Publication: Reconstrucciones de la identidad laboral en contextos organizacionales invivibles
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2017
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Universidad Complutense de Madrid
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Abstract
Las transformaciones en el mundo laboral están produciendo una crisis de las identidades vinculadas con el trabajo, en la medida en que las condiciones en que se produce desincentivan la inversión identitaria en unos referentes cada vez más inseguros, inestables, al tiempo que más demandantes en términos cuantitativos y cualitativos. La dificultad para la vinculación positiva con las identidades laborales está detrás de la preocupación de las grandes compañías por la implicación o el compromiso organizacionales, en tanto se convierte en un problema para las empresas, que cada vez más basan su control en mecanismos que involucran la voluntad subjetiva, al tiempo que cada vez ofrecen menos razones para involucrarse decididamente. Ante esta situación, los sujetos trabajadores expresan este cierto alejamiento subjetivo del trabajo y la organización de formas diversas, desde la aceptación de las demandas organizacionales, a veces con sinceridad, otras con cinismo, hasta la desimplicación subjetiva más o menos oculta, pasando lógicamente por el abandono de la propia organización para buscar un empleo en otra. El objetivo de este trabajo será analizar en profundidad las respuestas, en términos de agencia, de los trabajadores a las condiciones en que desempeñan sus tareas, prestando especialmente atención a las salidas voluntarias de las organizaciones, que son quizá las que representen mejor el malestar que las nuevas formas de regulación de la subjetividad están creando. Para tal análisis se recurrirá a entrevistas en profundidad que han formado parte de distintas investigaciones. Los resultados muestran la diversidad de respuestas que los trabajadores implementan ante situaciones potencialmente invivibles. Sin olvidar el predominio general de la conformidad, encontramos distintos ejemplos de estrategias evitativas, bien de acomodación crítica o simulada y desidentificación subjetiva, bien de salida de la organización (identidades escapistas) en busca de opciones en las que el sujeto se sienta mejor reconocido y logre un contexto para sostener identidades vivibles.
Transformations in work experience are provoking a work-related identities crisis, as long as work conditions discourage investment in unsafe, unstable identity referents, which are also more demanding in qualitative and quantitative terms. These problems with a positive link to work identities are behind the concern big companies express about job involvement or work commitment, which is key to their efforts on workers’ control through new mechanism, especially those relying in mechanisms involving directly workers’ subjectivity, while they offer less and less ground to their workforce to commit to their job. Under these conditions workers express more frequently a certain subjective distance to their job and organization in different forms: from acceptance of organizational demands, sometimes sincerely, sometimes cynically, to subjective uninvolvement, more or less covert, including the exit of the organization. The aim of this work is the analysis in depth of workers’ responses, in terms of agency, to the conditions under which they perform their tasks, paying especial attention to the voluntary exit of the organization. These strategies represent nicely the malaise new forms of regulation of subjectivity are producing. The analysis is based on in-depth interviews from different research projects. Results show the diversity of responses workers implement before potentially unliveable situations. Notwithstanding the general dominance of conformity responses, diverse forms of evitative responses show up like critical or simulated accommodation, as well as subjective distancing. Equally exit response are also relevant (escapist identities) in search of better to option to find a desired acknowledgment in more liveable identities.
Transformations in work experience are provoking a work-related identities crisis, as long as work conditions discourage investment in unsafe, unstable identity referents, which are also more demanding in qualitative and quantitative terms. These problems with a positive link to work identities are behind the concern big companies express about job involvement or work commitment, which is key to their efforts on workers’ control through new mechanism, especially those relying in mechanisms involving directly workers’ subjectivity, while they offer less and less ground to their workforce to commit to their job. Under these conditions workers express more frequently a certain subjective distance to their job and organization in different forms: from acceptance of organizational demands, sometimes sincerely, sometimes cynically, to subjective uninvolvement, more or less covert, including the exit of the organization. The aim of this work is the analysis in depth of workers’ responses, in terms of agency, to the conditions under which they perform their tasks, paying especial attention to the voluntary exit of the organization. These strategies represent nicely the malaise new forms of regulation of subjectivity are producing. The analysis is based on in-depth interviews from different research projects. Results show the diversity of responses workers implement before potentially unliveable situations. Notwithstanding the general dominance of conformity responses, diverse forms of evitative responses show up like critical or simulated accommodation, as well as subjective distancing. Equally exit response are also relevant (escapist identities) in search of better to option to find a desired acknowledgment in more liveable identities.