Pub Date : 2023-08-03DOI: 10.1177/00187267231187751
Benedikt Englert, Martin Sievert, Bernd Helmig, Karen Jansen
For decades, research on person–environment (P-E) fit has been a prevalent topic, emphasizing alignment between employees and the work environment and the accompanying positive consequences that flow from good fit. However, given the frequency of change and volatility experienced in organizations, it is far more likely that individuals, work groups, and organizations will sporadically experience misfit with various aspects of the environment. This recognition has led to steady growth in misfit research, but this literature lacks conceptual clarity, provides differing views on the interplay between fit and misfit, and as a result, insights on the consequences of misfit are fragmented. To address these shortcomings, we conducted a systematic review of the misfit literature and analyzed 106 scholarly articles published between 1981 and 2021. Our review offers three key contributions. First, we identify four distinct conceptualizations of misfit from the literature and then offer an integrative definition of misfit. Second, we provide a multi-level synthesis of the antecedents and outcomes of misfit that highlights the need for more cross-level and multi-level research. Third, we lay out a rich and detailed agenda of future research to further enhance our knowledge of misfit as a concept distinct from its P-E fit roots.
{"title":"The incongruity of misfit: A systematic literature review and research agenda","authors":"Benedikt Englert, Martin Sievert, Bernd Helmig, Karen Jansen","doi":"10.1177/00187267231187751","DOIUrl":"https://doi.org/10.1177/00187267231187751","url":null,"abstract":"For decades, research on person–environment (P-E) fit has been a prevalent topic, emphasizing alignment between employees and the work environment and the accompanying positive consequences that flow from good fit. However, given the frequency of change and volatility experienced in organizations, it is far more likely that individuals, work groups, and organizations will sporadically experience misfit with various aspects of the environment. This recognition has led to steady growth in misfit research, but this literature lacks conceptual clarity, provides differing views on the interplay between fit and misfit, and as a result, insights on the consequences of misfit are fragmented. To address these shortcomings, we conducted a systematic review of the misfit literature and analyzed 106 scholarly articles published between 1981 and 2021. Our review offers three key contributions. First, we identify four distinct conceptualizations of misfit from the literature and then offer an integrative definition of misfit. Second, we provide a multi-level synthesis of the antecedents and outcomes of misfit that highlights the need for more cross-level and multi-level research. Third, we lay out a rich and detailed agenda of future research to further enhance our knowledge of misfit as a concept distinct from its P-E fit roots.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"7 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-08-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"136327293","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-08-02DOI: 10.1177/00187267231186532
G. Molecke, Tobias Hahn, J. Pinkse
In paradoxical situations, organizational actors face various demands that are contradictory and interdependent at the same time. While the current literature focuses on how organizational actors respond to these paradoxical demands, it does so in a depersonalized manner with little attention to the stakeholders behind these demands. Therefore, it fails to explain how organizational actors legitimize their responses to paradox to those stakeholders who bring up the paradoxical demands. Using a narrative sensemaking approach, we study how social entrepreneurs legitimize their efforts to respond to paradoxical stakeholder demands for both delivering and measuring social impact. We find that social entrepreneurs legitimize their responses to this paradoxical situation through a narrative mechanism of folding. Through folding, narrators construct legitimizing accounts by narratively producing temporary alignments with some stakeholder interests, while opposing others. Through the recurring and consistently inconsistent use of the narrative practices of embodying and positioning, narrators produce a legitimizing account that overall portrays their responses to paradox as balanced and non-biased. As our main contribution, we offer a model of folding as a narrative, interest-based mechanism that explains how organizational actors legitimize their efforts to navigate paradoxical situations by portraying themselves as attending to paradoxical demands through a temporary and fluid shift between momentary alignments and oppositions of stakeholder interests.
{"title":"Folding organizational paradoxes: Narrative practices for legitimation amid competing stakeholder demands","authors":"G. Molecke, Tobias Hahn, J. Pinkse","doi":"10.1177/00187267231186532","DOIUrl":"https://doi.org/10.1177/00187267231186532","url":null,"abstract":"In paradoxical situations, organizational actors face various demands that are contradictory and interdependent at the same time. While the current literature focuses on how organizational actors respond to these paradoxical demands, it does so in a depersonalized manner with little attention to the stakeholders behind these demands. Therefore, it fails to explain how organizational actors legitimize their responses to paradox to those stakeholders who bring up the paradoxical demands. Using a narrative sensemaking approach, we study how social entrepreneurs legitimize their efforts to respond to paradoxical stakeholder demands for both delivering and measuring social impact. We find that social entrepreneurs legitimize their responses to this paradoxical situation through a narrative mechanism of folding. Through folding, narrators construct legitimizing accounts by narratively producing temporary alignments with some stakeholder interests, while opposing others. Through the recurring and consistently inconsistent use of the narrative practices of embodying and positioning, narrators produce a legitimizing account that overall portrays their responses to paradox as balanced and non-biased. As our main contribution, we offer a model of folding as a narrative, interest-based mechanism that explains how organizational actors legitimize their efforts to navigate paradoxical situations by portraying themselves as attending to paradoxical demands through a temporary and fluid shift between momentary alignments and oppositions of stakeholder interests.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":" ","pages":""},"PeriodicalIF":5.7,"publicationDate":"2023-08-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46833697","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-24eCollection Date: 2023-01-01DOI: 10.1017/awf.2023.46
Nermina Spahija, Ismar Lutvikadić, Adna Ćoso, Alan Maksimović
In previous years interest has grown in investigating the attitudes and capabilities of veterinarians regarding the recognition, quantification and treatment of animal pain throughout different parts of the world and encompassing various species. This is the first report exploring the attitudes and self-rated abilities of veterinarians in Bosnia and Herzegovina (B&H) concerning recognition and quantification of pain in domestic animals. A study questionnaire was made available to 535 general practice veterinarians throughout B&H and 73 (14%) responded in full. The questionnaire contained polar, multiple choice, ordinal and interval scale questions and consisted of sections asking about demographic data, attitudes to pain recognition and quantification, use and availability of analgesics, estimates of pain intensity during specific surgical procedures, and the perceived need for pain assessment and continuing education programmes for analgesia. Half of the respondents considered the recognition and quantification of pain to be difficult while 89% did not make use of pain assessment scales. Of the respondents, (33/73; 45%) felt a certain level of pain to be advantageous since it reduces the activity of the healing animal, whereas 52% (38/73) did not agreed with this concept. Cost was a consideration when deciding whether or not to use analgesics for 58% (42/73) of the respondents with the most commonly used types being NSAIDs (72/73;99%) and opioids (60/73; 82%). Practitioners in B&H displayed awareness of the importance of pain assessment and management however a significant proportion were unaware of pain scales and relied upon physiological indicators of pain.
{"title":"Current attitudes and self-rated abilities of Bosnia and Herzegovina veterinarians toward pain recognition and quantification in domestic animals.","authors":"Nermina Spahija, Ismar Lutvikadić, Adna Ćoso, Alan Maksimović","doi":"10.1017/awf.2023.46","DOIUrl":"10.1017/awf.2023.46","url":null,"abstract":"<p><p>In previous years interest has grown in investigating the attitudes and capabilities of veterinarians regarding the recognition, quantification and treatment of animal pain throughout different parts of the world and encompassing various species. This is the first report exploring the attitudes and self-rated abilities of veterinarians in Bosnia and Herzegovina (B&H) concerning recognition and quantification of pain in domestic animals. A study questionnaire was made available to 535 general practice veterinarians throughout B&H and 73 (14%) responded in full. The questionnaire contained polar, multiple choice, ordinal and interval scale questions and consisted of sections asking about demographic data, attitudes to pain recognition and quantification, use and availability of analgesics, estimates of pain intensity during specific surgical procedures, and the perceived need for pain assessment and continuing education programmes for analgesia. Half of the respondents considered the recognition and quantification of pain to be difficult while 89% did not make use of pain assessment scales. Of the respondents, (33/73; 45%) felt a certain level of pain to be advantageous since it reduces the activity of the healing animal, whereas 52% (38/73) did not agreed with this concept. Cost was a consideration when deciding whether or not to use analgesics for 58% (42/73) of the respondents with the most commonly used types being NSAIDs (72/73;99%) and opioids (60/73; 82%). Practitioners in B&H displayed awareness of the importance of pain assessment and management however a significant proportion were unaware of pain scales and relied upon physiological indicators of pain.</p>","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"41 1","pages":"e50"},"PeriodicalIF":1.2,"publicationDate":"2023-07-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10936280/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"86834561","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"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 : 2023-07-13DOI: 10.1177/00187267231182774
Aykut Berber, Mustafa Bilgehan Ozturk, A. Gökhan Acar
The information technology (IT) industry is becoming more widely renowned for its professionals seeking global career opportunities. These individuals independently build careers abroad, often receiving limited economic benefits while facing socially conditioned perceptions from their employers, peers, managers and clients. However, there is little research on how they perceive their personal and social worlds, and use their knowledge, skills and other personal resources to shape their careers in these circumstances. This study explores the meaning of being a foreign professional as understood by the IT professionals themselves by reflecting on their expectations, emotions and interactions with others. In-depth interviews were conducted with 11 non-national professionals working in domestic IT companies in Germany. We used interpretative phenomenological analysis to gain insight through their individual perspectives into their agentic work behaviours and the injustices they perceived. We identified three major themes that explained how participants interpreted their roles in their organisations (reinterpretation), resituated themselves in their interactions with clients (recontextualisation) and changed the way they made sense of their status in their current circumstances (reframing). The experiential themes were discussed in light of literature, while individual nuances led us to identify unexplored features of the studied phenomenon.
{"title":"Outlanders at work: An interpretative phenomenological analysis of foreign IT professionals’ work experiences in Germany","authors":"Aykut Berber, Mustafa Bilgehan Ozturk, A. Gökhan Acar","doi":"10.1177/00187267231182774","DOIUrl":"https://doi.org/10.1177/00187267231182774","url":null,"abstract":"The information technology (IT) industry is becoming more widely renowned for its professionals seeking global career opportunities. These individuals independently build careers abroad, often receiving limited economic benefits while facing socially conditioned perceptions from their employers, peers, managers and clients. However, there is little research on how they perceive their personal and social worlds, and use their knowledge, skills and other personal resources to shape their careers in these circumstances. This study explores the meaning of being a foreign professional as understood by the IT professionals themselves by reflecting on their expectations, emotions and interactions with others. In-depth interviews were conducted with 11 non-national professionals working in domestic IT companies in Germany. We used interpretative phenomenological analysis to gain insight through their individual perspectives into their agentic work behaviours and the injustices they perceived. We identified three major themes that explained how participants interpreted their roles in their organisations (reinterpretation), resituated themselves in their interactions with clients (recontextualisation) and changed the way they made sense of their status in their current circumstances (reframing). The experiential themes were discussed in light of literature, while individual nuances led us to identify unexplored features of the studied phenomenon.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":" ","pages":""},"PeriodicalIF":5.7,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43848228","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-13DOI: 10.1177/00187267231183852
F. Azmat, R. Rentschler, Boram Lee, Y. Fujimoto
Relational pressures across multiple levels push organisations to behave socially responsibly or sometimes irresponsibly. But how do relational pressures across multiple levels influence social responsibility of small nonprofit organisations working with marginalised groups? Nonprofit organisations are increasing in importance owing to their role in development and representation of marginalised groups’ interests, yet their social responsibility is little understood. Using the lens of standpoint theory, we explore social responsibility of small disability arts organisations in the nonprofit sector in Australia drawing on 53 interviews involving actors at multiple levels, supplemented by site visits and observations. We find small nonprofit organisations’ social responsibility in a state of flux, influenced by differing priorities, expectations, and demands from various actors across levels. We provide insights into organisational social responsibility dynamics, identifying three major tensions that small arts organisations face – formality versus informality, agency versus representation, and access versus excellence – in seeking to be socially responsible. Our findings have relevance for organisations in the wider nonprofit sector, underscoring the need to explore their social responsibility from a relational perspective. Further, the resultant tensions from relational pressures, as identified in our study, provide important implications for organisational social responsibility advancing theoretical and practical knowledge in this emerging field.
{"title":"Understanding social responsibility and relational pressures in nonprofit organisations","authors":"F. Azmat, R. Rentschler, Boram Lee, Y. Fujimoto","doi":"10.1177/00187267231183852","DOIUrl":"https://doi.org/10.1177/00187267231183852","url":null,"abstract":"Relational pressures across multiple levels push organisations to behave socially responsibly or sometimes irresponsibly. But how do relational pressures across multiple levels influence social responsibility of small nonprofit organisations working with marginalised groups? Nonprofit organisations are increasing in importance owing to their role in development and representation of marginalised groups’ interests, yet their social responsibility is little understood. Using the lens of standpoint theory, we explore social responsibility of small disability arts organisations in the nonprofit sector in Australia drawing on 53 interviews involving actors at multiple levels, supplemented by site visits and observations. We find small nonprofit organisations’ social responsibility in a state of flux, influenced by differing priorities, expectations, and demands from various actors across levels. We provide insights into organisational social responsibility dynamics, identifying three major tensions that small arts organisations face – formality versus informality, agency versus representation, and access versus excellence – in seeking to be socially responsible. Our findings have relevance for organisations in the wider nonprofit sector, underscoring the need to explore their social responsibility from a relational perspective. Further, the resultant tensions from relational pressures, as identified in our study, provide important implications for organisational social responsibility advancing theoretical and practical knowledge in this emerging field.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":" ","pages":""},"PeriodicalIF":5.7,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"49107194","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-07-13DOI: 10.1177/00187267231183305
Konstantinos Tasoulis, I. Pappas, P. Vlachos, E. Oruh
Can organizational culture be intentionally changed? And if so, what are the pathways to success versus failure? We address these questions by employing a configurational perspective, which allows us to examine the impact of multiple combinations of employee perceptions and traits on planned organizational culture change. Although employees have long been the focus of culture change research, the complex interactions of factors affecting their reactions have been largely ignored. With such a focus, the study empirically identifies pathways to successful versus failed organizational culture change, drawing rare empirical evidence from 59 interviews and secondary data from one of the longest surviving examples of industrial democracy, John Lewis Partnership, which underwent change geared away from a ‘civil-service’ towards a high-performance culture. Applying a fuzzy-set qualitative comparative analysis (fsQCA), we identify multiple equifinal combinations of employee perceptions and traits (e.g., perceived organizational support, empowerment, and tenure) associated with successful or failed organizational culture change. Interestingly, we find more pathways leading to positive (i.e., ‘comparing’, ‘acquitting’, and ‘tolerating’) versus negative (i.e., ‘disillusioning’ and ‘dissociating’) reactions to culture change. We leverage these findings to show that employee reactions are more complex than currently considered, illustrating the value of a configurational perspective in such efforts.
组织文化可以被有意地改变吗?如果是这样，成功和失败的途径是什么?我们通过采用配置视角来解决这些问题，这使我们能够检查员工感知和特征的多种组合对计划的组织文化变革的影响。虽然员工长期以来一直是文化变革研究的焦点，但影响员工反应的因素之间复杂的相互作用在很大程度上被忽视了。有了这样一个重点，该研究从经验上确定了成功与失败的组织文化变革的途径，从59个访谈中提取了罕见的经验证据，并从工业民主中存活时间最长的例子之一约翰刘易斯合伙公司(John Lewis Partnership)获得了二手数据，该公司经历了从“公务员”向高性能文化的转变。运用模糊集定性比较分析(fsQCA)，我们确定了与组织文化变革成功或失败相关的员工感知和特征(例如，感知到的组织支持、授权和任期)的多种等效组合。有趣的是，我们发现更多的途径导致积极(即“比较”，“无罪”和“容忍”)而不是消极(即“幻灭”和“分离”)对文化变化的反应。我们利用这些发现来表明员工的反应比目前认为的更复杂，说明了在这种努力中配置视角的价值。
{"title":"Employee reactions to planned organizational culture change: A configurational perspective","authors":"Konstantinos Tasoulis, I. Pappas, P. Vlachos, E. Oruh","doi":"10.1177/00187267231183305","DOIUrl":"https://doi.org/10.1177/00187267231183305","url":null,"abstract":"Can organizational culture be intentionally changed? And if so, what are the pathways to success versus failure? We address these questions by employing a configurational perspective, which allows us to examine the impact of multiple combinations of employee perceptions and traits on planned organizational culture change. Although employees have long been the focus of culture change research, the complex interactions of factors affecting their reactions have been largely ignored. With such a focus, the study empirically identifies pathways to successful versus failed organizational culture change, drawing rare empirical evidence from 59 interviews and secondary data from one of the longest surviving examples of industrial democracy, John Lewis Partnership, which underwent change geared away from a ‘civil-service’ towards a high-performance culture. Applying a fuzzy-set qualitative comparative analysis (fsQCA), we identify multiple equifinal combinations of employee perceptions and traits (e.g., perceived organizational support, empowerment, and tenure) associated with successful or failed organizational culture change. Interestingly, we find more pathways leading to positive (i.e., ‘comparing’, ‘acquitting’, and ‘tolerating’) versus negative (i.e., ‘disillusioning’ and ‘dissociating’) reactions to culture change. We leverage these findings to show that employee reactions are more complex than currently considered, illustrating the value of a configurational perspective in such efforts.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"1 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2023-07-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41348366","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-29DOI: 10.1177/00187267231179901
V. Pulignano, D. Grimshaw, M. Domecka, Lander Vermeerbergen
Digital platforms provide many workers with vital income and offer the promise of flexible work, and yet also contribute to experiences of precariousness and exploitation, particularly with regard to pressures to undertake unpaid work. This article explores why unpaid labour is necessary and what drives its extent and form among diverse types of digital platforms. We theorize two ideal types of ‘open’ and ‘closed’ socio-technical platform regimes of worker autonomy, building on sociological insights about socio-technical systems, management control over worker autonomy and labour market segmentation by skill. In principle, ‘open’ (‘closed’) platform regimes grant relatively high (low) worker autonomy in terms of access to the platform, paid work and control over work tasks. Analysing five case studies, illustrative of ‘open’ and ‘closed’ regimes, we investigate unpaid labour in low-skill locational (i.e. food delivery) platforms and medium/high-skill online (i.e. freelancing) platforms. In brief, digital freelancers exhibit a lower extent of unpaid labour within relatively ‘open’ regimes, owing to greater autonomy over access to, and control over, platform work in a sector requiring medium/high skills. Conversely, ‘closed’ regimes mitigate unpaid labour for food-delivery platforms by providing market shelter for workers, who are easily replaced in an overcrowded sector requiring few skills.
{"title":"Why does unpaid labour vary among digital labour platforms? Exploring socio-technical platform regimes of worker autonomy","authors":"V. Pulignano, D. Grimshaw, M. Domecka, Lander Vermeerbergen","doi":"10.1177/00187267231179901","DOIUrl":"https://doi.org/10.1177/00187267231179901","url":null,"abstract":"Digital platforms provide many workers with vital income and offer the promise of flexible work, and yet also contribute to experiences of precariousness and exploitation, particularly with regard to pressures to undertake unpaid work. This article explores why unpaid labour is necessary and what drives its extent and form among diverse types of digital platforms. We theorize two ideal types of ‘open’ and ‘closed’ socio-technical platform regimes of worker autonomy, building on sociological insights about socio-technical systems, management control over worker autonomy and labour market segmentation by skill. In principle, ‘open’ (‘closed’) platform regimes grant relatively high (low) worker autonomy in terms of access to the platform, paid work and control over work tasks. Analysing five case studies, illustrative of ‘open’ and ‘closed’ regimes, we investigate unpaid labour in low-skill locational (i.e. food delivery) platforms and medium/high-skill online (i.e. freelancing) platforms. In brief, digital freelancers exhibit a lower extent of unpaid labour within relatively ‘open’ regimes, owing to greater autonomy over access to, and control over, platform work in a sector requiring medium/high skills. Conversely, ‘closed’ regimes mitigate unpaid labour for food-delivery platforms by providing market shelter for workers, who are easily replaced in an overcrowded sector requiring few skills.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":" ","pages":""},"PeriodicalIF":5.7,"publicationDate":"2023-06-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48455733","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2023-06-08DOI: 10.1177/00187267231176671
Gabriela Gutierrez-Huerter O
How can we make sense of the range of organizational dynamics that emerge when managers of multi-national enterprises (MNEs) seek to serve their interests as they perceive multiple demands in relation to corporate social responsibility (CSR)? In this article, I conceptualize this situation as a case of CSR institutional plurality. Drawing from the literature on MNE micro-politics, which I connect to the CSR literature, I analyze qualitative data gathered from five subsidiaries of a UK MNE to which their HQ transferred CSR reporting: a global norm with a typical explicit CSR mode. My analysis reveals that subsidiary managers responded to CSR institutional plurality by developing aligned or contested versions of the global CSR norm, that were then promoted through the deployment of discursive and symbolic tactics. I develop a grounded model that improves understanding of three power capabilities of subsidiary actors, that is, their socialization to explicit CSR norms, the exercise of employee voice and their political capital that can be deployed to support or curb the advancement of the managerial tactics. In doing so, I reveal the complex pathways through which lower-status subsidiary actors can take part in the reconfiguration of a global CSR norm.
{"title":"Responding to institutional plurality: Micro-politics in the rollout of a global corporate social responsibility norm in a multi-national enterprise","authors":"Gabriela Gutierrez-Huerter O","doi":"10.1177/00187267231176671","DOIUrl":"https://doi.org/10.1177/00187267231176671","url":null,"abstract":"How can we make sense of the range of organizational dynamics that emerge when managers of multi-national enterprises (MNEs) seek to serve their interests as they perceive multiple demands in relation to corporate social responsibility (CSR)? In this article, I conceptualize this situation as a case of CSR institutional plurality. Drawing from the literature on MNE micro-politics, which I connect to the CSR literature, I analyze qualitative data gathered from five subsidiaries of a UK MNE to which their HQ transferred CSR reporting: a global norm with a typical explicit CSR mode. My analysis reveals that subsidiary managers responded to CSR institutional plurality by developing aligned or contested versions of the global CSR norm, that were then promoted through the deployment of discursive and symbolic tactics. I develop a grounded model that improves understanding of three power capabilities of subsidiary actors, that is, their socialization to explicit CSR norms, the exercise of employee voice and their political capital that can be deployed to support or curb the advancement of the managerial tactics. In doing so, I reveal the complex pathways through which lower-status subsidiary actors can take part in the reconfiguration of a global CSR norm.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"76 1","pages":"0"},"PeriodicalIF":0.0,"publicationDate":"2023-06-08","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"135269419","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":2,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
京公网安备 11010802042870号
京ICP备2023020795号-1
扫码关注我们
求助内容：
应助结果提醒方式：