He is also an adjunct professor in the Kenan-Flagler Business School, the Department of Public Policy, and the Curriculum in Global Studies.
Much of his work is cross-national, comparative and multi-level, linking societal and organizational institutions and structures to individual outcomes.
When peoples’ jobs match their needs, preferences, and abilities, then they are likely to be relatively happy and satisfied with their work and lives, and workplaces are apt to function fairly smoothly and effectively.
On the other hand, when there is a “mismatch” or lack of fit between persons and their jobs, a variety of problems and difficulties are likely to result for the workers, their families, employers and the society more generally.
[7] Kalleberg's contributions to sociological explanations of labor markets show how institutional structures combine with characteristics of individuals (such as their gender, race, age, education, experience) to produce inequalities.
Employment relations encompass a wide range of phenomena—including work organization, governance, evaluation and rewards—and so the study of employment relations is central to numerous subjects in the social sciences, including the origins and maintenance of economic inequality and social stratification; the operation of labor markets; mechanisms of skill acquisition and career mobility; recruitment, selection, hiring and promotion processes; and the governance and control of work activities within organizations.