institutional perspectives that view organizations as adapting to institutional constraints. We propose a more diverse and reflexive approach – inspired by ideologically critical and poststructuralist perspectives – that may help to overcome these blind spots. Such an approach might, for instance, look at types of organizations other than multinational corporations and individuals other than highly skilled expatriates and might explicitly bring multiple, external stakeholders into the picture. We conclude by suggesting that international human resource management research and practice would benefit from more research diversity which enables more holistic analyses of phenomena, more innovative research and resultant insights, and more space for meta-theoretical reflections.
- PublicationMetadata onlyDiversity in under-researched countries(Emerald, 2019-05-09)
;Klarsfeld, Alain ;Knappert, Lena; ;Ngunjiri, Faith Wambura