搜索结果：Human relations; studies towards the integration of the social sciences

Guidelines for developing effective programs of mass persuasion were provided. These guidelines were derived from the findings of studies, undertaken by the Division of Program Surveys of the Department of Agriculture for the War Finance Division of the U.S. Treasury Department, for the purpose of evaluating the U.S. Government's efforts to promote the sale of war bonds during the 2nd World War. The evaluation studies demonstrated how difficult it was to induce mass behavioral changes. Effective programs of mass persuasion must 1) change the cognitive structures of individuals; 2) change the motivational structures of individuals; and 3) activate new forms of behavior. In order to promote cognitive change it is necessary to insure that the sense organs receive the media messages and that the messages are relatively compatible with the existing cognitive structures of the individuals receiving the messages. If the messages are too deviant, they will be rejected or distorted by the receiver. To promote individuals toward a specific action, the individuals must be convinced that the action, being induced, will lead to the fulfillment of personal goals; however, even motivated persons frequently fail to perform the actual behavioral patterns which is being promoted. Individuals must also be provided with a specific path of action and a specific time for action. Only if all 3 of these processual changes are induced will a program of mass persuasion effectively accomplish its goal.

In this article, we develop the founding elements of the concept of Communities of Practice by elaborating on the learning processes happening at the heart of such communities. In particular, we provide a consistent perspective on the notions of knowledge, knowing and knowledge sharing that is compatible with the essence of this concept - that learning entails an investment of identity and a social formation of a person. We do so by drawing richly from the work of Michael Polanyi and his conception of personal knowledge, and thereby we clarify the scope of Communities of Practice and offer a number of new insights into how to make such social structures perform well in professional settings. The conceptual discussion is substantiated by findings of a qualitative empirical study in the UK National Health Service. As a result, the process of 'thinking together' is conceptualized as a key part of meaningful Communities of Practice where people mutually guide each other through their understandings of the same problems in their area of mutual interest, and this way indirectly share tacit knowledge. The collaborative learning process of 'thinking together', we argue, is what essentially brings Communities of Practice to life and not the other way round.

In this critical essay, I contend that accelerating demands for novel theories in management studies imply that new methodologies and data are sometimes accepted prematurely as supply of these novel theories. This point is illustrated with reference to how neuroscience can inform management research. I propose two demand forces that foster the increased focus on neuroscience in management studies, these being (i) the direction of public research funding, and (ii) publication bias as a boost for journal impact factor. Looking at the supply side, I note that (i) the statistical power of studies using functional magnetic resonance imaging (or fMRI, the 'gold' standard) is unacceptably low, (ii) the use of imprecise 'motherhood' statements, and (iii) the dismissal of ethical concerns in the formulation of management theories and practice informed by neuroscience. I then briefly outline the bad consequences of this for management theory and practice, emphasize why it is important to prevent these consequences, and offer some methodological suggestions for future research.

Mediation is a widely used form of third-party conflict management for which research has primarily focused on the role of mediators. But how are the relations between disputing parties constituted in communication involving written texts, such as official letters or medical reports, during mediation sessions? To gain deeper insight into the communicative dynamics through which third-party disputes are created, sustained, and resolved, this article proposes a new theoretical perspective on mediation that illuminates how human beings and written texts can act as vectors for each other, i.e., how they can make important differences in mediation sessions because they carry or convey what someone or something else is saying, doing, thinking, or feeling and, thus, contribute to composing the nature of disputants' relations. The value of this vectorial perspective on mediation is subsequently demonstrated through an inductive analysis of video-recorded sessions that took place at an administrative tribunal in Canada. By showing how texts (or their absence) can act as (1) conjunctive vectors that contribute to highlighting disputants' compatibilities and help them find common ground, or (2) disjunctive vectors that contribute to highlighting their incompatibilities and obstruct their dispute resolution, this article advances the academic and professional literature on the role of communication in conflict mediation work, and reveals significant implications for the study and practice of conflict management in organizations as well as scholarship on relational ontologies.

What motivates managers to deliver bad news in a just manner and why do some managers fail to treat recipients of bad news with dignity and respect? Given the importance of delivering bad news in a just manner, answering these questions is critical to promote justice in the workplace. Drawing on appraisal theories of emotions, we propose that people with higher core self-evaluations may be less likely to deliver bad news in an interpersonally just manner. This is because these actors are more likely to appraise the delivery of bad news as a situation in which they have high coping potential and are therefore less likely to experience anxiety. However, we propose that anxiety can be important for propelling the enactment of interpersonal justice. We test our predictions across three studies (with four samples of full-time managers and employees). Theoretical and practical contributions include enhancing our understanding of who is motivated to enact interpersonal justice, why they are motivated to do so, and how to enhance justice in the workplace. Our findings also challenge the assumption that negative emotions are necessarily dysfunctional for the enactment of interpersonal justice and instead highlight the facilitative role of anxiety in this context.

This article sets out to investigate how flexitime and teleworking can help women maintain their careers after childbirth. Despite the increased number of women in the labour market in the UK, many significantly reduce their working hours or leave the labour market altogether after childbirth. Based on border and boundary management theories, we expect flexitime and teleworking can help mothers stay employed and maintain their working hours. We explore the UK case, where the right to request flexible working has been expanded quickly as a way to address work-life balance issues. The dataset used is Understanding Society (2009-2014), a large household panel survey with data on flexible work. We find some suggestive evidence that flexible working can help women stay in employment after the birth of their first child. More evidence is found that mothers using flexitime and with access to teleworking are less likely to reduce their working hours after childbirth. This contributes to our understanding of flexible working not only as a tool for work-life balance, but also as a tool to enhance and maintain individuals' work capacities in periods of increased family demands. This has major implications for supporting mothers' careers and enhancing gender equality in the labour market.

What are the implications of the growing use of artificial intelligence (AI) in recruitment and hiring for organizational inequalities? While advocates suggest that AI is a groundbreaking tool that can enhance hiring precision, efficiency, diversity and fit, critics raise serious concerns around bias, fairness, and privacy. This review article critically advances this debate by drawing on diverse scholarship across computing and data sciences; human resource, management, and organization studies; social sciences; and law. Using a hybrid review approach that combines scoping and problematizing review methods, we examine the implications of algorithmic hiring for organizational inequalities. Our review identifies a multidisciplinary discussion marked by asymmetries in how key concerns are conceptualized; a clear and heightened potential for AI to conceal inequalities in hiring processes; and contestation over the regulation of algorithmic hiring. Building on Acker's (2006) framework of 'inequality regimes', we propose the concept of algorithmically-mediated inequality regimes to highlight AI's capacity for concealing and reproducing inequalities in hiring through enhanced algorithmic invisibility and the growing legitimacy of AI solutions. We propose an agenda for future research, policy, and practice, emphasizing the need for an interdisciplinary 'chain of knowledge' and a multi-stakeholder 'chain of responsibility' in AI application and regulation.

What does inequality mean for dysfunctional organizational behaviours, such as workplace bullying? This article argues that workplace bullying can be understood as a manifestation of intergroup dynamics originating beyond the organization. We introduce the construct of asymmetric intergroup bullying: the disproportionate mistreatment of members of low status groups, with the intended effect of enhancing the subordination of that group in society at large. Analysis of data from 38 interviews with public and private sector workers in Turkey depicts a pattern of asymmetric intergroup bullying, undertaken to achieve organizational and broader sociopolitical goals. Respondents reported bullying acts used to get rid of unwanted personnel, with the goal of avoiding severance pay, or of removing supporters of the former government from positions of political and economic influence. Bullying was also described as working towards the dominance of the sociocultural worldview of one political group over another. We discuss asymmetric intergroup bullying as one mechanism through which acute intergroup hierarchy in the broader society corrupts management practice and employee interactions, in turn exacerbating economic inequality along group lines.

This article develops theoretical understanding of the involvement of wealthy entrepreneurs in socially transformative projects by offering a foundational theory of philanthropic identity narratives. We show that these narratives are structured according to the metaphorical framework of the journey, through which actors envision and make sense of personal transformation. The journey provides a valuable metaphor for conceptualizing narrative identities in entrepreneurial careers as individuals navigate different social landscapes, illuminating identities as unfolding through a process of wayfinding in response to events, transitions and turning-points. We delineate the journey from entrepreneurship to philanthropy, and propose a typology of rewards that entrepreneurs claim to derive from giving. We add to the expanding literature on narrative identities by suggesting that philanthropic identity narratives empower wealthy entrepreneurs to generate a legacy of the self that is both self- and socially oriented, these 'generativity scripts' propelling their capacity for action while ensuring the continuation of their journeys.

Fly-in fly-out (FIFO) work camps are built and organized to ensure that long-distance rotational workers are fed, housed, and mobilized in sync with the pressing yet unpredictable rhythms of resource extraction. Positioned thus 'betwixt and between' the complex relations of work and life (Johnsen and Sørensen, 2015), the work camp is a generative yet hitherto neglected example of the temporal operations of permanent liminality (Bamber et al., 2017). But what does this mean for workers? If camp does the liminal work of managing the temporal challenges of the resource-based mobility regime, how do FIFO workers experience and respond to its inevitable lived consequences? Drawing on rare qualitative fieldwork in Canada's Athabasca Oil Sands, we explain the effects of camp time-disorientation, monotony, and entrapment-and examine the temporal tactics workers deploy to manage those effects, from embracing and disrupting internal camp routines to aligning and syncing with outside and future-oriented temporalities. We argue that workers' tactics make them 'competent liminars' (Borg and Söderlund, 2015) of camp time, which is, in turn, crucial to the latter's disciplining function within the FIFO mobility regime. Our findings invite renewed attention to the temporal mediation accomplished by liminal people and places, especially in organizational contexts aimed at institutionally harnessing social time to productive imperatives.

We generate and test a moderated mediation model of the effects of two retirement-related stressors (namely, financial and marital) on the severity of alcohol misuse among retirees. We posit that in addition to using alcohol to cope with stressors in retirement, alcohol may also be used to self-medicate the secondary, sleep-related effects of such stressors, and that gender serves as a key boundary condition, moderating the impact of such stressors on sleep-related problems, and of sleep-related problems on alcohol misuse. Using longitudinal data collected from a sample of 292 retirees, our findings generally support this model, suggesting that both stressors are associated with the severity of alcohol misuse among male retirees. Moreover, our findings demonstrate that -- for male retirees -- the effect of both stressors on the severity of alcohol misuse is to a large extent secondary to the stressors themselves, mediated by the sleep-related problems they may generate.

Project-based organizations in the film industry usually have a dual-leadership structure, based on a division of tasks between the dual leaders - the director and the producer - in which the former is predominantly responsible for the artistic and the latter for the commercial aspects of the film. These organizations also have a role hierarchically below and between the dual leaders: the 1st assistant director. This organizational constellation is likely to lead to role conflict and role ambiguity experienced by the person occupying that particular role. Although prior studies found negative effects of role conflict and role ambiguity, this study shows they can also have beneficial effects because they create space for defining the role expansively that, in turn, can be facilitated by the dual leaders defining their own roles more narrowly. In a more general sense, this study also shows the usefulness of analyzing the antecedents and consequences of roles, role definition, and role crafting in connection to the behavior of occupants of adjacent roles.

Recent studies have highlighted the utility of anger at work, suggesting that anger can have positive outcomes. Using the Dual Threshold Model, we assess the positive and negative consequences of anger expressions at work and focus on the conditions under which expressions of anger crossing the impropriety threshold are perceived as productive or counterproductive by observers or targets of that anger. To explore this phenomenon, we conducted a phenomenological study (n = 20) to probe the lived experiences of followers (as observers and targets) associated with anger expressions by military leaders. The nature of task (e.g. the display rules prescribed for combat situations) emerged as one condition under which the crossing of the impropriety threshold leads to positive outcomes of anger expressions. Our data reveal tensions between emotional display rules and emotional display norms in the military, thereby fostering paradoxical attitudes toward anger expression and its consequences among followers. Within this paradoxical space, anger expressions have both positive (asymmetrical) and negative (symmetrical) consequences. We place our findings in the context of the Dual Threshold Model, discuss the practical implications of our research and offer avenues for future studies.

Increasing care needs and a declining workforce put pressure on the quality and continuity of long-term elderly care. The need to attract and retain a solid workforce is increasingly acknowledged. This study reports about a change initiative that aimed to improve the quality of care and working life in residential elderly care. The research focus is on understanding the process of workforce change and development, by retrospectively exploring the experiences of care professionals. A responsive evaluation was conducted at a nursing home department in the Netherlands one year after participating in the change program. Data were gathered by participant observations, interviews and a focus and dialogue group. A thematic analysis was conducted. Care professionals reported changes in workplace climate and interpersonal interactions. We identified trust, space and connectedness as important concepts to understand perceived change. Findings suggest that the interplay between trust and space fostered interpersonal connectedness. Connectedness improved the quality of relationships, contributing to the well-being of the workforce. We consider the nature and contradictions within the process of change, and discuss how gained insights help to improve quality of working life in residential elderly care and how this may reflect in the quality of care provision.

This study examined marital violence among Israeli Jews. Data were obtained from a sample of 161 women who gave birth at Soroka Medical Center in the Negev region of Israel in 1992. The literature reveals that Jewish families tolerate domestic violence if an "evil" woman refuses housework or shows no respect for her husband. It is believed that Jews do not beat their wives. This study explored the degree to which women accept as legitimate the gender division of authority and use of power. It is posited that women in violent marriages (VMs) tend to accept the traditional division of labor and authority and hold more tolerant attitudes toward VMs. It is posited that VMs may be less egalitarian and democratic. VMs may be maintained if women are emotionally dependent on husbands, have a lower self-image, and perceive their husbands more positively. The questionnaire asked about social background and resources, attitudes toward marital power and violence, power relations, self-image, conflict solving, and women's emotional dependency. 18% had 1 domestic violent episode. 8 factors explained 56% of the difference between VMs and non-VMs and 90% of the cases. Husbands tried to avoid conflict. Wives fought for their interests and used external resources when conflict occurred. Husbands were reluctant to share power. There were 2 distinct patterns: the battered women syndrome and the struggle for power. Marital conflict was associated, as in the American literature, with economic hardship, lack of collectiveness in the dyad, and the form of conflict solving tactics used by both spouses. Women in VMs had different attitudes toward husband control and were emotionally dependent on their husbands.

The relationship between a married woman's life expectancy and the occupation of her husband is explored using official data for the United Kingdom for 1959-1963 and 1970-1972. The author notes that not only are there large and specific effects of employees' occupations on life expectancy and mortality rates, but that these mortality differentials also affect the spouses of those in high-risk occupations. It is suggested that such occupational risks are transmitted via the domestic psychological environment to the married women concerned, and thus the males' job risks affect the life expectancy of both partners.

This article explores the embodied compositions of professionalism in the context of the counselling psychology profession in Russia. Specifically, we develop an embodied intersectionality framework for theorizing compositions of professionalism, which allows us to explain how multiple embodied categories of difference intersect and are relationally co-constitutive in producing credible professionals, and, importantly, how these intersections are contingent on intercorporeal encounters that take place in localized professional settings. Our exploration of how professionalism and professional credibility are established in Russian counselling shows that, rather than assuming that a hegemonic 'ideal body' is given preference in a professional context, different embodied compositions may be deemed credible in various work settings within the same profession. An embodied intersectionality framework allows us to challenge the notion of a single professional ideal and offer a dynamic and contextually situated analysis of the lived experiences of professional privilege and disadvantage.

Person-environment fit has been found to have significant implications for employee attitudes and behaviors. Most research to date has approached person-environment fit as a static phenomenon, and without examining how different types of person-environment fit may affect each other. In particular, little is known about the conditions under which fit with one aspect of the environment influences another aspect, as well as subsequent behavior. To address this gap we examine the role of leader-member exchange in the relationship between two types of person-environment fit over time: person-organization and person-job fit, and subsequent turnover. Using data from two waves (T1 and T2, respectively) and turnover data collected two years later (T3) from a sample of 160 employees working in an elderly care organization in the Netherlands, we find that person-organization fit at T1 is positively associated with person-job fit at T2, but only for employees in high-quality leader-member exchange relationships. Higher needs-supplies fit at T2 is associated with lower turnover at T3. In contrast, among employees in high-quality leader-member exchange relationships, the demands-abilities dimension of person-job fit at T2 is associated with higher turnover at T3.

Collaborating is increasingly characterized by working across domains and organizations. Teams rapidly form and dissolve, actors and settings frequently change, yet most academic research focuses on stable organizations and team configurations with familiar domains. This leads to the question: how do people successfully collaborate across domains and organizations in circumstances where there is little shared knowledge? We explored this question within the nascent digital health sector when Hacking Health-a non-profit organization-used an open innovation approach to bring together actors from different domains and organizations in temporary spaces to spur new collaborations. We found that actors faced many challenges and engaged in four interconnected types of knowledge work to address them: exploring, complementing, mapping, and modeling. This article reveals how Hacking Health's open innovation approach used different kinds of temporary spaces to progressively orient actors in their knowledge work to develop sustainable collaborations to create digital health solutions.