镜像和转换权威人物:股东对碳排放参与的腹语分析

IF 4.5 2区 管理学 Q1 MANAGEMENT Human Relations Pub Date : 2023-06-05 DOI:10.1177/00187267231174700
Rieneke Slager, Jean‐Pascal Gond, E. Sjöström
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引用次数: 1

摘要

我们研究了投资者与企业谈论气候变化的权力是如何建立的。利用“沟通是组织的组成部分”(CCO)的观点,我们分析了在股东参与企业碳排放时,谁代表谁(或什么)发言。基于一位代表20家公用事业公司的投资者群体的参与者之间的私人对话,我们确定了外交官、倡导者和教练这三个权威人物是如何表达对气候变化的担忧的。我们发现,公司对这些权威人物的镜像可能会导致对建议的行动方案的审议、回避或拒绝。我们从理论上探讨了在股东参与中,关系权威是如何通过权威人物之间的镜像和转换过程来进行沟通的。我们的框架通过强调外部行为者如何使用元数字来尝试制定适当的公司行动,为CCO和关系权威的研究做出了贡献。我们讨论了我们的框架对股东参与在当前绿色金融资本主义尝试中的作用的影响。
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Mirroring and switching authoritative personae: A ventriloquial analysis of shareholder engagement on carbon emissions
We examine how the authority of investors to speak about climate change with corporations is established. Leveraging the ‘communication as constitutive of organisations’ (CCO) perspective, we analyse who speaks on behalf of whom (or what) in shareholder engagement on corporate carbon emissions. Based on access to private dialogues between an engager acting on behalf of a pool of investors with 20 utility corporations, we identify how three authoritative personae—that of diplomat, advocate, and coach—convey climate change concerns. We find that the mirroring of these authoritative personae by corporations may lead to deliberation, evasion, or rejection of the suggested courses of action. We theorise how relational authority is communicatively constituted in shareholder engagement through a process of mirroring and switching between authoritative personae. Our framework contributes to the study of CCO and relational authority by highlighting how meta-figures are used by external actors in an attempt to author appropriate corporate actions. We discuss the implications of our framework for the role of shareholder engagement in current attempts at greening financial capitalism.
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来源期刊
Human Relations
Human Relations Multiple-
CiteScore
12.60
自引率
7.00%
发文量
82
期刊介绍: Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.
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