EXPRESS: The Dialogic Performativity of Secrecy and Transparency

IF 5.4 2区 管理学 Q1 MANAGEMENT Human Relations Pub Date : 2022-11-08 DOI:10.1177/00187267221139457
Ziyun Fan, L. Christensen
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引用次数: 1

Abstract

How does the pursuit of transparency and insight tend to produce secrecy and vice versa? In popular and political discourse, secrecy and transparency are usually depicted as mutually exclusive practices. At the same time, we know from extant research that the two are closely related, that they each have performative effects, and tend to encroach on each other. The inseparability and performative dynamics between the two, however, remains to be unfolded. This critical essay revisits the secrecy-transparency relationship through the lens of Edgar Morin’s dialogical principle. From this perspective, we argue that secrecy-transparency dialogics perform as a complex whole, involving both complementary and antagonistic forces. As an illustration of dialogic performativity, we draw on the phenomenon and practice of ‘open meetings’ in public sector organizations. Specifically, we argue that the ambiguous fascination with knowing and not knowing create conditions for simulated insight and self-imposed conformity in ways that recalibrate the relationship between transparency and secrecy. On this background, we call for renewed critical and reflexive engagement with the transparency ideal and its presumed antipode, secrecy.
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EXPRESS:保密与透明的对话表现
追求透明度和洞察力往往会产生保密性,反之亦然?在大众和政治话语中,保密和透明通常被描述为相互排斥的做法。同时,我们从现存的研究中知道,这两者是密切相关的,它们都有表演效果,并且往往相互侵占。然而,二者之间的不可分割性和表演动态仍有待展开。本文以埃德加·莫林的对话原则为视角,重新审视了保密与透明的关系。从这个角度来看,我们认为保密-透明对话是一个复杂的整体,既有互补的力量,也有对立的力量。作为对话表演性的例证,我们借鉴了公共部门组织中“公开会议”的现象和实践。具体而言,我们认为,对知道和不知道的模糊迷恋为模拟洞察力和自我强加的一致性创造了条件,从而重新校准了透明度和保密性之间的关系。在这种背景下,我们呼吁重新对透明理想及其假定的反面——保密——进行批判性和反射性的接触。
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来源期刊
Human Relations
Human Relations Multiple-
CiteScore
12.60
自引率
7.00%
发文量
82
期刊介绍: Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.
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