Management Communication Quarterly最新文献

英文中文

Exploring Collective and Multi-Audience Dissent in Organizational Meetings 探讨组织会议中的集体和多听众异议

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-05-03 DOI: 10.1177/08933189221088297

Johny T. Garner

Organizations without healthy dissent stagnate from myopic thinking. Previous research has examined how employees might dissent to supervisors or coworkers, but little research has focused on how dissent might be expressed to multiple audiences simultaneously. Dissent conversations might happen only once or might be repeated over time, but the ways in which dissent processes unfold over time has also been neglected in past research. The present study examined biweekly meetings in the fundraising department of a nonprofit organization for 2 years to explore organizational dissent across time and to reveal possible nuances in the ways in which dissenters express disagreement. Results revealed several dissent topics repeated during the data collection period with mixed results—some of these topics were resolved whereas others were not. Two dissent conversations emerged as particularly meaningful events in the history of the department. At the same time, these data illustrated dissent expressed to multiple audiences (a single dissenter simultaneously talking to a supervisor and multiple coworkers) and dissent expressed by multiple dissenters. These forms of collective dissent extend previous models of organizational dissent that typically conceptualize a conversation between a single dissenter and a single dissent audience.

没有健康的异议的组织会因为目光短浅而停滞不前。之前的研究已经研究了员工如何对主管或同事提出异议，但很少有研究关注如何同时向多个受众表达异议。不同意见的对话可能只发生一次，也可能随着时间的推移而重复，但在过去的研究中，不同意见的过程随着时间的推移而展开的方式也被忽视了。本研究对一家非营利组织的筹款部门进行了为期两年的两周会议，以探索不同时间的组织分歧，并揭示异见者表达分歧的方式中可能存在的细微差别。结果显示，在数据收集期间重复出现了几个不同意见的主题，结果喜忧参半——其中一些主题得到了解决，而另一些则没有。两次持不同意见的谈话成为司法部历史上特别有意义的事件。同时，这些数据说明了向多个听众表达不同意见(一个持不同意见的人同时向一个主管和多个同事说话)以及多个持不同意见的人表达不同意见。这些形式的集体异议扩展了先前的组织异议模型，这些模型通常将单个异议者与单个异议受众之间的对话概念化。

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引用次数: 0

Media Unions’ Online Resistance Rhetoric: Reproducing Social Movement Genres of Organizational Communication 媒体联盟的网络抵抗修辞:再现组织传播的社会运动类型

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-05-02 DOI: 10.1177/08933189221097067

Errol Salamon

This paper examines the resistance rhetoric that media workers use to publicly organize trade unions online in a social movement genre of strategic communication activism: the critical manifesto. The paper provides a genre analysis of the rhetorical strategy, form, and devices of 30 online Why We’ve Organized statements of the Writers Guild of America, East as a case study of a labor movement organization’s resistance rhetoric. Through a promulgation strategy, the statements reproduce and modify the critical manifesto, using resistance rhetoric to strategically negotiate power relations. The statements outline a selective history of workers’ grievances, a solution to them, and proposals to resist them. This rhetorical form and key rhetorical devices inform the content of the organizing statements, revealing important issues affecting work, workers, and employers. This paper contributes a novel framework to understand resistance rhetoric within this genre, better positioning researchers to analyze social movement genres of organizational communication.

本文考察了媒体工作者在战略传播行动主义的社会运动类型中公开组织在线工会的抵抗修辞:批判宣言。本文以一个劳工运动组织的抵抗修辞为例，对美国作家协会的30篇在线声明的修辞策略、形式和手段进行了体裁分析。通过一种传播策略，这些声明复制和修改了批判宣言，使用抵抗修辞来战略性地谈判权力关系。这些声明概述了工人不满的选择性历史，解决这些不满的方法，以及抵制这些不满的建议。这种修辞形式和关键的修辞手段为组织陈述的内容提供了信息，揭示了影响工作、工人和雇主的重要问题。本文提供了一个新的框架来理解这种类型的抵抗修辞，更好地定位研究人员分析组织传播的社会运动类型。

引用次数: 4

Sensemaking by Employees in Essential versus Non-essential Professions During the COVID-19 Crisis: A Comparison of Effects of Change Communication and Disruption Cues on Mental Health, Through Interpretations of Identity Threats and Work Meaningfulness. 新冠肺炎危机期间基本与非基本职业员工的感知：通过对身份威胁和工作意义的解释，比较改变沟通和干扰提示对心理健康的影响

IF 1.9 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-05-01 DOI: 10.1177/08933189221087633

Ward van Zoonen, Ronald E Rice, Claartje L Ter Hoeven

This study examines the implications of categorizing workers into essential and non-essential groups due to disruptions in work associated with-and the quality of organizational change communication about-the COVID-19 pandemic. Specifically, we examine how these cues trigger identity threats and influence the meaningfulness of work, consequently affecting the mental health of workers (anxiety, distress, and depression). The results show that change communication reduces identity threat, while also increasing meaningfulness of work, for both work categories. However, the disruptions increase identity threat only for non-essential workers. Conversely, identity threat increases two of the three mental health issues while meaningfulness of work reduces two of them. The study contributes to our growing understanding of the pervasive, though subtle, implications of COVID-19 for the workplace by showing how a process of employee sensemaking and organizational change communication directly and indirectly influence important dimensions of mental health.

本研究探讨了由于新冠肺炎大流行期间与组织变革沟通质量相关的工作中断而将员工分为必要和非必要群体的影响。具体而言，我们研究了这些线索如何引发身份威胁并影响工作的意义，从而影响员工的心理健康（焦虑、痛苦和抑郁）。结果表明，对于这两种工作类别，改变沟通减少了身份威胁，同时也增加了工作的意义。然而，这些干扰只会增加非必要工人的身份威胁。相反，身份威胁增加了三个心理健康问题中的两个，而工作的意义减少了其中的两个。该研究通过展示员工感知和组织变革沟通过程如何直接和间接影响心理健康的重要方面，有助于我们更好地理解新冠肺炎对工作场所的普遍影响，尽管这是微妙的。

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引用次数: 0

Key Players in Corporate Social Responsibility (CSR) Institutionalization: An Analysis of Multinational Companies’ Interorganizational Positioning via CSR Reports 企业社会责任制度化的关键参与者:跨国公司企业社会责任报告的组织间定位分析

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-04-24 DOI: 10.1177/08933189221095770

Sifan Xu, Dajung Woo

Drawing on institutional theory, we position CSR reports as a crucial communication practice that provides evidence of shared norms, values, and relationships among organizations operating within the institutionalized environment. Through Fortune Global 500 companies’ CSR reports published in 2018 and using named entity recognition, we analyzed interorganizational networks to understand the driving forces behind CSR institutionalization. After fitting exponential random graph models (ERGMs) to the network, we found that standards-setting organizations played the most prominent role. In addition, we identified distinct sectoral preferences in companies’ interorganizational positioning in relation to legitimacy-granting organizations such as (inter)governmental agencies and financial organizations. We discuss the implications of the emphasis on standardization, sectoral differences, and network dynamics among various legitimacy-granting organizations on CSR institutionalization and CSR reporting as communicative constitution of institutional legitimacy.

根据制度理论，我们将企业社会责任报告定位为一种重要的沟通实践，它提供了在制度化环境中运作的组织之间共享规范、价值观和关系的证据。通过2018年发布的《财富》世界500强企业社会责任报告，并使用命名实体识别，我们分析了组织间网络，以了解企业社会责任制度化背后的驱动力。将指数随机图模型(ergm)拟合到网络中，我们发现标准制定组织发挥了最突出的作用。此外，我们在公司的组织间定位中确定了与合法性授予组织(如政府间机构和金融组织)相关的不同部门偏好。我们讨论了在各种合法性授予组织之间强调标准化、部门差异和网络动态对企业社会责任制度化和企业社会责任报告作为制度合法性的沟通构成的影响。

引用次数: 6

Understanding the Influence of Authentic Leadership and Employee-Organization Relationships on Employee Voice Behaviors in Response to Dissatisfying Events at Work 理解真实的领导和员工组织关系对员工在工作中应对不满事件时的声音行为的影响

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-03-31 DOI: 10.1177/08933189221085562

Young Kim, Ejae Lee, Minjeong Kang, Sung-Un Yang

This study demonstrates how authentic leadership and the quality of employee-organization relationships (EOR) influence employee behavioral reactions to dissatisfying events at work. We conducted a nationwide survey of 644 full-time employees in the United States. The results from the structural equation modeling (SEM) revealed that authentic leadership was positively and directly related to employees’ considerate voice but was not directly associated with other behavioral responses. Additionally, the quality of EOR was found to be a strong mediator between authentic leadership and employee behaviors—particularly in enhancing considerate voice and patience and reducing exit—in the context of dissatisfying workplace events. The implications of developing authentic leadership to build and maintain the quality of EOR are discussed.

这项研究展示了真实的领导力和员工组织关系的质量如何影响员工对工作中不满意事件的行为反应。我们对美国644名全职员工进行了一项全国性调查。结构方程模型（SEM）的结果表明，真正的领导力与员工体贴的声音呈正相关，但与其他行为反应没有直接关系。此外，EOR的质量被发现是真实领导力和员工行为之间的有力中介，特别是在不满意的工作场所事件中，提高体贴的声音和耐心，减少退出。讨论了培养真正的领导力以建立和保持EOR质量的意义。

引用次数: 5

The Link Between Supervisor-Subordinate Computer-Mediated Immediate Behaviors and Organizational Identification in U.S., English, and Australian Organizations 美国、英国和澳大利亚组织中主管-下属计算机中介的即时行为与组织识别之间的联系

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-03-03 DOI: 10.1177/08933189221076859

S. Croucher, S. Kelly, Malcolm Green, D. Homsey, J. Cullinane, Kenneth T. Rocker, Thao Nguyen, Kirsty Anderson, Hui Chen, George Guoyu Ding, D. Ashwell, Malcolm J. Wright, Nitha Palakshappa

More than 5.89 million people have died from COVID-19. Due to COVID-19, there is a need for organizations to reconsider their structures and systems in response to increased remote working and decreased face-to-face (FTF) interactions. This study analyzes organizational relationships, specifically the supervisor-subordinate relationship. This study examines the link between supervisor-subordinate immediacy and organizational identification in mediated communication. Participants from three nations (n = 1776) were explored to test the assumption that supervisor-subordinate immediacy explains organizational identification. The United States, Australia, and England were chosen as focal nations due to the differing government responses to the COVID-19 outbreak. Results revealed supervisors’ perceived computer-mediated immediate behaviors and subordinates’ perceived immediacy with their supervisors were positive predictors of organizational identity. U.S. supervisors were perceived to use higher levels of computer-mediated immediacy behaviors and have more perceived immediacy than Australian and English supervisors. Australian supervisors had higher levels of perceived immediacy than English supervisors.

超过589万人死于新冠肺炎。由于新冠肺炎，组织需要重新考虑其结构和系统，以应对远程工作的增加和面对面（FTF）互动的减少。本研究分析了组织关系，特别是主管-下属关系。本研究考察了中介沟通中主管-下属即时性与组织认同之间的联系。来自三个国家（n=1776）的参与者被调查，以检验主管-下属即时性解释组织认同的假设。由于政府对新冠肺炎疫情的反应不同，美国、澳大利亚和英国被选为重点国家。结果显示，主管感知到的计算机介导的即时行为和下属感知到的与主管的即时性是组织身份的积极预测因素。美国监管人员被认为使用了更高水平的计算机介导的即时行为，并且比澳大利亚和英国监管人员更有即时性。澳大利亚监管人员比英国监管人员具有更高的即时性。

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引用次数: 1

Current insights into the role of Fli-1 in hematopoiesis and malignant transformation. 目前对 Fli-1 在造血和恶性转化中作用的认识。

IF 8 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-02-28 DOI: 10.1007/s00018-022-04160-1

Yaacov Ben-David, Babu Gajendran, Klarke M Sample, Eldad Zacksenhaus

Fli-1, a member of the ETS family of transcription factors, was discovered in 1991 through retroviral insertional mutagenesis as a driver of mouse erythroleukemias. In the past 30 years, nearly 2000 papers have defined its biology and impact on normal development and cancer. In the hematopoietic system, Fli-1 controls self-renewal of stem cells and their differentiation into diverse mature blood cells. Fli-1 also controls endothelial survival and vasculogenesis, and high and low levels of Fli-1 are implicated in the auto-immune diseases systemic lupus erythematosus and systemic sclerosis, respectively. In addition, aberrant Fli-1 expression is observed in, and is essential for, the growth of multiple hematological malignancies and solid cancers. Here, we review the historical context and latest research on Fli-1, focusing on its role in hematopoiesis, immune response, and malignant transformation. The importance of identifying Fli-1 modulators (both agonists and antagonists) and their potential clinical applications is discussed.

Fli-1 是 ETS 转录因子家族的成员，1991 年通过逆转录病毒插入诱变发现，是小鼠红白血病的驱动因子。在过去的 30 年中，近 2000 篇论文对其生物学特性以及对正常发育和癌症的影响进行了定义。在造血系统中，Fli-1 控制着干细胞的自我更新和分化成各种成熟血细胞。Fli-1 还控制着内皮细胞的存活和血管生成，高水平和低水平的 Fli-1 分别与自身免疫性疾病系统性红斑狼疮和系统性硬化症有关。此外，在多种血液恶性肿瘤和实体瘤中也可观察到 Fli-1 的异常表达，而且这种表达对它们的生长至关重要。在此，我们回顾了有关 Fli-1 的历史背景和最新研究，重点关注其在造血、免疫反应和恶性转化中的作用。讨论了确定 Fli-1 调节剂（激动剂和拮抗剂）及其潜在临床应用的重要性。

引用次数: 0

Authorial Incongruity and Organizational Presence(s): A Ventriloquial Analysis of Shadowed Organization 作者不协调与组织存在(s):影子组织的腹语分析

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-02-26 DOI: 10.1177/08933189221076853

Rebecca A. Costantini, A. Wolfe

This article explores how contradictory sources of authority manifest the organizational presence of a crisis pregnancy center (CPC) in the southeastern region of the United States. As a type of shadowed organization, a CPC’s organizational presence is produced in a tensional space between dialectics of revelation and concealment. With an interest toward understanding these dynamics, we conduct a ventriloquial analysis of CPC’s pamphlets and website to examine how sources of authority produce the CPC as a distinct organization. Through this analysis, we develop the idea of authorial incongruity—the co-presence of multiple and heterogeneous sources of authority—to demonstrate how organizational presence emerges as a byproduct of tensional relations between authorities, which serve as resources for organizations seeking to present themselves as consistently “who they have always been.” The implications of these findings suggest distinct challenges and opportunities for building strategic relations between (shadowed) organizations and various incongruent stakeholder groups.

本文探讨了矛盾的权力来源如何体现美国东南部地区危机妊娠中心（CPC）的组织存在。作为一种隐性组织，中国共产党的组织存在是在揭示辩证法与隐蔽辩证法之间的张力空间中产生的。为了了解这些动态，我们对中国共产党的小册子和网站进行了腹语分析，以研究权力来源如何使中国共产党成为一个独特的组织。通过这一分析，我们提出了权威不协调的概念，即多重和异质的权威来源的共同存在，以证明组织存在是如何作为权威之间紧张关系的副产品出现的，而权力是组织寻求始终如一地展现自己的资源。“这些发现的含义表明，在（被遮蔽的）组织和各种不协调的利益相关者群体之间建立战略关系面临着明显的挑战和机遇。

引用次数: 1

How Volunteer Commitment Differs in Online and Offline Environments 在线和离线环境下志愿者承诺有何不同

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-02-15 DOI: 10.1177/08933189211073460

Jennifer Ihm, M. Shumate

The contemporary media environment transforms the organization-volunteer relationship by attenuating the formation of organizational belonging, often thought to be the result of direct interactions and face-to-face meetings. We examine and compare factors that influence offline and online volunteering. We investigate the ties for communicating about volunteering that bind individuals to nonprofit organizations (NPOs) and the ways that multiple levels of identification influence volunteer commitment to these NPOs. Using structural equation modeling, the results from an online survey of 816 volunteers suggest that online volunteers, unlike offline volunteers, are not motivated to volunteer more by exclusive relationships with organizational members or their volunteer identity. Their volunteering is related to their communication ties with both members and nonmembers and their identification with both the organization and the social issue. We discuss implications regarding how the changed dynamics in online volunteering complicates the traditional organization-volunteer relationship.

当代媒体环境通过削弱组织归属感的形成来改变组织与志愿者的关系，组织归属感通常被认为是直接互动和面对面会议的结果。我们检查并比较影响线下和线上志愿活动的因素。我们调查了将个人与非营利组织(NPOs)联系在一起的关于志愿服务的沟通关系，以及多层次认同影响志愿者对这些非营利组织的承诺的方式。利用结构方程模型，对816名志愿者进行的在线调查结果表明，与线下志愿者不同，在线志愿者的志愿动机更多地不是来自与组织成员的排他性关系或他们的志愿者身份。他们的志愿活动与他们与会员和非会员的沟通联系以及他们对组织和社会问题的认同有关。我们讨论了在线志愿活动的动态变化如何使传统的组织-志愿者关系复杂化的影响。

引用次数: 1

The Interpellated Voice: The Social Discipline of Member Communication 被质询的声音:成员沟通的社会纪律

IF 2.5 4区管理学 Q2 COMMUNICATION

Management Communication Quarterly

Pub Date : 2022-02-11 DOI: 10.1177/08933189211068790

Emma Christensen, L. Christensen

Acknowledging that the voices of ordinary members may be perceived as more credible than official organizational voices, many organizations seek to mobilize members to speak on their behalf. In this conceptual paper, we examine the constitutive dynamics of such practice, highlighting the influence of social discipline on member voicing. With its notion of ventriloquism, the Montreal School has provided an interesting understanding of how organizations are constituted by the voices ascribed to them. Extant formulations of this perspective, however, fail to conceptualize how member voicing is informed and disciplined by social norms and expectations. Drawing on the notions of interpellation and role, we question how “organizational” organizational communication is and what is being constituted when members voice their organizations. By foregrounding the significance of social figures in this process, we call for an extension of the ventriloqual perspective beyond its current organization-centric perspective.

认识到普通成员的声音可能比官方组织的声音更可信，许多组织设法动员成员代表他们发言。在这篇概念性论文中，我们研究了这种实践的构成动力，强调了社会纪律对成员发声的影响。通过腹语的概念，蒙特利尔学派提供了一种有趣的理解，即组织是如何由归因于它们的声音构成的。然而，这种观点的现有表述未能概念化成员发声是如何受到社会规范和期望的通知和约束的。根据质询和角色的概念，我们质疑组织沟通是如何“组织化”的，以及当成员表达他们的组织时构成了什么。通过突出社会人物在这一过程中的重要性，我们呼吁在当前以组织为中心的视角基础上扩展腹语视角。

引用次数: 6

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全部化学•材料生命科学医学物理工程技术环境•农林材料科学地球科学法学管理学化学环境科学与生态学计算机科学教育学经济学农林科学人文科学生物学数学物理与天体物理心理学综合性期刊其他工业工程理学历史学农学文学信息工程

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全部 ACS Publications Elsevier ieeexplore Springer The Royal Society of Chemistry Wiley

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Management Communication Quarterly

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