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Russell Conwell’s experiment to educate the Philadelphian working man has grown into a massive university that has transformed the physical, social, and cultural environment of its surrounding North Philadelphia community. Temple University has carefully designed itself as an “urban university” and its presence and growth has had significant costs. Displacement, gentrification, and urban renewal projects have altered the neighborhood to make way for Temple. The relationship between university administration, students and faculty, and community members is negotiated through different avenues, one of which is through food. Food reflects class, culture, gender, labor, urbanization, and it acts as a unique lens into the negative and positive aspects of the new cultural landscape Temple has crafted. The stories shared in this project seek to highlight the hidden narratives that contribute to more visible events. It uncovers hidden labor, the importance of space, and the voices of protest. From the early stages of university development in the 1880s and heavier community presence to the modern-day food trucks, looking at the foodscape in Temple Town will demonstrate how the university and its students interact with the community and culture of Philadelphia and contribute to the image of an urban university. This digital project seeks to create an informative website that explores stories surrounding food on Temple’s campus using archival sources and oral histories. This paper concludes with a reflection and exploration of the next phases of the project. Website link: https://sites.temple.edu/feedingtempletown/ / History

Scholars conventionally begin their investigation of U.S. labor history with industrialization, focusing on forms of industrial labor, union organization, and labor legislation, to the exclusion of work performed in the “private sphere”: domestic, service, and care labor. But by presuming that these forms of “women’s work” were outside the market and the interests of labor, scholars obscure a vast array of historical possibilities that precede our present economic and social order. This dissertation reads against this prevailing tendency in labor and working-class studies to pose the question: what if the antecedents of our present culture and economy may be found not merely in the industrial past, but in the nineteenth-century home? After all, whether in the gig and service economies, or in white-collar workplaces, the vast majority of working people now engage in some form of service, care, and affective labor. Figuring Women’s Work seeks to denaturalize our relationship to work, revealing that labor is a historically contingent political concept in order to expand the scope of what counts as work and open further lines of inquiry into both working-class studies and U.S. literary and cultural studies. To pursue its hypothesis, this dissertation performs a genealogical investigation of service labor, beginning in the antebellum period when housewives and their servants struggled over the meaning of domestic labor in a slaveholding republic, and continuing through the early twentieth century as forms of women’s work were commercialized in the public sphere. In this context, social anxieties about the relationship among gender, race, economic dependency, and labor were articulated in literary forms like the seduction novel and servants’ tale, by leaders of social movements, and in legal battles that sought to distinguish market from domestic relations. These social tensions, each chapter argues, found symbolic resolution in the cultural idealization of a figure of labor—whether the celebration of the housewife as a pillar of democratic society, the Mammy as a selfless caregiver, the “office wife” as a model of industriousness and accommodation, or the sweated immigrant homeworker as a pitiable and romantic object of the philanthropic housewife’s charity. Reading literature written by working women, including Catharine Beecher, Harriet Jacobs, Harriet Wilson, Willa Cather, Anzia Yezierska, and Alice Childress, I demonstrate how the figures of women’s work were forged in relation to each other in order to apprehend the elaborate and racially segregated system of women workers engaged in the labor of social reproduction. Whereas conventional approaches to labor treat domestic work and service as “invisible,” Figuring Women’s Work argues instead that the domestic labor relations that emerged in the antebellum home were described by a metaphorics of kinship, modeled on the myth of the “plantation family” that figured master and slave as parent and child. Within the cultural mythology that developed, housewives were imagined as “second mothers” to their childlike, foreign, and racialized charges, in a relationship of mutual obligation and affection. Even as women’s work was commercialized, and the labor of social reproduction was increasingly performed outside of the home, the notion that women should perform out of a sense of duty to others, rather than in pursuit of economic self-interest, persisted. The metaphorics of kinship, the idea that workers should see themselves as a “part of the family” was adapted to public workplaces like offices, businesses, and retailers. Now, a century later, the cultural imperative to perform an affect of “self-denying benevolence,” a demand first issued by nineteenth-century housewives to their slaves and servants, is widely felt by working people across industries and classes who, dominant cultural ideologies suggest, should labor out of “love” and love to labor. / English

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The purpose of this study was to identify and describe leadership styles and influence behavior tactics used by college deans with their faculty members. Each of the 104 faculty member respondents completed the Influence Behavior Questionnaire Target-2000 a questionnaire. The IBQ Target-2000 measured the use of influence behavior tactics by deans as interpreted by faculty members. The findings of the study concluded that deans lead and faculty members follow by way of differing influence behavior tactics. The findings suggest that, more times than not, the deans influence attempts resulted in complete commitment by the faculty members. It was also found that deans prefer to utilize certain influence behavior tactics more than others. Generally, deans used Rational persuasion, Consultation, and Inspiration tactics approximately twice as often as Exchange tactics, Personal appeals, and Pressure tactics. It was found that the dean's choice and use of influence behavior tactics are dependent, to some degree, on the faculty member's gender or academic status. Furthermore, it was concluded that deans from non-unionized colleges, small colleges and private colleges utilize differing types of influence behavior tactics than their counterparts at unionized, large, public colleges. Finally, it was concluded that deans utilize influence behavior tactics differently with tenured faculty than non-tenured faculty. The study raised some interesting questions that merit further inquiry and study. In summation, there is a perception among faculty members that deans do not use influence behavior tactics uniformly. Other relationships, theories, hypotheses or conclusions remain unsettled at this point in time.

Mémoire numérisé par la Direction des bibliothèques de l’Université de Montréal. / Cette recherche porte sur l'analyse de deux expériences récentes nées d'ententes collectives instituant une participation syndicale à la réorganisation du travail dans deux établissements du secteur de la métallurgie au Québec. L'une s'avère un succès (Reynolds, Cap-de-la-Madeliene) et l'autre un échec (Québec Fer et Titane, Tracy). Afin de mettre en évidence les facteurs explicatifs du succès ou de l'échec de ces expériences / nous avons recours à un cadre d'analyse prédéterminé basé sur la revue de la littérature pertinente postulant que le succès de la coopération patronale-syndicale est associé a certaines variables. Ainsi, la réussite de l'implantation d'un comité conjoint patronal-syndical sur l'organisation du travail serait fonction de certains éléments clés. Premier élément, l'obtention par le syndicat de garanties préalables à l'effet qu'aucune perte d'emploi ne résultera de l'implantation de mesures découlant des décisions prises par le comité conjoint sur la réorganisation du travail. Deuxième élément, la mise en place de mécanismes formels qui, à long terme, assurent que la voix collective des salariés puisse s'exprimer à l'intérieur du comité conjoint sur la réorganisation du travail. Troisième élément, la tenue de débats au sein du syndicat afin de déterminer la position syndicale sur les modalités de fonctionnement du comité conjoint sur la réorganisation du travail, avant la signature de l/entente portant sur la mise en place de ce comité. Et finalement, l'existence d'un climat de relations patronales-syndicales qui amènerait le seuil minimal de confiance mutuelle nécessaire pour s'engager dans ces expériences. Les deux établissements sous étude, Reynolds Cap-de-la- Madeleine et Québec Fer et Titane de Tracy, présentaient certaines caractéristiques communes permettant de contrôler d'autres variables explicatives que celles présentées dans notre cadre d'analyse. Par exemple, les salariés des deux établissements sont affiliés à la Fédération de la métallurgie de la CSN. De plus, les deux établissements ont une taille comparable et opèrent dans le même secteur d'activité soit celui de la métallurgie. Pour ce qui est de la méthodologie, le choix de procéder par une étude de cas a été facilité par notre participation à une recherche, sous la direction du professeur Reynald Bourque, permettant l'accès à ces deux terrains d/étude. Les résultats de notre étude confirment notre cadre d/analyse quant aux principaux facteurs de succès ou d'échec de l'implantation d'un comité conjoint en milieu syndiqué nordaméricain. Les facteurs explicatifs relevés dans la littérature scientifique sur le sujet sont présents dans le cas de l'usine Reynolds au Cap-de-la-Madeleine, tandis qu'ils sont absents au cours de la période étudiée (1991-1994) dans le cas de l'usine Québec Fer et Titane de Tracy. La mise à jour du cas Québec Fer et Titane à Tracy, où une nouvelle entente sur la participation syndicale à la gestion de l'organisation du travail a été signée en juin 1995, montre que révolution au cours des deux dernières années des facteurs clés identifiés ci-haut a contribué au renouvellement des relations patronales-syndicales et à la conclusion d'un nouvel accord. Nos conclusions comportent donc le cadre analytique élaboré à partir d'une revue de la littérature pertinente sur les facteurs de succès de la coopération patronale-syndicale en milieu syndiqué en Amérique du Nord. Toutefois, nos conclusions ne peuvent être généralisées au-delà du contexte nord américain en raison des spécificités du système nord-américain de relations industrielles en ce qui concerne les régimes de reconnaissance syndicale, de monopole, de représentation syndicale, et de la négociation collective.