ABSTRACT

This study provides a comparative qualitative case study on two welfare-to-work (WTW) offices with a different understanding of equity and equality. By analyzing organizational documents (n = 27), manager interviews (n = 10), observations of worker-client interactions (n = 13) and worker interviews (n = 13), we find cross-case and within-case variation on frontline worker practices. In the equality-oriented organization, workers acknowledge structural differences, but their practices are more focused on gender- and color-blind equality in treatment. In the equity-oriented organization, we find that more workers implement equity practices. Our findings suggest that organizational context interplays with the practices and beliefs of frontline workers; hence, shaping the fairness of client treatment.

摘要

本研究提供了两个对公平和平等有不同理解的工作福利 (WTW) 办公室的比较定性案例研究. 通过分析组织文件 (n = 27)、经理访谈 (n = 10)、员工与客户互动的观察 (n = 13) 和员工访谈 (n = 13)，我们发现一线的跨案例和案例内差异工人的做法。在以平等为导向的组织中，员工承认结构差异，但他们的做法更侧重于性别和肤色盲目的平等待遇。在以股权为导向的组织中，我们发现更多的员工实施股权实践。我们的研究结果表明，组织环境与一线员工的实践和信念相互作用；因此，塑造了客户待遇的公平性。