The paper seeks to provide a context for debate on the impact of new work organisation on employees. By reviewing new work organisation literature and considering a practical case example the paper calls for further research which demonstrates a strategic and implementation approach that can yield benefits for business and employees.

This article introduces the theme of the special issue, linking current concerns in European social and industrial relations policy with the research traditions covered byAI & Society. Human centredness, skill and technology, and the central importance of education and learning are emphasised as we build new development coalitions.

This paper explores the salient features of Chinese social and workplace values in offering an alternative to the established Western approach to the notion and practice of organizational devel opment. The authors argue that the emphasis of the Chinese traditional values on trust, fidelity, altruism and unspecified obligations of reciprocity norms is an important source of strategic advantage which gives a Chinese firm its resilience and flexibility to cope with change. The paper thus goes on to examine the cultural disposition (...) of the Chinese mentality as it applies in the context of such East Asian economies as Mainland China, Taiwan and Hong Kong for the organization of the workplace and its 'reformation'. With the help of organizational data the authors trace out a corporate approach to 'national harmony' in the Confucian domain in the big Chinese enterprises. The paper also reflects on the organizational practices in the small Chinese firms and explores the 'nexus' of informality and personalized trust in these firms. Finally, the authors contend that the propensities of the Chinese communities to transfer the features of traditional governance within the family milieu to the domain of business organizations have instigated a Western academic consciousness to search for Oriental inspiration in order to overcome the sterility of their post-industrial syndrome. (shrink)

The article provides a context for the discussion of development coalitions as a key feature of modern political and economic life. It traces the history of research programmes in work organisation over the past four decades, especially in North Western Europe, and challenges conventional views on the status of research in the social sciences.

The paper analyses restructuring processes occuring with the introduction of information technologies into firms in Austria and assesses how far the evidence lends support to the thesis of a fundamental change in rationalization patterns as postulated by continental industrial sociologists claiming the emergence of a novel type of ‘systemic rationalization’. Based on a research perspective putting emphasis on several levels of social mediation of technological change the broad conclusion is the following: there are clear indications of a novel ‘systemic’ approach (...) to rationalization but the associated forms of work organization show substantial variation. The analysis of the influence of national-level institutions, industry- and firm-specific conditions, and their role in micro-political processes of system and work design, points towards an underutilization of work humanization potentials and suggests an increase in skill supply as one of the possible intervention strategies. (shrink)

This work has been selected by scholars as being culturally important and is part of the knowledge base of civilization as we know it. This work is in the public domain in the United States of America, and possibly other nations. Within the United States, you may freely copy and distribute this work, as no entity (individual or corporate) has a copyright on the body of the work. Scholars believe, and we concur, that this work (...) is important enough to be preserved, reproduced, and made generally available to the public. To ensure a quality reading experience, this work has been proofread and republished using a format that seamlessly blends the original graphical elements with text in an easy-to-read typeface. We appreciate your support of the preservation process, and thank you for being an important part of keeping this knowledge alive and relevant. (shrink)

In this essay I propose a new reading of Michel Foucault’s main thesis about biopower and biopolitics. I argue that organisation represents the neglected key to Foucault’s new conceptualisation of power as something that is less political and more organisational. This unique contribution was lost even on his closest interlocutors. Foucault’s work on power had a strong influence on organisation and management theory but interestingly not for the reasons I am proposing. In fact, although theorists in management and organisation (...) studies have emphasised power in relation to discipline, control and subjectivity they have overlooked the transformative meaning of Foucault’s organisation. His work on biopolitics has attracted opposition, too, as evidenced by the controversy sparked by Giorgio Agamben about Foucault’s biopolitics. From Agamben’s critique, it appears that Foucault’s notions of politics and power do not allow a deconstruction of the violence of the concentration camp. However, a critical reading of Primo Levi’s biographical narratives reveals the camp as a place where the prisoners’ability to organise their daily lives secured survival. To make sense of Levi’s revelation, I use John Dewey’s notion of habits as forms of organisation and reconnect it to Foucault’s organisation. A shared understanding of the objective conditions of human activity and experience highlights the similarities between Dewey’s pragmatism and Foucault’s pragmatic metaphysics. In the end, however, Foucault’s metaphysical background has caught up with him, pushing him away from his own most radical proposal that organisation was the new form of power and the new substance of politics. (shrink)

Corporate social responsibility (CSR) has become an increasingly significant managerial concept, yet the manager as an agent of corporate bureaucracy has been substantially missing from both the analytical and conceptual literature dealing with CSR. This article, which is both interpretative in nature and specific in reference to the U.K. cultural context, represents an attempt at addressing this lacuna by utilising qualitative data to explore the perceptions of managers working in corporations with developed CSR programmes. Exploring managerial perceptions of motives for (...) CSR initiatives, methods of stakeholder engagement, organisational integration of CSR and its impact on managerial work, this study concludes that an instrumental approach dominates, which indicates an external-internal organisational paradox in the design and execution of CSR initiatives. (shrink)

In this article, I analyze survey data from more than 1,000 financial services employees to understand how gender inequality manifests itself in employees' informal networks. I found that even when Black and white women had jobs in which they controlled organizational resources and had ties to powerful employees, they received less work-related help from their network members than did white men. Drawing on status characteristics theory, I explain that network members were less likely to invest in women than in (...) white men because of cultural beliefs that rank women below that of white men. While past research has documented how employers use gender to rank workers and distribute rewards unequally, my research indicates that workers use gender to categorize and rank their network members as well. (shrink)

This essay is intended to explore relations between work and subjectivity (that is, what concerns the individual subject: his or her suffering, pleasure, personal development, and so on). To this end, we shall draw on a body of theory and clinical practice that has been developing in France for some twenty years under the name of the `psychodynamics of work' and ask the three following questions. What is work? This question might seem trivial, but the clinical analysis (...) of the relationship between work and subjectivity shows that work is inseparable from suffering. Working inevitably means experiencing failure—in terms of one's know-how, technique and control of the work process. Is suffering simply an unfortunate consequence of work? We shall attempt to show that in fact it is also at the origin of intelligence and ingeniousness. Which subjectivity? Assuming that we recognise what work owes to subjectivity, we must also reverse the question and ask ourselves what subjectivity (individual development) owes to work. We shall attempt to show that work constitutes a decisive challenge for subjectivity, one that can enhance that subjectivity (self-fulfilment) or, conversely, destroy it (mental pathology). Here, we shall evoke the questions raised by mental pathologies generated by the new forms of work organisation. Subjectivity between work and action? Work is not simply an individual experience. We always work for someone. Working always means encountering others in social relations, or in other words, relations of domination and servitude. Under what conditions do men and women who work agree to cooperate with each other? What conditions allow us to ward off the violence threatening to emerge from the social relations of work? Work offers what is perhaps the most ordinary opportunity to learn about living together (in Aristotle's sense) and democracy. But it can also give rise to the worst—the instrumentalisation of human beings and barbarity. (shrink)

This article discusses a new program for collaborative study of information technology, commercialization intellectual property and transformations of education research practives in universities. Three themes define the program. First, the authors investigate the ways that information technologies shape content, organization, and delivery of faculty work. Second, they examine the interplay of issues of intellectually property, technology, commercialization, and academic research. Third, ethical issues information raise and the values they embody are explored. The research and training undertaken brings together (...) problems usually treated by sepatate disciplines and focuses on technologies used by researchers and advanced students in various disciplines who shape and even create communications technologies. The intent is to explore these questions through research and teaching and in the process develop a new generation of scholars who are cognizant of changing patterns in the social relations of science and technology. (shrink)

This paper takes a close look at a central aspect of the work of Peter Senge,1 namely his advocacy of the learning organisation and the ‘Communities of Commitment’ that he suggests are its central dynamic. Echoing strands of the liberal-communitarian debate, Senge argues for ‘the primacy of the whole’ and ‘the community nature of the self ’ as two of the three Galilean shifts2 which have the potential to enable business to accomplish fundamental changes in our ways of thinking (...) and being which have thus far eluded other agencies of social and political transformation. My concern is that Senge is not at all clear about the relationship between organisation and community, or, indeed, what community actually is. Arguing that his account is disappointingly partial and damagingly flawed, I then suggest a number of sites for future philosophical work for those who wish to develop an emancipatory notion of community. I end by advocating the work of John Macmurray as a major source of philosophical insight and human wisdom, both with regard to community and the development of a person-centred philosophy of work. A second paper will explore some of this ideas on these matters more fully.. (shrink)

Universities and research funders’ growing emphasis on community partnerships, engagement and outreach has seen a rise in collaborations between university researchers and staff of community organisations on research projects. What ethical issues and concerns are experienced as part of these collaborations has largely not been described, particularly from the perspective of COs. As part of a recent, broader qualitative study, several concerns arising during health research collaborations between COs and university researchers were captured during thematic analysis. The concerns were described (...) in semistructured interviews by four staff of three COs that work with marginalised groups in a high-income country. In this paper, the three concerns are taken as the starting point for ethical analysis. Interview data are first used to illustrate the three concerns: being restricted to a recruitment role in studies, reinforcement of stereotypes of marginalised groups and weakening CO-community relationships. The paper then explores why the concerns are morally troubling and demonstrates how each concern generates feelings of disrespect, creates harm, and/or reflects or reinforces unfairness or injustice. It concludes by proposing three ethical criteria for CO-researcher partnerships: fair division of labour, balancing CO advocacy goals with research goals and balancing CO service goals with research goals. Where researchers and COs discuss how to meet these criteria at the start and during research collaborations, it can potentially help mitigate or prevent the occurrence of the concerns described in this paper. (shrink)

In recent years, theorists have contended that we should move to a mode of social organisation where work and the values attached to it are no longer central, a ‘post-work society’. For these theorists, the modern ideology of work is intrinsically unjust, even irrational and no longer suited to the challenges of our time. The article presents an alternative response to the problems of work and employment. Rather than moving to a ‘post-work’ society, the article (...) argues that we should transform the world of work, precisely by keeping in view why working is important to individuals and the community. In fact, it is not realistic to believe that human societies could ever do without work. Because human societies are by necessity work societies, and work, if organised correctly, entails many goods, we cannot really, and we should not, wish work away. (shrink)

This paper explores the organisation of scholarly articles in educational studies in the UK through an analysis of the outputs of six key journals. Using citation networks and text analyses it examines connections that are made between papers, journals, authors and the themes discussed in the six journals. Scholarly papers are particularly suitable for this kind of analysis because of the expectation that authors 'locate' their work within existing knowledge, making explicit connections between their contribution and the field (or (...) discipline) in which they are working. This analysis utilises these connections in order to understand how papers in disciplinary and non-disciplinary journals relate to one another in terms of the bodies of knowledge on which they draw, where papers are then cited, and the degree to which authors cross disciplinary boundaries or remain within their 'parent' discipline. (shrink)

In the human quest for meaning, work occupies a central position. Most adults spend the majority of their waking hours at work, which often serves as a primary source of purpose, belongingness, and identity. In light of these benefits to employees and their organizations, organizational scholars are increasingly interested in understanding the factors that contribute to meaningful work, such as the design of jobs, interpersonal relationships, and organizational missions and cultures. In a separate line of inquiry, scholars (...) of business ethics have examined meaningful work as a moral issue concerning the management of others and ourselves, exploring whether there are definable characteristics of meaningful work to which we have moral rights, and whether there are moral duties to ourselves and others to fulfill those rights. In this article, we examine contemporary developments in both disciplines about the nature, causes, and consequences of meaningful work; we explore linkages between these disciplines; and we offer conclusions and research opportunities regarding the interface of ethical and organizational perspectives on performing and providing meaningful work. (shrink)

This article presents a phenomenological perspective on the “virtual organisation” where people are obliged to work at a distance and where contact with others is limited to that of an electronic network. Drawing on Husserl, we see that when the “as-if ” presence is contrived in such a way, the organisation obstructs the life of consciousness. Furthermore, relying on Michel Henry’s writings, we explain how removing the parameter of “flesh” as a factor structuring encounters, this organizational form profoundly restricts (...) the dynamism of the acting, subjective life. (shrink)

The emergence of the virtual network enterprise represents a dynamic response to the crisis of the vertical bureaucracy type of business organisation. However, its key performance criteria—interconnectedness and consistency—pose tremendous challenges as the completion of the distributed tasks of the network must be integrated across the barriers of missing face-to-face clues and cultural differences. The social integration of the virtual network involves the creation of identities of the participating nodes, the building of trust between them, and the sharing of tacit (...) and explicit knowledge among them. The conventional organisation already doing well in these areas seems to have an edge when going virtual. The paper argues that the whole question of management and control must be reconsidered due to the particular circumstances in the ‘Network Society’. The paper outlines a suggestion for an exploratory, socio-technical research approach combining the dimensions of context, subject and action with the twin objectives of contributing to the enhancement of collaborative capabilities in virtual teams as well as improving the insights into the nature of virtual work. (shrink)

The purpose of this study was to determine if there is a relationship between the ethical climate of the organization and the development of person-organization fit. The relationship between an individual's stage of moral development and his/her perceived ethical work environment was examined using a sample of 86 working students. Results indicate that a match between individual preferences and present position proved most satisfying. Subjects expressing a match between their preferences for an ethical work climate and (...) their present ethical work climate indicated that they were less likely to leave their positions. (shrink)

This book is a selection of papers from a conference which took place at the University of Keele in July 1982. The conference was an extraordinarily enjoyable one, and we would like to take this opportunity of thanking all participants for helping to make it so. The conference was intended to allow scholars working on different aspects of symbolic behaviour to compare findings, to look for common ground, and to identify differences between the various areas. We hope that it was (...) successful in these aims: the assiduous reader may judge for himself. Several themes emerged during the course of the conference. Some of these were: 1. There is a distinction to be made between those symbol systems which attempt, more or less directly, to represent a state of affairs in the world (e. g. language, drawing, map and navigational skill) and those in which the representational function is complemented, if not overshadowed, by properties of the symbol system itself, and the systematic inter-relations that symbols can have to one another (e. g. music, mathematics). The distinction is not absolute, for the nature of all symbolic skills is, in part, a function of the structure of the symbolic system employed. Nonetheless, this distinction helps us to understand some common acquisition difficulties, such as that experienced in mathematics, where mental manipulation of symbols can go awry if a child assumes too close a correspondence between mathematical symbols and the world they represent. 2. (shrink)

The question of work–family practices commonly arises in both theory and daily practice as a matter of responsibility in today’s organisations. More information is needed about them for socially responsible human resource management. In this article our interest is in how work–family practices, serve as an important element of SR-HRM, constructed as helpful for employees’ work–family integration, are realised in organisational life. We investigate the discursive ways in which members of two different organisations working at different organisational (...) levels construct the issue in the Finnish context. Three discourses were interpreted: a discourse of compliance with external pressure, a discourse of negotiation and a discourse of individual flexibility. Discursive constructions of work–family practices make visible the complex interconnectedness of individuals and organisations with the environment in which they operate. Many organisational efforts to create positive work–family practices can, in fact, lead to failure to make these practices either available or usable, and they may result in the unjust treatment of organisation members. Creating sustainable work–family practices is a complex challenge for which SR-HRM must work out a solution. (shrink)

Après la révolution d’Octobre 1917, la transformation des rapports sociaux entre les sexes a été placée au cœur du projet bolchevik de construction du socialisme en Russie. De nouvelles formes d’organisation de la vie domestique, du travail et de la société transformeraient les relations entre les hommes et les femmes. Afin que les femmes puissent participer à égalité avec les hommes aux activités de production et de la sphère publique, il était indispensable de libérer les femmes des tâches domestiques en (...) transférant celles-ci dans la sphère des services collectifs. Qu’en fut-il dans la réalité? Les enquêtes sur les emplois du temps des familles, appelées enquêtes de budget temps, qui ont été réalisées en URSS au début des années 1920 puis à la fin des années 1960 et au début des années 1970, permettent de juger de la réalité de l’évolution des rôles sociaux derrière les discours dans la Russie soviétique. (shrink)

HALLETT C and WAGNER L. Nursing Inquiry 2011; 18: 359–368 Promoting the health of Europeans in a rapidly changing world: a historical study of the implementation of World Health Organisation policies by the Nursing and Midwifery Unit, European Regional Office, 1970–2003The World Health Organisation (WHO) was inaugurated in 1948. Formed in a period of post‐war devastation, WHO aimed to develop and meet goals that would rebuild the health of shattered populations. The historical study reported here examined the work of (...) the Nursing and Midwifery Unit (NMU) of WHO’s European Regional Office during the later part of the twentieth century. The study examined archive sources lodged at the NMU archive. The sources included manuscripts relating to important NMU initiatives, reports and papers published by WHO, and a range of secondary sources. The study identified three main driving forces in the work of the NMU of the European Regional Office of WHO. One of the strongest of these was a drive to develop and promote the nursing profession within the countries of the European Region. The second was the promulgation and implementation of the positive public health strategies of WHO, particularly its ‘38 Targets for Health for All by the Year 2000’. The third focussed on securing equity across the European continent and on promoting the development of the nursing professions in poorer and less‐developed countries. The study concludes that the nursing professions in European states grew in strength and influence, and that the health of populations improved throughout the continent between 1970 and 2003. It discusses the extent to which the role of the NMU in these advances may have been significant. (shrink)

This chapter argues that smell and flavour perception present distinctive challenges for phenomenological reflection, but that these difficulties can be addressed through a ‘gestaltist’ approach to perceptual organisation. I argue that the ‘chemical’ senses do not generally allow immediate access to ordinary objects like roses and apples, but rather to odours and flavours, the diffuse nature of which make it hard to get a grip on the associated perceptual phenomenology. Drawing on the work of gestalt psychologists and phenomenologists, I (...) outline a modality-neutral approach that emphasises the irreducibly structured nature of perceptual experience and is especially useful for thinking about experiences that are not targeted at ordinary physical objects. Such an approach can clarify and explain nebulous aspects of perceptual experience, illuminating elements of our smell and flavour experiences that may be indeterminate. (shrink)

This article explores the influence that an organisation's corporate values have on employees' behaviour and values both within and outside the work environment. In particular, it focuses on the impact of these values on the personal buying behaviour of employees. The empirical research was undertaken within a case study organisation that produces wine in Spain and involved interviews with senior management, an analysis of company documentation, as well as group discussions with employees supported by an employee survey. The article (...) argues that an organisation's corporate values influence not only its employees' behaviour within the work environment, but also impacts on their global values system outside of the work environment. In particular, this was evident within the employees' buying behaviour practices in relation to supplier loyalty and environmental concern. This has implications for business ethics as an organisation's value system may go beyond the purely business context. Organisations need to be aware of their impact on employees' behaviour outside of the work environment; this is particularly the case for multinational companies working across many cultures. (shrink)

This article explores the influence that an organisation’s corporate values have on employees’ behaviour and values both within and outside the work environment. In particular, it focuses on the impact of these values on the personal buying behaviour of employees. The empirical research was undertaken within a case study organisation that produces wine in Spain and involved interviews with senior management, an analysis of company documentation, as well as group discussions with employees supported by an employee survey. The article (...) argues that an organisation’s corporate values influence not only its employees’ behaviour within the work environment, but also impacts on their global values system outside of the work environment. In particular, this was evident within the employees’ buying behaviour practices in relation to supplier loyalty and environmental concern. This has implications for business ethics as an organisation’s value system may go beyond the purely business context. Organisations need to be aware of their impact on employees’ behaviour outside of the work environment; this is particularly the case for multinational companies working across many cultures. (shrink)

The personality traits of social work leaders are important factors influencing ethical decision-making in organisations. The lack of empirical evidence with regard to the relationship between personal authenticity and ethical decision-making in social work stimulated the present study. Two hundred thirty-eight leaders (81.9% female) from organisations working in various fields of social work were administrated with the Authenticity Scale, Managerial Ethical Profile, and conducted two free association tasks with the cue words authenticity and self. Authenticity was positively (...) correlated with ethical decision-making. In contrast, authenticity was not correlated with the tendency to make decisions in an effort to maximise economic profit for the organisation. The results of the present study have important practical implications for the social work sector. The positive correlation of authenticity with ethical decision-making indicates that positive reinforcement of authenticity in leaders could possibly lead to supporting ethical decision-making within an organisation. Therefore, supporting authenticity in leaders working in social work may also help foster quality services and prevent unethical behaviour. (shrink)

The duty to respect, protect and help the family rights is related very closely with the organization of work in the firm. This paper summarizes and illustrates, using mini-case studies, the relationship between the organization of work in companies and the family rights and duties of employees.

Summary As soon as he was appointed Minister of Public Instruction in 1863, Victor Duruy embarked on a major reform of French education. One of his most important initiatives was the creation of a new secondary curriculum designed to prepare for careers in industry, trade, and agriculture. Edme Fremy, professor at the Muséum d'histoire naturelle, took the opportunity of proposing a course of instruction in practical chemistry that would be offered at the Muséum for young men intending to work (...) in industry. Duruy approved the proposal, and funds were immediately made available. In contrast, Charles-Adolphe Wurtz, who led an internationally recognized research laboratory in organic chemistry in the Paris Faculty of Medicine, had difficulty in securing either administrative recognition or financial support. This article draws on the correspondence that Fremy and Wurtz exchanged with Duruy and senior officials in the Ministry between 1863 and 1869 to bring out the significance of the divergent ministerial responses to the two laboratories. (shrink)

In this paper I work through an Antipodean phenomenon; the prevalence of copying or mimesis in processes of organising. Rejecting claims for a more authentically Antipodean way of organising, I argue that we need to properly understand the weight of the copy through philosophical inquiry into mimesis. I begin this inquiry with neo-institutional theoretical insights into mimesis. I then sketch out a short history of the emergence of the original and the copy. This Platonic distinction is then elaborated upon (...) to open up the copy with reference to Nietzsche’s concept of the eternal return, Benjamin’s analysis of the work of art in the age of mechanical reproduction, and Taussig’s analysis of mimesis. I draw these together to argue that processes of copying are singular and in fact central to the continual coming into being of organisation. (shrink)

This book is an important contribution to the Values literature on the meanings of work. These essays explore the philosophical, ethical, religious, and social foundations that underscore so much of the current thinking and concern about work satisfaction and the place of work in the search of meaning. Various points of view are presented and these include among others historical perspectives, empirical studies and cross-cultural explorations. The result is a compelling and critical volume which challenges many basic (...) cultural and empirical assumptions and raises many questions about values and value-based decisions. (shrink)

The remote working environment is characterised by excessive use of new technology and work activities that extend to personal time. It is expected of each employee to balance multiple roles whilst maintaining maximum performance and individual wellbeing; however, without adequate support from an organisation, employees languish instead of flourish. The current study applied a model to investigate the combined effect of technostress, work–family conflict, and perceived organisational support on workplace flourishing for higher education employees. The study followed a (...) cross-sectional quantitative research framework. Data were collected from a sample of 227 academic and support staff employees from a selected residential University in South Africa. The results indicated that technostress through perceived organisational support and through work–family conflict influences workplace flourishing. No direct significant effect was reported between technostress and workplace flourishing. Technostress, work–family conflict, and perceived organisational support combined explained 47% variance in workplace flourishing. Perceived organisational support displayed the strongest direct effect on workplace flourishing, and technostress is a strong determinant of work–family conflict, which then mediates the relationship between technostress and workplace flourishing. The study concluded that providing organisational support and creating policies favourable to work–life balance assist employees in managing techno-overload, techno-invasion, and techno-complexity better and enhance workplace flourishing. Although employees struggle in the remote working context with demands imposed by techno-overload, techno-invasion, and techno-complexity, the results indicate that perceived organisational support and balanced work life act as job resources that enhance emotional, psychological, and subjective wellbeing. (shrink)

Many thinkers believe that the next transformational change in human organisation will be the onset of human-level artificial intelligence, and that the most likely method of achieving this will come through brain emulations or "ems": the ability to scan human brains and program their connections into ever faster computers. Taking this as his starting point, Hanson describes what a world dominated by these ems will be like.

The organisation of mammalian mitochondrial DNA (mtDNA) is more complex than usually assumed. Despite often being depicted as a simple circle, the topology of mtDNA can vary from supercoiled monomeric circles over catenanes and oligomers to complex multimeric networks. Replication of mtDNA is also not clear cut. Two different mechanisms of replication have been found in cultured cells and in most tissues: a strand‐asynchronous mode involving temporary RNA coverage of one strand, and a strand‐coupled mode rather resembling conventional nuclear DNA (...) replication. In addition, a recombination‐initiated replication mechanism is likely to be associated with the multimeric mtDNA networks found in human heart. Although an insight into the general principles and key factors of mtDNA organisation and maintenance has been gained over the last few years, there are many open questions regarding replication initiation, termination and physiological factors determining mtDNA organisation and replication mode. However, common themes in mtDNA maintenance across eukaryotic kingdoms can provide valuable lessons for future work. (shrink)

Los estudios de géneros discursivos han prestado poca atención a las tesis o seminarios producidos para la obtención del grado de licenciatura. En este artículo se describe, desde el enfoque del genre analysis (Swales, 1990), la organización retórica del marco referencial de un conjunto de 30 tesis de pregrado elaboradas por estudiantes de la carrera de Trabajo Social de la UCSC. Se identifican cuatro movidas retóricas: teórico, conceptual, empírico y normativo. Se observa que cada una tiene propósitos diferentes sobre cuestiones (...) teóricas, prácticas y legales relacionadas con el problema social que aborda cada tesis. Se advierte la presencia de algunos pasos retóricos recursivo y, al mismo tiempo, un fuerte compromiso de la investigación con la resolución de un problema social real. Studies of discourse genre have paid little attention to graduation theses produced by undergraduate students. This article describes, from a genre analysis approach (Swales, 1990), the rhetorical organization of the reference framework of a set of 30 undergraduate theses prepared by social work students at the UCSC. The study identifies four rhetorical moves: theoretical, conceptual, empirical, and normative. It is observed that each move has different purposes on theoretical, practical, and legal issues related to the social problem addressed by each thesis. The presence of recursive rhetorical steps is apparent, along with a strong commitment to solving real social problems through research. (shrink)