解决合作组织中的持久性问题:活动氛围和多节奏情感

IF 4.5 2区 管理学 Q1 MANAGEMENT
Bernhard Resch, David Rozas
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引用次数: 0

摘要

众所周知,合作组织工作就像火箭一样燃烧:它在强烈的激情、关系和创造力中茁壮成长,但很快就会支离破碎。本文探讨了活动及其情感氛围在维持协作工作方面被低估的作用。通过对开源软件社区和影响力企业家网络的两项人种学实地研究,我们提出了多中心治理核心的 "多节奏情感 "概念。它概括了三种氛围体验的情感强度--团结、不和谐和相互性--之间的摩擦回响如何能够维持新兴而持久的秩序。我们认为,协作组织的集体动力可以通过 "情感共通 "过程得到稳定,从而维持协作氛围,使其成为共享的创造性资源。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Addressing durability in collaborative organising: Event atmospheres and polyrhythmic affectivity
Collaborative organising is known to burn like a rocket: it thrives on intense passion, relationality and creativity but quickly falls into pieces. This article explores the underestimated role of events and their affective atmospheres to sustain collaborative work. Drawing insights from two ethnographic field studies within an open-source software community and a network of impact entrepreneurs, we introduce the notion of ‘polyrhythmic affectivity’ at the core of polycentric governance. It encapsulates how frictional reverberances between three atmospherically experienced affective intensities – togetherness, dissonance and mutuality – are able to maintain emergent yet enduring order. We argue that the collective motivational force of collaborative organising, can be stabilised through a process of ‘affective commoning’ to sustain collaborative atmospheres as shared creative resources.
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来源期刊
Human Relations
Human Relations Multiple-
CiteScore
12.60
自引率
7.00%
发文量
82
期刊介绍: Human Relations is an international peer reviewed journal, which publishes the highest quality original research to advance our understanding of social relationships at and around work through theoretical development and empirical investigation. Scope Human Relations seeks high quality research papers that extend our knowledge of social relationships at work and organizational forms, practices and processes that affect the nature, structure and conditions of work and work organizations. Human Relations welcomes manuscripts that seek to cross disciplinary boundaries in order to develop new perspectives and insights into social relationships and relationships between people and organizations. Human Relations encourages strong empirical contributions that develop and extend theory as well as more conceptual papers that integrate, critique and expand existing theory. Human Relations welcomes critical reviews and essays: - Critical reviews advance a field through new theory, new methods, a novel synthesis of extant evidence, or a combination of two or three of these elements. Reviews that identify new research questions and that make links between management and organizations and the wider social sciences are particularly welcome. Surveys or overviews of a field are unlikely to meet these criteria. - Critical essays address contemporary scholarly issues and debates within the journal''s scope. They are more controversial than conventional papers or reviews, and can be shorter. They argue a point of view, but must meet standards of academic rigour. Anyone with an idea for a critical essay is particularly encouraged to discuss it at an early stage with the Editor-in-Chief. Human Relations encourages research that relates social theory to social practice and translates knowledge about human relations into prospects for social action and policy-making that aims to improve working lives.
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