Building relationships through accountability: An expanded idea of accountability

IF 3.9 1区心理学 Q2 MANAGEMENT

Organizational Psychology Review Pub Date : 2019-05-01 DOI:10.1177/2041386619878876

Danni Wang, D. Waldman, Blake E. Ashforth

引用次数: 6

Abstract

Previous literature has focused on how external forces impose accountability on individuals (i.e., holding individuals to account), but has not considered the possibility of internal, personal accountability. We explain how an internalized sense of accountability, which we term internally assumed accountability, can enrich our understanding of why some organizational members might assume ownership for organizational problems, even ones that they did not actually cause. We offer a typology of accountability in organizations based on contrasting relationship norms and personal orientations. Our article concludes with a discussion on connections between different kinds of accountability and stakeholder relationships, suggesting a number of avenues for further investigation and practice.

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通过问责制建立关系:问责制的扩展概念

以前的文献关注的是外部力量如何对个人施加问责制(即让个人承担责任)，但没有考虑到内部个人问责制的可能性。我们解释了一种内化的问责感，我们称之为内部假设的问责制，如何丰富我们对为什么一些组织成员可能会为组织问题承担责任的理解，即使这些问题实际上并不是他们造成的。我们提供了一种基于对比关系规范和个人取向的组织问责类型。我们的文章最后讨论了不同类型的问责制和利益相关者关系之间的联系，提出了一些进一步调查和实践的途径。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Organizational Psychology Review Multiple-

CiteScore

10.00

自引率

1.60%

发文量

期刊介绍： Organizational Psychology Review is a quarterly, peer-reviewed scholarly journal published by SAGE in partnership with the European Association of Work and Organizational Psychology. Organizational Psychology Review’s unique aim is to publish original conceptual work and meta-analyses in the field of organizational psychology (broadly defined to include applied psychology, industrial psychology, occupational psychology, organizational behavior, personnel psychology, and work psychology).Articles accepted for publication in Organizational Psychology Review will have the potential to have a major impact on research and practice in organizational psychology. They will offer analyses worth citing, worth following up on in primary research, and worth considering as a basis for applied managerial practice. As such, these should be contributions that move beyond straight forward reviews of the existing literature by developing new theory and insights. At the same time, however, they should be well-grounded in the state of the art and the empirical knowledge base, providing a good mix of a firm empirical and theoretical basis and exciting new ideas.