Interuniversity Center for Social Science Theory and Methodology


Organizations: Fostering social welfare and sustainable work relations

Organizations and their labor markets are key for social welfare in modern societies. Their functioning affects virtually all domains of modern societies. Having a job in these organizations can be a source of social contacts, personal growth, and physical well-being, but can also cause pressure and personal dilemmas. During the past decades, both organizations and labor markets have gone through unprecedented transformations. These developments have far reaching consequences, not only for the way individuals make a living, build careers and connect to others. They have also sparked a proliferation of alternative organizational forms, fundamentally changing the way public and private organizations design and allocate tasks or motivate and control their employees.

The general aim of this cluster is to understand the repercussions that changes of work have on the resilience and social welfare of individuals in their households and communities.

It is studied how the increased prevalence of short-term contracts affects human capital, social and geographical mobility and social capital of individuals. In addition, research addresses how changes in the composition of the labor market affect how organizations govern the employment relationship and how effective alternative organizational structures are in creating sustainable work relations.

Key Publications

  • Giardini, F. & R. Wittek (2019). Gossip, Reputation, and Sustainble Cooperation: Sociological Foundations. Pp. 23-46 in: The Oxford Handbook of Gossip and Reputation, edited by F. Giardini & R. Wittek. Oxford: Oxford University Press.
  • Van der Lippe, T. & Zoltan Lippenyi (eds.) (2019). Investments in a Sustainable Workforce in Europe. London: Routledge.
  • Van der Lippe, T., Van Breeschoten, L., & Van Hek, M. (2019). Organizational work–life policies and the gender wage gap in European workplaces. Work and Occupations46(2), 111-148.
  • van Hek, M., & van der Lippe, T. (2019). Are Female Managers Agents of Change or Cogs in the Machine? An Assessment with Three-Level Manager–Employee Linked Data. European Sociological Review, 35(3), 316-331.
  • Silitonga, M. S., van Duijn, M., Heyse, L., & Wittek, R. (2019). Setting a Good Example? The Effect of Leader and Peer Behavior on Corruption among Indonesian Senior Civil Servants. Public Administration Review (in press).
  • Nieto Morales, F., Wittek, R., & Heyse, L. (2013). After the reform: Change in Dutch public and private organizations. Journal of Public Administration Research and Theory, 23, 735–754.

Coordinators: Rafael Wittek, Tanja van der Lippe

In the spotlight

2 awards for article “The Matthew Effect in Science Funding”

Thijs Bol (Associate Professor UvA), Mathijs de Vaan and Arnout van de Rijt (Professor UU) received two awards for their paper “The Matthew Effect in Science Funding”

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