Men in rural China spend more time in leisure or social activities, or just hanging around and resting.
Articles on Work
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What a ‘gig worker’ is remains ill-defined, which can suit employers. But the spread of the gig economy means more workers don’t have the same rights and protections as employees.
Green jobs go beyond solar panel installation and wind turbine maintenance. They’re found in fields from design to economics and in many types of management.
Gig workers navigate the challenges of solo work by seeking out relationships and cultivating skills to cope with emotional turbulence
‘Career portfolioing’ is a trend where people assemble different sources of income, such as side gigs, to give them a measure of independence from employers who provide little job security.
Men and women both offer unique, valuable contributions to company boards. To reap these benefits, organizations should continue to increase gender diversity.
People who experience mansplaining suffer lower organizational commitment and job satisfaction, and higher turnover intention, emotional exhaustion and psychological distress.
If Elon Musk’s aggressive management style proves to be successful for Twitter, it could result in other business leaders following suit and turning to unhealthy leadership practices.
For immigrants to be a panacea for our demographic and economic challenges, they must be able to find skills-appropriate employment and settle into communities.
Improving the ability for worker’s voices and perspectives to be heard in the workplace could have wide ranging benefits for employers and broader society at large.
Keeping your fingers and toes warm is the key.
In this new world of hybrid work, managers need to create working conditions that build and maintain interpersonal connections, while allowing for both high productivity and superior job satisfaction.
Feminine leadership encompasses aspects of ourselves that have been pushed aside within conventionally male-dominant spaces. Recentring them can foster leadership that is more inclusive.
Companies trialling four-day working weeks are considering making it permanent.
Corporations may have amped up their diversity statements, but their promises to promote anti-racist cultures without action plans can lead to greater blocks to success for racialized employees.
If organizations truly want to retain diverse employees and have them be successful, they need to make consistent and sustained efforts to support inclusion.
The COVID-19 pandemic exacerbated social and economic inequality for women. Women have lost ground in the workforce and have been slower to return to work than men.
It’s important that employers and employees understand sympathy, empathy and compassion, and consider these emotions’ roles in both job performance and employee relations.
Frustration about unsettled bargaining that predates the pandemic could get channelled into pronounced resistance from educational workers during the coming months.
What if the best parts of two competing visions for a solution were brought together?
Top contributors
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Professor of Economics and Political Economy, University of Leeds
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Professor of Organisational Psychology and Health, University of Manchester
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Associate Professor of Strategy and Organizational Theory, Mount Royal University
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Program Director & Associate Professor Master of Psychology Health and Wellness & Master of Industrial-Organizational Psychology, Adler University
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Professor and Ken Croft Chair in Management, Haskayne School of Business, University of Calgary
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RBC Professor in Responsible Organizations and Full Professor, Concordia University
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Professor of Work and Employment, University of Southampton
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Associate Professor of Organisational Behaviour, Bond Business School, Bond University
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Senior Lecturer and Researcher in Innovation and Digital Leadership, University of Brighton
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Associate Professor of Management, York University, Canada
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Cadre en exercice, John Molson School of Business, Concordia University
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Dean, John Molson School of Business, Concordia University
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Distinguished Professor and Borden Chair of Leadership, Smith School of Business, Queen's University, Ontario
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Professor of Organizational Behaviour, University of Guelph
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Professor, Labour Studies, Brock University