Pub Date : 2022-05-16DOI: 10.1177/08933189221090491
George R. Villanueva
Urban scholars suggest that communication can be key to equity advocacy and organizing for social justice in cities, but a gap exists in studies grounded in communication theory. This article theorizes everyday urban equity advocacy through communication infrastructure theory (CIT), an ecological framework grounded in the notion that communities are discursively constructed. Sourced from 34 semi-structured interviews in Chicago, this article examines how organizers from social change-focused organizations activate community storytelling network actors (residents, community organizations, and local media) to advocate for equity. I find that organizers activate this network to cultivate consciousness, build capacity, and amplify equity work for marginalized communities. The study is important in demonstrating how advocating for equity is best when it is an intentional process that activates multi-stakeholder engagement in urban neighborhoods year-round.
{"title":"Storytelling Networks that Build Community Power: Urban Equity Advocacy From a Communication Infrastructure Lens","authors":"George R. Villanueva","doi":"10.1177/08933189221090491","DOIUrl":"https://doi.org/10.1177/08933189221090491","url":null,"abstract":"Urban scholars suggest that communication can be key to equity advocacy and organizing for social justice in cities, but a gap exists in studies grounded in communication theory. This article theorizes everyday urban equity advocacy through communication infrastructure theory (CIT), an ecological framework grounded in the notion that communities are discursively constructed. Sourced from 34 semi-structured interviews in Chicago, this article examines how organizers from social change-focused organizations activate community storytelling network actors (residents, community organizations, and local media) to advocate for equity. I find that organizers activate this network to cultivate consciousness, build capacity, and amplify equity work for marginalized communities. The study is important in demonstrating how advocating for equity is best when it is an intentional process that activates multi-stakeholder engagement in urban neighborhoods year-round.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46052595","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-16DOI: 10.1177/08933189221095602
Jun Xie, Ming Yan, Yongyi Liang, Qihai Huang
The potentially destructive effects of informal communication in the form of negative workplace gossip have recently attracted scholars’ interest. Beyond the perspectives of prior studies (e.g., the conservation of resources (COR) and self-consistency theories), we offer a new account based on social identity theory and propose that negative workplace gossip is related to target employees’ decreased organizational citizenship behavior (OCB) by undermining their identification with the organization. We also theorize that collectivism influences the extent to which employees identify with the organization when being targeted by negative gossip. By collecting three-wave supervisor–subordinate dyadic data from China, we demonstrated that organizational identification mediates the negative relationship between negative workplace gossip and OCB when the effects of other mediators studied by previous perspectives (i.e., organization-based self-esteem (OBSE) and emotional exhaustion) were controlled. In addition, we found that collectivism moderates the indirect effect of negative workplace gossip on OCB through organizational identification.
{"title":"Why and When Negative Workplace Gossip Inhibits Organizational Citizenship Behavior","authors":"Jun Xie, Ming Yan, Yongyi Liang, Qihai Huang","doi":"10.1177/08933189221095602","DOIUrl":"https://doi.org/10.1177/08933189221095602","url":null,"abstract":"The potentially destructive effects of informal communication in the form of negative workplace gossip have recently attracted scholars’ interest. Beyond the perspectives of prior studies (e.g., the conservation of resources (COR) and self-consistency theories), we offer a new account based on social identity theory and propose that negative workplace gossip is related to target employees’ decreased organizational citizenship behavior (OCB) by undermining their identification with the organization. We also theorize that collectivism influences the extent to which employees identify with the organization when being targeted by negative gossip. By collecting three-wave supervisor–subordinate dyadic data from China, we demonstrated that organizational identification mediates the negative relationship between negative workplace gossip and OCB when the effects of other mediators studied by previous perspectives (i.e., organization-based self-esteem (OBSE) and emotional exhaustion) were controlled. In addition, we found that collectivism moderates the indirect effect of negative workplace gossip on OCB through organizational identification.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49294267","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-16DOI: 10.1177/08933189221095597
Stephanie L. Dailey
Recent studies have established a relationship between social media use and organizational identification, but scholars have yet to understand how communication through social media might foster individuals’ identification. To fill that gap, I use structuration theory to investigate the identification process by analyzing an organizational hashtag: #EXSTpride. Framed by three key elements of the structurational model of identification—duality of structure, situated activity, and regionalization of structures—this qualitative analysis of posts using #EXSTpride reveals the reciprocal relationship between identity (structure) and identification (system). I conclude by (a) theorizing organizational hashtags as house organs 2.0 and (b) proffering practical and discursive consciousness to the structurational model of identification.
{"title":"“Define Yourself. . . #EXSTpride”: Exploring an Organizational Hashtag Through the Structurational Model of Identification","authors":"Stephanie L. Dailey","doi":"10.1177/08933189221095597","DOIUrl":"https://doi.org/10.1177/08933189221095597","url":null,"abstract":"Recent studies have established a relationship between social media use and organizational identification, but scholars have yet to understand how communication through social media might foster individuals’ identification. To fill that gap, I use structuration theory to investigate the identification process by analyzing an organizational hashtag: #EXSTpride. Framed by three key elements of the structurational model of identification—duality of structure, situated activity, and regionalization of structures—this qualitative analysis of posts using #EXSTpride reveals the reciprocal relationship between identity (structure) and identification (system). I conclude by (a) theorizing organizational hashtags as house organs 2.0 and (b) proffering practical and discursive consciousness to the structurational model of identification.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44693575","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-16DOI: 10.1177/08933189221098199
Dani R. Soibelman
{"title":"Book Review: Armed With History: Themes in Global Revolutionary Organizing Works","authors":"Dani R. Soibelman","doi":"10.1177/08933189221098199","DOIUrl":"https://doi.org/10.1177/08933189221098199","url":null,"abstract":"","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45042925","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-15DOI: 10.1177/08933189221103623
Ahmed Muyidi, Yan Bing Zhang, Angela N. Gist-Mackey
From the perspectives of Saudi female journalists, the current study examined the predictive associations between gender discrimination, supervisor support, government support, and work-related outcomes (i.e., job stress and job satisfaction). Supporting our predictions, regression analyses results revealed that perceptions of gender discrimination were positively and perceptions of supervisor support were negatively associated with job stress. In addition, we found that perceptions of supervisor support and government support had positive associations with job satisfaction. Findings are discussed considering women’s participation in the media industry in Saudi Arabia in relation to gender discrimination, supervisor and government support of women.
{"title":"The Influence of Gender Discrimination, Supervisor Support, and Government Support on Saudi Female Journalists’ Job Stress and Satisfaction","authors":"Ahmed Muyidi, Yan Bing Zhang, Angela N. Gist-Mackey","doi":"10.1177/08933189221103623","DOIUrl":"https://doi.org/10.1177/08933189221103623","url":null,"abstract":"From the perspectives of Saudi female journalists, the current study examined the predictive associations between gender discrimination, supervisor support, government support, and work-related outcomes (i.e., job stress and job satisfaction). Supporting our predictions, regression analyses results revealed that perceptions of gender discrimination were positively and perceptions of supervisor support were negatively associated with job stress. In addition, we found that perceptions of supervisor support and government support had positive associations with job satisfaction. Findings are discussed considering women’s participation in the media industry in Saudi Arabia in relation to gender discrimination, supervisor and government support of women.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-15","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46813186","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-03DOI: 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.
{"title":"Exploring Collective and Multi-Audience Dissent in Organizational Meetings","authors":"Johny T. Garner","doi":"10.1177/08933189221088297","DOIUrl":"https://doi.org/10.1177/08933189221088297","url":null,"abstract":"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.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42025612","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-02DOI: 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.
{"title":"Media Unions’ Online Resistance Rhetoric: Reproducing Social Movement Genres of Organizational Communication","authors":"Errol Salamon","doi":"10.1177/08933189221097067","DOIUrl":"https://doi.org/10.1177/08933189221097067","url":null,"abstract":"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.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46097139","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-01DOI: 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.
{"title":"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.","authors":"Ward van Zoonen, Ronald E Rice, Claartje L Ter Hoeven","doi":"10.1177/08933189221087633","DOIUrl":"10.1177/08933189221087633","url":null,"abstract":"<p><p>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.</p>","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":1.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9016372/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42159967","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-04-24DOI: 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.
{"title":"Key Players in Corporate Social Responsibility (CSR) Institutionalization: An Analysis of Multinational Companies’ Interorganizational Positioning via CSR Reports","authors":"Sifan Xu, Dajung Woo","doi":"10.1177/08933189221095770","DOIUrl":"https://doi.org/10.1177/08933189221095770","url":null,"abstract":"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.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-04-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48300961","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-31DOI: 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.
{"title":"Understanding the Influence of Authentic Leadership and Employee-Organization Relationships on Employee Voice Behaviors in Response to Dissatisfying Events at Work","authors":"Young Kim, Ejae Lee, Minjeong Kang, Sung-Un Yang","doi":"10.1177/08933189221085562","DOIUrl":"https://doi.org/10.1177/08933189221085562","url":null,"abstract":"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.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-03-31","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48618495","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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