Pub Date : 2022-07-01DOI: 10.1177/08933189221112048
M. Zhan
New organizational members can be an essential source to work teams. Yet, it is unclear whether teams can leverage newcomers’ distinct backgrounds, knowledge, and expertise through communicative processes to improve team effectiveness. This study develops and tests a theoretical account of the efficacy of newcomer communicative behavior for boosting team effectiveness. In doing so, this study specified the circumstances in which a positive relationship between the two is likely to occur. Results (N =160 teams) showed that newcomer voices’ positive influence on post-entry team performance was contingent upon individual-, team-, and organization-level boundary conditions, including age dissimilarity, team adaptability, and competitive intensity.
{"title":"Learning From the Diverse Perspectives and Voice of Newcomers: A Contingency Model","authors":"M. Zhan","doi":"10.1177/08933189221112048","DOIUrl":"https://doi.org/10.1177/08933189221112048","url":null,"abstract":"New organizational members can be an essential source to work teams. Yet, it is unclear whether teams can leverage newcomers’ distinct backgrounds, knowledge, and expertise through communicative processes to improve team effectiveness. This study develops and tests a theoretical account of the efficacy of newcomer communicative behavior for boosting team effectiveness. In doing so, this study specified the circumstances in which a positive relationship between the two is likely to occur. Results (N =160 teams) showed that newcomer voices’ positive influence on post-entry team performance was contingent upon individual-, team-, and organization-level boundary conditions, including age dissimilarity, team adaptability, and competitive intensity.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42096971","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 : 2022-06-29DOI: 10.1177/08933189221111909
Crina E. Tañongon
This paper shows how an agribusiness in a remote agrarian village in the Philippines has been organized in traditional ways amid technological advancements and the free market. The paper draws on the Montreal School’s CCO approach, which holds that organizing begins at the level of interaction and that nonhumans make a difference in social formation. Through analyzing the text exchanges between farm actors, the paper surfaces the agencies of the most ventriloquized agricultural actants within their talks. Imagined in Bakhtin’s dialogical world, multiple voices were made to interplay across time and space creating tensions, on one hand, and facilitating the assimilation of similar qualities of ideologically differing voices, on the other. This paper stresses that the ideological difference of interplaying voices can be blurred in the process of assimilation or in the constitution of an organization. The “intertextual play of power” of multiple voices offers a postcolonial perspective in examining power in organization studies.
{"title":"Agribusiness Organizing in the Philippine South: The Intertextual Power Play of Weather and Market Agencies","authors":"Crina E. Tañongon","doi":"10.1177/08933189221111909","DOIUrl":"https://doi.org/10.1177/08933189221111909","url":null,"abstract":"This paper shows how an agribusiness in a remote agrarian village in the Philippines has been organized in traditional ways amid technological advancements and the free market. The paper draws on the Montreal School’s CCO approach, which holds that organizing begins at the level of interaction and that nonhumans make a difference in social formation. Through analyzing the text exchanges between farm actors, the paper surfaces the agencies of the most ventriloquized agricultural actants within their talks. Imagined in Bakhtin’s dialogical world, multiple voices were made to interplay across time and space creating tensions, on one hand, and facilitating the assimilation of similar qualities of ideologically differing voices, on the other. This paper stresses that the ideological difference of interplaying voices can be blurred in the process of assimilation or in the constitution of an organization. The “intertextual play of power” of multiple voices offers a postcolonial perspective in examining power in organization studies.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41735160","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 : 2022-06-29DOI: 10.1177/08933189221112045
L. Anderson, Ashley Jones-Bodie
Organizations, such as universities, face a variety of adversities, challenges, or disruptions that call for resilience to be enacted. Resilience is an important communicative process that relies on organizations and their stakeholders to collaboratively make sense of and respond to a given adversity, such as the COVID-19 pandemic. In order to identify the shared characteristics that organizations use in their communication surrounding adversity, we completed a genre analysis of the messages created by Big 10 Universities to welcome stakeholders to the 2020–2021 academic year. Through our analysis we uncovered commonalities that make organization-stakeholder resilience discourse distinct—(1) defining a shared relationship, (2) detailing steps to regain a sense of normalcy, and (3) describing the outcome of enacting resilience. Based on these findings, we propose a genre of organization-stakeholder resilience by highlighting the role of communication in cultivating resilience through the emphasis on discursive relationships that exist between organizations and stakeholders.
{"title":"Facing Adversity Together: Toward a Genre of Organization- Stakeholder Resilience Discourse","authors":"L. Anderson, Ashley Jones-Bodie","doi":"10.1177/08933189221112045","DOIUrl":"https://doi.org/10.1177/08933189221112045","url":null,"abstract":"Organizations, such as universities, face a variety of adversities, challenges, or disruptions that call for resilience to be enacted. Resilience is an important communicative process that relies on organizations and their stakeholders to collaboratively make sense of and respond to a given adversity, such as the COVID-19 pandemic. In order to identify the shared characteristics that organizations use in their communication surrounding adversity, we completed a genre analysis of the messages created by Big 10 Universities to welcome stakeholders to the 2020–2021 academic year. Through our analysis we uncovered commonalities that make organization-stakeholder resilience discourse distinct—(1) defining a shared relationship, (2) detailing steps to regain a sense of normalcy, and (3) describing the outcome of enacting resilience. Based on these findings, we propose a genre of organization-stakeholder resilience by highlighting the role of communication in cultivating resilience through the emphasis on discursive relationships that exist between organizations and stakeholders.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47427047","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 : 2022-06-16DOI: 10.1177/08933189221108360
Rong Wang, Bingwei Chen
Crowdsourcing social innovation refers to utilization of crowdsourcing to solve social issues. It faces two organizational communication challenges to attract contributions: the public’s short attention span and concerns about a project’s feasibility. Guided by configurational thinking, we combine agenda setting theory and signaling theory to explore how combinations of four factors—media coverage, project duration, number of partners, and cross-sectoral partnership—can complement or substitute for one another to explain high and low crowd contributions solicited. With 53 cases from Openideo.com, we employ a fuzzy-set qualitative comparative analysis to identify two pathways to high contributions and two pathways resulting in low contributions. Implications on how organizations may design their crowdsourcing projects to attract more contributions are provided.
{"title":"A Configurational Approach to Attracting Participation in Crowdsourcing Social Innovation: The Case of Openideo","authors":"Rong Wang, Bingwei Chen","doi":"10.1177/08933189221108360","DOIUrl":"https://doi.org/10.1177/08933189221108360","url":null,"abstract":"Crowdsourcing social innovation refers to utilization of crowdsourcing to solve social issues. It faces two organizational communication challenges to attract contributions: the public’s short attention span and concerns about a project’s feasibility. Guided by configurational thinking, we combine agenda setting theory and signaling theory to explore how combinations of four factors—media coverage, project duration, number of partners, and cross-sectoral partnership—can complement or substitute for one another to explain high and low crowd contributions solicited. With 53 cases from Openideo.com, we employ a fuzzy-set qualitative comparative analysis to identify two pathways to high contributions and two pathways resulting in low contributions. Implications on how organizations may design their crowdsourcing projects to attract more contributions are provided.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-06-16","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43668120","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 : 2022-06-13DOI: 10.1177/08933189221108349
Brian K. Richardson
Organizational whistleblowers routinely encounter retaliation such as job loss, ostracism, intimidation, and death threats which can impact their “master status,” or core identity. Questions remain about whether whistleblowing experiences can “spill over” into homes, affecting family identities. This study aimed to understand how spillover related to whistleblowing affected family identity, and to identify communicative factors which influenced family identity (re)construction. Thirty one individuals, including 15 whistleblowers and 16 family members of whistleblowers, were interviewed for this study. Data analysis revealed three family identities emerged from whistleblowing experiences: affirmed families, wounded families, and fragmented families. Social support processes and boundary management played key roles in family identity (re)construction. These findings engender theoretical implications for effective negotiation of work-home spillover and social support processes, whistleblowing models, and whistleblowing policies’ impacts on families. Specifically, findings indicate boundary negotiation that facilitate matching levels of social support was integral to maintaining healthy family identities.
{"title":"“Death Threats don’t Just Affect You, They Affect Your Family”: Investigating the Impact of Whistleblowing on Family Identity","authors":"Brian K. Richardson","doi":"10.1177/08933189221108349","DOIUrl":"https://doi.org/10.1177/08933189221108349","url":null,"abstract":"Organizational whistleblowers routinely encounter retaliation such as job loss, ostracism, intimidation, and death threats which can impact their “master status,” or core identity. Questions remain about whether whistleblowing experiences can “spill over” into homes, affecting family identities. This study aimed to understand how spillover related to whistleblowing affected family identity, and to identify communicative factors which influenced family identity (re)construction. Thirty one individuals, including 15 whistleblowers and 16 family members of whistleblowers, were interviewed for this study. Data analysis revealed three family identities emerged from whistleblowing experiences: affirmed families, wounded families, and fragmented families. Social support processes and boundary management played key roles in family identity (re)construction. These findings engender theoretical implications for effective negotiation of work-home spillover and social support processes, whistleblowing models, and whistleblowing policies’ impacts on families. Specifically, findings indicate boundary negotiation that facilitate matching levels of social support was integral to maintaining healthy family identities.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-06-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43758102","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 : 2022-06-02DOI: 10.1177/08933189221105808
Sun Young Lee, Sungwon Chung
Corporate social advocacy (CSA) has emerged to promote change on social issues in response to publics’ expectations and demands, but how different publics might respond to CSA differently is little understood. Grounded in Du et al.’s (2010) corporate social responsibility (CSR) communication framework, social judgment theory (SJT), and the elaboration likelihood model (ELM), we conducted an online survey (N = 505) to examine whether publics perceived CSA differently depending on their existing stance on an issue and whether the existing stance interacted with their attitude toward the company and news credibility. The results showed that individuals’ reaction to the CSA differed in light of their existing stance on an issue. Furthermore, when an individual's stance was undecided, attitude toward the company and news credibility were significantly related to change in issue stance, attitude toward the CSA campaign, and skepticism toward the company’s motives. We discuss the theoretical and practical implications.
{"title":"Publics’ Views of Corporate Social Advocacy Initiatives: Exploring Prior Issue Stance, Attitude Toward a Company, and News Credibility","authors":"Sun Young Lee, Sungwon Chung","doi":"10.1177/08933189221105808","DOIUrl":"https://doi.org/10.1177/08933189221105808","url":null,"abstract":"Corporate social advocacy (CSA) has emerged to promote change on social issues in response to publics’ expectations and demands, but how different publics might respond to CSA differently is little understood. Grounded in Du et al.’s (2010) corporate social responsibility (CSR) communication framework, social judgment theory (SJT), and the elaboration likelihood model (ELM), we conducted an online survey (N = 505) to examine whether publics perceived CSA differently depending on their existing stance on an issue and whether the existing stance interacted with their attitude toward the company and news credibility. The results showed that individuals’ reaction to the CSA differed in light of their existing stance on an issue. Furthermore, when an individual's stance was undecided, attitude toward the company and news credibility were significantly related to change in issue stance, attitude toward the CSA campaign, and skepticism toward the company’s motives. We discuss the theoretical and practical implications.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-06-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46311283","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 : 2022-05-30DOI: 10.1177/08933189221105916
Dajung Woo, Camille G. Endacott, Karen K. Myers
Research on newcomer uncertainty and information seeking behaviors has largely assumed that newcomers could interact with and observe others in physical work settings. This study examined how organizational newcomers sought information during the early stages of the COVID-19 pandemic without such possibility. Drawing on in-depth interviews with 30 individuals who began jobs remotely between February and November 2020, we uncovered three major areas of uncertainty: workplace relationships, task/role performance, and organizational norms. Our findings demonstrate how these newcomers managed the uncertainties through six information seeking tactics: organizing virtual small talks; initiating unsanctioned in-person meetings; asking overt and targeted questions; utilizing digital repositories; unintentional limit testing; and anticipating future information seeking. We discuss implications for remote newcomer socialization and provide propositions for future research.
{"title":"Navigating Water Cooler Talks Without the Water Cooler: Uncertainty and Information Seeking During Remote Socialization","authors":"Dajung Woo, Camille G. Endacott, Karen K. Myers","doi":"10.1177/08933189221105916","DOIUrl":"https://doi.org/10.1177/08933189221105916","url":null,"abstract":"Research on newcomer uncertainty and information seeking behaviors has largely assumed that newcomers could interact with and observe others in physical work settings. This study examined how organizational newcomers sought information during the early stages of the COVID-19 pandemic without such possibility. Drawing on in-depth interviews with 30 individuals who began jobs remotely between February and November 2020, we uncovered three major areas of uncertainty: workplace relationships, task/role performance, and organizational norms. Our findings demonstrate how these newcomers managed the uncertainties through six information seeking tactics: organizing virtual small talks; initiating unsanctioned in-person meetings; asking overt and targeted questions; utilizing digital repositories; unintentional limit testing; and anticipating future information seeking. We discuss implications for remote newcomer socialization and provide propositions for future research.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-30","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46906224","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 : 2022-05-28DOI: 10.1177/08933189221090255
Mahuya Pal, Heewon Kim, K. Harris, Ziyu Long, Jasmine R. Linabary, Elizabeth Wilhoit Larson, Peter R. Jensen, Angela N. Gist-Mackey, Jamie McDonald, Beatriz Nieto-Fernandez, Jing Jiang, Smita Misra, Sarah E. Dempsey
The ideas of this forum germinated at the Organizational Communication Division’s pre-conference at the 106th annual convention of the National Communication Association (NCA) in 2020. A group of scholar-teachers, committed to addressing various critical social issues, came together to challenge dominant ideas, paradigms, and structures within and beyond organizational communication. We engaged with decolonization and social justice as an ongoing project that cultivates scholarship, pedagogy, and public engagement. Our discussions left us with a sense of urgency and inspiration to work substantively toward thinking differently about organizational communication. Our goal in this forum is to present the collective as a sharp provocation to decenter the spaces of theorizing and pedagogical practices in organizational communication and beyond.
{"title":"Decolonizing Organizational Communication","authors":"Mahuya Pal, Heewon Kim, K. Harris, Ziyu Long, Jasmine R. Linabary, Elizabeth Wilhoit Larson, Peter R. Jensen, Angela N. Gist-Mackey, Jamie McDonald, Beatriz Nieto-Fernandez, Jing Jiang, Smita Misra, Sarah E. Dempsey","doi":"10.1177/08933189221090255","DOIUrl":"https://doi.org/10.1177/08933189221090255","url":null,"abstract":"The ideas of this forum germinated at the Organizational Communication Division’s pre-conference at the 106th annual convention of the National Communication Association (NCA) in 2020. A group of scholar-teachers, committed to addressing various critical social issues, came together to challenge dominant ideas, paradigms, and structures within and beyond organizational communication. We engaged with decolonization and social justice as an ongoing project that cultivates scholarship, pedagogy, and public engagement. Our discussions left us with a sense of urgency and inspiration to work substantively toward thinking differently about organizational communication. Our goal in this forum is to present the collective as a sharp provocation to decenter the spaces of theorizing and pedagogical practices in organizational communication and beyond.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-28","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41621158","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 : 2022-05-20DOI: 10.1177/08933189221103625
Alan K. Goodboy, Matthew M. Martin, C. Mills, Cathlin V. Clark-Gordon
Guided by the job demand-control-support model of workplace strain, this study tested a theoretical model of academic work environments to explain workplace bullying in academia. College professors (N = 503) completed a questionnaire about working in academia and experiencing bullying at work. Results of a conditional process analysis revealed that psychological job demands affected workplace bullying incidents directly, and indirectly through increased occupational stress; however, the mediated effect depended on how supportive the supervisor was and how much control professors had over their job duties (moderated moderated mediation). In departments where supervisors provided low to average social support to faculty, the indirect effect on bullying was weakened when professors had more decision authority over how they completed their job demands (moderated mediation). However, in departments where supervisors were highly supportive, there was no indirect effect of demands on workplace bullying through stress, despite how much or little decision authority professors had in doing their jobs (no moderated mediation). These findings speak to the importance of appointing a chairperson who will encourage professors’ autonomy in completing their work, and, more crucially, provide social support to discourage faculty bullying in response to job stressors.
{"title":"Workplace Bullying in Academia: A Conditional Process Model","authors":"Alan K. Goodboy, Matthew M. Martin, C. Mills, Cathlin V. Clark-Gordon","doi":"10.1177/08933189221103625","DOIUrl":"https://doi.org/10.1177/08933189221103625","url":null,"abstract":"Guided by the job demand-control-support model of workplace strain, this study tested a theoretical model of academic work environments to explain workplace bullying in academia. College professors (N = 503) completed a questionnaire about working in academia and experiencing bullying at work. Results of a conditional process analysis revealed that psychological job demands affected workplace bullying incidents directly, and indirectly through increased occupational stress; however, the mediated effect depended on how supportive the supervisor was and how much control professors had over their job duties (moderated moderated mediation). In departments where supervisors provided low to average social support to faculty, the indirect effect on bullying was weakened when professors had more decision authority over how they completed their job demands (moderated mediation). However, in departments where supervisors were highly supportive, there was no indirect effect of demands on workplace bullying through stress, despite how much or little decision authority professors had in doing their jobs (no moderated mediation). These findings speak to the importance of appointing a chairperson who will encourage professors’ autonomy in completing their work, and, more crucially, provide social support to discourage faculty bullying in response to job stressors.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":null,"pages":null},"PeriodicalIF":2.5,"publicationDate":"2022-05-20","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43390977","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: 10.1177/08933189221095615
Zhenyu Tian
Governmental politics in China continue to be a male-dominated arena such that Chinese women political leaders often carefully perform contested gender and occupational identities to negotiate a work-body (mis)alignment. Turning to sociomateriality, this study examines how gender and organizational paradox comes to matter as Chinese women negotiate the occupational identity of political leaders. The study simultaneously explores the types of identity work women leaders perform and the nonhuman actors they routinely encounter while working to make boundaries that outline the identity of political leaders. A thematic narrative analysis reveals the following: Suzhi work(s), guanxi work(s), and abject body work(s). Participants perform identity work constitutive of the masculine shapes/bodies of political suzhi and guanxi, while forming the abject body of a symbolic woman. Meanwhile, these bodies serve as working actors that move and touch participants in paradoxical ways.
{"title":"Suzhi, Guanxi, and the Abject Body: Nonhuman Agents of Paradox that Perform Identity Work Together With Chinese Women Political Leaders","authors":"Zhenyu Tian","doi":"10.1177/08933189221095615","DOIUrl":"https://doi.org/10.1177/08933189221095615","url":null,"abstract":"Governmental politics in China continue to be a male-dominated arena such that Chinese women political leaders often carefully perform contested gender and occupational identities to negotiate a work-body (mis)alignment. Turning to sociomateriality, this study examines how gender and organizational paradox comes to matter as Chinese women negotiate the occupational identity of political leaders. The study simultaneously explores the types of identity work women leaders perform and the nonhuman actors they routinely encounter while working to make boundaries that outline the identity of political leaders. A thematic narrative analysis reveals the following: Suzhi work(s), guanxi work(s), and abject body work(s). Participants perform identity work constitutive of the masculine shapes/bodies of political suzhi and guanxi, while forming the abject body of a symbolic woman. Meanwhile, these bodies serve as working actors that move and touch participants in paradoxical ways.","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":"46288922","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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