Sistema Regional de Información
en línea para Revistas Científicas de América Latina,
el Caribe, España y Portugal

This theoretical essay links the discussion between popular media, dispositional heritage, and situated learning, proposing a theoretical model for future research. It is suggested that the dispositional heritage of young people from popular backgrounds (inclinations, behaviors, and social practices) is forged from individual and contextual trajectories and implies the process of situated learning and socialization. The proposal contributes to understanding youth from a sociological perspective and social practices, unlike research conducted within the administration mainstream, which tends to focus on professional training and the insertion of young people into the job market based on organizational behavior. After connecting the concepts, a theoretical model is suggested that can guide empirical studies. Finally, some possibilities for conducting this research are presented.

Using translation theory and management ideas literature, we aim to understand how organizational consultants use linguistic elements to circulate management ideas. We carried out a qualitative study with 16 consultants, using content and rhetoric analysis in semi-structured interviews. Results indicate the use of translation throughout the consultants’ work, allowing them to obtain legitimacy in the field. We showed that to move between different segments and organizational sizes, consultants persuasively use rhetoric, combined with practical and theoretical knowledge, through a mechanism we call ‘translation into practice,’ which aims to adapt concepts to the realities consulted. Consultants also resort to specific vocabularies and language games, emphasizing the strategic importance of language use for this occupational group that aims to professionalize itself in contemporary society.

A few research papers on modern slavery have outlined how this phenomenon flourishes and persists despite institutional pressures against inhumane practices. In order to analyze slavery from an institutional perspective and answer the question of the main factors in the institutional field that sustain modern slavery, qualitative data were collected in the Brazilian context, where the country is widely recognized for its significant actions against modern slavery practices. This study draws on primary and secondary data collected through in-depth interviews and participant observation at conferences, as well as content analysis of documents using NVivo software. The study suggests that certain contextual conditions legitimize organizational practices of formal and informal firms, called institutional deflection. As a contribution to modern slavery management patterns, this article presents the “modern slavery wheel” based on the results of a dynamic cycle that incorporates and systematizes the elements that support the phenomenon. Wheel mechanisms such as favorite conditioning, recurrence, enticement, and truck system seem to contribute to modern slavery practices and their maintenance over time. Moreover, we suggest that these same components may also contribute to breaking the modern slavery wheel.

Despite the decolonial and Afro-diasporic criticisms of the field of Management and Organization Studies, the teaching of Business Schools, in general, still presents Administrative Theories in an uncritical and ahistorical way, disregarding the remnants of black slavery and its logic in administrative practices. In this sense, the present work has the general objective of developing the hypothesis that Scientific Theory was ideologically conceived on a racist basis of work organization. In methodological terms, documentary research was carried out on the works of Frederick Winslow Taylor, opposing them to the historical context marked by eugenic elements that cross his worldview, apparently silenced in his works. Therefore, we concluded that the Taylorist theory, justified in the semantics of innate limitations to human nature, will intensify the forms of exploitation of workers, especially on blacks, reflecting, as a supposition, the reproduction of racism in the scope of organizational management.

This study aims to ascertain digital natives’ perceptions regarding internal social media (ISM) use in corporate contexts. Consulting company surveys, although limited as scientific evidence, revealed that digital natives would, if they had choice, quit their jobs in the next two years, showing that engaging them is already a challenge. However, there is a gap in the literature as digital natives’ workplace behaviors remain unexamined, singling out this study as a unique assessment of digital natives with exposure to the workplace and its practices. An exploratory study was performed by applying content analysis of semi-structured interviews with recently employed digital natives. The findings suggest that the lifespan aspect may impact how social technologies are used for communication in organizational contexts; and that digital natives believe in a participatory culture created on social systems that impose a high level of contribution within the company. They recognize the adverse effects of ISM but consider that its advantages predominate, indicating an optimistic view. Whereas internal communication (IC) has been explored in multiple contexts, few studies address ISM influence on organizations. As such, this study contributes to the IC literature with a more granular understanding of enterprise social media’s role from the perspective of the most current workforce. It also contributes to the pragmatic field by proposing that organizations can take advantage of ambiguos but tending to positive perception of ISM and leverage its use by digital natives to promote employee engagement.

This article aimed to identify the relationship between self-efficacy and organizational reputation based on the contribution of members of cooperatives who graduated from a professional master’s program. Theoretical support was based on the assumption that individuals with high self-efficacy (individual dimension of training effectiveness) accept professional training challenges with a high level of demand, believing that the development of new skills can increase their degree of contribution to organizational performance and, consequently, improve the cooperative’s reputation as they deliver results with strategic impacts. The research consisted of a case study, using interviews with the graduates and their leaders and followers in the cooperatives, ensuring the qualitative analysis’ internal validity. Also, the study adopted a survey to identify reputation from the perspective of different groups that maintain a relationship with cooperatives. The findings showed that self-efficacy influenced graduates in developing new competencies, especially through learning conceptual foundations and methodologies that allowed the systematization of analytical and critical reasoning in work situations. Consequently, as graduates share the knowledge acquired through social interactions in the organizational environment, they also contribute to organizational performance and reputation.

This essay aims to explore flexible work in the context of flexible capitalism to propose a theoretical-analytical model of the different classifications of this phenomenon. From a critical literature review, we present fundamental problems – understanding the multiple manifestations of flexibility and how they affect workers and their productive practices. The proposed model comprises three interdependent analytical levels: contractual flexibility, functional flexibility, and workplace flexibility and flexitime. Each level has two subcategories that classify and analyze a work activity in terms of working arrangements, remuneration, tasks, autonomy, where work is accomplished, and work scheduling. Throughout this theoretical essay, we present an alternative definition to the concept of flexible work and argue that flexibilization is a phenomenon incompatible with the enhancement of the labor process in favor of workers and represents another movement of conflict between capital and labor. Therefore, flexibilization is configured in a mechanism of exploitation of workers and expansion of the labor force’s productivity in search of greater private accumulation of capital.

The aim is analyzing the race relations present in Brazilian society intersect gender and social class, and have an influence on the insertion in the formal labor market of black and white women through discourses of female students, and agents of Brazilian companies which capture professionals for their own company or for national and international other companies. The study adopts the qualitative approach. It uses the corpus of 26 discourses that encompass the linguistic-textual-discursive factors imbricated in the referencing process and in the construction of meanings, borrowed from Bakhtinian dialogism and Circle. The metanarratives of the agents of the companies emphasize race relations in the labor market, in line with the myth of racial democracy, meritocracy and the low schooling of women. The female students argue racism, sexism and social class as barrier to get a job in private labor market.

This article analyzes the effect of transparency and the moderating effect of social capital in Civil Society Organization (CSO) managers’ fundraising intentions. An experiment was carried out based on vignettes, with 92 CSO managers. Through the experiment, managers were asked to accept or decline financial support from a sponsor to enable participation in a public call for proposals to develop social projects. The results show that CSO managers are more likely to raise funds when the sponsor shows transparency in their actions and that the social capital between the manager and sponsor does not moderate the relationship between transparency and fundraising intentions. The study’s main contribution is that it demonstrates the role of the CSO manager as a decision-maker.

Fake news and storytelling have been approached as completely different constructs. The former is intentionally and demonstrably false or misleading information, whereas storytelling produces a narrative with veracity and authenticity that are not easily verifiable. However, both can deceive readers and are inserted within a social and historical context that contributes to regulating discourse production, circulation, and reception. This essay advocates the idea that, in essence, fake news and storytelling narratives are two equal coins, similar in the processes of making and reproducing information and, mainly, in their goal of obtaining and maintaining economic, social, or political capital.