Resources: Main Page | Research Methods (A) | Major Theories (B) | Issues and Contemporary Topics (C) | Professional Education (D)
Aisle C (Topics and Issues): Agility and Adaptability (CA) | Digital Technologies (CD) | Employee Well-Being (CE) | Diversity, Equity, Inclusion (CI) | 21st Century Leadership (CL) | Resource Management (CR) | Sustainability (CS) | Meaningful Work (CW)
Rack CW (Meaning of Work): Traditional Models | Remote and Hybrid Work Models | Occupations, Professions, and Work
Jump to: Importance | Challenges | Research Areas | Foundational Works | TAOP Episodes | References
Why is the Meaning of Work an Important Contemporary Topic?
The contemporary issues and concerns regarding the meaning of work are multifaceted and reflect the evolving nature of employment relationships and organizational practices. There are connections to the evolving changes to the economy such as digitization and the emergence of the gig economy (see Rack CD). Here are six topics that capture relevant concerns for leaders and workers:
Among the primary concerns for contemporary workers are job security, precarity, and navigating the job market. Gig workers face uncertainty regarding their income and employment status, which can lead to financial instability and stress. Anwar and Graham (2020) highlight the precarious nature of gig work, where flexibility often comes at the cost of security and benefits. Meanwhile, getting a job is becoming more difficult and stressful due to firms being overwhelmed by numbers of job applications and therefore resorting to technique that may be deemed impersonal such as posting jobs they have no intention of filling to gather information about potential job seekers or job ghosting, which is the act of quietly cutting communication with applicants that they are no longer considering rather than being upfront about it (Kelly, 2024).
This leads to a second concern regarding the treatment of workers. One is the proposed need for most effective regulatory frameworks to protect workers from harm, abuse, or poor treatment. Koutsimpogiorgos et al. (2020), for example, emphasizes addressing the regulatory challenges associated with gig work, including issues related to classification, benefits, and labor standards. Other related concerns are more social or personal in nature such as work-life balance, as today’s economy often blurs the boundaries between work and personal life, leading to challenges in achieving a healthy balance. Bricka and Schroeder (2019) discuss how gig workers may experience irregular working hours and the impact this has on their overall well-being. Worker skills are also a concern as the rapid pace of digital transformation necessitates that workers must continuously upskill to remain competitive, but this is proving difficult and expensive (Alanzi, 2021).
While much of the focus is on the workers’ perspectives, the meaning of work has equally powerful implications on employers and managers. Leaders worry about how to provide stable employment opportunities while navigating the flexibility that gig work offers. This concern is compounded by the potential for increased turnover and the challenges of retaining talent (Anwar & Graham, 2020). Leaders are concerned about maintaining employee engagement and motivation despite lacking the traditional vestiges of a cohesive organizational culture. This can lead to feelings of isolation among workers (Bricka & Schroeder, 2019; also see our Episode on Workplace Isolation from the early days of the pandemic).
Relevant Theories or Literature Streams
The menu for this rack lists several subtopics that might be of interest and which we may produce a dedicated page in future. The Rack CW menu at the top and bottom of the page and resource links below will include active and available subpages. Also, Aisle B (Theories) may include resource pages on some of these streams.
Note: This is not intended to be comprehensive, but illustrative of the different perspectives that research can take in matters pertaining to the meaning of work (Scite, 2024).
Sociotechnical Systems Theory. This theory emphasizes the interaction between social and technical aspects of organizations. It posits that organizations should be designed to optimize both human and technological elements to enhance performance and worker satisfaction. The foundational text is Trist and Bamforth’s (1951) study of coal-getting in which the introduction of a new method produced devastating consequences for the social cohesion of the workers. We covered this paper twice in Episodes 34 and 114.
Job Characteristics Theory. Developed by Hackman and Oldham in their seminal work “Motivation through Design of Work” (1976), this theory identifies key job characteristics that influence employee motivation and satisfaction. The theory posits that jobs should be designed to enhance intrinsic motivation, which is particularly relevant in discussions about the meaning of work in contemporary contexts. We covered their “job diagnostic survey” the previous year in Episode 77.
Social Identity Theory: This psychological theory, introduced by Henri Tajfel and John Turner, examines how individuals derive their identity from group memberships. In the context of work, this theory helps explain how organizational culture and social dynamics influence employee engagement and commitment. The foundational text is “Social Identity and Intergroup Relations” (1982), which provides insights into how identity shapes workplace behavior.
Transformational Leadership Theory. This theory focuses on how leaders can inspire and motivate employees to achieve higher levels of performance and engagement. Bass’s work, “Leadership and Performance Beyond Expectations” (1985), is foundational in this area, emphasizing the role of transformational leadership in fostering a positive organizational culture and enhancing the meaning of work for employees.
Boundaryless Organization. This concept, popularized by Ashkenas et al. in “The Boundaryless Organization” (1995), explores how organizations can operate without traditional hierarchical boundaries, facilitating collaboration and flexibility. This perspective is particularly relevant in the context of remote work and gig employment, as it addresses the changing nature of organizational structures and relationships.
Psychological Contract Theory. This theory examines the implicit agreements between employers and employees regarding expectations and obligations. Rousseau’s work, “Psychological Contracts in Organizations” (1995), provides a framework for understanding how changes in the nature of work, such as the rise of gig employment, impact employee perceptions of their relationships with organizations.
Some Contemporary Areas of Research
Please note that this is not to be considered an exhaustive list. We welcome feedback to ensure currency on contemporary challenges and research efforts. This is also not intended to provide a comprehensive look at ongoing research in any of these areas but just to highlight some of the specific topic areas being pursued as of this writing.
What is Work? The pressures on workers has renewed old questions about the deeper meaning of work, such as debates on whether technological advances might eliminate the need for work and how that would reshape human purpose. What do people today find fulfilling in their work and how can they be set up to flourish? What of the emergence of non-traditional work models such as how meaning is constructed in non-standard jobs, such as freelancing, entrepreneurship, and creative work that is perhaps supplanting more traditional forms of work? There is also the increased concerns about unpaid labor such as domestic work performed by spouses or abusive overtime practices where workers are continuously on-call. There are also generational differences to be explored as each generation from Boomers to Gen Z generally exhibit different expectations from their work lives and different measures of success and satisfaction (OpenAI, 2024).
Artificial Intelligence in the Workplace. Contemporary research into the meaning of work increasingly focuses on the implications of artificial intelligence (AI) and its integration into various work environments. This integration not only transforms job roles but also reshapes the overall understanding of work itself. Several studies highlight these dynamics, emphasizing the changing nature of work, employee development, and the evolving relationship between humans and technology. One significant area of research is the impact of AI on job attitudes and career behaviors. For example, Presbitero and Teng-Calleja (2022) explore how the incorporation of AI in the workplace necessitates new competencies among employees, particularly in managing the interplay between human oversight and AI capabilities (Scite, 2024).
Worker Well-being. And by “worker,” we also mean leader and manager well-being, too. Mental health, burnout, work-life balance, resilience, family needs, all these are rife with opportunities for further study in the present context. There are also concerns about large portions of the labor force choosing not to work, perhaps deterred by the frustrating job search process. How can this be turned around? (OpenAI, 2024).
Foundational Works
Many of the true classics of organization studies (see Rack BA) provide the foundations for exploring the history and evolution of the meaning of work. The questions raised above are natural extensions of old debates and dialogue over the roles and purposes of management and work.
Frederick Winslow Taylor: “The Principles of Scientific Management” (1911)
Taylor’s focus on efficiency, standardization, and task optimization informs debates about automation, gig work, and worker alienation in modern contexts. We first covered scientific management in Episode 1.
Max Weber, “Economy and Society” (1922)
Weber’s concept of bureaucracy as a rational and efficient organizational form continues to underpin modern discussions on hierarchy, automation, and the role of human agency in structured environments. We covered Weber in Episode 6.
Henri Fayol: “General and Industrial Management” (1916)
Fayolâs principles of management (e.g., division of labor, centralization) are foundational for understanding administrative theories that influence organizational design. We covered this classic work in Episode 2.
Elton Mayo: “The Human Problems of an Industrial Civilization” (1933)
Mayo’s Hawthorne Studies emphasize the social and psychological dimensions of work, foundational to understanding workplace culture, employee engagement, and well-being. We examined this in Episode 9.
Chester Barnard: “The Functions of the Executive” (1938)
Barnard introduces the concept of organizations as cooperative systems, with a focus on informal networks and communication. We discussed this work in two Episodes — 7 and 8.
Related TAOP Episodes, Events, and Notes
119: Management & the Worker — Roethlisberger & Dickson
62: Consumerism & Meaning at Work — WALL-E
Available Resource Pages
Aisle C – Management Topics
Rack BH – Human Dimension – Culture, Climate, Identity
Rack CA – Organizational Agility & Adaptability
Rack CD – Digital Transformation and Future of Work
Rack CE – Employee Well-Being & Mental Health
Rack CI – Inequality and Justice
Rack CL – Leadership in the 21st Century
Rack CR — Resource Management
Rack CS – Sustainability and Corporate Social Responsibility (CSR)
Rack CW – Meaningful Work
References
Alanzi, T. (2021). Prospects of integrating gig economy in the Saudi Arabian health-care system from the perspectives of health-care decision-makers and practitioners. Journal of Healthcare Leadership, Volume 13, 255-265. https://doi.org/10.2147/jhl.s323729
Anwar, M. and Graham, M. (2020). Between a rock and a hard place: freedom, flexibility, precarity and vulnerability in the gig economy in africa. Competition & Change, 25(2), 237-258. https://doi.org/10.1177/1024529420914473
Ashkenas, R. (1995). The Boundaryless Organization: Breaking the Chains of Organizational Structure. Jossey-Bass.
Barnard, C.I. (1938). The Functions of the Executive. Cambridge, MA: Harvard University Press.
Bass, B. M. (1985). Leadership and performance beyond expectations. Free Press.
Bricka, T. and Schroeder, A. (2019). Whatâs the gig deal? examining contemporary work issues in the gig economy. Industrial and Organizational Psychology, 12(4), 491-494. https://doi.org/10.1017/iop.2019.116
Hackman, J. R., & Oldham, G. R. (1975). Development of the job diagnostic survey. Journal of Applied psychology, 60(2), 159.
Fayol, H. (1949). General and Industrial Management, trans. Constance Storrs. Pitman: London.
Kelly, J. (2024, March 1). Job ghosting: Why employers ghost candidates during the interview process. Forbes. https://www.forbes.com/sites/jackkelly/2024/03/01/job-ghosting/
Koutsimpogiorgos, N., Slageren, J., Herrmann, A., & Frenken, K. (2020). Conceptualizing the gig economy and its regulatory problems. Policy & Internet, 12(4), 525-545. https://doi.org/10.1002/poi3.237
Mayo, E. (1945). The Social Problems of an Industrial Civilization.
OpenAI. (2024). Contemporary areas of research into the meaning of work; What are the foundational theoretical streams or texts from before 1970 that organization researchers should read first to understand scholarship in the future of work. ChatGPT (November 2022 version) [Large Language Model].
Presbitero, A. and TengâCalleja, M. (2022). Job attitudes and career behaviors relating to employees’ perceived incorporation of artificial intelligence in the workplace: a career self-management perspective. Personnel Review, 52(4), 1169-1187. https://doi.org/10.1108/pr-02-2021-0103
Rousseau, D. (2019). A vision for advancing systems science as a foundation for the systems engineering and systems practice of the future. Behavioral Science, 36(5), 621-634. https://doi.org/10.1002/sres.2629
Scite. (2024). What are the top six contemporary issues and concerns regarding the future of work or the meaning of work for the labor force; What worries organizational leaders most about contemporary changes in the meaning of work; What are the foundational theoretical streams or texts that organization researchers are using most to examine matters of the future of work and the meaning of work; What is one example of a study examining the impacts of artificial intelligence technologies being so prevalent in both work and home environments. Scite (April 2024 version) [Large Language Model].
Tajfel, H., & Turner, J. C. (1979). An integrative theory of inter-group conflict. In W. G. Austin & S. Worchel (Eds.), The social psychology of inter-group relations (pp. 33â47). Monterey, CA: Brooks/Cole.
Taylor, F. W. (1911). The Principles of Scientific Management.
Trist, E. L., & Bamforth, K. W. (1951). Some social and psychological consequences of the longwall method of coal-getting: An examination of the psychological situation and defences of a work group in relation to the social structure and technological content of the work system. Human relations, 4(1), 3-38.
Weber. M. (1922) Economy and Society. CA: University of California Press.
Portions of the above text were initially drafted using OpenAI queries including “Why is it important for organization researchers to conduct research properly and ethically?”
Jump to: Importance | Challenges | Research Areas | Foundational Works | TAOP Episodes | References
Rack CW (Meaning of Work): Traditional Models | Remote and Hybrid Work Models | Occupations, Professions, and Work
Aisle C (Topics and Issues): Agility and Adaptability (CA) | Digital Technologies (CD) | Employee Well-Being (CE) | Diversity, Equity, Inclusion (CI) | 21st Century Leadership (CL) | Resource Management (CR) | Sustainability (CS) | Meaningful Work (CW)
Resources: Main Page | Research Methods (A) | Major Theories (B) | Issues and Contemporary Topics (C) | Professional Education (D)