Management Communication Quarterly最新文献_第10页

Exploring Collective and Multi-Audience Dissent in Organizational Meetings 探讨组织会议中的集体和多听众异议

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-05-03 DOI: 10.1177/08933189221088297

Johny T. Garner

{"title":"Exploring Collective and Multi-Audience Dissent in Organizational Meetings","authors":"Johny T. Garner","doi":"10.1177/08933189221088297","DOIUrl":"https://doi.org/10.1177/08933189221088297","url":null,"abstract":"Organizations without healthy dissent stagnate from myopic thinking. Previous research has examined how employees might dissent to supervisors or coworkers, but little research has focused on how dissent might be expressed to multiple audiences simultaneously. Dissent conversations might happen only once or might be repeated over time, but the ways in which dissent processes unfold over time has also been neglected in past research. The present study examined biweekly meetings in the fundraising department of a nonprofit organization for 2 years to explore organizational dissent across time and to reveal possible nuances in the ways in which dissenters express disagreement. Results revealed several dissent topics repeated during the data collection period with mixed results—some of these topics were resolved whereas others were not. Two dissent conversations emerged as particularly meaningful events in the history of the department. At the same time, these data illustrated dissent expressed to multiple audiences (a single dissenter simultaneously talking to a supervisor and multiple coworkers) and dissent expressed by multiple dissenters. These forms of collective dissent extend previous models of organizational dissent that typically conceptualize a conversation between a single dissenter and a single dissent audience.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"36 1","pages":"736 - 760"},"PeriodicalIF":2.5,"publicationDate":"2022-05-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42025612","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}

引用次数: 0

Media Unions’ Online Resistance Rhetoric: Reproducing Social Movement Genres of Organizational Communication 媒体联盟的网络抵抗修辞:再现组织传播的社会运动类型

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-05-02 DOI: 10.1177/08933189221097067

Errol Salamon

引用次数: 4

Sensemaking by Employees in Essential versus Non-essential Professions During the COVID-19 Crisis: A Comparison of Effects of Change Communication and Disruption Cues on Mental Health, Through Interpretations of Identity Threats and Work Meaningfulness. 新冠肺炎危机期间基本与非基本职业员工的感知：通过对身份威胁和工作意义的解释，比较改变沟通和干扰提示对心理健康的影响

IF 1.9 4区管理学

Management Communication Quarterly Pub Date : 2022-05-01 DOI: 10.1177/08933189221087633

Ward van Zoonen, Ronald E Rice, Claartje L Ter Hoeven

{"title":"Sensemaking by Employees in Essential versus Non-essential Professions During the COVID-19 Crisis: A Comparison of Effects of Change Communication and Disruption Cues on Mental Health, Through Interpretations of Identity Threats and Work Meaningfulness.","authors":"Ward van Zoonen, Ronald E Rice, Claartje L Ter Hoeven","doi":"10.1177/08933189221087633","DOIUrl":"10.1177/08933189221087633","url":null,"abstract":"<p><p>This study examines the implications of categorizing workers into essential and non-essential groups due to disruptions in work associated with-and the quality of organizational change communication about-the COVID-19 pandemic. Specifically, we examine how these cues trigger identity threats and influence the meaningfulness of work, consequently affecting the mental health of workers (anxiety, distress, and depression). The results show that change communication reduces identity threat, while also increasing meaningfulness of work, for both work categories. However, the disruptions increase identity threat only for non-essential workers. Conversely, identity threat increases two of the three mental health issues while meaningfulness of work reduces two of them. The study contributes to our growing understanding of the pervasive, though subtle, implications of COVID-19 for the workplace by showing how a process of employee sensemaking and organizational change communication directly and indirectly influence important dimensions of mental health.</p>","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"36 1","pages":"318-349"},"PeriodicalIF":1.9,"publicationDate":"2022-05-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"https://www.ncbi.nlm.nih.gov/pmc/articles/PMC9016372/pdf/","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42159967","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":4,"RegionCategory":"管理学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"OA","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}

引用次数: 0

Key Players in Corporate Social Responsibility (CSR) Institutionalization: An Analysis of Multinational Companies’ Interorganizational Positioning via CSR Reports 企业社会责任制度化的关键参与者:跨国公司企业社会责任报告的组织间定位分析

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-04-24 DOI: 10.1177/08933189221095770

Sifan Xu, Dajung Woo

引用次数: 6

Understanding the Influence of Authentic Leadership and Employee-Organization Relationships on Employee Voice Behaviors in Response to Dissatisfying Events at Work 理解真实的领导和员工组织关系对员工在工作中应对不满事件时的声音行为的影响

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-03-31 DOI: 10.1177/08933189221085562

Young Kim, Ejae Lee, Minjeong Kang, Sung-Un Yang

引用次数: 5

The Link Between Supervisor-Subordinate Computer-Mediated Immediate Behaviors and Organizational Identification in U.S., English, and Australian Organizations 美国、英国和澳大利亚组织中主管-下属计算机中介的即时行为与组织识别之间的联系

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-03-03 DOI: 10.1177/08933189221076859

S. Croucher, S. Kelly, Malcolm Green, D. Homsey, J. Cullinane, Kenneth T. Rocker, Thao Nguyen, Kirsty Anderson, Hui Chen, George Guoyu Ding, D. Ashwell, Malcolm J. Wright, Nitha Palakshappa

{"title":"The Link Between Supervisor-Subordinate Computer-Mediated Immediate Behaviors and Organizational Identification in U.S., English, and Australian Organizations","authors":"S. Croucher, S. Kelly, Malcolm Green, D. Homsey, J. Cullinane, Kenneth T. Rocker, Thao Nguyen, Kirsty Anderson, Hui Chen, George Guoyu Ding, D. Ashwell, Malcolm J. Wright, Nitha Palakshappa","doi":"10.1177/08933189221076859","DOIUrl":"https://doi.org/10.1177/08933189221076859","url":null,"abstract":"More than 5.89 million people have died from COVID-19. Due to COVID-19, there is a need for organizations to reconsider their structures and systems in response to increased remote working and decreased face-to-face (FTF) interactions. This study analyzes organizational relationships, specifically the supervisor-subordinate relationship. This study examines the link between supervisor-subordinate immediacy and organizational identification in mediated communication. Participants from three nations (n = 1776) were explored to test the assumption that supervisor-subordinate immediacy explains organizational identification. The United States, Australia, and England were chosen as focal nations due to the differing government responses to the COVID-19 outbreak. Results revealed supervisors’ perceived computer-mediated immediate behaviors and subordinates’ perceived immediacy with their supervisors were positive predictors of organizational identity. U.S. supervisors were perceived to use higher levels of computer-mediated immediacy behaviors and have more perceived immediacy than Australian and English supervisors. Australian supervisors had higher levels of perceived immediacy than English supervisors.","PeriodicalId":47743,"journal":{"name":"Management Communication Quarterly","volume":"36 1","pages":"688 - 709"},"PeriodicalIF":2.5,"publicationDate":"2022-03-03","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42167087","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}

引用次数: 1

Current insights into the role of Fli-1 in hematopoiesis and malignant transformation. 目前对 Fli-1 在造血和恶性转化中作用的认识。

IF 8 4区管理学

Management Communication Quarterly Pub Date : 2022-02-28 DOI: 10.1007/s00018-022-04160-1

Yaacov Ben-David, Babu Gajendran, Klarke M Sample, Eldad Zacksenhaus

引用次数: 0

Authorial Incongruity and Organizational Presence(s): A Ventriloquial Analysis of Shadowed Organization 作者不协调与组织存在(s):影子组织的腹语分析

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-02-26 DOI: 10.1177/08933189221076853

Rebecca A. Costantini, A. Wolfe

引用次数: 1

How Volunteer Commitment Differs in Online and Offline Environments 在线和离线环境下志愿者承诺有何不同

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-02-15 DOI: 10.1177/08933189211073460

Jennifer Ihm, M. Shumate

引用次数: 1

The Interpellated Voice: The Social Discipline of Member Communication 被质询的声音:成员沟通的社会纪律

IF 2.5 4区管理学

Management Communication Quarterly Pub Date : 2022-02-11 DOI: 10.1177/08933189211068790

Emma Christensen, L. Christensen

引用次数: 6