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1
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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Dobrowolska, Małgorzata, Magdalena Ślazyk-Sobol, Maria Flakus, and Agnieszka Deja. "Climate and Ties in Workplace versus Sense of Danger and Stress, Based on Empirical Research in the Aviation Industry." Sustainability 12, no. 13 (June 30, 2020): 5302. http://dx.doi.org/10.3390/su12135302.
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The climate of the workplace, as well as the issues of relations and ties in the professional environment have long aroused considerable interest among psychologists and management practitioners. The organizational climate, which is defined as a set of beliefs about the organization, its relations, the atmosphere of the workplace, circulation of communication, development opportunities, etc., has often been associated with well-being and job satisfaction. Performing work related to numerous stress factors and difficult situations may significantly affect how both the professional environment and employees’ well-being are perceived. Many empirical studies concerning work psychology and organization, including the works of Rosenstiel and Boegel, Gonzales-Roma, Peiro, Schneider and Earhart underline the importance of the organization climate in the construction of efficient and effectively functioning organizations. One of its important aspects is the level of social relationships and cooperation within an organization. Ties in the workplace are defined as the quality and depth of relations between members of an organization. Studies presented in this paper are of an exploratory nature due to the sector specificity, i.e., aviation and provision of services related to ground control operations. The aim of the empirical research presented herein is to verify the assumption about mutual relations between such variables as the perceived climate of the workplace and interpersonal bonds, as well as experiencing negative emotional states, such as the sense of danger and stress. The psychological literature suggests that low evaluation of the organizational climate parameters should be related to worse, more negative evaluation of the workplace and that the dissatisfaction within the scope of ties and relations with employees affects the perception of stress and threat. In the course of the study, 326 persons working at Pyrzowice and Szymany (Poland) and Kosice (Slovakia) have been examined. Polish employees dominated in this group (250 persons). The remaining group was constituted of individuals working at the Kosice (Slovakia) airport. The respondents represent a specific professional group. The authors tried to learn the specificity of the stress and threat experiencing process due to organizational variables—such as aspects related to evaluation of the workplace and the feeling of ties. To achieve this goal, in the course of statistical analyses, models were built to predict the sense of danger and stress among the surveyed population. A hierarchical regression analysis was carried out in order to determine which of the variables allow predicting the sense of danger and stress in the examined occupational group. The results showed that the higher sense of threat was predicted by the less positive views about the workload, the social support and by the higher ratings of ties in the workplace. In this model, the statistically significant predictors of the sense of threat were the perception of workload (β = − 0.184; s.e. = 0.29; t = −3.297; p < 0.001), the social support (β = − 0.272; s.e. = 0.52; t = −3.916; p < 0.001) and ties in the workplace (β = 0.115; s.e. = 0.51; t = 2.162; p = 0.031). Additionally, the higher level of sense of stress was predicted by the less positive views about the workload, fair play and by the higher sense of threat. The final model explained 12% of all variability regarding the sense of stress (R2 = 0.115; F [8, 317] = 5.122; p < 0.001). In this model, the statistically significant predictors of the sense of stress were the workload (β = − 0.120; s.e. = 0.11; t = −2.079; p = 0.038), sense of justice (β = 0.160; s.e. = 0.20; t = 1.965; p < 0.001) and the sense of threat (β = 0.219; s.e. = 0.02; t = 3.859; p < 0.001). The interest in employees from the aviation sector stems from the lack of empirical data on how people working in this industry function psychologically. This branch of industry is currently developing extremely dynamically and is expected to evolve even more in the wake of the industrial revolution 4.0. Work in the field of modern industry 4.0 forces the employees to acquire many important competencies related to managing new, automated working conditions. As suggested by some authors (Popkova, 2019; Neufeind, 2018), in the light of the 4.0 revolution, one must assume that both the requirements of the work environment and reactions and behavior of employees will differ from the more typical and stable organizational conditions. Meanwhile, in the light of automation and specificity of the industry in question, not much attention is paid to human resources, who—while cooperating in various teams (organic and inorganic)—experience various challenges, as well as difficulties resulting from their professional work.
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Klemm Verbos, Amy, Janice S. Miller, and Ashita Goswami. "Employee social cognition and performance evaluation process reactions." Personnel Review 43, no. 4 (May 27, 2014): 515–35. http://dx.doi.org/10.1108/pr-01-2011-0011.
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Purpose – The paper uses social cognitive theory to explore reactions to performance evaluation processes as situated cognitions by examining the relationship between key elements of employees’ schemas about an organizational environment, preparation for evaluation, and these reactions. The paper aims to discuss these issues. Design/methodology/approach – Survey of 260 employees of eight organizations in a Midwestern US city. Findings – Job resource adequacy, communication adequacy, coworker relationships, and preparation time are significantly and positively associated with employee reactions to performance evaluation processes. Preparation time moderates the association between organizational context and employee reactions. Research limitations/implications – A social cognitive perspective on performance evaluation broadens the scope of extant research. This study is limited by cross-sectional design but opens the door to future experimental and longitudinal research. Practical implications – Performance evaluation processes are situated in an organizational context. Organizational interventions to improve perceptions of this key process could focus on better communication and encouraging preparation, especially if job resources are less adequate. Originality/value – This research contributes to the performance evaluation literature by applying social cognitive theory to performance evaluation reactions as situated cognitions, calling attention to the broader organizational context in which these processes occur.
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Müller-Frommeyer, Lena C., and Simone Kauffeld. "Gaining insights into organizational communication dynamics through the analysis of implicit and explicit communication." Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie (GIO) 52, no. 1 (January 26, 2021): 173–83. http://dx.doi.org/10.1007/s11612-021-00559-9.
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AbstractThis report in the journal Gruppe. Interaktion. Organisation. Zeitschrift für Angewandte Organisationspsychologie aims at presenting how the analysis of implicit and explicit communication in organizational interaction can advance our insights into and implications for these interactions for research and science. Communication is a central process in modern organizations. Especially recurring forms of interaction in organizations (e.g., meetings or appraisal interviews) are of great importance for personal and organizational success. In these interactions, the communication between the interacting organizational members has a decisive impact on the interactions’ course and outcomes (e.g., satisfaction with the interaction, performance during the interaction). Therefore, the aim of this paper is to present two aspects of communication that are empirically shown to contribute to successful outcomes of organizational interactions. Based on a practical problem, we illustrate the analysis and implications of (1) implicit communication (that is, the use and coordination of unconsciously used function words such as pronouns, articles, or prepositions) and (2) explicit communication (that is, the overarching meaning of a statement). To further illustrate the practical relevance of both communication behaviors, we present empirical insights and their implications for practice. Taking a glance at the future, possible combinations of these communication behaviors, the resulting avenues for future research, and the importance of a strengthened cooperation between research and practice to gain more naturalistic insights into organizational communication dynamics are discussed.
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Otto, Kathleen, Sonja Sobiraj, Sandra Schladitz, Mauricio Esteban Garrido Vásquez, Robert Roe, and Martin Baluku Mabunda. "Do Social Skills Shape Career Success in the Psychology Profession?" Zeitschrift für Arbeits- und Organisationspsychologie A&O 63, no. 2 (April 2019): 88–99. http://dx.doi.org/10.1026/0932-4089/a000293.
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Abstract. Building on social capital theory, we assumed that social skills (communication skills, cooperation skills) are essential for successful career development, particularly in social professions. Applying a mixed-method approach, we integrate data from a questionnaire study with 164 psychologists (Study 1) and an interview study with 20 psychologists (Study 2). In Study 1, we found communication skills to be related to objective career success (salary, position), whereas cooperation skills were associated with subjective career success (job satisfaction, goal attainment). Further, the interaction of communication and cooperation skills revealed marginal effects on career success. To gain a broader understanding of the self-estimated role of social skills, in Study 2 qualitative data were considered. In line with professional competence models, we found four broad categories of skills that psychologists report to be useful in their professional work. Social skills accounted for 35.5 % of the responses, highlighting their unique role in social professions.
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Patrick, Harold Andrew. "Editorial." Ushus - Journal of Business Management 13, no. 2 (June 15, 2014): v—vi. http://dx.doi.org/10.12725/ujbm.27.0.
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This issue focuses on Organizational Citizenship Behaviour (OCB) and its influence on performance of employees in various organizational settings. The first three articles reinforce the fact that OCB is critical to organizations and do influence a number of output variables, thus increasing overall organizational effectiveness. The fourth article explores systematically foreign exchange in the Indian IT Sector. OCB over the last four decades has received a lot of attention and has contributed considerably to the literature of Psychology and Management. Individuals who make up organizations exhibit a range of behaviours from just maintaining affiliation to involving in extra role behaviour by going the extra mile for one’s own and the organization’s benefit. These discretionary behaviours not defined nor rewarded by organizations that go beyond job descriptions are termed OCB. These behaviours are positive for organizational sustainability and benefits both employees and managers. Sonam’s article on a mining company found positive relationship between leadership and OCB. Personality of employees and leadership was found to influence OCB. She recommends the use of personality tests in employee selection to increase the likelihood to exhibit OCB which will help improve organizational effectiveness. For leader to be effective there must be an adequate and reasonably well balanced development in areas such as thoroughness, fairness, communication and so on. Aditi, Sanjeela and Jain’s study focus on social expectations, desire for personal growth, values system, professional attitude, teaching methodology and skill’s effect on OCB of teachers in higher education. They found significant relationship between age and professional attitude, teaching methodology & skills, experience and value system, teaching methodology & skills, educational qualification and social expectation, desire for professional growth, value system and professional attitude. They suggest teachers to go beyond the syllabus, better work–life balance, faculty empowerment and a better remuneration as strategies for increased engagement and OCB.
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Irimiea, Silvia Blanca. "Professional Discourse as Social Practice." European Journal of Interdisciplinary Studies 3, no. 4 (October 6, 2017): 108. http://dx.doi.org/10.26417/ejis.v3i4.p108-119.
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Professional discourse (PD) has come under close scrutiny for the last two-to-three decades. The discipline termed ’professional discourse’ developed side by side with the related fields of organizational discourse, workplace discourse, institutional discourse, and more recently, corporate discourse, all related to or rather subservient to specific forms of communication. From the earliest studies and continuing today, communication-related studies have been interdisciplinary, drawing on sociology, psychology, anthropology, linguistics, and any discipline that could shed light on human behaviour in particular settings. It is the purpose of the present article to show the link between professional discourse and social practice and to link it to sociological theories. The study goes out from a presentation of PD (Gunnarson 1997), the differences between the terms ‘institutional discourse’ and ’professional discourse’ as proposed by Sarangi and Roberts (1999: 15-19), Koester’s definition of ’institutional discourse’, Gotti’s notion of ’specialist discourse’, Drew and Heritage’s (1992:3) notion of ’institutional talk’. The characteristics of PD are viewed in terms of the functions it may perfom and draw on Chiappini and Nickerson (1999), Linell (1998), Mertz (2007), and Kong (2014). Social practice and social practice theory, on the other hand, build on the tenets of Bourdieu (1989), Giddens (1984), Schatzki (2002), Reckwitz (2002), Jackson (2005) and Holtz (2014). While discourse, in general, has been viewed from the social structuration perspective by SFL and CDA scholars, the PD relationship to social practice followed the social constructionist appfoach. PD is explicated through the role discourse plays in professional socialization and identity creation (Kong 2014, Smith 2005). Other notions, such as Wenger’s (1998) ’community of practice’, ’shared repertoire’ are discussed in relation to the use of PD as well. Finally, possible directions for further research inquiry are put forward.
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Irimiea, Silvia Blanca. "Professional Discourse as Social Practice." European Journal of Interdisciplinary Studies 9, no. 1 (October 6, 2017): 108. http://dx.doi.org/10.26417/ejis.v9i1.p108-119.
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Professional discourse (PD) has come under close scrutiny for the last two-to-three decades. The discipline termed ’professional discourse’ developed side by side with the related fields of organizational discourse, workplace discourse, institutional discourse, and more recently, corporate discourse, all related to or rather subservient to specific forms of communication. From the earliest studies and continuing today, communication-related studies have been interdisciplinary, drawing on sociology, psychology, anthropology, linguistics, and any discipline that could shed light on human behaviour in particular settings. It is the purpose of the present article to show the link between professional discourse and social practice and to link it to sociological theories. The study goes out from a presentation of PD (Gunnarson 1997), the differences between the terms ‘institutional discourse’ and ’professional discourse’ as proposed by Sarangi and Roberts (1999: 15-19), Koester’s definition of ’institutional discourse’, Gotti’s notion of ’specialist discourse’, Drew and Heritage’s (1992:3) notion of ’institutional talk’. The characteristics of PD are viewed in terms of the functions it may perfom and draw on Chiappini and Nickerson (1999), Linell (1998), Mertz (2007), and Kong (2014). Social practice and social practice theory, on the other hand, build on the tenets of Bourdieu (1989), Giddens (1984), Schatzki (2002), Reckwitz (2002), Jackson (2005) and Holtz (2014). While discourse, in general, has been viewed from the social structuration perspective by SFL and CDA scholars, the PD relationship to social practice followed the social constructionist appfoach. PD is explicated through the role discourse plays in professional socialization and identity creation (Kong 2014, Smith 2005). Other notions, such as Wenger’s (1998) ’community of practice’, ’shared repertoire’ are discussed in relation to the use of PD as well. Finally, possible directions for further research inquiry are put forward.
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Chen, Xiao-ping, and S. S. Komorita. "The Effects of Communication and Commitment in a Public Goods Social Dilemma." Organizational Behavior and Human Decision Processes 60, no. 3 (December 1994): 367–86. http://dx.doi.org/10.1006/obhd.1994.1090.
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Seyranian, Viviane. "Social identity framing communication strategies for mobilizing social change." Leadership Quarterly 25, no. 3 (June 2014): 468–86. http://dx.doi.org/10.1016/j.leaqua.2013.10.013.
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Eklof, Mats, and Gunnar Ahlborg Jr. "Improving communication among healthcare workers: a controlled study." Journal of Workplace Learning 28, no. 2 (March 7, 2016): 81–96. http://dx.doi.org/10.1108/jwl-06-2015-0050.
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Purpose – This paper aims to test the effects on aspects of workplace communication relevant to teamwork, and social support, in hospital units, of a dialog training (DT) intervention based on knowledge of key quality aspects related to interpersonal work-related communication among healthcare workers. Design/methodology/approach – A cluster randomized controlled study conducted among approximately 300 Swedish healthcare workers employed at ten hospital units. Workplace communication was measured in the form of participative safety, trust/openness, and social support. Effects were tested at three-month and six-month follow-ups. Repeated measurements were made. Findings – The results indicated that DT had a positive influence on participative safety and social support from managers. A positive tendency was observed for trust/openness. Originality/value – Developing and practicing good staff communication in hospital units is an important area for interventions designed to improve job performance and health.
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Wade-Benzoni, Kimberly A., Ann E. Tenbrunsel, and Max H. Bazerman. "Egocentric Interpretations of Fairness in Asymmetric, Environmental Social Dilemmas: Explaining Harvesting Behavior and the Role of Communication." Organizational Behavior and Human Decision Processes 67, no. 2 (August 1996): 111–26. http://dx.doi.org/10.1006/obhd.1996.0068.
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Dedahanov, Alisher Tohirovich, Do Hyung Lee, and Jaehoon Rhee. "Silence as a mediator between organizational factors and stress." Journal of Managerial Psychology 31, no. 8 (November 14, 2016): 1251–64. http://dx.doi.org/10.1108/jmp-09-2014-0265.
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Purpose The purpose of this paper is to investigate the mediating role of silence as a link between punishment, communication opportunities and stress. Design/methodology/approach The authors conducted a survey among 1,015 highly skilled employees of South Korean companies using a self-administered instrument. In total, 748 questionnaires were received from the 1,015 participants. Of these, 61 questionnaires were incomplete and were discarded; the remaining 687 questionnaires were used in the analysis. Findings The results revealed that punishment and communication opportunities are significantly associated with silence. Silence showed a positive relationship with stress, and it mediates the relationship between punishment and stress. Meanwhile, findings indicate that silence does not mediate the link between communication opportunities and stress. Research limitations/implications This study investigates the unitary construct of silence. Therefore, the authors suggest future researchers examine the other forms of silence such as multidimensional construct of silence that focuses on the motives of individuals to be silent. Practical implications The study highlights the importance of establishing organizational ombudsman system, grievance procedures and employee management meetings to mitigate silence behavior. Moreover, the authors recommended management demonstrates their interest in shared information to avoid employee silence. Originality/value This study is the first to explore the mediating role of silence on the relationship between punishment and stress.
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Faupel, Stefanie. "Predicting managers' championing behavior through subordinates' change-related voice." Journal of Managerial Psychology 35, no. 5 (April 8, 2020): 333–45. http://dx.doi.org/10.1108/jmp-05-2019-0272.
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PurposeThe purpose of this paper is to determine whether managers who are not in top management perceive change-related voice from their work group as support and whether this perception is an explaining mechanism that can predict the managers' behavioral support for change. Such voice can be a valuable asset for managers during change.Design/methodology/approachLower and middle managers' perceptions of subordinates' support is investigated as mediator in the relationship between group change-related voice and managers' behavioral support for change. Seventy managers who were experiencing organizational change completed a survey at two points in time. Data were analyzed using regression analyses and the bootstrapping approach.FindingsManagers perceive promotive but not prohibitive group change-related voice as support. Perceived subordinate support serves as explaining mechanism in the relationship between promotive group change-related voice and managers' championing behavior.Practical implicationsThe study's results have practical implications, as insights are gained into how managers react to upward communication from the work group and how such communication influences managers' reaction to change. These insights can be used to facilitate effective participation during change, as it creates sensitivity to managers as recipients of change.Originality/valueResearch on how managers react to change-related ideas and concerns is scarce. The study extends current research on organizational change by investigating the impact of subordinates' communications on managers' reaction to change. Research on voice is enriched by focusing on the voice-receiving process.
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Lai, Jennifer YM, Simon SK Lam, and Cheris WC Chow. "What good soldiers are made of: the role of personality similarity." Journal of Managerial Psychology 30, no. 8 (November 9, 2015): 1003–18. http://dx.doi.org/10.1108/jmp-05-2013-0132.
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Purpose – Previous studies have often yielded mixed results in relation to the similar-to-me effect on extra-role behaviors. Based on social exchange theory, the purpose of this paper is to uncover the contribution of personality similarity to organizational citizenship behavior (OCB), a type of extra-role behaviors. Design/methodology/approach – Questionnaire surveys were conducted in a multinational bank in Hong Kong. The participants were matched sample of 403 customer service representatives from 81 teams and their corresponding team supervisors. Findings – Personality similarity to peers and supervisors had a positive impact on individual OCB (OCB-I) and organizational OCB (OCB-O), respectively, through better communication and social integration. Moreover, personality similarity to peers was related only to OCB-I, whereas personality similarity to supervisor was associated only with OCB-O. Research limitations/implications – Subordinates perform different facets of OCB depending on the subjects they are similar to in terms of personality. Being similar to others could facilitate communication and social integration, which in turn promote OCB targeted at similar individuals. The importance of distinguishing the similarity effects of peers and supervisors separately as well as scrutinizing the effects of different forms of OCB warrants future research attention. Practical implications – Managers can promote OCB by enhancing communication and social integration among employees and supervisors. Social implications – As OCB enhances organizational effectiveness, the economic development of society in general will eventually benefit from having more effective organizations. Originality/value – This study addresses the inconsistent findings of previous studies regarding the impact of similarity on OCB. It demonstrates the contribution of personality similarity to OCB beyond the confounding effects of judgment bias. It also advances theory by studying personality similarity to peers in addition to the commonly studied similarity to supervisors.
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Açıkgöz, Yalçın, and Yonca Toker. "Integrating Occupational Complexity Levels to Interest Assessments in Social and Enterprising Areas: Development of the Vertical Social Interest Scale." Journal of Career Assessment 27, no. 1 (January 1, 2018): 61–77. http://dx.doi.org/10.1177/1069072717748633.
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With the goal of improving assessment of interests toward social and enterprising areas, we developed the Vertical Social Interest Scale (VSIS) by incorporating vertical differentiation between occupations in terms of authority and communication. Social and enterprising occupations, their complexity levels, and work activities were identified using the information in the Dictionary of Occupational Titles and Occupational Information Network. Three studies ( N = 515 total), two of which utilized students and one a working adult sample, were conducted to assess the factor structure and validity of VSIS. Construct validity was demonstrated using factor analyses and based on associations with traditional interest assessments and extraversion. Criterion-related validity was demonstrated based on associations with satisfaction with academic domain for the student sample and affective occupational commitment for the adult sample. Results support the validity of VSIS in predicting relevant vocational outcomes.
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Law, Sweety. "Learning from employee communication during technological change." Journal of Workplace Learning 21, no. 5 (July 3, 2009): 384–97. http://dx.doi.org/10.1108/13665620910966794.
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LEE, Meng-Hsiu, Ming-Yu YEN, and Louis PERROMAT. "Interaction between the Knowledge Sharing on Innovation Behavior Based on the Viewpoint of Team Diversity: Empirical Research from China." Revista de Cercetare si Interventie Sociala 64 (March 6, 2019): 97–107. http://dx.doi.org/10.33788/rcis.64.8.
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In the rapidly changing and challenging environment, the possession of continuous innovation ability is primary for organizations in high-tech industry, which have to constantly apply innovation to maintain and enhance the effectiveness, create corporate value, and pursue organizational excellence so as to promote the competitive advantage for enterprise growth and survival. For organizations toady, work teams are the basic units to complete tasks. A lot of management activities are mostly preceded with teams, relying on the mutual cooperation among members. Besides, team interaction and communication could effectively enhance team performance and organizational performance. Aiming at supervisors and employees of high-tech industry in Fujian Province, total 520 copies of questionnaire are distributed, and 351 valid copies are retrieved, with the retrieval rate 68%. The research results show that 1.team diversity presents positive and significant effects on knowledge sharing, 2.knowledge sharing shows positive and remarkable effects on innovation behavior, and 3.team diversity reveals positive effects on innovation behavior. According to the results, suggestions are proposed, expecting to stimulate team innovation behaviors for high-tech industry applying different value, experience, and professional knowledge of team members.
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Duening, Thomas, Nigel Nicholson, and Jill Bradley-Geist. "Evolutionary awareness: Darwin among the organizational sciences." International Journal of Organization Theory & Behavior 22, no. 4 (November 11, 2019): 297–312. http://dx.doi.org/10.1108/ijotb-12-2018-0127.
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Purpose Recent criticisms of organizational science theory have lamented a lack of depth and a growing “maturity” that is impeding empirical advances. The purpose of this paper is to propose that organizational scientists can address this problem by embracing “evolutionary awareness” (EA). EA builds on theories and constructs developed in the evolutionary sciences that serve to add depth to theory building. Design/methodology/approach The design of the paper is first to introduce the concept of EA and identify its four key constructs. Next, the authors apply EA to three areas of research within organizational science: human motivation, interpersonal communication and leadership. The authors’ intent is to show that EA constructs extend and deepen traditional organizational science theorizing. Thereby, the authors show that the problems noted above, i.e., lack of depth and maturing theories, can be addressed by embracing EA. Findings The findings are that EA substantially enhances and freshens theorizing in the organizational sciences in the areas of human motivation, communication and leadership. By extension, other areas of interest will also benefit by embracing the EA perspective. Research limitations/implications The implications of the research are many. Organizational scientists can advance theory building, research and practical prescriptions by embracing EA. They can also engage in interdisciplinary research programs with scholars in the evolutionary sciences eager to see their work having practical implications. The limitation of this work is that the authors were only able to show a limited application of EA to three areas of interest to organizational science scholars. Practical implications The practical implications of this research are potentially far reaching. At this very moment, scholars in a wide array of disciplines are re-casting their views of humanity, cognition, values and other constructs based on the acceptance of evolution and its primary mechanism, variation and selection based on consequences. These changes will usher in new ideas about leadership, work-life balance, organizational purpose and many others. Social implications A much-needed “consilience” across the human sciences through embracement of the EA perspective may provide insights that will advance human flourishing in organizations and beyond. The authors believe that an increasingly veridical understanding of humanity will produce substantial social impact. Originality/value This work will provide an encompassing perspective that will assist organizational scholars in advancing their theory building and research questions. A much-needed “consilience” across the human sciences may provide insights that will advance human flourishing in organizations and beyond.
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Ren, Shuang, and Doren Chadee. "Influence of career identity on ethical leadership: sense-making through communication." Personnel Review 49, no. 9 (March 23, 2020): 1987–2005. http://dx.doi.org/10.1108/pr-04-2019-0192.
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PurposeThe widespread use of communication technologies and social media platforms such as the #ME TOO movement has amplified the importance for business leaders to demonstrate high standards of ethical behavior for career success. Although the concept of ethical leadership has been widely investigated, a theoretical framework from a career perspective does not yet exist.Design/methodology/approachThis study draws from sensemaking theory to argue that career identity salience shapes leaders' communication behavior to influence the extent to which they are perceived to be ethical by subordinates. We test our hypotheses using multisource data with a sample (n = 337) of business managers.FindingsThe results show that career identity salience has positive influence on communication competence, which positively influences ethical leadership. We further find that communication frequency positively moderates the relationship between communication competence and ethical leadership.Practical implicationsThe theoretical and practical implications that, motivated by their career identity, career-ambitious leaders can manipulate subordinates' perceptions of their ethical behavior are discussed along with suggestions for future research.Originality/valueTo our knowledge, this is the first research to provide a career perspective on ethical leadership.
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Mathis, Robin Smith. "Communicating influence: positioning the trainer as an organizational leader." Journal of Workplace Learning 32, no. 8 (October 26, 2020): 549–68. http://dx.doi.org/10.1108/jwl-05-2020-0096.
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Purpose This study aims to examine participants’ perspectives in organization-sponsored training and provides support for further research positioning the trainer as an organizational leader. Design/methodology/approach The interactions described in the trainees’ experiences were examined through a social constructivist lens. Interviews were conducted to collect data. Narratives were analyzed to reach interpretation. Findings Interview results identified four themes, namely, relevance and applicability of training received, the formation of attitudes and preferences among the trainee participants, immediacy in the use of the training received and relational and organizational influence that furthers leader-member exchange in the workplace. Research limitations/implications This study examined participants’ perspectives in workplace training and provides support for further research: examining communication’s role in workplace learning; exploring the training process; and positioning the trainer as an organizational leader. Practical implications This study provides empirical data to support changes in instructional communication models and exploring the process of training. Trainers’ relational building with trainees could impact many outcomes in their training efforts that are detailed in this study. Originality/value This study uses a collection of methods to address the trainees’ experience in formal workplace learning. It demonstrates the power of trainers to influence what the trainees think of training content, format and relational learning.
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Hoogervorst, Jan, Henk van der Flier, and Paul Koopman. "Implicit communication in organisations." Journal of Managerial Psychology 19, no. 3 (April 2004): 288–311. http://dx.doi.org/10.1108/02683940410527766.
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Keyes, Laura M., and Abraham David Benavides. "Chaos theory, uncertainty, and organizational learning." International Journal of Organization Theory & Behavior 21, no. 4 (November 12, 2018): 226–41. http://dx.doi.org/10.1108/ijotb-04-2018-0050.
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Purpose The purpose of this paper is to juxtapose chaos theory with organizational learning theory to examine whether public organizations co-evolve into a new order or rather institutionalize newly gained knowledge in times of a highly complex public health crisis. Design/methodology/approach The research design utilizes the results from a survey administered to 200 emergency management and public health officials in the Dallas–Fort Worth metroplex. Findings The findings of this paper suggest that public entities were more likely to represent organizational learning through the coordination of professionals, access to quality information, and participation in daily communication. Leadership was associated with the dissemination of knowledge through the system rather than the development of new standard operating procedures (as suggested by chaos theory and co-evolution). Research limitations/implications There are limitations to this study given the purposive sample of emergency management and public health officials employed in the Dallas–Fort Worth metroplex. Practical implications The authors find that public organizations that learn how to respond to unprecedented events through reliance on structure, leadership, and culture connect decision makers to credible information resulting in organizational learning. Social implications As a result, public administrators need to focus and rely on their organization’s capacity to receive and retain information in a crisis. Originality/value This research contributes to our understanding of organizational learning in public organizations under highly complex public health situations finding decisions makers rely on both organizational structure and culture to support the flow of credible information.
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Geenen, Brigitte, Karin Proost, Bert Schreurs, Karen van Dam, and Jasper von Grumbkow. "What friends tell you about justice: The influence of peer communication on applicant reactions." Revista de Psicología del Trabajo y de las Organizaciones 29, no. 1 (April 2013): 37–44. http://dx.doi.org/10.5093/tr2013a6.
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Thompson, Mindi N., Pa Her, Rachel S. Nitzarim, Maggie Sampe, and Jacob Diestelmann. "The Transmission of Social Class and World of Work Information in Parent–Adolescent Dyads." Journal of Career Assessment 26, no. 4 (August 28, 2017): 697–716. http://dx.doi.org/10.1177/1069072717727453.
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The process by which information about social class and the world of work is transmitted between parents and adolescents within families was explored via Grounded Theory. Data were gathered from separate individual semistructured interviews with 18 participants (9 parents and 9 adolescents from the same family). The themes that emerged from the data are depicted by the grounded theory and reveal an interconnected storyline through which messages about social class and the world of work are communicated in explicit and implicit ways within parent–adolescent relationships. Within each of these themes, three similar subthemes further delineated the nature of these processes within the parent–adolescent dyads: shared emotional reactions between parents and adolescents, the process by which familial communication occurs within the parent–adolescent dyads, and the ways in which adolescents internalize messages from their parents and initiate their own self-learning. Limitations of this study and directions for future research are discussed.
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Jeske, Debora, and Carolyn M. Axtell. "The Nature of Relationships in e-Internships: A Matter of the Psychological Contract, Communication and Relational Investment." Revista de Psicología del Trabajo y de las Organizaciones 34, no. 2 (August 1, 2018): 113–21. http://dx.doi.org/10.5093/jwop2018a14.
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Xu, Xiaohong, Stephanie C. Payne, Margaret T. Horner, and Allison L. Alexander. "Individual difference predictors of perceived organizational change fairness." Journal of Managerial Psychology 31, no. 2 (March 14, 2016): 420–33. http://dx.doi.org/10.1108/jmp-02-2014-0061.
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Purpose – The purpose of this paper is to examine how individual differences influence employees’ attitude toward organizational change. Specifically, the present study examined how and why proactive personality, dispositional resistance to change, and change self-efficacy influence employees’ perceived fairness about the organizational change. Design/methodology/approach – Structural equation modeling was utilized to analyze the survey data obtained from a sample of 140 food service employees after some organizational changes in leadership, menu offerings, and facilities. Findings – The results revealed support for two micromediational chains predicting change fairness: first, change self-efficacy leads to less uncertainty and second, dispositional resistance to change leads to less communication regarding change resulting in employees perceiving they have fewer opportunities to voice concerns about the changes. Research limitations/implications – The cross-sectional design prevents causal inferences and the generalizability of the present findings beyond similar samples experiencing similar changes is unknown. However, the predictions were based on theories that apply to all employees regardless of the changes or the employees’ occupations or workplace. Social implications – Employees with particular personality traits are more receptive to change, suggesting that organizations should consider the impact of individual differences when facing large-scale change. To ensure the success of organizational change, organizations should communicate with employees and encourage employee input before implementing change which in turn improves the chances that employees will have favorable reactions to the change. Originality/value – This is the first study to examine how and why individual difference variables influence employees’ perceptions about organizational change fairness.
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Pissarra, João, and Jorge C. Jesuino. "Idea generation through computer‐mediated communication." Journal of Managerial Psychology 20, no. 3/4 (April 1, 2005): 275–91. http://dx.doi.org/10.1108/02683940510589055.
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PurposeBrainstorming is a well‐known group process for generating new ideas and stimulating creativity. Important as well as robust findings have been achieved in determining which factors contribute most to facilitating or hindering the group's ideas productivity. Research aimed at comparing face‐to‐face (FTF) with computer‐mediated communication (CMC) led to the conclusion that this latter shared with the nominal group technique the advantages of avoiding either the blocking effect or the identification of the source. More recently, attention has turned to the possible effects of group support system (GSS) in the mediating cognitive processes of generating new ideas. The present study aims to examine the effects of the type of tool and of the anonymity condition on the quality, quantity and diversity of the generated ideas, as well as on group members' satisfaction.Design/methodology/approachUses a 2 × 2 factorial design combining two different GSS tools (topic commenter vs EBS) with anonymity versus non‐anonymity.FindingsIt was found that anonymity generated more satisfaction among the group members. A marginal effect on satisfaction was also found to be related with the type of tools. Contrary to expectations, the EBS tool was not found to generate greater diversity of ideas. An interesting finding not anticipated was the impact of technology on the flow of ideas and on the emergence of new conceptual categories, probably due to alternative strategies of task structuring.Research limitations/implicationsThe use of students as subjects, and the running of the experimental work in a scholarly context, could have contributed to the elimination of fears and to freeing the participants from any inhibition in the anonymity conditions. Within an organisational context with higher social stratification, such anonymous procedures could have significant outcomes. Future research will have to examine whether this effect is relevant to other types of topics and other populations. Another aspect that it is important to re‐examine is the effect of anonymity on the emergence of minority ideas, which could stimulate innovation.Practical implicationsThe type and characteristics of tools were shown to be a decisive factor in the participants' satisfaction, in the communication process and in the idea generation and clustering processes. Although tenuous, this set of data could mean that the characteristics of the tools interfere with the cognitive mechanisms present in the brainstorming technique.Originality/valueExamines the effect of the technology and anonymity in ideas generation within a group context on the satisfaction of the participants.
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O’Lawrence, Henry, and Michell Poyaoan-Linzaga. "Effective communication provides early intervention among Medicare patients." International Journal of Organization Theory & Behavior 21, no. 2 (June 11, 2018): 52–61. http://dx.doi.org/10.1108/ijotb-03-2018-0018.
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PurposeThe purpose of this paper is to determine the association between patients who talked to their doctor about their risk of falling, or occurrence of balance problem. This study analyzed a secondary data set based on the Medicare Health Outcomes Survey (HOS) for the Medicare Advantage patients of 65 years and older. This study guided by two hypotheses that: patients who talked to their doctor about falling or balance problem are more likely to have fallen in the past than those who did not talk to their doctor about their fall risk; and patients talking to their doctor about a fall or balance problem are more likely to receive an early intervention such as patient education to prevent a future fall.Design/methodology/approachThis study utilized a secondary data set to test its hypotheses. The Centers for Medicare and Medicaid Services (CMS) is dedicated to monitoring the quality of care provided to Medicare population in a managed care setting. Inter-University Consortium for Political and Social Research conducts the HOS to measure outcomes of quality improvement interventions developed by CMS in collaboration with the National Committee for Quality Assurance for Medicare Advantage Organizations (MAOs). The measures are focused on assessing the physical functioning and mental health being of Medicare beneficiaries and are aligned with reporting evidence of standards of care. Medicare HOS is administered in each Spring surveying a random sample of Medicare beneficiaries from MAOs that have a minimum of 500 enrollees; the cohort is surveyed again two years later as a follow-up measurement.FindingsReporting of a fall or balance problem is a critical component in fall prevention strategies. This study analyzed the distribution of beneficiaries who talked with their doctor about a fall or balance problem to understand if personal disposition (i.e. social class – educational level, gender, and race) would have been a factor in patients communicating with their doctor about their risk factors. The study found that 67.77 percent of patients who talked with their doctor about a fall or balance problem have at least a high school education compared with 32.23 percent who have less than a high school education or GED.Research limitations/implicationsAll patients who responded to the survey and fulfilled the inclusion criteria were included in the study. Therefore, the data presented a limitation due to a self-report of no doctor visits, which could indicate inopportunity for provider-patient communication to take place. Additionally, such an information on fall or balance problem, including actual fall occurrence in the past 12 months, was based on self-report that could present inaccuracy since the elderly population tend to have diminished or poor memory, which may also be problematic.Practical implicationsAlthough this specific interaction starts with patient reporting of a health problem such as a fall or balance problem, provider must take a proactive approach in deploying prevention strategies, such as to conduct a comprehensive fall-risk assessment regardless of a report of a fall history by the patient. Further investigation of this study is recommended to ascertain pre-dispositional factors that affect patient communication, in order to address any barriers that could impede patient-provider collaboration. Nonetheless, enhancing patient-provider communication is fundamental to any quality intervention strategies such as fall prevention.Social implicationsAnother key finding in this study is that patient communication facilitates fall prevention. Patients who talked to their doctor about their fall or gait problem were provided with patient education on how to prevent falls by their doctor. The provider is informed on patient’s balance problem, which leads to further evaluation of patient health status in order to identify other related factors since a comprehensive fall-risk assessment would have been likely conducted providing adequate information beyond the fall occurrence. This affirms the need for provider-patient communication to serve as catapult for effective care coordination, which is effectual in any intervention strategies.Originality/valueFall prevention is increasingly drawing attention and gaining momentum among healthcare organizations (including non-managed care) since falls and fall-related injuries are easily preventable (Lachet al., 2011). Efforts that can identify and accurately analyze patient health status, including intrinsic and extrinsic risk factors, promote effective interaction between patient and provider. This study has shown the positive effect of patient communication in order to allow doctors to effectively intervene (i.e. prevent a future fall) through the provision of patient education.
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Sniderman, Pat, Mark Fenton-O'Creevy, and Rosalind Searle. "Effects of managerial communication as moderated by LMX and trait NA." Journal of Managerial Psychology 31, no. 6 (August 8, 2016): 1074–90. http://dx.doi.org/10.1108/jmp-04-2015-0120.
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Purpose – Using the concept of disconfirming communication to define interpersonal mistreatment, the purpose of this paper is to explore the impact of specific negative managerial communication behaviors on employee emotions, while taking into account both leader-member exchange (LMX) and employee trait negative affect (NA). Design/methodology/approach – In all, 275 working adults completed surveys about their managers’ confirming and disconfirming communication and their own emotional responses to these communications. Findings – The positive relationship between disconfirming managerial communication and employee negative felt emotion was reduced when LMX was high and was increased for employees with high trait NA personalities. Research limitations/implications – While the cross-sectional design exposes the study to potential common method bias, a priori and post hoc procedures minimized this risk, confirming it has a negligible impact on the results. Practical implications – Study insights and the new instrument, the confirming/disconfirming managerial communication indicator can be used to train managers to be better communicators, thereby improving organizational effectiveness. Social implications – Drawing attention to the nature and emotional impact of disconfirming managerial communication may reduce its occurrence and lead to improved employee mental health with resultant positive effects for society. Originality/value – Unlike previous studies of interpersonal mistreatment and managerial communication, the authors focus explicitly on the effect on employee emotion and explore confirming and disconfirming communication, and the moderating roles of LMX and trait NA.
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Vanhala, Mika, and Paavo Ritala. "HRM practices, impersonal trust and organizational innovativeness." Journal of Managerial Psychology 31, no. 1 (February 8, 2016): 95–109. http://dx.doi.org/10.1108/jmp-03-2013-0084.
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Purpose – Organizational processes that create conditions to facilitate employee innovativeness have become topical due to the constant demand for organizations to renew themselves. Research shows that human resource management (HRM) practices can been used to create such conditions, but also the important complementary role of organizational trust has been highlighted in this context. In particular, earlier studies have mostly focused on the concept of interpersonal trust. However, impersonal trust (the individual employee’s expectations about the employer organization’s capability and fairness) has recently been suggested to be an equally or even more relevant facilitator supporting the effect of HRM practices on organizational innovativeness. The paper aims to discuss these issues. Design/methodology/approach – The hypotheses were tested with two large-scale quantitative studies from the forestry and information and communication technology industries in Finland. Structural equation modelling (with LISREL) was used to test hypothesis. Findings – This study shows that effective HRM practices indeed facilitate organizational innovativeness, and that this effect is partially mediated by impersonal trust in the organization. This result contributes to the existing literature and practice of HRM and the management of organizational innovativeness. Research limitations/implications – Future studies could include also interpersonal trust in order to study trust-innovativeness linkage. The study also examined this phenomenon only in Finnish context and this sets some limitations to the generalizability of the results. In addition, single respondents were used to assess all the variables used in the study. Further studies could improve on this by utilizing more objective measures of organizational innovativeness. Practical implications – The results suggest that organizations should pay attention to designing HRM practices so that they facilitate the building of impersonal organizational trust. In order to improve innovativeness through organizational trust, it is crucial to develop an organization-wide HRM system, since practices that are inconsistently used can lead to unwanted or inefficient results. Strategic and managerial actions related to HRM could increase employees’ trust in the organization and subsequent conditions for providing continuously innovative solutions. Originality/value – The authors add to the literature by identifying the connection of HRM practices to contributing to behavioural, process and strategic innovativeness through the mediation of impersonal trust. To the best of the researchers’ knowledge, this is one of few studies and the first systematic large sample study that examines impersonal trust and its relationship between HRM practices and different types of organizational innovativeness.
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A. Allen, Joseph, Nale Lehmann-Willenbrock, and Nicole Landowski. "Linking pre-meeting communication to meeting effectiveness." Journal of Managerial Psychology 29, no. 8 (November 4, 2014): 1064–81. http://dx.doi.org/10.1108/jmp-09-2012-0265.
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Purpose – The purpose of this paper is to investigate the importance of communication that occurs just before workplace meetings (i.e. pre-meeting talk). The paper explores how four specific types of pre-meeting talk (small talk, work talk, meeting preparatory talk, and shop talk) impact participants’ experiences of meeting effectiveness. Moreover, the authors investigate the role of participants’ personality in the link between pre-meeting talk and perceived meeting effectiveness. Design/methodology/approach – Data were obtained using an online survey of working adults (n=252). Because pre-meeting talk has not been studied previously, a new survey measure of meeting talk was developed. Findings – Pre-meeting small talk was a significant predictor of meeting effectiveness, even while considering good meeting procedures. Extraversion was identified as a moderator in this context, such that the relationship between pre-meeting talk and perceived meeting effectiveness was stronger for less extraverted participants. Research limitations/implications – The findings provide the first empirical support for the ripple effect, in terms of meetings producing pre-meeting talk, and suggest that pre-meeting talk meaningfully impact employees’ meeting experiences and perceptions of meeting effectiveness. To address limitations inherent in the cross-section correlational design of the study, future research should experimentally test whether pre-meeting talk actually causes changes in meeting processes and outcomes. Practical implications – Managers should encourage their employees to arrive in time to participate in pre-meeting talk. Side conversations before a scheduled meeting starts can have beneficial effects for meeting outcomes and should be fostered. Originality/value – There is very limited research on the role of pre-meeting talk. The authors identify that small talk is a predictor of meeting effectiveness even after considering previously studied good meeting procedures.
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Krajcsák, Zoltán. "Making High Committed Workplaces by Strong Organizational Values." Journal of Human Values 24, no. 2 (April 3, 2018): 127–37. http://dx.doi.org/10.1177/0971685818764064.
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Organizational values determine the behaviour and norms expected in the organization. The more similar the attitude, the way of thinking and the value system among organizational members the stronger the culture is. The characteristics of personality can be well modelled with the concept of self-evaluation. The purpose of this article is to create a theoretical framework that reveals the relationships between self-evaluation dimensions, organizational values and employees’ commitment dimensions. Based on the results, affective commitment is supported by a high level of self-esteem and self-efficacy through the organizational values such as collaboration, trust, affiliation, achievement, autonomy, competition and growth. In contrast, professional commitment is supported by a high level of locus of control and emotional stability, through the organizational values such as routinization, attention to details, formalization, support, communication and consistency. The conclusions of the theoretical model can be used to determine effective motivational strategies for groups and organizations with strong cultures, as the results show that motivational tools used at group level can be successful as well, depending on the self-evaluation profiles.
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BOX-STEFFENSMEIER, JANET M., and DINO P. CHRISTENSON. "Comparing membership interest group networks across space and time, size, issue and industry." Network Science 3, no. 1 (February 12, 2015): 78–97. http://dx.doi.org/10.1017/nws.2015.6.
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AbstractWe compare and contrast the network formation of interest groups across industry and issue area. We focus on membership interest groups, which by virtue of representing the interests of voluntary members face particular organizational and maintenance constraints. To reveal their cooperative behavior we build a network dataset based on cosigner status to United States Supreme Court amicus curiae briefs and analyze it with exponential random graph models and multidimensional scaling. Our methodological approach culminates in a clear and compact spatial representation of network similarities and differences. We find that while many of the same factors shape membership networks, religious, labor, and political organizations do not share the same structure as each other or as the business, civic and professional groups.
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Grill, Christina, Gunnar Ahlborg Jr, Ewa Wikström, and Eva-Carin Lindgren. "Multiple balances in workplace dialogue: experiences of an intervention in health care." Journal of Workplace Learning 27, no. 4 (May 11, 2015): 267–81. http://dx.doi.org/10.1108/jwl-07-2013-0047.
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Purpose – This paper aims to illuminate and analyse the participants’ experiences of the influences of a dialogue intervention. Cooperation and coordination in health care require planning of dialogically oriented communication to prevent stress and ill health and to promote health, well-being, learning and efficiency in the organisation. Design/methodology/approach – An intervention method based on dialogue theory, with Socratic provocations and concrete workplace examples enhanced authenticity of conversations. A qualitative study, using qualitative content analysis, entailed interviews with 24 nurses, assistant nurses and paramedics, strategically selected from 156 intervention participants. Findings – Two themes emerged, dialogue-learning processes and dialogue-promoting communicative actions. The first includes risk-taking to overcome resistance and fear of dialogue, expressing openly thoughts and feelings on concrete issues and taboo subjects, listening to and reflecting on one’s own and others’ perspectives and problematising norms and values. The second comprises voicing opinions, and regarding one’s own limits; requesting support and room for manoeuvre; and restraining negative emotions and comments in the interest of well-being. Findings depict strengthened awareness and readiness regarding dialogue and multiple balancing of dialogue at work. Research limitations/implications – This study implies further observing and examining of communicative patterns during workplace dialogue. Practical implications – A useful approach to communication development for occupational health and personnel in health care and other workplace contexts. Originality/value – Previously, arenas have been created for dialogue, but close-process studies of dialogue in health-care work are scarce. This study provides insights into how workplace communication can develop towards dialogue.
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Leung, Kim Chau, and Mei Po Shek. "Adoption of video annotation tool in enhancing students’ reflective ability level and communication competence." Coaching: An International Journal of Theory, Research and Practice 14, no. 2 (January 27, 2021): 151–61. http://dx.doi.org/10.1080/17521882.2021.1879187.
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Jo, Jinhwan, and Jill E. Ellingson. "Social Relationships and Turnover: A Multidisciplinary Review and Integration." Group & Organization Management 44, no. 2 (March 10, 2019): 247–87. http://dx.doi.org/10.1177/1059601119834407.
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Although there has been a notable increase in research on the effect of social relationships on turnover across different disciplines, including management, sociology, communication, applied psychology, corporate strategy, and economics over the past two decades, this stream of research has not been complied into a thorough and theoretically insightful review. In this article, we review and integrate the literature on social relationships and turnover by (a) defining social relationships broadly; (b) taking an interdisciplinary approach; (c) examining relational components embedded in turnover theories; (d) summarizing findings on the association between behavioral, structural, and psychological features of social relationships and turnover; (e) explaining how the findings can contribute to extant turnover theories; (f) discussing operationalizations of social relationships; (g) identifying limitations of prior research and theories; and (h) providing directions for future research. Our review charts what is known and unknown about the association between social relationships and turnover with the goal of laying out a path for moving forward.
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Saviet, Micah, and Elizabeth Ahmann. "ADHD coaches’ experiences with and perceptions of between-session communication with clients: a focus group." Coaching: An International Journal of Theory, Research and Practice 14, no. 2 (January 27, 2021): 127–41. http://dx.doi.org/10.1080/17521882.2021.1877754.
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Brotheridge, Céleste M., Derrick J. Neufeld, and Bruno Dyck. "Communicating virtually in a global organization." Journal of Managerial Psychology 30, no. 8 (November 9, 2015): 909–24. http://dx.doi.org/10.1108/jmp-06-2013-0191.
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Purpose – The purpose of this paper is to consider the extent to which changes in communication media are associated with changes in the nature of manager-expatriate employee communications. Using an affordance lens, the authors explore how hierarchical level and communication medium interact to influence status dynamics manifested in communication attributes. Design/methodology/approach – The hypothesis was tested with a 2 (hierarchical level)×3 (communication media) multivariate analysis of covariance (experience level) in a sample of 1,193 messages that were transmitted between managers and field employees in a global organization over a ten year period. Findings – The authors found significant interaction effects between communication media and hierarchical level on communication attributes such that changes in communication media intensified status differences between managers and their employees. Research limitations/implications – Communications media may be appropriated differently depending on one’s hierarchical level. Practical implications – Managers should adopt new communication media more consciously given their potential influence of how people communicate. Originality/value – Unlike many computer-mediated communications (CMC) effects studies that compare face-to-face communications with CMC or employ self-report questionnaires or laboratory designs with student samples, this study examines a complete set of manager-employee communications over an extended period of time.
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Palmer, Joshua C., Yunhyung Chung, Youngkyun Park, and Gang Wang. "Affectivity and riskiness of retirement investment decisions." Personnel Review 49, no. 9 (April 13, 2020): 2093–110. http://dx.doi.org/10.1108/pr-05-2019-0244.
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PurposeDrawing on broaden-and-build theory and promotion- and prevention-focus theory, the authors examined the role of positive and negative affectivity (PANA) on the riskiness of investment decisions. The authors also examined the mediating impact of financial knowledge network intensity (i.e. the level of communication with financially literate others in employees' social network) on the PANA—riskiness of investment decisions relationship.Design/methodology/approachStudy 1 used a sample of undergraduate students and operationalized risk using a hypothetical investment scenario. Study 2 replicated and extended the Study 1 findings using employees and operationalized risk using their real-world investment allocations.FindingsBoth Studies 1 and 2 provided support for the negative direct relationship between NA and the riskiness of investment decisions. Study 2 found PA was marginally positively related to the riskiness of investment decisions. Financial knowledge network intensity mediated the relationship between NA and the riskiness of investment decisions in Study 2.Research limitations/implicationsThe findings suggest that employees who see the world in a generally negative light tended to have weaker financial knowledge networks, and this may be one mechanism that explains why they make low-risk investments.Practical implicationsFinancial knowledge networks can provide access to critical information regarding investment opportunities. Socialization training or social mixers can be used to help employees build and improve their financial knowledge networks.Originality/valueThe authors integrate the research on PANA, social networks, and investment decisions to illuminate the social network processes that explain how affectivity impacts the riskiness of retirement investment decisions.
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Kohlström, Kirsi, Oscar Rantatalo, Staffan Karp, and Mojgan Padyab. "Policy ideals for a reformed education." Journal of Workplace Learning 29, no. 7/8 (September 11, 2017): 524–36. http://dx.doi.org/10.1108/jwl-09-2016-0082.
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Purpose This study aims to examine how subgroups within a cohort of Swedish police students value different types of curricula content (i.e. new competencies versus enduring ones) in the context of the currently transforming landscape of basic police training. Design/methodology/approach Drawing on a Swedish national survey (N = 369), the study examined variations in how students value new versus enduring police curricula content based on sociodemographic factors. Specifically, factors such as student age and gender and the institutional arrangements of education were tested using an independent t test. Findings The study identified differences in values based on gender. Female students valued competencies such as communication, flexibility, diversity and decisiveness as more important in an educational setting than did males. Fewer differences were found in relation to institutional arrangement, and in-house students valued flexibility and communication skill as more important for educational curricula compared to university-based students. No differences were found in relation to age. Originality/value This study adds knowledge to the question of how changes in occupational education policy develop in practice. More specifically, the study explored how students in educational programmes value new versus enduring competencies and whether differences can be identified based on sociodemographic factors. These questions are important because they expose sociodemographic conditions that influence how students value policy-driven skills versus enduring ones.