Evolution of cooperation with asymmetric social interactions

How cooperation emerges in human societies is both an evolutionary enigma and a practical problem with tangible implications for societal health. Population structure has long been recognized as a catalyst for cooperation because local interactions facilitate reciprocity. Analysis of population structure typically assumes bidirectional social interactions. But human social interactions are often unidirectional—where one individual has the opportunity to contribute altruistically to another, but not conversely—as the result of organizational hierarchies, social stratification, popularity effects, and endogenous mechanisms of network growth. Here we expand the theory of cooperation in structured populations to account for both uni- and bidirectional social interactions. Even though unidirectional interactions remove the opportunity for reciprocity, we find that cooperation can nonetheless be favored in directed social networks and that cooperation is provably maximized for networks with an intermediate proportion of unidirectional interactions, as observed in many empirical settings. We also identify two simple structural motifs that allow efficient modification of interaction directions to promote cooperation by orders of magnitude. We discuss how our results relate to the concepts of generalized and indirect reciprocity.

Greening higher education? From responsibilization to accountabilization in the incorporation of sustainability in higher education

Purpose This study aims to investigate how sustainability has been incorporated – or mainstreamed - in a school at one university through techniques of responsibilization and accountabilization. Design/methodology/approach Inspired by the extended case study methodology, the authors participated, observed and analyzed two audit-inspired processes, whose aims included ensuring that sustainability was integrated into the educational process. Findings By following two audit-inspired processes, the authors show how teachers were asked to respond to open-ended survey questions and by doing so emerged as responsibilized subjects. Although the teachers were given lots of space to interpret the concept of sustainability and show how it was translated into the programs and courses offered, the teachers were made accountable as established organizational hierarchies were reproduced when responsibilization was formalized through techniques of accountabilization. Research limitations/implications The analysis moves beyond the instrumental epistemologies characterizing much of the positivist-oriented research in higher education. As with all studies, the authors study also has methodological limitations, such as involving a single higher education institution. There is a general need for more empirical research in this area in order to build theory and to understand whether the concepts of responsibilization and accountabilization can also be applied in other higher education contexts. Practical implications The study shows that higher education administrators engage in processes of responsibilization and accountabilization through formalized processes of interpellation, as documents and self-assessment exercises tie teachers to organizational contexts. Originality/value To the best of the author’s knowledge, this is the first study that introduces the concepts of responsibilization and accountabilization as social relationships in higher education governance.

Tolerable Suboptimization: Racial Consequences of Defunding Public Universities

We argue that the public defunding of public higher education and turn to private revenue streams—for example, non-resident tuition, grants, philanthropy, and corporate sponsorship—generates organizational racial resource disparities. We draw on a year-long qualitative case study of a University of California campus with a majority Latinx and low-income student body, including ethnographic observations and interviews with administrators, staff, and students, to argue that these disparities may impede majority-marginalized universities’ abilities to serve their student body. Our data demonstrate how limited organizational resources impact the provision of academic advising, mental health, and cultural programming for racially marginalized students. We articulate a racial neoliberal cycle of resource allocation: Colorblind constructs of “merit” lead to racial segregation and generate racialized organizational hierarchies that result in unequal organizational access to private resources. University leadership at resourced-starved majoritymarginalized universities may respond to fiscal constraints by accepting and normalizing suboptimal support for students—what we refer to as “tolerable suboptimization.” Tolerable suboptimization may also be unevenly applied within universities, such that supports accessed or needed by marginalized students are the most impacted. As a consequence, institutional racism can take on the appearance of financial necessity.

A multi-level perspective on trust, collaboration and knowledge sharing cultures in a highly formalized organization

Purpose The purpose of this study is to investigate organizational culture’s perceived importance and practice as it unfolds across hierarchal layers of a formalized organization. Organizational culture is important in innovation and change and becomes significant if its importance and practice are shared across all levels of an organization. Highly formalized organizations are not an exception to this. Yet, there is a shortage of empirical evidence on how the organizational culture’s perceived importance and practice unfold across the senior-management, middle-management and operational levels of a formalized organization. Design/methodology/approach Applying a theoretical frame incorporating information asymmetry, knowledge sharing and cultural participation, this paper examined three important facets of culture, namely, trust, collaboration and knowledge-sharing. Using a Jordanian bank’s case study, this paper collected data using a mixed-methods approach; quantitative to identify variations across levels and, subsequently, qualitative to explore the nuanced patterns in the perceived importance and practice of the three facets across different organizational levels in the context of a formalized organization. Findings The findings suggest that the importance and practice of the three cultural facets are shared, as well as differentiated across organizational levels based on purposiveness, person/situation-dependency and nature of work and nature/relevance of knowledge. Originality/value Using a multi-level lens provided insight not yet gained by current work in the field. This allowed us to unearth nuanced differences in the perception of organizational culture across organizational hierarchies. The paper contributes to the scholarship on organizational culture in the context of formalized organizations and to managerial practice by offering insights on how a shared practice of trust, collaboration and knowledge sharing is distributed across organizational levels, not captured before. This paper also suggests propositions related to each of three cultural facets, not spelled out before.

Turning Rules into Resources: Worker Enactment of Labor Standards and Why It Matters for Regulatory Federalism

Labor standards are not just enforced; they are enacted, and often in ways that are different from their stated intention. This distinction creates an opening to consider the ways that frontline workers extend and repurpose enforcement practices. Drawing on qualitative research in two US cities, the authors focus on Latino immigrant construction workers to identify the strategies they use to rework formal safety mandates to advance technical knowledge, create skill-based alliances across organizational hierarchies, and protect career trajectories. These resourcing strategies were present in both locations, but workers’ ability to affect the quality of their jobs through the collective enactment of labor standards varied significantly by city and depended on the enforcement practices in play. Workers’ attention to these localized resourcing opportunities suggests possibilities for progressive innovation at the multiple levels of government driving emerging research on regulation and federalism.

Factors Analysis for Risk Perception in Fabrication Work

Accidents in industry is not only cause damage, but also economic losses for the company. One of the causes of accidents is the reduced safety performance of workers. One cause of the lack of safety performance is still lack of understanding in analyzing hazards in the workplace and also discussing safety risk perception. Related research proves that a considerable amount of damage has been found associated with inaccurate safety risk perception. In fabrication work, with the characteristics of work that monotonous position of working, causing musculoskeletal disorders that become of the hazard that need to be considered. Safety performance is also related to safety culture. Safety culture is not only related to institutional and safety policies, but also related to the structural and contextual aspects of the organization. Therefore, the researcher emphasizes to study the combination of personality traits, body pain, and organizational hierarchies on safety risk perception in the field of fabrication work by modeling using SEM. The purpose of this study is to consider about safety risk perception in fabrication work for safety management system that is implemented. Meanwhile for further research, it is expected that the developed model can be used as a guide in developing safety research.