Pub Date : 2023-02-22DOI: 10.1177/23294884221148614
D. Macleod
{"title":"Book Review: Getting Along: How to Work with Anyone (Even Difficult People)","authors":"D. Macleod","doi":"10.1177/23294884221148614","DOIUrl":"https://doi.org/10.1177/23294884221148614","url":null,"abstract":"","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2023-02-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46585216","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-02-07DOI: 10.1177/23294884231154876
J. Clifton
When Jackie and Milton Mayfield, the current editors of the International Journal of Business Communication, asked me to write a spotlight on a thought leader in business communication, I immediately thought of François Cooren. My second thought was that the expression “thought leader” focuses on the thinking of an individual academic, whereas in fact “thought leadership” is something that extends beyond the individual and involves colleagues and associates, past and present, who all, to a greater or lesser extent, contribute to the flow of thought that informs the way in which we think about communication and the business world that surrounds us. Therefore, I extend this spotlight beyond the conventional focus on the individual to also include the Montreal School of thought as a loose entity that has grown up in and around Montreal University where François Cooren works. This essay is thus a spotlight on both François Cooren and the Montreal School as thought leaders (plural). François Cooren, originally from Lille, in the North of France, has made his career in North America and Canada. After his initial university education in France, François Cooren moved to Montreal to write a PhD under the supervision of James Taylor. Taylor, a major influence on François Cooren and the Montreal School, is widely known for his work on the communicative constitution of organizations which was crucial for moving ideas about communication away from something which is considered to take place within an organization to something which is constitutive of organizations (Taylor, 1993; Taylor & Van Every, 2000). After completing his PhD, Cooren took up positions at the University of Cincinnati and the University at Albany, SUNY, before returning to Montreal University in 2001 where he is now the head of the Department of Communication. Since his arrival in Montreal, he has also held various
当Jackie和Milton Mayfield——《国际商务交流杂志》的现任编辑——让我写一篇关于一位商业交流思想领袖的文章时，我立刻想到了franois Cooren。我的第二个想法是，“思想领袖”一词关注的是单个学者的思想，而事实上，“思想领袖”是一种超越个人的东西，涉及过去和现在的同事和伙伴，他们都或多或少地为思想流动做出贡献，这些思想流动影响着我们对沟通和周围商业世界的思考方式。因此，我将聚光灯从传统的对个人的关注延伸到蒙特利尔思想学派，蒙特利尔思想学派作为一个松散的实体，在蒙特利尔大学及其周围成长起来，franois Cooren在蒙特利尔大学工作。因此，这篇文章是对弗朗索瓦·库伦和蒙特利尔学派作为思想领袖(复数)的关注。francois coren来自法国北部的里尔，他的职业生涯在北美和加拿大展开。在法国完成最初的大学教育后，弗朗索瓦·库伦搬到蒙特利尔，在詹姆斯·泰勒的指导下写博士论文。泰勒对弗朗索瓦·库伦和蒙特利尔学派产生了重大影响，他对组织的沟通构成的研究广为人知，这一研究对于将关于沟通的想法从组织内部发生的事情转移到组织的构成因素至关重要(泰勒，1993;Taylor & Van Every, 2000)。完成博士学位后，库伦先后在辛辛那提大学和纽约州立大学奥尔巴尼分校任职，2001年回到蒙特利尔大学，现任传播系主任。自从他来到蒙特利尔，他还举办了各种活动
{"title":"Spotlight on a Thought Leader in Business Communication: François Cooren","authors":"J. Clifton","doi":"10.1177/23294884231154876","DOIUrl":"https://doi.org/10.1177/23294884231154876","url":null,"abstract":"When Jackie and Milton Mayfield, the current editors of the International Journal of Business Communication, asked me to write a spotlight on a thought leader in business communication, I immediately thought of François Cooren. My second thought was that the expression “thought leader” focuses on the thinking of an individual academic, whereas in fact “thought leadership” is something that extends beyond the individual and involves colleagues and associates, past and present, who all, to a greater or lesser extent, contribute to the flow of thought that informs the way in which we think about communication and the business world that surrounds us. Therefore, I extend this spotlight beyond the conventional focus on the individual to also include the Montreal School of thought as a loose entity that has grown up in and around Montreal University where François Cooren works. This essay is thus a spotlight on both François Cooren and the Montreal School as thought leaders (plural). François Cooren, originally from Lille, in the North of France, has made his career in North America and Canada. After his initial university education in France, François Cooren moved to Montreal to write a PhD under the supervision of James Taylor. Taylor, a major influence on François Cooren and the Montreal School, is widely known for his work on the communicative constitution of organizations which was crucial for moving ideas about communication away from something which is considered to take place within an organization to something which is constitutive of organizations (Taylor, 1993; Taylor & Van Every, 2000). After completing his PhD, Cooren took up positions at the University of Cincinnati and the University at Albany, SUNY, before returning to Montreal University in 2001 where he is now the head of the Department of Communication. Since his arrival in Montreal, he has also held various","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2023-02-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45694656","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-01-11DOI: 10.1177/23294884221147020
Germán Varas, Omar Sabaj, C. Spinuzzi, M. Fuentes, Valentin Gerard, Paula Cabezas
How do start-ups create value through the language of their business pitches? In this article, we investigate that question by identifying the logics of justification they use, traditionally conceptualized as orders of worth. In this study of short written pitches in a 6-month Chilean accelerator program, we describe how we detected logics of justification through pitch language, and we identify (a) co-occurrence patterns among logics of justification, (b) associations between logics of justification and industry sectors, and (c) associations between logics and a firm’s customer segment (B2B, B2C). This study provides unique insights into how start-ups sometimes justify innovations by using specific patterns of language depending on a venture’s features.
{"title":"Value Creation in Start-Up Discourse: Linking Pitch and Venture Through Logics of Justification","authors":"Germán Varas, Omar Sabaj, C. Spinuzzi, M. Fuentes, Valentin Gerard, Paula Cabezas","doi":"10.1177/23294884221147020","DOIUrl":"https://doi.org/10.1177/23294884221147020","url":null,"abstract":"How do start-ups create value through the language of their business pitches? In this article, we investigate that question by identifying the logics of justification they use, traditionally conceptualized as orders of worth. In this study of short written pitches in a 6-month Chilean accelerator program, we describe how we detected logics of justification through pitch language, and we identify (a) co-occurrence patterns among logics of justification, (b) associations between logics of justification and industry sectors, and (c) associations between logics and a firm’s customer segment (B2B, B2C). This study provides unique insights into how start-ups sometimes justify innovations by using specific patterns of language depending on a venture’s features.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2023-01-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45967264","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-18DOI: 10.1177/23294884221142424
Rose Helens-Hart, Jenna Haugen, R. Lloyd
Reality television that allegedly takes us inside organizations provides researchers with abundant data to consider how culture industries narrate and shape understandings of (un)idealized work practices. Within this context, we explored organizational dissent on the reality television show Undercover Boss. Recent research has theorized how dissent is a co-constructed process between dissenters and recipients. A challenge to exploring this process, however, is witnessing dissent as it unfolds over time and between supervisors and subordinates. Through a qualitative content analysis of eight seasons of Undercover Boss, we examined how the dissent life cycle was depicted. We determined beneath displays of exemplary employees and redeemed bosses vowing their commitment to employee concerns, a more problematic narrative existed. Despite attempts to highlight how employees can provide insightful, quality feedback, the program privileged showing bosses’ authority, business acumen, and how they facilitated and framed dissent messages. Dissent interactions ultimately supported executive business interests and demonstrated dysfunctional dissent processes.
{"title":"Dissent in Reality: A Commentary on Representations of Organizational Dissent on Undercover Boss","authors":"Rose Helens-Hart, Jenna Haugen, R. Lloyd","doi":"10.1177/23294884221142424","DOIUrl":"https://doi.org/10.1177/23294884221142424","url":null,"abstract":"Reality television that allegedly takes us inside organizations provides researchers with abundant data to consider how culture industries narrate and shape understandings of (un)idealized work practices. Within this context, we explored organizational dissent on the reality television show Undercover Boss. Recent research has theorized how dissent is a co-constructed process between dissenters and recipients. A challenge to exploring this process, however, is witnessing dissent as it unfolds over time and between supervisors and subordinates. Through a qualitative content analysis of eight seasons of Undercover Boss, we examined how the dissent life cycle was depicted. We determined beneath displays of exemplary employees and redeemed bosses vowing their commitment to employee concerns, a more problematic narrative existed. Despite attempts to highlight how employees can provide insightful, quality feedback, the program privileged showing bosses’ authority, business acumen, and how they facilitated and framed dissent messages. Dissent interactions ultimately supported executive business interests and demonstrated dysfunctional dissent processes.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2022-12-18","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42491071","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-12-12DOI: 10.1177/23294884221134673
{"title":"Book Review: Leading With Care in a Tough World: Beyond Servant Leadership by DeKoch, B., & Clampitt, P. G.","authors":"","doi":"10.1177/23294884221134673","DOIUrl":"https://doi.org/10.1177/23294884221134673","url":null,"abstract":"","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2022-12-12","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44567676","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-26DOI: 10.1177/23294884221130744
A. Krishna
Employees are key organizational stakeholders whose value to the enterprise’s functioning has long been emphasized in business communication literature. The present study serves to integrate business communication, organizational psychology, and leadership literature to advance a theoretically grounded model explaining employees’ job engagement. Drawing upon recent advances in consumer psychology and social identity scholarship on brand identity fusion, this study examines how employee-organization identity fusion, or a visceral feeling of oneness with the organization experienced by employees may contribute to their job engagement. Surveys conducted among employees belonging to corporations with one thousand or more employees revealed not only the power of authentic leadership and symmetrical communication in engendering employee-organization identity fusion, but also how leadership and communication can foster workers’ job engagement. The theoretical and managerial implications of this work are discussed (132 words).
{"title":"Employee-Organization Identity Fusion: Connecting Leadership and Symmetrical Internal Communication to Identity- and Engagement-Related Outcomes","authors":"A. Krishna","doi":"10.1177/23294884221130744","DOIUrl":"https://doi.org/10.1177/23294884221130744","url":null,"abstract":"Employees are key organizational stakeholders whose value to the enterprise’s functioning has long been emphasized in business communication literature. The present study serves to integrate business communication, organizational psychology, and leadership literature to advance a theoretically grounded model explaining employees’ job engagement. Drawing upon recent advances in consumer psychology and social identity scholarship on brand identity fusion, this study examines how employee-organization identity fusion, or a visceral feeling of oneness with the organization experienced by employees may contribute to their job engagement. Surveys conducted among employees belonging to corporations with one thousand or more employees revealed not only the power of authentic leadership and symmetrical communication in engendering employee-organization identity fusion, but also how leadership and communication can foster workers’ job engagement. The theoretical and managerial implications of this work are discussed (132 words).","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2022-10-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43394778","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-11DOI: 10.1177/23294884221126489
Natalie Brown-Devlin, H. Lim, Jingyue Tao
Digital technologies such as AI (Artificial Intelligence) and big data analytics are altering public relations practices such as scanning social media and posting during crises. Crisis scholarship found these practices could potentially yield positive crisis outcomes such as increased reputational measures. However, research has not yet fully outlined the potential risks associated with using these tactics in crisis communication. Guided by situational crisis communication theory (SCCT), this study utilized a 2 (reputation repair strategy: Deny/Apology) x 2 (presence vs. absence of message personalization notification) factorial design experiment to determine how the utilization of algorithmic message personalization might influence reputational and source credibility evaluations during an athlete reputational crisis (ARC). Results revealed that reputation repair strategy selection indirectly influenced stakeholders’ reputation evaluations via source credibility. This relationship was moderated by a notification of personalization. Theoretical and practical insights elucidate how the increased usage of algorithmic-based message personalization influences crisis communication outcomes.
{"title":"Examining the Influence of Algorithmic Message Personalization on Source Credibility and Reputation","authors":"Natalie Brown-Devlin, H. Lim, Jingyue Tao","doi":"10.1177/23294884221126489","DOIUrl":"https://doi.org/10.1177/23294884221126489","url":null,"abstract":"Digital technologies such as AI (Artificial Intelligence) and big data analytics are altering public relations practices such as scanning social media and posting during crises. Crisis scholarship found these practices could potentially yield positive crisis outcomes such as increased reputational measures. However, research has not yet fully outlined the potential risks associated with using these tactics in crisis communication. Guided by situational crisis communication theory (SCCT), this study utilized a 2 (reputation repair strategy: Deny/Apology) x 2 (presence vs. absence of message personalization notification) factorial design experiment to determine how the utilization of algorithmic message personalization might influence reputational and source credibility evaluations during an athlete reputational crisis (ARC). Results revealed that reputation repair strategy selection indirectly influenced stakeholders’ reputation evaluations via source credibility. This relationship was moderated by a notification of personalization. Theoretical and practical insights elucidate how the increased usage of algorithmic-based message personalization influences crisis communication outcomes.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2022-10-11","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48237392","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-10-03DOI: 10.1177/23294884221126491
D. Andrews
In a Commentary published in 2017, I urged researchers to consider place both as a setting and an agent fostering collaborative practices in open-plan corporate offices (Andrews, 2017). This Commentary updates that article. The 2020 pandemic shuttered offices and sent individuals home, where they are gaining new habits and personal control in working remotely. To lure reluctant workers back to the office, companies are reimagining and redesigning their workplaces—a biophilic perspective helps—as homey studios or collaboration centers which an individual might choose to come to for the in-person gatherings unavailable at home. Hybrid strategies, negotiated with empathy between employees and employers, are emerging to manage work life and individual well-being across these principal workplaces.
{"title":"Commentary: A Space for Place in Business Communication Research Updated","authors":"D. Andrews","doi":"10.1177/23294884221126491","DOIUrl":"https://doi.org/10.1177/23294884221126491","url":null,"abstract":"In a Commentary published in 2017, I urged researchers to consider place both as a setting and an agent fostering collaborative practices in open-plan corporate offices (Andrews, 2017). This Commentary updates that article. The 2020 pandemic shuttered offices and sent individuals home, where they are gaining new habits and personal control in working remotely. To lure reluctant workers back to the office, companies are reimagining and redesigning their workplaces—a biophilic perspective helps—as homey studios or collaboration centers which an individual might choose to come to for the in-person gatherings unavailable at home. Hybrid strategies, negotiated with empathy between employees and employers, are emerging to manage work life and individual well-being across these principal workplaces.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2022-10-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44857606","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-13DOI: 10.1177/23294884221121821
Joy Jones‐Carmack
This study expanded on current theoretical understanding of motivation to lead by testing a model that includes communication apprehension as a key predictor of motivation to lead. The hypotheses were tested with hierarchical multiple regression applied to cross-sectional data collected from 170 retail employees at stores on the east coast of the United States. The results revealed a strong, negative relationship between communication apprehension and affective-identity, social-normative, and noncalculative motivation to lead. Communication apprehension was a stronger predictor of motivation to lead than other individual difference variables. The results also revealed that although communication apprehension is significantly negatively related to all dimensions of motivation to lead, it accounts for more variance in the affective-identity dimension than the social-normative and noncalculative dimensions. Theoretical and practical implications for communication and leadership development are presented and suggestions for future research are discussed.
{"title":"Increasing Employee Motivation to Lead Through an Understanding of Communication Apprehension","authors":"Joy Jones‐Carmack","doi":"10.1177/23294884221121821","DOIUrl":"https://doi.org/10.1177/23294884221121821","url":null,"abstract":"This study expanded on current theoretical understanding of motivation to lead by testing a model that includes communication apprehension as a key predictor of motivation to lead. The hypotheses were tested with hierarchical multiple regression applied to cross-sectional data collected from 170 retail employees at stores on the east coast of the United States. The results revealed a strong, negative relationship between communication apprehension and affective-identity, social-normative, and noncalculative motivation to lead. Communication apprehension was a stronger predictor of motivation to lead than other individual difference variables. The results also revealed that although communication apprehension is significantly negatively related to all dimensions of motivation to lead, it accounts for more variance in the affective-identity dimension than the social-normative and noncalculative dimensions. Theoretical and practical implications for communication and leadership development are presented and suggestions for future research are discussed.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2022-09-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42301479","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-09-05DOI: 10.1177/23294884221119168
D. Brandt, William A. Donohue
This paper describes research focusing on how an organizational member’s role in the process—specifically, whether s/he is a consumer intelligence provider or a consumer intelligence user—may impact his/her assessment of organizational listening practices and effectiveness. After reviewing literature in three relevant areas of research, the paper describes a study in which five hypotheses are tested, each of which predicts differences between provider and user assessments. Results indicate that provider and user assessments are comparable regarding (a) creating a climate for listening to consumers and (b) capturing consumer feedback. However, user assessments of effectiveness at analysis, dissemination, and utilization consumer intelligence are significantly less favorable than those from providers. Implications for theory-building and knowledge development, implications for practitioners, and directions for future research, are discussed.
{"title":"Perceived Organizational Listening Effectiveness: A Comparison of Consumer Intelligence Provider and Consumer Intelligence User Assessments","authors":"D. Brandt, William A. Donohue","doi":"10.1177/23294884221119168","DOIUrl":"https://doi.org/10.1177/23294884221119168","url":null,"abstract":"This paper describes research focusing on how an organizational member’s role in the process—specifically, whether s/he is a consumer intelligence provider or a consumer intelligence user—may impact his/her assessment of organizational listening practices and effectiveness. After reviewing literature in three relevant areas of research, the paper describes a study in which five hypotheses are tested, each of which predicts differences between provider and user assessments. Results indicate that provider and user assessments are comparable regarding (a) creating a climate for listening to consumers and (b) capturing consumer feedback. However, user assessments of effectiveness at analysis, dissemination, and utilization consumer intelligence are significantly less favorable than those from providers. Implications for theory-building and knowledge development, implications for practitioners, and directions for future research, are discussed.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":null,"pages":null},"PeriodicalIF":2.8,"publicationDate":"2022-09-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47892092","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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