Brenda A Lautsch
Biographic Data
| ID | 1065348 |
|---|---|
| NAME | Brenda A Lautsch |
| GIVEN NAMES | Brenda A |
| FAMILY NAME | Lautsch |
| SIGNATURE | LAUTSCH B A |
| AFFILIATIONS | Simon Fraser University |
| ORCID | 0000-0001-6352-9022 |
| VERIFIED | Yes |
| TOTAL WORKS | 7 |
| TOTAL CITATIONS | 58 |
| WORKS AS AUTHOR | 7 |
| WORKS AS EDITOR | 0 |
| FIRST PUBLICATION YEAR | 2000 |
| LATEST PUBLICATION YEAR | 2025 |
| H-INDEX | 3 |
Living life ‘to the core’
Most of us will be familiar with the saying, ‘Find something you love to do, and you’ll never have to work a day in your life’. But is it accurate? Through interviews with individuals who have felt beckoned towards such an activity – in other words, who have a calling – we explain why this saying holds true for some, but not for others. We found that many called individuals have conditions, which are self-determined limitations on how, where and …
Counting in Qualitative Research
In this essay we discuss the issue of counting: the process of assigning numbers to data that are in nonnumerical form. We review why counting is a controversial issue in qualitative research, and explain how this controversy creates what we call the “multiple audience problem” for qualitative researchers. We then identify the purposes that can be served by four different types of counting, explore when counting should be avoided entirely, and di…
Supervisory approaches and paradoxes in managing telecommuting implementation
Voluntary telecommuting is an increasingly prevalent flexible work practice, typically offered to assist employees with managing work— family demands. Most organizations with telecommuting policies rely on supervisor discretion regarding policy access and implementation in their department. Although supervisors' approaches have implications for telecommuters and their non-telecommuting co-workers, few studies integrate these stakeholder perspecti…
Restructuring time
This article examines the implications for working-class employees of reducing work hours, specifically when over time is cur tailed in hourly jobs. Much of the literature on work/life balance recommends a reduction in hours for professional employees. We find that the income from over time hours solves a host of work/family problems for working-class employees, ranging from the basic need to `make ends meet' to the more hidden strains of caring …
Telecommuting, control, and boundary management
Uncovering and Explaining Variance in the Features and Outcomes of Contingent Work
Existing research tends to depict contingent work either as having similar implications for firms and workers in all settings or as varying in its implications depending only on contingent workers' occupation or personal characteristics. In contrast, the author of this paper identifies systematic differences in contingent jobs across organizational contexts that are due to the strategies and practices of management. She uses internal labor market…
Contingent Work
Supervisory approaches and paradoxes in managing telecommuting implementation
Voluntary telecommuting is an increasingly prevalent flexible work practice, typically offered to assist employees with managing work— family demands. Most organizations with telecommuting policies rely on supervisor discretion regarding policy access and implementation in their department. Although supervisors' approaches have implications for telecommuters and their non-telecommuting co-workers, few studies integrate these stakeholder perspecti…
Restructuring time
This article examines the implications for working-class employees of reducing work hours, specifically when over time is cur tailed in hourly jobs. Much of the literature on work/life balance recommends a reduction in hours for professional employees. We find that the income from over time hours solves a host of work/family problems for working-class employees, ranging from the basic need to `make ends meet' to the more hidden strains of caring …
Uncovering and Explaining Variance in the Features and Outcomes of Contingent Work
Existing research tends to depict contingent work either as having similar implications for firms and workers in all settings or as varying in its implications depending only on contingent workers' occupation or personal characteristics. In contrast, the author of this paper identifies systematic differences in contingent jobs across organizational contexts that are due to the strategies and practices of management. She uses internal labor market…
Living life ‘to the core’
Most of us will be familiar with the saying, ‘Find something you love to do, and you’ll never have to work a day in your life’. But is it accurate? Through interviews with individuals who have felt beckoned towards such an activity – in other words, who have a calling – we explain why this saying holds true for some, but not for others. We found that many called individuals have conditions, which are self-determined limitations on how, where and …
Contingent Work
Uncovering and Explaining Variance in the Features and Outcomes of Contingent Work
Existing research tends to depict contingent work either as having similar implications for firms and workers in all settings or as varying in its implications depending only on contingent workers' occupation or personal characteristics. In contrast, the author of this paper identifies systematic differences in contingent jobs across organizational contexts that are due to the strategies and practices of management. She uses internal labor market…
Telecommuting, control, and boundary management
Restructuring time
This article examines the implications for working-class employees of reducing work hours, specifically when over time is cur tailed in hourly jobs. Much of the literature on work/life balance recommends a reduction in hours for professional employees. We find that the income from over time hours solves a host of work/family problems for working-class employees, ranging from the basic need to `make ends meet' to the more hidden strains of caring …
Supervisory approaches and paradoxes in managing telecommuting implementation
Voluntary telecommuting is an increasingly prevalent flexible work practice, typically offered to assist employees with managing work— family demands. Most organizations with telecommuting policies rely on supervisor discretion regarding policy access and implementation in their department. Although supervisors' approaches have implications for telecommuters and their non-telecommuting co-workers, few studies integrate these stakeholder perspecti…
Counting in Qualitative Research
In this essay we discuss the issue of counting: the process of assigning numbers to data that are in nonnumerical form. We review why counting is a controversial issue in qualitative research, and explain how this controversy creates what we call the “multiple audience problem” for qualitative researchers. We then identify the purposes that can be served by four different types of counting, explore when counting should be avoided entirely, and di…
Living life ‘to the core’
Most of us will be familiar with the saying, ‘Find something you love to do, and you’ll never have to work a day in your life’. But is it accurate? Through interviews with individuals who have felt beckoned towards such an activity – in other words, who have a calling – we explain why this saying holds true for some, but not for others. We found that many called individuals have conditions, which are self-determined limitations on how, where and …
Psychology (5 works) · Computer Science (4 works) · Economics (4 works) · Engineering (4 works) · Sociology (4 works) · Business (3 works) · Employment and Welfare Studies (3 works) · Labour economics (3 works) · Political science (3 works) · Work (physics) (3 works)