Relevant bibliographies by topics / Social psychology|Communication|Organizational behavior

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters

Academic literature on the topic 'Social psychology|Communication|Organizational behavior'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

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Journal articles on the topic "Social psychology|Communication|Organizational behavior"

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De Dreu, Carsten, and Peter Carnevale. "Disparate Methods and Common Findings in the Study of Negotiation." International Negotiation 10, no. 1 (2005): 193–204. http://dx.doi.org/10.1163/1571806054741074.

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AbstractIn this article, we compare the relative popularity of a wide variety of methods and techniques used in the study of conflict and negotiation across five domains of inquiry: political science, communication sciences, social and personality psychology, economics, and organizational behavior. An analysis of articles on conflict and negotiation published between 1997 and 2001 suggests that laboratory experiments that entail coding of behavior and self-reported data using surveys are especially popular in psychology, organizational behavior, and communication sciences. Mathematical modeling, the use of experimental games, and the use of archival data are especially popular in economics and political science. Diverse methods can provide convergent insights, and this is observed clearly in work on gain-loss framing and on reciprocity in negotiation. We suggest that researchers adopt, or continue to employ, triangulation as an approach to validity: When two or more methods or data sources converge on a construct, we develop greater assurance that our conclusions are not driven by an error or artifact of any one procedure. Each method exhibits strengths and weaknesses, and to the extent they do not overlap but show common effects, we stand on more solid ground with our theoretical conclusions.
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Hu, Xinyu (Judy), Larissa K. Barber, YoungAh Park, and Arla Day. "Defrag and reboot? Consolidating information and communication technology research in I-O psychology." Industrial and Organizational Psychology 14, no. 3 (September 2021): 371–96. http://dx.doi.org/10.1017/iop.2021.3.

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AbstractSeveral decades of research have addressed the role of information and communication technologies (ICTs) in industrial-organizational (I-O) psychology. However, segmented research streams with myriad terminologies run the risk of construct proliferation and lack an integrated theoretical justification of the contributions of ICT concepts. Therefore, by identifying important trends and reflecting on key constructs, findings, and theories, our review seeks to determine whether a compelling case can be made for the uniqueness of ICT-related concepts in studying employee and performance in I-O psychology. Two major themes emerge from our review of the ICT literature: (a) a technology behavior perspective and (b) a technology experience perspective. The technology behavior perspective with three subcategories (the “where” of work design, the “when” of work extension, and the “what” of work inattention) explores how individual technology use can be informative for predicting employee well-being and performance. The technology experience perspective theme with two subcategories (the “how” of ICT appraisals and “why” of motives) emphasizes unique psychological (as opposed to behavioral) experiences arising from the technological work context. Based on this review, we outline key challenges of current ICT research perspectives and opportunities for further enhancing our understanding of technological implications for individual workers and organizations.
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Liao, Wang, Y. Connie Yuan, and Katherine A. McComas. "Communal Risk Information Sharing: Motivations Behind Voluntary Information Sharing for Reducing Interdependent Risks in a Community." Communication Research 45, no. 6 (February 5, 2016): 909–33. http://dx.doi.org/10.1177/0093650215626981.

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This article extends our understanding of risk communication related to communal risk and risk information sharing. Building on research from risk communication, organizational behavior, and social psychology, it examines individual-, relation-, and community-level motivations to share information about a devastating plant disease. This disease can bring about substantial economic risk to everyone in a farming community. We tested our hypotheses using a national sample of U.S. tomato and potato growers ( N = 452). Our findings show that growers were motivated to share information about a communal risk based on (a) individual-oriented concerns for economic costs, (b) relation-oriented concerns for reciprocation and the information recipient’s trustworthiness, and (c) community-oriented concerns comprising a sense of shared responsibility and community cohesiveness.
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Zhang, Qi, Yubing Fan, and Mingyang Zhang. "An Empirical Analysis of Students’ Involvement and Exit Behaviors in College Organizations: The Case of Nanjing Agricultural University in China." Sustainability 10, no. 11 (October 29, 2018): 3933. http://dx.doi.org/10.3390/su10113933.

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Student organization is considered an important approach for the sustainable development of ideological and political education, and it helps construct learning style and campus culture. This research studies college students’ motivations for their involvement and exit behaviors. Using a binary choice model, we analyze critical factors affecting the involvement and exit behaviors of college students based on social cognition theory, Maslow’s hierarchy of needs, and expectancy theory. On the one hand, our results show active cognition is most influential for the involvement behavior, followed by personal interest. Meanwhile, active cognition is positively affected by mother’s higher education level and senior students’ influence. Respondents who agree that joining organizations brings closer relations with teachers and other students as well as promoting heterosexual communication are more likely to join. On the other hand, the most influential factor for the exit behavior is unclear promotion mechanisms. Low-quality activities and wasting time with organizations cause students to quit. Moreover, lack of training opportunities and professional guidance dampens members’ enthusiasm. Complicated interpersonal relations, bureaucratic style, entering a higher grade and changing psychology cause some members to quit and further affect organizational learning. We provide additional insights on management strategies towards organization sustainability, such as improving leader selection and building harmonious interpersonal relations.
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E. Vinogradova, Yana, Svetlana D. Gurieva, Ludmila G. Pochebut, and Vera A. Chiker. "SOCIAL REPRESENTATION AND THE CONCEPT OF BETRAYAL AS RESOURCES IN SOCIAL SITUATION." Humanities & Social Sciences Reviews 8, no. 4 (September 10, 2020): 941–51. http://dx.doi.org/10.18510/hssr.2020.8491.

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Purpose of the Study: The article presents research on social representations of the phenomenon of Betrayal. The main use of our study is to highlight the concept of Betrayal and study the social representations of the social situation. The study traced the main differences in the concept and social representation of the phenomenon of betrayal in two age samples. Methodology: To obtain information on the actual attitude to the phenomenon we conduct the survey. The texts processed content analysis method. The data collection process in SPSS, 21: descriptive statistics, method of averages calculation, comparative analysis. Principal Findings: Selected differences in social perceptions in the studied groups of different ages reflect the boundaries of the concept. The analysis of structural components shows the dynamics of social representations. Emotional and rational styles of behavior in a social situation, typical for a middle-age group, have been singled out. Behavioral styles differ in average values of "possibility to betray". Applications of this study: The results of the research are applicable both in training courses on the psychology of communication and in educational programs on forming a metacognitive assessment of the social situation. The show features of the actual attitude to Betrayal - "possibility of betrayal" are relevant in the analysis of the socio-psychological climate of the groups, organizations, companies. Novelty of this study: The data on inclusion in the concept of Betrayal of different levels of ideas about the social situation explains the possibilities of the assessment of the social situation. The results of the research expand the understanding of the importance of negative situations as social-psychological factors of social capital destruction, both on the personal and organizational levels.
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Alrø, Helle, and Poul Nørgård Dahl. "Dialogic group coaching – inspiration from transformative mediation." Journal of Workplace Learning 27, no. 7 (September 14, 2015): 501–13. http://dx.doi.org/10.1108/jwl-10-2014-0073.

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Purpose – The purpose of this paper is to present an approach to group coaching in the workplace that can enhance shared learning in groups and teams through dialogue as opposed to group members’ individual positioning through discussion and debate. Design/methodology/approach – An action research project conducted throughout one year in collaboration between the management groups of the Elderly Care in a Danish municipality, two organizational consultants and two researchers from the Department of Communication and Psychology at Aalborg University. The dialogical approach to group coaching is developed in the interaction between dialogue theory and the performance and close analysis of 12 video-taped coaching sessions with four management groups. The development of the dialogic group coaching concept is further supported through common reflections between researchers and groups in initial meetings as well as during the coaching sessions and final interviews, reflections between researchers and groups in initial meetings as well as during the coaching sessions and final interviews. Findings – The non-directive approach of dialogic group coaching is inspired by Transformative Mediation. This approach includes a focus on empowerment and recognition within the group in terms of promoting common reflection and learning. This also appears to diminish conflict talk and conflict-based relationships. Further, the dialogic approach emphasizes the importance of a coaching contract to create a common basis for reflection and action, which is found to reduce individual positioning. Originality/value – The paper develops a dialogic concept of group coaching in theory and practice, while focusing on the learning processes and development of the participating management groups.
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Perry, Nick. "Indecent Exposures: Theorizing Whistleblowing." Organization Studies 19, no. 2 (March 1998): 235–57. http://dx.doi.org/10.1177/017084069801900204.

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'Whistleblowers' are defined as insiders who 'go public' in their criticism of the policy and/or conduct of powerful organizations. Their actions dramatize the more general issue of the relation between politics and truth, between power and knowledge and the institutions which sustain them. This is exemplified by those problems which arise out of the changing relation between scientific-technical expertise and the contemporary corporate system. The associated contradictions form the focus of this paper, in which the institutional and discursive characteristics of a cognitively efficacious technoscience are contrasted with the traditional premises of political action and the principles of political organization. The construction of innovation networks and the development of uncoupling practices are interpreted as working solutions to the problem of reconciling these otherwise distinct institutional imperatives with each other. These solutions, in their turn, presuppose the exercise of communication control over the scientific-technical and professional stratum, a control legitimated by a system of institutional and organizational myth and ceremony. The associated structurally generated dilemmas are thereby displaced onto individuals, a fraction of whom blow the whistle. This form of occupational 'suicide' is thus available for interpretation as either heroic or pathological. In this paper, however, the psychology of the whistleblower is viewed as less pertinent than the social construction and imputation of motives. The statistical (in)frequency of such behaviour is seen as being less pertinent than the extent and intensity of the controversy it promotes.
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Meyer, Marcel, and Matthias P. Hühn. "Positive language and virtuous leadership: walking the talk." Management Research: Journal of the Iberoamerican Academy of Management 18, no. 3 (May 11, 2020): 263–84. http://dx.doi.org/10.1108/mrjiam-11-2019-0972.

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Purpose The purpose of this study is to discuss the advantages and challenges of using virtuous language in business. Design/methodology/approach This paper is a theoretical exploration based on a literature review and philosophical analysis that uses a quantitative study from the Boston Consulting Group (BCG) as its starting point. Findings This study argues that neo-Aristotelian leadership and positive leadership explain why companies whose financial filings use value-laden language that stresses the higher purpose of the organisation to outperform companies whose reports use the language of profit maximisation. While neo-Aristotelian leadership is based on Aristotle’s Rhetoric, positive leadership is primarily influenced by research results from Positive Psychology and Positive Organizational Scholarship. The two approaches to leadership highlight something that conventional business research largely ignores, namely, the role of values as drivers of human behavior and the importance of character in leadership. Both research streams indicate that it is possible for organisations to do well and do good because they are seen as groups of value-driven individuals. Thus, using virtuous/positive communication is a possible means to do well financially and to (re-)humanize the business world of tomorrow. Research limitations/implications The BHI study investigates the outcomes of written language only; thus, it does not consider oral communication. Moreover, there is no “perfect level” of virtuous language in corporate environments. We should not expect the same precision in ethics as in mathematics. Practical implications By way of explaining how to best use virtuous language in a business context, this study helps business practitioners to do good and well. Social implications This study offers a pathway to (re-)humanize tomorrow’s world of business, which is once again subjugating humanity to imagined technological imperatives. Originality/value By deliberating the benefits and possible downsides of using virtuous language in a business environment, this paper advances a topic that has recently gained considerable attention but is still in need for more research.
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Mehta, Nikhil K., Shubham Chourasia, and Aswini Devadas. "Challenges of Moksh Organization: an epitome of humanity." CASE Journal 17, no. 3 (June 29, 2021): 333–73. http://dx.doi.org/10.1108/tcj-07-2019-0065.

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Theoretical basis This case uses concepts from Korten’s strategies of development-oriented four generations of non-government organizations (NGOs) and social psychology such as stereotypes, prejudices and actions to explain the social phenomenon. In furtherance, the case presents Aristotle’s approach to creating a message for masses that include use of ethos, pathos and logos. Stood’s (2017) narrative, engagement and technology (NET) model of social leadership was used to analyse the characteristics of social leaders. Research methodology Prima facie the case was developed from primary sources i.e. interviewing with Ashish Thakur. Literature from secondary sources was obtained to make teaching notes. List of references is presented towards the end that depicts the use of textbooks, research papers, websites and blogs. This case was tested in the classroom with MBA students learning business communication. Case overview/synopsis The case dealt with the challenges of an NGO that included conducting respectful last rites of unclaimed dead bodies. As the NGO grew, Ashish Thakur, the initiator of Moksh started facing resource management challenges, namely, volunteer induction, fundraising and managing non-human resources. These issues are deeply embedded in several social stereotypes about dead bodies. Learning covers strategies of four generations of NGO development, a NET model of social leadership, breaking social stereotypes related to dead bodies and last rites (necrophobia), designing social communication and opportunity to assess faulty rationalizations and do critical thinking around the socio-religious practices. Complexity academic level This case is intended to be used for the students of the social leadership or social entrepreneurship, social psychology, business communication or communication skills, organizational behaviour, advertising and social media.
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Strongman, Luke. "The Magic Jacket: Recognition and Organizational Psychology." International Journal of Psychological Studies 9, no. 1 (December 14, 2016): 33. http://dx.doi.org/10.5539/ijps.v9n1p33.

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Recognition is essential in human social life. It is also critical in the workplace as one of the central communication activities that provides social cohesion, meaning and direction amongst colleagues and clients. Without expressions of recognition to others-formal and informal, high-context and low-context, social and structural, from a simple greeting to an affirmation for competent achievement, the workplace and the human behavior in it may become less than optimal and even dysfunctional. Expressions of recognition promote social cohesion. Based on a literature review and qualitative analysis, this article will provide an understanding of recognition in the workplace from a variety of viewpoints. It will explain recognition as central to the rationale of productivity, identify characteristics of its use and prevalence, discuss recognition as forms of behavioral guidance and social capital and exchange, before concluding to emphasize the role of recognition in the social and regulative functions of the modern workplace.
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Dissertations / Theses on the topic "Social psychology|Communication|Organizational behavior"

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Hebabi, Lise. "What Makes a Difference? An Exploratory Study of Small Group Interactions." Thesis, Fielding Graduate University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10076120.

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The workforce in today’s organizations is increasingly diverse, including racial, ethnic, cultural, gender, age, sexual orientation, personality, motivation, values, and a multitude of other differences. These differences are often a source of friction and conflict in work groups, whether or not the conflict is openly expressed. Yet they can also add significant value to groups by providing a richer work experience and a broader pool of knowledge from which to solve problems and make decisions. The literature on this topic crosses multiple disciplinary boundaries, and includes social psychology, conflict studies, linguistics, political science, and management. Research on the performance of diverse work groups has been inconclusive, and has left us with limited understanding of the way in which difference plays out in groups, how group members make meaning of their differences, and how these differences shape and are shaped by group interactions. The research, using a social constructionist frame, analyzed videotapes of actual group interactions using a CMM methodology and compared group interactions to group member perceptions of difference and performance to achieve a deeper understanding of the dynamics of difference and performance in work groups. It found that groups that were relationally generative (i.e., that achieved better results than those of their individual members) had unique patterns that included a description of differences as strengths, better listening, stronger consensus, balanced participation, and inviting and building on each others’ ideas.

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Willemyns, Michael. "Communication accommodation in the workplace : status, sex, goals and strategies /." St. Lucia, Qld, 2003. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe17771.pdf.

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Heuser, Aden Elizabeth. "An Examination of the Use of Synchronous Computer-Mediated Communication Technology in Work Teams." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1258424936.

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Bauer, Janell Christine. "The effects of corporate intranet use on employee self-concept and organizational commitment." Scholarly Commons, 2001. https://scholarlycommons.pacific.edu/uop_etds/2668.

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This study investigated how Corporate Intranets are used by employees. It also examined the relationships between Intranet use and employees' self-concept and their commitment to their organization. In total, 230 surveys were collected from a large financial company in the high-tech industry headquartered in Silicon Valley. The survey measured organizational commitment, self-concept, work-self-concept, information seeking behaviors, Intranet use, types of information found on the Intranet, and additional demographic information. Statistics were computed using the SPSS program to run bivariate correlations. This study yielded many findings. Three key findings have emerged from this study that contribute to our understanding of self-concept in the work environment and new factors related to organizational commitment. The first indicated a positive relationship between employees' satisfaction with Intranet content and navigation and their work-self-concept. The second showed that satisfaction with Intranet content and navigation was also positively correlated with elements of organizational commitment. The third finding indicated that employees' work-self-concept had a significant relationship with elements of organizational commitment. The results of this study build on previous literature on information seeking behaviors, organizational commitment and self-concept. This study also contributes to academic research on the Intranet as a new organizational communication medium. The relationships between Intranet use and work-self-concept and commitment offer many possibilities for future research.
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Phillips, Sarah Elizabeth. "The relationship between person-organization fit, attribution theory, and psychological contract violations within organizational settings." CSUSB ScholarWorks, 2003. https://scholarworks.lib.csusb.edu/etd-project/2291.

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Graham, Lisa Goldstein. "What is it like to be funny? The spontaneous humor producer’s subjective experience." Antioch University / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1275056868.

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Schaeffer, Cyndi J. "Downsized Survivors: Areas of Loss and Work Behaviors." Antioch University / OhioLINK, 2012. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1331676299.

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Johnson, Susan L. "Cross-Functional Team Performance: Inquiry, Identity, and Shared Reality." Case Western Reserve University School of Graduate Studies / OhioLINK, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=case1586782484754153.

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Johnston-Fisher, Jessica. "Testing a Multi-Level Mediation Model of Workgroup Incivility: The Role of Civility Climate and Group Norms for Civility." TopSCHOLAR®, 2014. http://digitalcommons.wku.edu/theses/1332.

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The purpose of this study was to test a multi-level mediation model of incivility. Specifically, it was proposed that predictors of workplace incivility at the individual, group, and organizational level would be related to each other and negative individual outcomes. It was also proposed that the relationship between these predictors and outcomes would be mediated by workplace incivility victimization. Two hundred twenty eight participants completed an online survey through Amazon’s Mechanical Turk. Results indicated that variables at all three levels (i.e., civility climate, group norms for civility, and individual characteristics) were related to one another and predictive of negative individual outcomes. Results also indicated preliminary support for the mediating role of workplace incivility experiences in these relationships and the overall model. Workplace incivility significantly moderated all of the relationships between predictor and criterion variables. Implications and limitations of these findings are discussed, and several directions for future research on workplace incivility are explored.
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Pearce, Dennis E. "Developing a Method for Measuring "Working Out Loud"." UKnowledge, 2014. http://uknowledge.uky.edu/finance_etds/4.

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Enterprise social network software platforms (ESNs) are increasingly being deployed in firms across almost every industry as a means of fostering employee collaboration. Although benefits in increased productivity, innovation, and employee engagement are highly touted, there is a high failure rate of these deployments. This often occurs because (1) there is a misapplied focus on technology adoption rather than adoption of the employee behaviors that are ultimately required to obtain those benefits, and (2) it is unclear what those behaviors are and how to measure them. “Working Out Loud” is one possible framework for understanding and measuring the behaviors necessary to fulfill the promise that ESN vendors advertise. It is loosely described as doing work in a way that makes it visible to others, and is often associated with the use of social business tools. As these tools proliferate within organizations, the Working Out Loud concept is becoming increasingly popular as an organizational and individual goal and mantra among social software vendors, their customers, and leading pundits and consultants in this space. Many benefits have been associated with Working Out Loud; however the concept is still somewhat amorphous. No attempts have been made to quantify it and little research has been done on whether the benefits attributed to it really exist. The common industry definition of Working Out Loud identifies two separate behaviors: narrating one’s work in the form of blog posts, status updates, etc. (typically individual behavior), and performing work in a transparent and observable way through the use of an enterprise social platform (typically group or team behavior). This research hypothesizes that these two behaviors do exist and are related but distinct, and thus scales can be developed to measure each. A survey was given to employees of Lexmark International, Inc. (the author’s employer). Exploratory and confirmatory factor analyses performed on the data confirmed the hypothesis and resulted in scales for individual and group Working Out Loud that are designed to be minimallyintrusive so as to enable both researchers and practitioners to track an organization’s Working Out Loud behavior on an ongoing basis.
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Books on the topic "Social psychology|Communication|Organizational behavior"

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Prashant, Bordia, ed. Rumor psychology: Social and organizational approaches. Washington, DC: American Psychological Association, 2007.

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Galanova, Olga. Unzufriedenheit: Zur Irritierbarkeit sozialer Ordnung. Wiesbaden: VS Verlag für Sozialwissenschaften, 2010.

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Baldwin, Christina. Calling the circle: The first and future culture. Newberg, Or: Swan-Raven & Co., 1994.

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Calling the circle: The first and future culture. New York: Bantam Books, 1998.

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Calling the circle: The first and future culture. Bath: Gateway Books, 1996.

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Sensemaking in organizations. Thousand Oaks: Sage Publications, 1995.

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Elizabeth, Higginbotham, and Andersen Margaret L, eds. Race and ethnicity in society: The changing landscape. Belmont, CA: Thomson/Wadsworth, 2006.

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1948-, Carroll John S., ed. Applied social psychology and organizational settings. Hillsdale, N.J: L. Erlbaum Associates, 1990.

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Broadcasting happiness: The science of igniting and sustaining positive change. 2015.

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Gielan, Michelle. Broadcasting Happiness: The Science of Igniting and Sustaining Positive Change. Gildan Media Corporation, 2016.

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Book chapters on the topic "Social psychology|Communication|Organizational behavior"

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Farooq, Umer, Peter G. Fairweather, and Mark K. Singley. "Grounding CSCW in Social Psychology." In Encyclopedia of Human Computer Interaction, 257–60. IGI Global, 2006. http://dx.doi.org/10.4018/978-1-59140-562-7.ch040.

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Computer-Supported Cooperative Work (CSCW) is largely an applied discipline, technologically supporting multiple individuals, their group processes, their dynamics, and so on. CSCW is a research endeavor that studies the use of, designs, and evaluates computer technologies to support groups, organizations, communities, and societies. It is interdisciplinary, marshalling research from different disciplines such as anthropology, sociology, organizational psychology, cognitive psychology, social psychology, and information and computer sciences. Some examples of CSCW systems are group decision support systems (e.g., Nunamaker, Dennis, Valacich, Vogel, & George, 1991), group authoring systems (e.g., Guzdial, Rick, & Kerimbaev, 2000), and computer-mediated communication systems (e.g., Sproull & Kiesler, 1991). Behavioral and social sciences provide a rich body of research and theory about principles of human behavior. However, researchers and developers have rarely taken advantage of this trove of empirical phenomena and theory (Kraut, 2003). Recently, at the 2004 Conference on CSCW, there was a panel discussion chaired by Sara Kiesler (Barley, Kiesler, Kraut, Dutton, Resnick, & Yates, 2004) on the topic of incorporating group and organization theory in CSCW. Broadly speaking, the panel discussed some theories applicable to CSCW and debated their usefulness. In this article, we use the theory of small groups as complex systems from social psychology in a brief example to allude to how it can be used to inform CSCW methodologically and conceptually.
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