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1.
Maggie Farrell 《图书馆管理杂志》2013,53(4):444-452
ABSTRACTWithin organizations, employees often discuss the need for transparency but what exactly is transparency? Transparency is often linked with communication in an effort to create an organization that is more informed about decisions and processes creating a sense of employee engagement. But leaders are not able to operate in a completely open manner due to a variety of factors. What leadership activities can be conducted in a transparent manner and how is transparency balanced with confidentiality? Transparency is not just a leader responsibility but other managers and employees contribute to organizational transparency. This column will provide more insights into the complex issue of transparency within libraries. 相似文献
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Using validated and reliable psychometric instruments, 87 non-manager library employees were surveyed to determine the nature of the relationships between non-manager perceptions of authenticity and trust in two levels of leadership with self-rated engagement. The results provide insights about how non-managers perceive authenticity and trust in both direct managers and senior supervisors, and how those perceptions are related to self-ascribed employee engagement. While perceptions of trust and authenticity accounted for some of the variance found, undetermined variables may explain more of the variance in employee engagement. Recommendations for developing authentic leaders and engaging employees in a library setting are offered. 相似文献
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Thomas Hugh Feeley 《Journal of Applied Communication Research》2013,41(3):262-277
This study tested Feeley and Barnett's (1997) Erosion Model (EM) of employee turnover which predicts that individuals who are more central in their communication network will be more likely to remain at their position (or less likely to turnover). Seventy employees from three different organizations were surveyed about their attitudes toward their jobs and were also asked to indicate (by checklist) which employees they spoke to regularly at work. Turnover data were obtained at 3 and 6 months time after the surveys were completed. Results generally supported the Erosion Model of employee turnover. Those employees with high Degree or number of links in the network were less likely to turnover. Employees who required fewer links to communicate to all others in the network (i.e., Closeness) were also less likely to turnover but this relationship only approached statistical significance (p = .06). Betweenness, defined as the frequency with which a person falls between pairs of other positions in a network, was also significantly related to employee turnover. It was also predicted, based on Feeley and Bamett's EM, that the relationship between network position and turnover would be mediated by an employee's level of commitment to the organization and his or her intentions to leave work. Closeness significantly predicted commitment while Betweenness and Degree were unrelated to commitment levels. Organizational commitment was negatively related to intentions to leave work and, unexpectedly, commitment levels were positively related to employee turnover. The results were discussed and the applications of this research for management practitioners were considered. 相似文献
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Organizational Surveys: A System for Employee Voice 总被引：1，自引：0，他引：1
Vickie Cox Edmondson 《Journal of Applied Communication Research》2013,41(4):307-310
Although surveys are often used to assess and track employee attitudes and opinions over time and are used quite frequently by applied communication researchers, the use of surveys as a channel to voice employee attitudes and opinions has not been fully explored in the employee voice or basic organizational communication literature. With the increased call for accountability, effective applied communication researchers can play an important role in ensuring that organizations engage in the survey process in a manner that is “safe” for employees, and ethical and practical for the organization. Because the question of how to accomplish this task is complex and cannot be fully addressed within the constraints of a commentary, I offer three general principles to guide future researchers in helping overcome organizational communication problems:
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Build trust in the organizational survey process, the researcher(s), and the organization.
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Eliminate the adversarial relationship that often exists between management and employees who speak up.
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Provide evidence that the organization does more than purport to value the things that it says it values.
5.
Maggie Farrell 《图书馆管理杂志》2013,53(6):597-604
AbstractThere are many types of leadership but little known is parent leadership – how parental skills are applied to the workplace. Libraries depend more on soft skills that facilitate work and advance an organization. How individuals work together in an organization is just as critical as the work they accomplish. This depends on the ability of employees to develop and utilize their soft skills complementing their technical skills and expertise. As leaders focus more on behavior, they may tap into their parenting techniques in order to coach, guide, direct, and resolve conflicts. While a leader may not be able to ground an employee or take away their TV watching privileges, they might find themselves resorting to similar techniques in their management. 相似文献
6.
Jennifer A. Scarduzio Shawna Malvini Redden Jennifer Fletcher Karis Wilson 《Qualitative Research Reports in Communication》2019,20(1):42-49
Sexual harassment is an interdisciplinary topic in organizational research that has received increased attention with the rise of the #MeToo movement. The online environment has complicated the experiences of employees who are sexually harassed by a coworker. One particular medium where online sexual harassment occurs is on social networking sites (SNS), such as Facebook. This research report examined how victims of sexual harassment believe organizations should handle online sexual harassment. We qualitatively coded 153 responses to the question, “What else do you think employers could do to handle sexual harassment on Facebook?” Our findings demonstrated a clear tension between whether harassment on Facebook is a private concern of the employee or a public concern of the employer/organization. Some victims advocating keeping work friends off of Facebook, while others suggesting having open door policies, conversations, and/or trainings. The difference in these approaches illuminates how the victims grappled with the public/private tension, and whether the organization should be made aware of their situations or if victims should handle it themselves. Implications of this research suggest that the blurred boundaries between employee face-to-face and online sexual harassment should continue to be explored, including why victims report harassment and to whom they report it. 相似文献
7.
Patricia M. Sias 《Communication Research Reports》2017,34(4):335-343
This study examined links between organizational Facebook pages and employee connection to the larger organization. Employee interaction with their company’s Facebook page was linked to higher levels of organizational identification and bridging social capital outcomes. Bridging social capital outcomes was also associated with organizational identification. Results indicate that the company Facebook page, considered primarily as a tool to engage external stakeholders, may also function to engage employees. 相似文献
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Utilization of CSR to build organizations’ corporate image in Asia: need for an integrative approach
Augustine Pang May O. Lwin Chrystal Shu-Min Ng Ying-Kai Ong Shannon Rose Wing-Ching Chau Kristle Poh-Sim Yeow 《亚洲交流杂志》2018,28(4):335-359
Corporate social responsibility (CSR) has been found to be a strong predictor of a favorable corporate image [Gray, 1986. Managing the corporate image: The key to public trust. London: Quorum Books]. Websites have become an essential communication platform [Dawkins, 2004. Corporate responsibility: The communication challenge. Journal of Communication Management, 9(2), 108–119]. This study aims to investigate how CSR can be used in enhancing organizational corporate image. Content analyses of 150 corporate websites of organizations in Asia headquartered in Singapore were conducted, followed by in-depth interviews with public relations (PR) practitioners to examine the motivations behind their CSR engagement. Findings showed that organizations utilized CSR as a means to enhance corporate image via four ways: Engaging in two-way conversations with stakeholders, adopting an inside-out communication approach with employees, recognizing the relevance of other CSR communication channels, and communicating CSR with authenticity. However, some organizations hesitate to use CSR communication to enhance their corporate image because they wanted to avoid being seen as using CSR as a promotional tool. 相似文献
9.
In light of the media industry’s growing focus on audience engagement, this article explores how online and offline forms of engagement unfold within journalism, based on a comparative case study of two American public media newsrooms. This study addresses gaps in the literature by (1) examining what engagement means for public media and (2) applying the concept of reciprocal journalism to evaluate the nature of reciprocity (direct, indirect, or sustained) in the give-and-take between journalists and their communities. Drawing on direct observation and in-depth interviews, this article shows how this emerging focus on engagement is driven by public media journalists’ desire to make their relationship with the public more enduring and mutually beneficial. We find that such journalists privilege offline modes of engagement (e.g., listening sessions and partnerships with local organizations) in hopes of building trust and strengthening ties with their community, more so than digital modes of engagement (e.g., social media) that are more directly tied to news publishing. Moreover, this case study reveals that public media organizations, in and through their engagement efforts, are distinguishing between the communities they cover in their reporting and the audiences they reach with their reporting. 相似文献
10.
While business models and technological innovations continue to disrupt journalistic practice, global image culture has never been stronger. Developed society is inundated daily with a torrent of images. Yet some of these are barely seen, while others almost instantly accrue scores of likes, shares, and comments. What, then, are the factors that constitute engaging, social photojournalism? Using Q methodology, which bridges qualitative and quantitative approaches, 30 participants ranked photos published on Instagram by news organizations or photographers and shared insight through interviews on what factors affect their engagement. In this way, the users' and the images' characteristics were both studied to shed light on why certain photos accrue more engagement and why certain types of people “like” certain types of content. The findings identify three types of users—feature lovers, newshounds, and optimists—and describe their motivations for interacting on the platform. Insights on how the number of people in the frame, the visibility of facial features, the presence of watermarks, and the post type affect user engagement were also gathered and discussed. 相似文献
11.
Deya Xu 《Critical Studies in Media Communication》2019,36(2):122-139
This paper discusses a phenomenon that has become popular in mainland China in recent years, “mosheng ren communication,” focusing specifically on an application known as Momo, a social discovery and dating platform that is widely used in China. It first outlines the context of post-Mao China, which has produced urbanism, individualization, and a sexual revolution. Thereafter, it turns to the theories of the stranger and cosmopolitanism, which are used to analyze mosheng ren communication. This paper adopts cultural discourse analysis as the analytical procedure to present the findings of online and offline interviews conducted in both Beijing and Shanghai to examine how Momo users in urban metropolises make use of this app in order to analyze the cultural radiants in their communication practices. Based on the data obtained, this paper analyzes mosheng ren communication in the Chinese context and describes how Momo is designed to facilitate it. Momo users can enter into sexual relations based on the use of authentic photos on their profiles; alternatively, they can communicate anonymously. They are also “in-between” traditional Chinese values and new values. Momo users contribute a Chinese form of cosmopolitanism through cultivation of insensitivity to mosheng ren, while their engagement in mosheng ren communication implies that the members of are more open to others. 相似文献
12.
《Communication monographs》2012,79(4):342-362
The primary aim of this study was to analyze and interpret some aspects of the process of organizational identification in a corporate field setting. Specifically, the study focused on how an individual's identification (or identifying) with an employing organization influences on‐the‐job decision making. Past research efforts have been limited by their treatment of organizational identification as a product or state, rather than as a process. The wider perspective on identification is well represented by Herbert A. Simon and Kenneth Burke, whose writings were integrated to provide a theoretical framework for this study. While this study neither examined the phenomenon of identification over time nor placed it in a clearly‐defined causal chain, it explicitly recognized identification as a continuing development involving many changes. The study employed two methodologies for the examination of identification in a corporate field setting: moderately‐scheduled interviews that produced largely qualitative data and a questionnaire instrument that yielded quantitative data. The methods were “triangulated” so as to provide a more detailed “snapshot” of the identification process than either would offer alone; moreover, the “accounts” elicited in employee interviews yielded retrospectives on individual‐organization relationships. The results suggest the soundness of the theoretical framework advanced at the outset. Most employees who were interviewed saw organizational interests as directly relevant to work‐related decisions. Their comments as well as their questionnaire responses indicated that they also identified with the organization, thus offering support for the link between organizational identification and decision making. 相似文献
13.
Historians, archivists, and social activism: benefits and costs 总被引：1，自引：1，他引：0
This article explores how activism by historians and archivists relates to and affects their work and how their work affects their activism. The findings are based on a survey of 195 historians (including educators) and archivists who self-identified as “someone who takes part in activities that are intended to achieve social or political change, especially someone who is a member of an organization.” The respondents participate in a wide variety of causes. Typically, their activities as activists reflect their professional skills and concerns, with a large majority involved in collecting and preserving the records of activist organizations. The article examines the benefits and costs for employers of employee activism, concluding the benefits outweigh the costs. The article also examines how activism affects the relationship between employers and their activist employees. While many activists receive recognition and other benefits from their employers for their activism, a minority suffers negative consequences up to and including firing and a substantial number feel inhibited from activism by their employers. The article also explores the effects of activism for the different occupational groups, determining that they are relatively similar but with some differences. 相似文献
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Claudia L. Hale 《亚洲交流杂志》2013,23(2):188-214
Organizational communication scholars have paid scant attention to the motivations of people who choose careers in social service organizations. This study examined organizational identification in the context of two Thai social service organizations: government-run Community Development Department (CDD) and non-governmental Population and Community Development Association (PDA). The degree to which CDD members identified with CDD and PDA members identified with PDA was assessed by using the Organizational Identification Questionnaire constructed by George Cheney (1982). Comparison of CDD and PDA scores on Cheney's OIQ provided findings that mirror those of previous studies of organizational identification. Specifically, the level of organizational identification among employees who work for the non-governmental privately-run social-cause organization (PDA) was significantly higher than for employees who work for the government organization (CDD). Thus, the non-governmental organization appears to be more effective than the government organization in fostering employee identification. Interestingly, a factor analysis of Thai responses to the Cheney instrument revealed three dimensions that were different from the three dimensions theorized by Cheney (1982). While Cheney's conceptualization of identification included employees sense of membership, similarity, and loyalty to their organization, the Thai dimensions reflected life values (‘pride in membership’), social values (‘fit with organization’), and personal values (‘comfort zone’). These findings hold important implications for communication scholars who study employee motivation in non-Western organizational contexts. 相似文献
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This paper examines the ways in which two Internet-based civil society groups, Hasiru Usiru and Praja, negotiate online and offline spaces of collective action in Bangalore, India’s “IT City.” Based on ethnographic research, the study extends collective action theory through an examination of communicative interactions and experiences of urban civil society actors in a developing country. The paper highlight factors that impede and support collective actions, including attitudes toward the Internet as a tool for democratic engagement, ideological motivations, and perceptions of identity and membership, among others. Such a line of inquiry is significant in highlighting the possibilities of ICTs for collective action, while simultaneously avoiding the tendency to inflate and overestimate their capacity to produce social change. 相似文献
18.
《Journal of Government Information》2000,27(1):47-64
In From Red Tape to Results, U.S. Vice President Albert Gore established a three-step process for creating service standards for federal agencies. This article presents the second step of this methodology, known as the front-line employee survey. The author administered this survey to staff of Oklahoma government document collections. The employee survey found that the Oklahoma government document employees are essentially satisfied with their positions; yet, improvement may be needed in services offered and in workplace facilities. 相似文献
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Kevin G. Lamude Joseph Scudder Donna Simmons Patricia Torres 《Communication Research Reports》2013,30(1):60-67
This study examined the relationship between newly hired employees’ characteristics (i.e., temporary vs. regular employee, superior‐subordinate gender‐dyad combinations), supervisors initial tactics of influence, subordinate communication satisfaction, and quality of leader‐member exchange. Results from 148 (71 temporary) new hires indicated (a) employee characteristics were not significantly related to the leader‐member exchange, (b) supervisors initial use of prosocial influence tactics were significantly and positively related to the quality of leader‐member exchange, and (c) subordinates’ satisfaction with communication was significantly and positively related to the quality of leader‐member exchange. 相似文献