Congruence work in stigmatized occupations: A managerial lens on employee fit with dirty work
研究管理者如何通过招聘、社会化及持续管理帮助从事脏活的员工适应污名并增强人职匹配，基于对18种污名化职业管理者的访谈。
Although research has established that it is often difficult for individuals engaged in dirty work to adjust to stigma and the attributes giving rise to stigma, little theory or empirical work addresses how managers may help workers adjust to dirty work. Interviews with managers across 18 dirty work occupations—physically tainted (e.g., animal control), socially tainted (e.g., corrections), and morally tainted (e.g., exotic entertainment)—indicate that managers engage in “congruence work”: behaviors, sensemaking, and sensegiving that they perceive as helping individuals adjust and develop a stronger sense of person–environment fit. Specifically, congruence work focuses on 3 phases of managerial practices that correspond to individuals' growing experience in the occupation. First, recruitment/selection involves overcoming individuals' aversion to dirty work by selecting individuals with an affinity for the work and providing a realistic stigma preview. Second, socialization involves helping newcomers adjust to distasteful tasks and to stigma by using targeted divestiture, developing perspective taking, helping newcomers manage external relationships, and utilizing desensitization or immersion. Third, ongoing management roles involve cementing individuals' fit by fostering social validation, protecting workers from dirty work hazards, and negotiating the frontstage/backstage boundary. The practices identified as congruence work highlight the important role that managers can play in facilitating adjustment for both “dirty workers” and presumably their less stigmatized counterparts.