{'fraction_non_alphanumeric': 0.02654867256637168, 'fraction_numerical': 0.0029498525073746312, 'mean_word_length': 5.651960784313726, 'pattern_counts': {'":': 0, '<': 0, '<?xml version=': 0, '>': 0, 'https://': 0, 'lorem ipsum': 0, 'www.': 0, 'xml': 0}, 'pii_count': 0, 'substrings_counts': 0, 'word_list_counts': {'cursed_substrings.json': 0, 'profanity_word_list.json': 0, 'sexual_word_list.json': 0, 'zh_pornsignals.json': 0}}
Mechanistic Versus Organic Organizations' Impact on Immigrant Women's Work Satisfaction and Occupational Mobility

This paper has its theoretical point of departure in Burns and Stalker's theory on “mechanistic” versus “organic” organizations. It is shown that two hotels belonging to the same hotel chain, work in different ways organizationally, as one of them, “Charm” has more of the features pertaining to the “organic” type, while the other, “Style” more resembles the “mechanistic” type. It is discussed whether typical features of the two organizations such as the division of work, hierarchy, communication, and empowerment produce or fail to produce work satisfaction and organizational commitment, which in turn has consequences for immigrant women's work stability and mobility. It is suggested that the organic form of organization has assets the mechanistic type of organization lacks, which facilitates offers of promotion, and other work values which produce work satisfaction and organizational commitment. However, a homogenous social work environment consisting of one ethnic group may constitute an obstacle to actual mobility for immigrant women. The empirical basis for the paper is a case study of two Norwegian hotels where 36 employees, including management and trade union representatives, and 25 immigrant women were interviewed.