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":"37 1","pages":"281 - 309"},"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":"37 1","pages":"251 - 280"},"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":"36 1","pages":"547 - 577"},"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":"36 1","pages":"664 - 687"},"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":"37 1","pages":"99 - 126"},"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}
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":"36 1","pages":"637 - 663"},"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":"36 1","pages":"710 - 735"},"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: 10.1177/08933189221098199
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":"36 1","pages":"761 - 771"},"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 : 2022-05-16DOI: 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":"37 1","pages":"127 - 143"},"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 : 2022-05-15DOI: 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":"37 1","pages":"207 - 224"},"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}
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