Human Relations最新文献_第3页

How and when do work stressors and peer norms impact career entrants’ alcohol-related behavior and its consequences? 工作压力源和同伴规范如何以及何时影响职场新人的酒精相关行为及其后果？

IF 5.7 2区管理学

Human Relations Pub Date : 2024-12-17 DOI: 10.1177/00187267241298620

Inbal Nahum-Shani, Jamie RT Yap, Peter A Bamberger, Mo Wang, Mary E Larimer, Samuel B Bacharach

{"title":"How and when do work stressors and peer norms impact career entrants’ alcohol-related behavior and its consequences?","authors":"Inbal Nahum-Shani, Jamie RT Yap, Peter A Bamberger, Mo Wang, Mary E Larimer, Samuel B Bacharach","doi":"10.1177/00187267241298620","DOIUrl":"https://doi.org/10.1177/00187267241298620","url":null,"abstract":"Do the key drivers of alcohol misuse change as young adults transition from early to late stages of employee onboarding? To answer this question, a series of hypotheses were tested based on two waves of data collected from 1240 college graduates from four different universities in the United States who reported obtaining full-time employment following college graduation. Data on alcohol misuse and hypothesized mechanisms—peer drinking norms and work-related stressors—were collected during the early (i.e. first few months on the job: T1) and late (12 months following initial assessment: T2) stages of employee onboarding. Results indicate that both a key work-related stressor (role overload) and injunctive peer drinking norms (i.e. those focusing on others’ approval) drive alcohol misuse in the transition from early to late stages of onboarding. However, while the relationships between injunctive peer drinking norms and alcohol misuse remain constant over the two measurement points, the mediated relationships between work-related stressors and alcohol misuse via distress is curvilinear and significantly weakens from early to late onboarding. We argue that this observed attenuation suggests that some risk factors can drive alcohol misuse in a way that is non-monotonic as well as dynamic over the course of emerging adults’ career entry.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"55 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-12-17","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142841947","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

Getting your message across? The evolution of leader vision and managed pluralisation of leadership 传达你的信息了吗？领导视野的演变与管理下的领导多元化

IF 5.7 2区管理学

Human Relations Pub Date : 2024-12-07 DOI: 10.1177/00187267241301720

Roman Kislov, Mike Bresnen, Gill Harvey

{"title":"Getting your message across? The evolution of leader vision and managed pluralisation of leadership","authors":"Roman Kislov, Mike Bresnen, Gill Harvey","doi":"10.1177/00187267241301720","DOIUrl":"https://doi.org/10.1177/00187267241301720","url":null,"abstract":"Whereas vision is central to understanding leadership influence in organisations, it has mostly been explored either in predominantly hierarchical or predominantly pluralistic contexts. We know relatively little about how the processual dynamics, content and sources of vision evolve when senior teams are undergoing a transition from hierarchical to collective leadership. Drawing upon a qualitative longitudinal study undertaken within a UK-based academic–practitioner partnership in the healthcare sector, we examine the transitions and transformations in leader vision triggered by deliberate attempts to pluralise leadership arrangements in its senior team. We develop a process model that highlights three stages in the evolution of vision (‘problematising’, ‘debating’ and ‘accepting’) and accounts for variation in how different components of vision develop over time. Our contribution lies in underscoring the heterogeneous, temporally fluid and contested nature of vision; its continuous shaping as a result of the dynamic interplay between individualistic and collectivistic forces; and the multifocal and multidirectional agentic influences involved in its evolution. We argue that managed pluralisation, viewed as an interplay between hierarchical and collective forms of control, leads to accommodation and incorporation of divergent views within the evolving shared vision, facilitating acceptance but diluting the potential of the resulting vision to stimulate change.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"36 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142789883","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

Emancipatory entrepreneuring as disidentification: A queer-feminist view of becoming a democratic cooperative 解放的创业作为身份的剥离：酷儿女权主义者对成为民主合作社的看法

IF 5.7 2区管理学

Human Relations Pub Date : 2024-12-07 DOI: 10.1177/00187267241302783

Jonas Friedrich, Chris Steyaert

{"title":"Emancipatory entrepreneuring as disidentification: A queer-feminist view of becoming a democratic cooperative","authors":"Jonas Friedrich, Chris Steyaert","doi":"10.1177/00187267241302783","DOIUrl":"https://doi.org/10.1177/00187267241302783","url":null,"abstract":"Democratizing entrepreneurship itself is by far no guarantee for emancipation: the majority can (over)rule, masculinist dominance or regressive ideologies may flourish, and exclusions occur. By ethnographically following the transformation of a socially engaged agency into a diverse cooperative, we offer a processual study of emancipatory entrepreneuring that is undoing the paternal, family-like, and pseudo-democratic enterprise and creates a diverse cooperative with shared ownership, co-leadership, and queered sensitivities to gender, racism, and affective difference. Our analysis thereby relies on the political concept of “disidentification” and its process of queer worldmaking as developed by José Esteban Muñoz. On this conceptual basis, we redraw becoming democratic as an ongoing in-between process of “decomposing” heroic and patriarchally inclined entrepreneurship and ongoingly “recomposing” democratic entrepreneuring through revising interrelated layers of inequality. By introducing the theory of “disidentification”, we contribute with a queer-feminist conceptual vocabulary to analyze the intertwined political and processual nature of emancipation. Transformation is neither understood as a revolution nor a planned linear change but rather as an ongoing in-between process that subversively recycles former, habitual ways of interacting into undertaking different, more inclusive worldmaking.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"3 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-12-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142789886","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 suspension of morality in organisations: Conceptualising organisational moral disengagement and testing its role in relation to unethical behaviours and silence 组织中道德的暂停：概念化组织道德脱离，并测试其在不道德行为和沉默中的作用

IF 5.7 2区管理学

Human Relations Pub Date : 2024-11-29 DOI: 10.1177/00187267241300866

Roberta Fida, Irene Skovgaard-Smith, Claudio Barbaranelli, Marinella Paciello, Rosalind Searle, Ivan Marzocchi, Matteo Ronchetti

{"title":"The suspension of morality in organisations: Conceptualising organisational moral disengagement and testing its role in relation to unethical behaviours and silence","authors":"Roberta Fida, Irene Skovgaard-Smith, Claudio Barbaranelli, Marinella Paciello, Rosalind Searle, Ivan Marzocchi, Matteo Ronchetti","doi":"10.1177/00187267241300866","DOIUrl":"https://doi.org/10.1177/00187267241300866","url":null,"abstract":"While considerable attention has been devoted to understanding how individual characteristics influence unethical actions, far less research has examined the role of social and organisational processes. We introduce the concept of organisational moral disengagement (OrgMD), drawing on Bandura’s moral agency theory, to explain how unethicality may be fostered in organisations. OrgMD is a multilevel construct, capturing perceptions of the mechanisms through which morality can be suspended in an organisation allowing unethical practices to flourish. Using four empirical studies, we validated OrgMD at both individual and organisational levels. The first three studies were conducted at individual level (Study 1: two waves, 301 workers; Study 2: two waves, 297 workers; Study 3: 297 workers), while the fourth adopted a multilevel design (3050 workers nested in 113 organisations). OrgMD, although highly correlated with personal moral disengagement, emerges as a distinct construct that operates both at individual and organisational levels. We show that when members perceive their organisation to be morally disengaged, they are more likely to engage in unethical pro-organisational behaviour and silence. The concept of OrgMD advances understanding of the social processes through which unethical organisational activities can be normalised as acceptable in organisations.","PeriodicalId":48433,"journal":{"name":"Human Relations","volume":"3 1","pages":""},"PeriodicalIF":5.7,"publicationDate":"2024-11-29","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"142753633","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

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