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1.
This study explored whether organizational leaders recognize humor as part of their management style and how compatible the leaders ‘ humor strategy is with their overall communication style. Results reveal that leaders use more pro‐social humor than anti‐social humor in the workplace. Several relationships between the emotional aspects of humor production and the communicator style constructs indicate that leaders use humor as a socially acceptable communication technique to control groups and enhance their own communicator image. 相似文献
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《Communication monographs》2012,79(4):327-330
Traditional definitions of the glass ceiling perpetuate gender‐biased organizational practices and quick‐fix solutions. By creating an illusion of opportunity for women, they prevent critical assessment of contemporary organizational practices and of gendered communication. This article engages in feminist research as praxis first by discussing how current organizational practices fail to alter power imbalances. To create awareness of unjust organizing processes, these ways we ordinarily “do gender” are juxtaposed against contrastive contexts: alternative settings (organizational forms), processes (community‐as‐dialectic), and organization members (women). These alternatives enable us to visualize how language creates and sustains gender divisions that emerge in glass ceiling processes and effects. The second stage in research as praxis calls for action. I discuss implications for research and for change that challenge the gendered motif of organizational life. 相似文献
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Carole A. Barbato Elizabeth E. Graham Elizabeth M. Perse 《Communication Research Reports》2013,30(1):48-57
This study explored the relationship between interpersonal communication motives and perceptions of humor use among elders. Elders (N = 143) ranging in age from 50 to 94 completed questionnaires assessing their interpersonal communication motives (ICM), perceived uses of humor (UHI), and demographics. The hypotheses predicting differential relationships among uses of humor and motives for communicating were supported. Elder men and women differed in their ICM and UHI. 相似文献
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Shared Governance (SG) is a model of employee participation that is increasingly being implemented in hospitals. This paper examines communication processes that occur in SG by providing a case study of a Nursing Department at Western Hospital A review of literature related to SG in professional nursing provides a background for introducing a chronology of implementation in Western Hospital. Data was collected in long interviews conducted with 15 bedside/staff nurses. Nurse accounts revealed paradoxes that paralyze the SG process. Forms of paradox are discussed and examples of paradox are identified. Leaders must determine priorities in managing on‐site paradox and suggestions are offered for working within paradoxes to enhance organizational functioning. 相似文献
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Myra W. Isenhart 《Journal of Applied Communication Research》2013,41(1-2):35-52
This study investigates interpersonal communication in a high tech organization to determine whether practices are more Eastern or Western. Information gathered from organizational practice and participant observations comprise the data. The organization emerges significantly Western on seven of nine categories. The external environment, organizational mission, and life cycle stage are offered as explanations for these findings. Results suggest that this organization would not be a suitable candidate for Japanese management practices. 相似文献
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Sven-Ove Horst 《媒体管理杂志》2013,15(3):157-174
This article continues and extends the emerging scholarship of strategic media management by examining the day-to-day challenges that media managers face when managing strategic renewal in traditional print-oriented media firms. The aim, in particular, is to shed light on the tensions and paradoxical situations that middle managers need to deal with in contexts where taken-for-granted industry recipes and well-established business practices have become problematized as a result of industry-wide technological and cultural change. Based on an empirical case study, the article identifies and elaborates on three interconnected paradoxes, rooted in the history of the company and past decisions of its top-management: (1) balancing employees’ needs for stability with organizational needs for change; (2) bridging employees’ needs for security and tradition and the organizational need for learning and taking risks; as well as (3) reconciling employees’ needs to “focus on themselves” with organizational needs to collaborate for collective success. Theoretically, the article contributes to the literature by working toward a new paradox perspective on managing strategic renewal in media organizations. This theoretical perspective is offered as an interpretive framework for empirically exploring and critically examining the dynamics and complexities of strategic media management in the continuously changing business environments of the industry. 相似文献
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Sarah J. Tracy 《Journal of Applied Communication Research》2004,32(2):119-146
Drawing from qualitative data gathered at two correctional facilities, this paper empirically illustrates employee reactions to organizational contradictions in a total institution and advances a theoretical model positing that organizational tensions may be framed as complementary dialectics, simple contradictions, or pragmatic paradoxes—each accompanied by attendant organizational and personal ramifications. The analysis suggests that organizations can create structures in which employees are more likely to make sense of organizational contradictions in healthy ways and avoid the debilitating reactions associated with double binds. Specifically, through metacommunication about organizational tensions (for instance, manifest in role play enactment of contradictory occupational goals), employees are better able to understand the paradoxes that mark work life and make sense of them in emotionally healthy ways. 相似文献
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《Communication monographs》2012,79(3):255-277
Tension-centered analyses are increasingly popular in organizational communication studies. Hence, how tensions emerge and are dealt with by organizational members in their work activities are key issues of debate in our field. The purpose of this article is to develop a ventriloqual approach for investigating how organizational tensions (whether expressed in the form of contradictions, dilemmas, paradoxes, or situational ironies) are communicatively constituted through the mobilization of figures that contradict or clash with each other. To demonstrate the theoretical and empirical value of this approach, we use it to analyze two fieldwork cases from a seven-year ethnographic study of Médecins sans Frontières, and thus show how tensions shape organizational members' realities by being felt and sensed in interactions. 相似文献
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This study explores a corporate campaign to pass a referendum to enable the development of a hydropower plant in a small Swedish community. In the changing institutional context that grounds this case, the organization needed to develop communicative practices that embodied “cultural competence,” a set of processes identified as critical for the legitimacy and success of business organizations in the emerging global/intersectoral environment. Findings suggest that the MNC's communication strategy captured important components of cultural competence. However, institutional contradictions impeded enactment of the strategy and resulted in delegitimizing paradoxical communication. The results indicate that organizational awareness of institutional change and culturally competent strategy are insufficient without special attention to contradictions and resultant communicative paradoxes embodied within a particular institutional context. The importance of a reflective communication approach that engages contradictions and tensions in the surrounding micro–macro institutional contexts is underscored. 相似文献
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This essay examines the communicative processes associated with organizational assimilation within blue‐collar work groups in a manufacturing company. The study hinges on a heretofore unidentified variation to traditional assimilation models, labeled as organizational osmosis. Organizational osmosis refers to the seemingly effortless adoption of the ideas, values, and culture of an organization on the basis of preexisting socialization experiences. The study explores how a common ideological grounding and anticipatory socialization experiences increase identification mechanisms among work group members. This ideological grounding is influenced by interaction with family, friends, and peers during anticipatory stages and results in organizational osmosis. Because these newcomers strongly identify with the values and goals of the organization, these members submit to mechanisms of control and discipline in their work group. The essay concludes with implications for the future study of communication within blue‐collar work populations. 相似文献
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Paromita Pain 《Journalism Practice》2017,11(10):1319-1337
This study uses qualitative interviews with 66 women journalists from print, broadcast, and online media in India, to understand how women political reporters assigned to the political beat negotiate gender issues and organizational and news routines while being effective journalists entrusted to cover matters of policy and enhance political awareness among audiences. Using Shoemaker and Reese’s hierarchy-of-influences model that introduces five levels of influence on news content, this study explores how institutional, news gathering, societal procedures, and professional practices influence the functions of women journalists on the political beat and percolate into the content they produce. The results show that in India’s growing media market, organizational and news routines, as well as the contentious issue of gender, control access to beats, especially the political beat, and percolate into news content produced by women political reporters. 相似文献
13.
《Communication Teacher》2013,27(1):30-34
Objective: The objective of this activity is to help students evaluate practical advice about communication with theories of communication Applicable courses: This activity can be adopted by a variety of different communication courses including: persuasion, interpersonal (family, gender, and/or intercultural), organizational or small-group communication, and other communication courses 相似文献
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Chuka Onwumechili 《Communication Research Reports》2013,30(2):239-249
This study uses the organizational communication survey (OCS) instrument developed by Glaser, Zamanou, and Hacker (1987) to explore culture in a Nigerian organization. The OCS, administered to 71 employees of a Nigerian organization, was used to test two variables (gender and supervision) as predictors of organizational subcultures. Results showed substantial agreement on the cultural dimensions of information flow, meetings, and motivation. Gender, unlike supervision, was found to be somewhat a predictor of organizational subculture. 相似文献
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Sandra L. French 《Journal of Applied Communication Research》2013,41(4):209-319
This study examines the stories acquaintance rape victims tell through semi-structured interviews. Acquaintance rape, viewed here as a particularly paradoxical crime, creates a need for women to resolve the inconsistency of their experience. By conducting interviews with victims and analyzing their verbal communication, this project explores how victims frame their rape experience. Framing strategies used by victims of sexual harassment served as a guide for the initial identification of framing strategies for victims of acquaintance rape. Women in this study utilized strategies of paradox management to assess blame, define, and reframe their experiences. Recognition of these management strategies can assist social support networks and law enforcement professionals in identifying the communicative strategies of female victims of varying types of violence. 相似文献
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Sandra L. French 《Journal of Applied Communication Research》2003,31(4):209-319
This study examines the stories acquaintance rape victims tell through semi-structured interviews. Acquaintance rape, viewed here as a particularly paradoxical crime, creates a need for women to resolve the inconsistency of their experience. By conducting interviews with victims and analyzing their verbal communication, this project explores how victims frame their rape experience. Framing strategies used by victims of sexual harassment served as a guide for the initial identification of framing strategies for victims of acquaintance rape. Women in this study utilized strategies of paradox management to assess blame, define, and reframe their experiences. Recognition of these management strategies can assist social support networks and law enforcement professionals in identifying the communicative strategies of female victims of varying types of violence. 相似文献
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Robert John Sidelinger 《Communication Research Reports》2013,30(3):292-301
This study assessed students’ (N=195) perceptions of instructors’ relevant humor and inappropriate conversations in the classroom and used expectancy violation theory (EVT) as a lens to position instructor relevant humor as a moderator between instructors’ inappropriate conversations and student communication satisfaction. Results showed a positive association between students’ perceptions of instructors’ use of relevant humor and student communication satisfaction, and in contrast, a negative relationship between perceptions of instructors’ inappropriate conversations and student communication satisfaction. Consistent with the tenets of EVT, results also indicated that instructors who use relevant humor in the classroom may overcome students’ negative perceptions of inappropriate conversations and maintain student communication satisfaction. 相似文献
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Claartje L. Ter Hoeven Ward van Zoonen Kathryn L. Fonner 《Communication monographs》2016,83(2):239-263
Technological advancements in the workplace frequently have produced contradictory effects by facilitating accessibility and efficiency while increasing interruptions and unpredictability. We combine insights from organizational paradoxes and the job demands–resources model to construct a framework identifying positive and negative mechanisms in the relationship between communication technology use (CTU) and employee well-being, operationalized as work engagement and burnout. In this study of Dutch workers, we demonstrate that CTU increases well-being through positive pathways (accessibility and efficiency) and decreases well-being through negative pathways (interruptions and unpredictability). We highlight the importance of (1) investigating CTU resources and demands simultaneously to grasp the relationship between CTU and employee well-being, and (2) considering CTU's downsides to successfully implement new communication technologies and flexible work designs. 相似文献
19.
申艺苑 《大学图书情报学刊》2014,(1):28-31
文章介绍了知识型员工的概念及特点,分析Google对知识型员工的管理创新策略。图书馆可以借鉴Google的管理方法,对知识型员工进行文化管理、组织管理、时间管理和绩效管理。 相似文献
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This study utilized social exchange constructs to examine communication strategies used by self-defined ideal relational partners when initiating dating relationships. Two hundred forty-four participants generated 1183 communication strategies they would use to initiate relationships if they believed themselves to be ideal partners. A content analysis revealed 15 categories of communication strategies enacted by ideal relational partners. These categories included initiation, emotional disclosure, direct inquiry, impression management, shared activities, supportive behaviors, information gathering, gift giving, compliments, other-initiated behaviors, assistance from others, self-acceptance, pickup lines, bragging, and use of humor. Implications for interpersonal communication research are discussed. 相似文献