Pub Date : 2023-03-25DOI: 10.1177/08933189231167385
Stephanie L. Dailey, Casey S. Pierce, D. Bailey, P. Leonardi, B. Nardi
This study advances organizational communication scholarship by introducing the notion of an occupational identity gap as a misalignment among the personal, relational, communal, and enacted frames of identity. Despite knowledge that occupational identity gaps exist, scholars know little about how people manage them. Interviews with 31 graphic designers explain how occupational identity gaps were forged by personal frames (e.g., “I am a creative person”) that contradicted enacted (e.g., “I do boring template work”) and relational frames (e.g., “It’s the client’s decision which [design] he or she will like”). Workers managed this misalignment by employing two novel strategies—reappraising and repositioning—that bridged personal-enacted and personal-relational occupational identity gaps. Our analysis contributes to scholarship by a) theorizing these two occupational identity gap bridging strategies, (b) extending CTI research, and (c) offering a novel conceptualization of occupational identity.
{"title":"Being Creative Within (or Outside) the Box: Bridging Occupational Identity Gaps","authors":"Stephanie L. Dailey, Casey S. Pierce, D. Bailey, P. Leonardi, B. Nardi","doi":"10.1177/08933189231167385","DOIUrl":"https://doi.org/10.1177/08933189231167385","url":null,"abstract":"This study advances organizational communication scholarship by introducing the notion of an occupational identity gap as a misalignment among the personal, relational, communal, and enacted frames of identity. Despite knowledge that occupational identity gaps exist, scholars know little about how people manage them. Interviews with 31 graphic designers explain how occupational identity gaps were forged by personal frames (e.g., “I am a creative person”) that contradicted enacted (e.g., “I do boring template work”) and relational frames (e.g., “It’s the client’s decision which [design] he or she will like”). Workers managed this misalignment by employing two novel strategies—reappraising and repositioning—that bridged personal-enacted and personal-relational occupational identity gaps. Our analysis contributes to scholarship by a) theorizing these two occupational identity gap bridging strategies, (b) extending CTI research, and (c) offering a novel conceptualization of occupational identity.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2023-03-25","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47384375","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 : 2023-03-17DOI: 10.1177/08933189231164800
Matthew A. Koschmann
{"title":"Editor’s Introduction","authors":"Matthew A. Koschmann","doi":"10.1177/08933189231164800","DOIUrl":"https://doi.org/10.1177/08933189231164800","url":null,"abstract":"","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"37 1","pages":"199 - 206"},"PeriodicalIF":2.5,"publicationDate":"2023-03-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43521670","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 : 2023-03-13DOI: 10.1177/08933189231161620
Mahuya Pal, Beatriz Nieto-Fernandez
We draw upon transnational feminism as a theoretical resource to outline decolonial thinking for feminist organizational communication in this essay. Decolonial perspectives in transnational feminism reinforce antiracist, anticapitalist, and anti-imperial interventions in theory, practice and activism. We argue that the assumptions of neoliberal hegemony and imperial legacy remain largely unchallenged in feminist organizational communication research and call for rigorous examination of global capitalism and its close links with colonization of knowledge to make the project of the empire visible. Our recommendations urge shifting dominant sites of knowledge-making to epistemologies of disenfranchised women and generating insurgent knowledges by carefully forging non-exploitative collaborative relationships with activists and communities of struggle. We hope these agendas offer new imaginings to decolonize imperial legacies, address historical absences and silences, and invigorate social justice orientation in the field.
{"title":"Politics of Transnational Feminism to Decolonize Feminist Organizational Communication: A Call to Action","authors":"Mahuya Pal, Beatriz Nieto-Fernandez","doi":"10.1177/08933189231161620","DOIUrl":"https://doi.org/10.1177/08933189231161620","url":null,"abstract":"We draw upon transnational feminism as a theoretical resource to outline decolonial thinking for feminist organizational communication in this essay. Decolonial perspectives in transnational feminism reinforce antiracist, anticapitalist, and anti-imperial interventions in theory, practice and activism. We argue that the assumptions of neoliberal hegemony and imperial legacy remain largely unchallenged in feminist organizational communication research and call for rigorous examination of global capitalism and its close links with colonization of knowledge to make the project of the empire visible. Our recommendations urge shifting dominant sites of knowledge-making to epistemologies of disenfranchised women and generating insurgent knowledges by carefully forging non-exploitative collaborative relationships with activists and communities of struggle. We hope these agendas offer new imaginings to decolonize imperial legacies, address historical absences and silences, and invigorate social justice orientation in the field.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2023-03-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43532748","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 : 2023-03-10DOI: 10.1177/08933189231161621
Chuqing Dong, Yafei Zhang, S. Ao
Increasingly, employees are recognized as important enactors and contributors to corporate social responsibility (CSR) activities, making their engagement a critical consideration of internal stakeholder management. While the positive outcomes of employees’ CSR engagement have been extensively investigated, the present study focuses on an essential yet understudied question: How do employees engage in organizational CSR activities through communication efforts? We proposed and tested an employee-centered CSR engagement model based on the reasoned action approach. Findings from a survey with 406 employees indicated that CSR communication consisting of both instrumental and co-creational aspects could effectively foster employees’ cognitive, emotional, and behavioral engagement in CSR. Positive attitudes and perceived supportive workplace norms regarding CSR participation are key mediators. This study answers the call for more research on the individual-level drivers of CSR engagement from an employee perspective and offers practical implications for internal CSR communication design.
{"title":"How to Engage Employees in Corporate Social Responsibility? Exploring Corporate Social Responsibility Communication Effects Through the Reasoned Action Approach","authors":"Chuqing Dong, Yafei Zhang, S. Ao","doi":"10.1177/08933189231161621","DOIUrl":"https://doi.org/10.1177/08933189231161621","url":null,"abstract":"Increasingly, employees are recognized as important enactors and contributors to corporate social responsibility (CSR) activities, making their engagement a critical consideration of internal stakeholder management. While the positive outcomes of employees’ CSR engagement have been extensively investigated, the present study focuses on an essential yet understudied question: How do employees engage in organizational CSR activities through communication efforts? We proposed and tested an employee-centered CSR engagement model based on the reasoned action approach. Findings from a survey with 406 employees indicated that CSR communication consisting of both instrumental and co-creational aspects could effectively foster employees’ cognitive, emotional, and behavioral engagement in CSR. Positive attitudes and perceived supportive workplace norms regarding CSR participation are key mediators. This study answers the call for more research on the individual-level drivers of CSR engagement from an employee perspective and offers practical implications for internal CSR communication design.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"1 1","pages":""},"PeriodicalIF":2.5,"publicationDate":"2023-03-10","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42101710","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 : 2023-03-05DOI: 10.1177/08933189231160696
Lindsay L. Dillingham
This paper explores the potential to address mid-crisis communication needs in longitudinal crises by using a paired renewal discourse and inoculation messaging strategy. While renewal discourse focuses on inherent opportunities and the possibility for organizations to improve following a crisis, insulating stakeholder views from ongoing and future crisis effects with inoculation messaging during the crisis can improve the durability of positive outcomes. Theoretically driven rhetorical analysis is used to examine stakeholder communication from one of the two firms that survived The Weekend Wall Street Died in September 2008, a midpoint in the 18-month global financial meltdown. The results demonstrate mid-crisis as a distinct communication exigency and the applied use of a paired renewal discourse and inoculation strategy as a crisis and ongoing risk management approach.
{"title":"Embracing Opportunity and Bracing for the Future: Renewal Discourse and Inoculation","authors":"Lindsay L. Dillingham","doi":"10.1177/08933189231160696","DOIUrl":"https://doi.org/10.1177/08933189231160696","url":null,"abstract":"This paper explores the potential to address mid-crisis communication needs in longitudinal crises by using a paired renewal discourse and inoculation messaging strategy. While renewal discourse focuses on inherent opportunities and the possibility for organizations to improve following a crisis, insulating stakeholder views from ongoing and future crisis effects with inoculation messaging during the crisis can improve the durability of positive outcomes. Theoretically driven rhetorical analysis is used to examine stakeholder communication from one of the two firms that survived The Weekend Wall Street Died in September 2008, a midpoint in the 18-month global financial meltdown. The results demonstrate mid-crisis as a distinct communication exigency and the applied use of a paired renewal discourse and inoculation strategy as a crisis and ongoing risk management approach.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":" ","pages":""},"PeriodicalIF":2.5,"publicationDate":"2023-03-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47010976","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 : 2023-02-28DOI: 10.1177/08933189231159386
Robert J. Razzante, Michael Hogan, Benjamin J. Broome, Sarah J. Tracy, Devika Chawla, Donna M. Skurzak
In this research methods essay, we describe Interactive Management Research (IMR), a participatory action research methodology with extensive applications in organizational settings but new to organizational communication research. IMR offers possibilities as a participant-centered methodology that is particularly well suited for complex organizational design situations requiring a systems perspective. We detail two versions of IMR, an interview-based method (IMRi) and a group-based method (IMRg), using a case study of each method to illustrate their application to organizational communication research. We believe IMR is an approach to participatory action research that can provide unique insights into the systems thinking and communication that shapes organizations and organizing.
{"title":"Interactive Management Research in Organizational Communication","authors":"Robert J. Razzante, Michael Hogan, Benjamin J. Broome, Sarah J. Tracy, Devika Chawla, Donna M. Skurzak","doi":"10.1177/08933189231159386","DOIUrl":"https://doi.org/10.1177/08933189231159386","url":null,"abstract":"In this research methods essay, we describe Interactive Management Research (IMR), a participatory action research methodology with extensive applications in organizational settings but new to organizational communication research. IMR offers possibilities as a participant-centered methodology that is particularly well suited for complex organizational design situations requiring a systems perspective. We detail two versions of IMR, an interview-based method (IMRi) and a group-based method (IMRg), using a case study of each method to illustrate their application to organizational communication research. We believe IMR is an approach to participatory action research that can provide unique insights into the systems thinking and communication that shapes organizations and organizing.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"37 1","pages":"971 - 989"},"PeriodicalIF":2.5,"publicationDate":"2023-02-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45844925","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 : 2023-02-17DOI: 10.1177/08933189231158282
Chengyu Fang, J. Wilkenfeld, Nitzan Navick, Jennifer L. Gibbs
The implementation of artificial intelligence (AI) in work is increasingly common across industries and professions. This study explores professional discourse around perceptions and use of intelligent technologies in the legal industry. Drawing on institutional theory, we conducted 30 semi-structured interviews with legal professionals and semi-professionals in varying roles including lawyers, law librarians, legal staff (paralegals, document clerks), and law students. Their discursive accounts provided evidence for three institutional logics—expertise, accessibility, and efficiency—that guided their understanding and use of AI. Our analysis further revealed that legal professionals and semi-professionals held contradictory attitudes towards intelligent technologies and invoked contradictory institutional logics. These findings contribute to theory on institutional logics and digital transformation, providing insights into how occupational roles and institutional logics shape professionals’ discursive construction of intelligent technologies, and how discursive tensions are redefining professional boundaries and contributing to institutional change in knowledge-intensive work.
{"title":"“AI Am Here to Represent You”: Understanding How Institutional Logics Shape Attitudes Toward Intelligent Technologies in Legal Work","authors":"Chengyu Fang, J. Wilkenfeld, Nitzan Navick, Jennifer L. Gibbs","doi":"10.1177/08933189231158282","DOIUrl":"https://doi.org/10.1177/08933189231158282","url":null,"abstract":"The implementation of artificial intelligence (AI) in work is increasingly common across industries and professions. This study explores professional discourse around perceptions and use of intelligent technologies in the legal industry. Drawing on institutional theory, we conducted 30 semi-structured interviews with legal professionals and semi-professionals in varying roles including lawyers, law librarians, legal staff (paralegals, document clerks), and law students. Their discursive accounts provided evidence for three institutional logics—expertise, accessibility, and efficiency—that guided their understanding and use of AI. Our analysis further revealed that legal professionals and semi-professionals held contradictory attitudes towards intelligent technologies and invoked contradictory institutional logics. These findings contribute to theory on institutional logics and digital transformation, providing insights into how occupational roles and institutional logics shape professionals’ discursive construction of intelligent technologies, and how discursive tensions are redefining professional boundaries and contributing to institutional change in knowledge-intensive work.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"37 1","pages":"941 - 970"},"PeriodicalIF":2.5,"publicationDate":"2023-02-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46032372","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 : 2023-02-09DOI: 10.1177/08933189231156126
Rong Wang, Jieun Shin
Guided by institutional theory, this study examines how homophily and institutional power influence the tie formation and dissolution of interorganizational collaboration networks. The analysis focuses on longitudinal network data collected from 174 international non-governmental organizations and inter-governmental organizations (IGOs) whose mission and main activities revolved around HIV/AIDS and other related health topics such as substance use, alcohol use, and smoking. This study conceptualizes collaboration as an affinity communication network and uses Separable Temporal Exponential Random Graph Modeling to investigate the effects of organizational and sector level attributes. The results reveal the important role that homophily plays in terms of geolocation and topic alignment. Furthermore, the results show IGOs’ role in driving these global partnerships. Implications on how to sustain global health alliances are discussed.
{"title":"Determinants of Alliance Formation and Dissolution Among International Health Organizations: The Influence of Homophily and Institutional Power in Affinity Communication Networks","authors":"Rong Wang, Jieun Shin","doi":"10.1177/08933189231156126","DOIUrl":"https://doi.org/10.1177/08933189231156126","url":null,"abstract":"Guided by institutional theory, this study examines how homophily and institutional power influence the tie formation and dissolution of interorganizational collaboration networks. The analysis focuses on longitudinal network data collected from 174 international non-governmental organizations and inter-governmental organizations (IGOs) whose mission and main activities revolved around HIV/AIDS and other related health topics such as substance use, alcohol use, and smoking. This study conceptualizes collaboration as an affinity communication network and uses Separable Temporal Exponential Random Graph Modeling to investigate the effects of organizational and sector level attributes. The results reveal the important role that homophily plays in terms of geolocation and topic alignment. Furthermore, the results show IGOs’ role in driving these global partnerships. Implications on how to sustain global health alliances are discussed.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"37 1","pages":"913 - 940"},"PeriodicalIF":2.5,"publicationDate":"2023-02-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46198288","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 : 2023-01-22DOI: 10.1177/08933189231153869
Yeunjae Lee, Enzhu Dong
The purpose of this study is to examine the role of transparent internal communication from multiple communication entities within organizations—CEO, supervisors, and peers—in employees’ internal and external advocacy, respectively, with a consideration of the two mediators: employee-organization relationship (EOR) and employee empowerment. Results of an online survey with 403 full-time employees in the United States suggested that transparent communication from direct supervisors was positively related to employee advocacy via heightened EOR and empowerment. In addition, positive associations between CEOs’ transparent communication and employees’ external and internal advocacy via a favorable EOR were found, while transparent peer communication was positively related to employee advocacy through empowerment. Theoretical and practical implications for strategic internal communication are discussed.
{"title":"How Transparent Internal Communication From CEO, Supervisors, and Peers Leads to Employee Advocacy","authors":"Yeunjae Lee, Enzhu Dong","doi":"10.1177/08933189231153869","DOIUrl":"https://doi.org/10.1177/08933189231153869","url":null,"abstract":"The purpose of this study is to examine the role of transparent internal communication from multiple communication entities within organizations—CEO, supervisors, and peers—in employees’ internal and external advocacy, respectively, with a consideration of the two mediators: employee-organization relationship (EOR) and employee empowerment. Results of an online survey with 403 full-time employees in the United States suggested that transparent communication from direct supervisors was positively related to employee advocacy via heightened EOR and empowerment. In addition, positive associations between CEOs’ transparent communication and employees’ external and internal advocacy via a favorable EOR were found, while transparent peer communication was positively related to employee advocacy through empowerment. Theoretical and practical implications for strategic internal communication are discussed.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"37 1","pages":"878 - 912"},"PeriodicalIF":2.5,"publicationDate":"2023-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"65254403","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 : 2023-01-22DOI: 10.1177/08933189231153847
Luisa Ruge-Jones, William C. Barley, Sam R. Wilson, Chandler MacSwain, Lauren Johnson, Jack Everett, M. S. Poole
Current studies of diversity in teams and organizations highlight the importance of examining activated, rather than just dormant, differences on a team. In this study, we contribute to organizational diversity theories by arguing that the activation of differences is a communicative process whereby how teams talk about their differences matters in how the activated differences affect team outcomes. Drawing on an in-depth qualitative study of real-life scientific teams, we examine the relationship between how team members activate and frame differences and how those communicative frames affect the team’s collective work. We find that how teams frame their differences affects the relationship between activated differences and team outcomes. We give practical and theoretical recommendations for the communicative management of differences on teams and in organizations.
{"title":"Activated Differences: A Qualitative Study of How and When Differences Make a Difference on Diverse Teams","authors":"Luisa Ruge-Jones, William C. Barley, Sam R. Wilson, Chandler MacSwain, Lauren Johnson, Jack Everett, M. S. Poole","doi":"10.1177/08933189231153847","DOIUrl":"https://doi.org/10.1177/08933189231153847","url":null,"abstract":"Current studies of diversity in teams and organizations highlight the importance of examining activated, rather than just dormant, differences on a team. In this study, we contribute to organizational diversity theories by arguing that the activation of differences is a communicative process whereby how teams talk about their differences matters in how the activated differences affect team outcomes. Drawing on an in-depth qualitative study of real-life scientific teams, we examine the relationship between how team members activate and frame differences and how those communicative frames affect the team’s collective work. We find that how teams frame their differences affects the relationship between activated differences and team outcomes. We give practical and theoretical recommendations for the communicative management of differences on teams and in organizations.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"37 1","pages":"846 - 877"},"PeriodicalIF":2.5,"publicationDate":"2023-01-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"45111975","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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