Human Relations最新文献

Relations between reflexivity and institutional work: A case study in a public organisation 反身性与机构工作之间的关系：公共机构案例研究

IF 5.7 2区管理学

Human Relations Pub Date : 2024-11-05 DOI: 10.1177/00187267241290637

Tiina Tuominen

{"title":"Relations between reflexivity and institutional work: A case study in a public organisation","authors":"Tiina Tuominen","doi":"10.1177/00187267241290637","DOIUrl":"https://doi.org/10.1177/00187267241290637","url":null,"abstract":"Reflexivity is often considered a prerequisite for institutional work. However, the relationship between reflexivity and institutional work has rarely been examined rigorously in empirical research, and there is a lack of consensus on when and how reflexivity motivates such efforts. This study aims to address this gap by reviewing existing operationalisations of reflexivity and exploring how different forms of reflexivity impacted employees’ engagement in institutional work in a public organisation undergoing institutional change. The empirical results revealed seven distinct patterns of reflexivity and institutional work, indicating that variations across three dimensions of reflexive evaluation – scope, openness and relationality – contributed to decisions about whether and how to engage in institutional work. The results also demonstrated that reflexivity is profoundly grounded in individuals’ concerns and shaped by their work and professional histories. These findings suggest that researchers and practitioners must develop a deeper understanding of the multidimensional nature of reflexivity in order to foster meaningful employee contributions to institutional processes.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"71 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-11-05","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142588621","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}

引用次数: 0

Inspired to be transformational: The interplay between employee voice type and manager construal level 激励变革：员工声音类型与管理者构想水平之间的相互作用

IF 5.7 2区管理学

Human Relations Pub Date : 2024-11-01 DOI: 10.1177/00187267241288680

Shuqi Li, Russell E Johnson, Hun Whee Lee, Brent A Scott

{"title":"Inspired to be transformational: The interplay between employee voice type and manager construal level","authors":"Shuqi Li, Russell E Johnson, Hun Whee Lee, Brent A Scott","doi":"10.1177/00187267241288680","DOIUrl":"https://doi.org/10.1177/00187267241288680","url":null,"abstract":"The power to ignite change in organizations does not rest solely with managers—it can also stem from employees. Employee voice, the upward communication of change-related information, can be a powerful catalyst for inspiring managers to be transformational. To examine how this process unfolds, we utilize the transmission model of inspiration as a theoretical foundation for identifying when and for whom employee voice inspires managers to exhibit change-oriented behavior. Using experience sampling (Study 1) and critical incident (Study 2) methods, we find that employee promotive voice evokes manager inspiration, which in turn motivates managers to enact transformational behavior. In contrast, prohibitive voice, by itself, is not associated with managers’ inspiration and transformational behavior. However, manager trait construal level serves as a critical boundary condition. Managers with a higher-level construal are more likely to be inspired by prohibitive voice because they are more likely to recognize the potential value of such voice, approach it with great interest, and link it to organizational goals. Our study extends knowledge on the consequences of voice by elucidating its impact on managers’ transformational behavior and addresses a critical gap in leadership research by spotlighting the influence that followers have on leaders.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"241 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142563232","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}

引用次数: 0

Cultivating dispersed collectivity: How communities between organizations sustain employee activism 培养分散的集体主义：组织间的社区如何维持员工的积极性

IF 5.7 2区管理学

Human Relations Pub Date : 2024-10-27 DOI: 10.1177/00187267241290979

Anna Stöber, Verena Girschik

{"title":"Cultivating dispersed collectivity: How communities between organizations sustain employee activism","authors":"Anna Stöber, Verena Girschik","doi":"10.1177/00187267241290979","DOIUrl":"https://doi.org/10.1177/00187267241290979","url":null,"abstract":"Pushing for social change at work is frustrating and precarious. Many employee activists therefore seek support in communities that form around their aspirations and reside ‘between’ organizations. This article advances our understanding of how community participation shapes employee activists’ experiences of their change agency as they return to and pursue their social purpose in their corporate lives. Grounded in an in-depth qualitative study of an inter-organizational community of employee activists, we introduce the notion of ‘dispersed collectivity’: employee activists generate a shared sense of collectivity that they maintain even as they disperse into their workplaces. Dispersed collectivity enables subtle agentic experiences by emboldening employee activists to endure their often-challenging corporate lives, unsettle corporate norms, and detach from their corporate positions. Even without mobilizing a collective push for change across firms, communities can thus play a critical role in sustaining employee activism. Our study contributes a more nuanced account of employee activists’ change agency and offers new theoretical insights into the role of inter-organizational communities in social change, the practices they can use to build collective momentum and empathic connections, and their impact on employee activists’ determination to drive social change from within.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"35 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-10-27","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142490842","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}

引用次数: 0

The different ways of being true to self at work: A review of divergence among authenticity constructs 工作中忠于自我的不同方式：回顾真实性构建之间的分歧

IF 5.7 2区管理学

Human Relations Pub Date : 2024-10-24 DOI: 10.1177/00187267241288109

Caroline Rook, Hannes Leroy, Jingtao Zhu, Moran Anisman-Razin

{"title":"The different ways of being true to self at work: A review of divergence among authenticity constructs","authors":"Caroline Rook, Hannes Leroy, Jingtao Zhu, Moran Anisman-Razin","doi":"10.1177/00187267241288109","DOIUrl":"https://doi.org/10.1177/00187267241288109","url":null,"abstract":"As the number of publications demonstrating the benefits and risks of being authentic at work grows, so does the variety of interpretations of what it means to be authentic—and with it increasing inconsistencies and contradictions in conceptualizations of authenticity and its outcomes. We propose that the reasons for these inconsistencies stem from differing underlying assumptions on what authenticity is and thus what it means to be “true to self”. To better understand these differences, we conducted a systematic review of authenticity constructs in organization science, concentrating on the divergence among definitions and underlying theoretical assumptions of authenticity constructs. We identified two dimensions underlying authenticity constructs’ assumptions. First, constructs differed in whether the self was oriented more toward independence (emphasis on the self as distinct from others) or toward interdependence (self as relationally oriented). Second, constructs ranged in their perspectives on the self as fixed (self as stable) to more malleable (self as changing). In this review, we delineate the different ways of “staying true to one’s self” at work and show the inherent complexities in the process of being authentic in the workplace, explaining how these differences may lead to seemingly contradictory work-related outcomes of authenticity.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"60 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142488719","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}

引用次数: 0

Embodying wilfulness: Investigating the unequal power dynamics of informal organisational body work through the case of women in stand-up comedy 体现任性：通过单口相声中的女性案例调查非正式组织机构工作中的不平等权力动态

IF 5.7 2区管理学

Human Relations Pub Date : 2024-10-24 DOI: 10.1177/00187267241288685

Eline Jammaers, Dide van Eck, Silvia Cinque

{"title":"Embodying wilfulness: Investigating the unequal power dynamics of informal organisational body work through the case of women in stand-up comedy","authors":"Eline Jammaers, Dide van Eck, Silvia Cinque","doi":"10.1177/00187267241288685","DOIUrl":"https://doi.org/10.1177/00187267241288685","url":null,"abstract":"Women who step into the spotlight may be burdened with managing their sexualised bodies, unlike men. This is true also in stand-up comedy, where more women than ever are entering the field. Investigating this unequally distributed body work, we use Sara Ahmed’s idea of the wilful subject to spot naturalised beliefs of women as unfunny who ‘will too much’. We do so through a qualitative study carried out with 26 professionals. We contribute by showing how ‘informal’ organisational body work, which comprises the purposeful efforts workers undertake on their and others’ bodies as part of informal role demands, is underpinned by diversity-related power dynamics. Anticipating how the burden of such ‘work’ does not fall equally on the shoulders of everyone is key in imagining more egalitarian futures of work. We demonstrate the embodied and political merits of wilfulness as an analytical tool focusing on the historically persistent labelling of women as wilful, a difficult-to-spot inequality, while taking into account how such wilfulness charges are mobilised by the target. Inspired by queering and cripping, we introduce the term ‘hagging’ to indicate women reclaiming positions of power and reappropriating their sexual objectification in male-dominated sexist environments.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"44 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-10-24","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142490885","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}

引用次数: 0

Too few or too many? Exploring the Link between gender dissimilarity and employee absenteeism 太少还是太多？探索性别差异与员工旷工之间的联系

IF 5.7 2区管理学

Human Relations Pub Date : 2024-10-19 DOI: 10.1177/00187267241288422

Laura Guillén, Max Reinwald, Florian Kunze

{"title":"Too few or too many? Exploring the Link between gender dissimilarity and employee absenteeism","authors":"Laura Guillén, Max Reinwald, Florian Kunze","doi":"10.1177/00187267241288422","DOIUrl":"https://doi.org/10.1177/00187267241288422","url":null,"abstract":"Despite well-intentioned gender diversity initiatives aimed at addressing gender imbalances by ensuring minimal female representation in predominantly male groups, such tokenism often exacerbates discrimination and social isolation for these women, potentially leading to absenteeism. Research suggests that the benefits of diversity are realized only when the ratio of women to men reaches a critical threshold that allows for genuine integration and participation. However, this threshold remains uncertain. We integrate tokenism theory with social identity and status characteristics theories to investigate the effects of gender ratios within organizational teams on individual absenteeism. Specifically, we theorize a U-shaped relationship between gender dissimilarity and absenteeism for women, but not for men. Study 1, with a one-year cross-lagged design, encompassing 10,332 blue-collar workers in 1064 teams, supports the U-shaped relationship for women, while the relationship for men was non-significant. In Study 2, we use an experimental design with a sample of 370 female blue-collar workers to explore two potential mechanisms that may together explain the U-shaped gender dissimilarity effect for women. We test whether the gender composition of the work group affects both women’s likelihood of reporting unpleasant experiences and the group’s norms regarding absence. We draw theoretical and practical implications from these findings.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"42 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-10-19","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142451437","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}

引用次数: 0

Human Relations Reviewer of the Year Award 2024 年度人际关系审查员奖 2024

IF 5.7 2区管理学

Human Relations Pub Date : 2024-10-17 DOI: 10.1177/00187267241292997

引用次数: 0

Negotiating fit into host country work settings: Understanding the interplay between the past and the present in the accounts of skilled refugees 通过谈判适应东道国的工作环境：从技术难民的叙述中了解过去与现在的相互作用

IF 5.7 2区管理学

Human Relations Pub Date : 2024-09-30 DOI: 10.1177/00187267241284970

Weerahannadige Dulini Anuvinda Fernando

引用次数: 0

Fifty years of fighting sex discrimination: Undermining entrenched misogynies through recognition and everyday resistance 反对性别歧视五十年：通过承认和日常抵抗削弱根深蒂固的性别弊端

IF 5.7 2区管理学

Human Relations Pub Date : 2024-09-26 DOI: 10.1177/00187267241279216

Sarah Gilmore, Nancy Harding, Jackie Ford

引用次数: 0

Men’s anxieties and defences regarding gender (in)equality in the workplace: An object-relations psychoanalysis of organisational masculinities 男性对工作场所性别（不）平等的焦虑和防御：对组织男性特征的客体关系心理分析

IF 5.7 2区管理学

Human Relations Pub Date : 2024-09-23 DOI: 10.1177/00187267241279385

Darren T Baker, Nick Rumens

{"title":"Men’s anxieties and defences regarding gender (in)equality in the workplace: An object-relations psychoanalysis of organisational masculinities","authors":"Darren T Baker, Nick Rumens","doi":"10.1177/00187267241279385","DOIUrl":"https://doi.org/10.1177/00187267241279385","url":null,"abstract":"This article explores men’s psychic attachments to organisational masculinities in the context of gender equality initiatives in the UK finance sector. Deploying an object-relations psychoanalysis and generating interview data with 30 male executives and non-executives, it unpacks why and how men outwardly support but unconsciously repudiate workplace gender equality. We explain how this conflict indicates the presence of what Melanie Klein terms the paranoid-schizoid position. We examine two key unconscious processes of the paranoid-schizoid position in men’s accounts: gender-splitting, when men dissociate undesirable aspects of organisational masculinity, and projection, when repressed, negative parts of their masculine ideals are instead attributed to women. This article’s contributions demonstrate how the paranoid-schizoid position is defensive, enabling men to articulate support for gender equality, but also protect paranoid constructions of organisational masculinity when it is threatened by women. Empirically and theoretically, this article shows how organisational masculinities are ambivalent, which in Kleinian terms underscores how masculinity has ‘good’ and ‘bad’ components that are constituted unconsciously through its relationship with the object world. This article concludes by drawing out the implications for (re)positioning men within workplace gender equality debates and activities.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"1 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-09-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142313734","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}

引用次数: 0