Research on the meaningfulness of work has increased in recent years, yet there is a limited body of qualitative studies on the topic. This article analyzes how the four basic psychological needs, namely autonomy, competence, relatedness, and beneficence, are articulated as sources of meaningful work by blue-collar workers. The research data consist of responses (N = 679) to one open-ended question in a survey and semi-structured interviews (N = 29) with blue-collar workers from property services and the manufacturing industry in Finland. The data were analyzed by theory-driven content analysis. The main findings are: first, autonomy, competence, relatedness, and beneficence appear as sources of meaningfulness in blue-collar work. Second, blue-collar workers see their work as autonomous and requiring diverse competences. Relatedness in blue-collar work entails having good relations with co-workers and striving to maintain those relationships. Beneficence is multilevel: helping clients, co-workers, organization and even the whole society through work. Organizations should develop organizational practices that may enhance the meaningfulness of work, such as opportunities to use and develop occupational skills. This article participates in the discussion about how satisfying these four basic psychological needs can be a source of meaningful work and offers a sociological-contextual perspective on the discussion about meaningfulness of work.

Narratives about clients’ service experiences in healthcare organizations constitute a crucial way for clients to make sense of their illness, its treatment, and their role in the service process. This is important because the client’s role has recently changed from that of a passive object of care into an active responsible agent. Utilizing Bamberg’s narrative positioning analysis as a method, and 14 thematic interviews of healthcare clients with multiple health-related problems as data, we investigated the expectations of the client’s role in their narratives about negative service experiences. All the narratives addressed the question of the clients’ “activeness” in some way. We identified three narrative types. In the first, the clients actively sought help, but did not receive it; in the second, the clients positioned themselves as helpless and inactive, left without the care they needed; and in the third, the clients argued against having to fight for their care. In all these narrative types, the clients either demonstrated their own activeness or justified their lack of it, which—despite attempts to resist the ideal of an “active client”—ultimately just reinforced it. Attempts to improve service experiences of clients with considerable service needs require a heightened awareness of clients’ moral struggles.

The organization of working times and workplaces has typically been diverse and hybrid for people working in culture. Work is characterized by precarious conditions such as short-term contracts and seasonal employment. The impact of COVID-19 has shown the vulnerability and uniqueness of the employment conditions in this sector. We collected personal written texts from people working in the cultural sector in spring 2020, when in Finland the first wave of COVID-19 was subsiding and nobody knew when the next wave would come. We analyzed the ways cultural workers constructed agency on temporal and relational dimensions as regards work and non-work. The content analytic approach highlighted two main types of situational agencies, the normative employment agency and the precarious work agency, both of which were shaped by the uncertain conditions of the cultural sector. Due to the differing employment conditions, both intensification of work and small agency were present in work of the cultural sector and posed challenges to the management of time and the future. However, the terms and conditions for agency construction varied, even under similar circumstances.

In the performing arts, discrimination is a widely recognized issue occurring in relation to multiple social divisions. Through a qualitative analysis of personal stories of discrimination, we investigate the relationship between intersectional categories emerging in the telling and orientation of performing artists. Discrimination is tied to gatekeeping practices that are of varying significance to the artists depending on the power relationships between the parties concerned and the precariousness of the artists’ positions. Recognizing such experiences as discrimination requires an awareness of category relationships that can be implicit, explicit, or intrinsic. A sensitivity to these category relationships and the ways in which stories are constructed has important implications for promoting social justice among freelancers.

Purpose: – Addressing the challenges expressed by organization researchers and Leslie McCall with her conceptual framework of intercategorical analysis, this paper contributes to the methodological debate on intersectionality. The purpose of this paper is to explore intersectionality on the organizational level in the Finnish defence forces (FDF). In the paper, the authors explore how the interactions between categories of gender, age, and position in the organization explain the concerns of employees in the changing military organization. Furthermore, the authors also investigate the types of intersectional mechanisms behind the empirical observations. Design/methodology/approach: – The logistic regression analysis is based on a survey addressed to the whole salaried personnel in the FDF in 2011 (n=8,093, response rate being 54 per cent). Findings: – In line with McCall’s (2005) intercategorical approach, the analysis shows that the plain examination of main effects of the variables will not suffice, but the interaction effects of the variables must also be examined. The analysis indicates that even though women in general experienced more concerns, gender does not alone explain the concerns expressed by the members of the FDF, but age and especially personnel group are significant in understanding configurations of positions in relation to the organizational change process. Research limitations/implications: – The methodological limitation of the study is that although the data were large, it was not possible to conduct three-ways analysis, because of the size of some groups. Originality/value: – The study offers a noteworthy addition to the rare research of practising intersectionality in the conceptual framework using quantitative methods.