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1.
This investigation explores the influence of perceptions of socialization tactics' use and communication relationships on employees at the initiation of and 4 months into an organizational restructuring. Results of this longitudinal investigation reveal that employees (N = 72) report considerable changes in perceptions of organizational socialization/resocialization efforts. Results also indicate that both perceptions of socialization tactics' use and communication relationships contribute to decreased role ambiguity and role conflict and increased commitment at the initiation of the restructuring and four months later. However, the influence of these factors on the dependent variables changes over time. These findings are discussed in relation to recent research on organizational entry and change, and suggestions are made for future research.  相似文献   

2.
《Communication monographs》2012,79(2):161-183
Studies of organizational members' assimilation information seeking have focused on traditional channels for uncertainty reduction (e.g., face‐to‐face communication and traditional technologies like employee handbooks) and on the experiences of newcomers. This investigation extends organizational assimilation research by examining a variety of socialization experiences (not just those of newcomers) and by considering Advanced Communication and Information Technologies (ACITs) as an additional channel for obtaining assimilation‐related information. Data from 405 employees of four organizations were utilized to explore the relationship between three channels for information seeking (face‐to‐face communication, traditional media, and ACIT) and perceived socialization effectiveness. Predictors of employee selection and use of ACITs also were examined, including perceptions of media richness and social presence, and user responses to their experiences using ACITs for assimilation. Results indicate that face‐to‐face communication is the most important predictor of assimilation effectiveness, followed by ACIT use. Least important are traditional technologies. Media characteristics, as elucidated in two prominent theories of organizational communication technology use, predicted individuals' selection and use of ACITs. Finally, a typology of members' behavioral responses to feedback regarding their ACIT use was derived, which revealed that users respond by continuing current practices, supplementing the channel, discontinuing use, expanding use, learning new uses, or by implementing a variety of these strategies.  相似文献   

3.
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   

4.
This study explores how organizational members with disabilities experience and manage organizational assimilation in the workplace. The organizational socialization model was used to initially analyze participants' assimilation experiences and co-cultural theory was used as a framework for examining how participants negotiate assimilation. Interviews with 24 participants with physical disabilities were analyzed. Results illustrate a dynamic and difficult process of managing and negotiating assimilation, using a variety of communication strategies such as accommodation (attempts to keep some cultural identity) and assimilation (attempts to conform), as opposed to separation (rejecting common connection with dominant members and bonding only with co-cultural members).  相似文献   

5.
《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   

6.
Communication network is a personal or professional set of relationships between individuals or organizations. In other words, it is a pattern of contacts which are created due to the flow of information among the participating actors. The flow of information establishes various types of relationships among the participating entities. These relationships eventually form an overall pattern that could form a gestalt of the total structure within organizational context. In this paper, we analyze the changing communications structure in order to investigate the patterns associated with the final stages of organizational crisis. Organizational crisis has been defined as organizational mortality, organizational death, organizational exit, bankruptcy, decline, retrenchment and failure to characterize various forms of organizational crisis. We draw on theoretical perspectives on organizational crisis proposed by social network analysts and other sociologists to test 5 key propositions on the changes in the network communication structure associated with organizational crisis: (1) a few actors, who are prominent or more active, will become central during the organizational crisis period; (2) reciprocity within the organizational communication network will increase during crisis period; (3) organizational communication network becomes less transitive as organizations experience crisis; (4) number of cliques increases in a communication network as organizations are going through crisis; and (5) communication network becomes increasingly centralized as organizations go through crisis.  相似文献   

7.
Communication scholars have studied how organizations socialize new employees in breadth, but we know less about how employees adapt to multiple roles rather than just one position. With the rise of rotational programs, which introduce newcomers to several different jobs within a brief time, socialization theory should be expanded. This study focused on people’s experiences in rotational programs to provide a more accurate picture of this complex socialization process. Longitudinal, qualitative data from employees during their first and second job rotation revealed that such employees’ socialization differs from traditional employees’ experiences. The results suggested a Model of Rotational Socialization that more accurately portrays the socialization process by accounting for the contrast between role and organizational socialization.  相似文献   

8.
Organizational communication scholars have grappled with assimilation processes and expanded the theoretical conceptualization of each phase. This article joins in conversation with organizational communication scholars by identifying and problematizing the assumption that reaching metamorphosis is always a positive experience. Through the ethnographic analysis of empirical data collected from an unemployment support organization, the author argues that being an established organizational member is sometimes counter to organizational objectives. While traditional organizations attempt to maintain and grow their membership, some alternative organizational formats aim to minimize membership. This premise challenges the assumption that achieving metamorphosis is always a desirable state of organizational membership. Furthermore, this study reveals how communication changes when it is undesirable for service recipients to reach metamorphosis.  相似文献   

9.
Many influences on the organizational structure of libraries can be discerned, of which technology perhaps is the most pervasive. This paper discusses some of the ways technology is influencing organizational change in libraries and what can be done to direct these changes positively in a manner that will benefit libraries.  相似文献   

10.
Never before in history has mankind produced and had access to so much data, information, knowledge, and expertise as today. To organize, access, and manage these valuable assets effectively, we use taxonomies, classification hierarchies, ontologies, controlled vocabularies, and other approaches. We create directory structures for our files. We use organizational hierarchies to structure our work environment. However, the design and continuous update of these organizational schemas with potentially thousands of class nodes organizing millions of entities is challenging for any human being.The taxonomy visualization and validation (TV) tool introduced in this paper supports the semi-automatic validation and optimization of organizational schemas such as file directories, classification hierarchies, taxonomies, or other structures imposed on a data set for organization, access, and naming. By showing the “goodness of fit” for a schema and the potentially millions of entities it organizes, the TV tool eases the identification and reclassification of misclassified information entities, the identification of classes that grow too large, the evaluation of the size and homogeneity of existing classes, the examination of the “well-formedness” of an organizational schema, and more. As a demonstration, the TV tool is applied to display and examine the United States Patent and Trademark Office patent classification, which organizes more than three million patents into about 160,000 distinct patent classes. The paper concludes with a discussion and an outlook to future work.  相似文献   

11.
This study focuses and extends the academic literature on spirituality in organizations. Although spirituality has gained attention in organizational scholarship during the past decade, there has been little systematic development. Current literature on spirituality in organizations is characterized by divergent approaches to spirituality and a number of organizational foci. The present study, based on qualitative field research in a nursing home, advances understanding of spirituality in organizations by identifying three central characteristics of organizational spirituality: value alignment, personal spirituality, and relationship‐based organizing. These central characteristics, supported by the field research and current literature on spirituality in organizations, lead to issues for further research. The study concludes with an invitation for dialogue on the emergent topic of organizational spirituality.  相似文献   

12.
Developing the capacity to digitally transform through AI is becoming increasingly important for public organizations, as a constantly growing number of their activities is now becoming AI-driven. This prompts an understanding of how public organizations should organize in order to derive value from AI, as well as in which forms can value be realized. Against this background, this paper examines how AI capabilities can lead to organizational performance by inducing change in key organizational activities. Using a survey-based study, we collected data from European public organizations regarding the indirect effect AI capabilities have on organizational performance. Data was collected from 168 municipalities from three European countries (Norway, Germany, and Finland) and analyzed by means of structural equation modeling. Our findings show that AI capabilities have a positive effect on process automation, cognitive insight generation, and cognitive engagement. While process automation and cognitive insights are having a positive effect on organizational performance, we found that cognitive engagement negatively affects organizational performance. Our findings document the key resources that constitute an AI capability and showcase the effects of fostering such capabilities on key organizational activities, and in turn organizational performance.  相似文献   

13.
In spite of attempting to implement e-government innovations to enhance efficiency in public organizations for several decades, e-government innovation has often not met the expectations of citizens, legislatures, or the organizations. Although a wide range of causes from poor planning to improper implementation have been suggested for explanation of failures, it is still challenging to theoretically construct an explanation of what the overarching dynamic is behind those causes. To further develop the understanding of the conditions of unrealized benefits of e-government innovation, we propose a conceptual framework of a knowledge vacuum, which is an organizational condition in which excessive exploration and organizational inertia interact to create a vicious cycle of low performance. We first review the history of e-government and factors that affect the success and failure of e-government innovation. Next, we develop the conceptual framework, and apply the concept to review an e-government innovation failure case for an illustrative purpose. We conclude by discussing theoretical and practical implications of the conceptual framework and its limitations in understanding the current state of e-government innovations.  相似文献   

14.
Closings have led some to suggest that news libraries are in crisis and require significant changes. In an effort to provide better service, some news libraries assign news librarians, or researchers, to editorial teams, increasing their visibility among the reporters they serve. Other organizations maintain centralized research services, focusing instead on expanding their influence as a team. This article describes a study of four news organizations, two that have adopted the integrated team model and two that provide centralized information services exclusively. Although only minor differences are observed based upon the organizational model in place, there is some evidence that news researchers who are proactive and integrated within the organizational function are more valued by these journalists.  相似文献   

15.
This study explores organizational assimilation in Chinese organizations. To reflect the Chinese context more accurately, the present study compared employees working in three different kinds of organizations: state-owned enterprises (SOEs), private-owned enterprises (POEs), and foreign-invested enterprises (FIEs). Data collected from 220 full-time employees were analyzed using multiple regression analysis. Regression analyses demonstrated that employees’ level of organizational assimilation was significantly influenced by organizational type: Employees in SOEs reported the highest level and employees in FIEs reported the lowest level of organizational assimilation.  相似文献   

16.
Collection development and the management of access to electronic resources in large academic libraries increasingly requires close cooperation between collection development librarians, public service librarians, and systems librarians and staff. Many libraries, both public and academic, have created new positions or converted existing ones with titles such as ‘electronic resources librarian’ or ‘electronic information coordinator.’ Two years ago, the Washington State University (WSU) Libraries decided to take a different approach to managing these two vital library functions by creating the new position of Assistant Director for Collections and Systems. This paper explores the convergence of collection development and systems in a research library. It sets forth the philosophical underpinnings of that convergence, and it discusses issues encountered in the integration of the two services in the WSU Libraries. Finally, it explores strategic issues for future collection development and management from the perspective of this new organizational paradigm. [1]  相似文献   

17.
We consider the place of library systemization in the technological process of acquiring a document fund. A conclusion is drawn on the necessity of combining the functions of a organizational specialist and a cataloger. Guidelines are given on the main questions on how to organize systemization under the following conditions: scheduling; handling of staff, documentation support; a procedural help system; and a workstation for the organizational specialist. The main steps are generated for an algorithm of how an organizational specialist is supposed to work.  相似文献   

18.
Investigation of information seeking has focused on initial organizational entry hut there is evidence information seeking strategies continue to develop throughout organizational careers. This study begins an investigation of information seeking as a day‐to‐day component of organizational life. Individual characteristics of organizational members and situational variables were investigated to determine their relationship with information seeking behavior. Respondent age was found to influence selection of information seeking strategy. The situational variables of employment classification and length of employment also significantly influenced information seeking strategy. Taken together the differences suggest that information seeking strategies change in predictable ways throughout organizational careers.  相似文献   

19.
This paper examines the impact of Customer Relationship Management (CRM) technology on organizational change in local governments in the United States. The bureaucratic and e-Government paradigms are examined with regards to this technology impacting organizational change. Survey evidence on the adoption of CRM is examined from the perceptions of Chief Administrative Officers (CAOs) in cities and counties that have adopted this technology. Survey results indicate that both the e-Government and bureaucratic paradigms impacted organizational change from CRM adoption. Factor analysis shows that management change, efficiency change, and leadership and organizational change are the three most common factors in the models. Regression results indicate that local governments that score high on these factors are more likely to take an enterprise approach in the adoption of CRM for their local government. The results of this study imply that organizational change is not just influenced by the more recent e-Government paradigm, but traditional attributes of the bureaucratic model are present as well.  相似文献   

20.
To study the explicit organizational knowledge pattern of an education and research institute is a tedious process as it deals with multiple subjects. Also, many qualitative and quantitative indicators such as peer review process, awards and honors received by the constitute members of the institute, national and international grants, and different types of publications can be considered to study the pattern followed in different disciplines over a period of time. Not all of these indicators will be giving the same message, and the choice of which one to select will depend on the type of research being evaluated. In this study to analyze explicit organizational knowledge, publications of Indian Institute of Science (IISc) in different disciplines over a span of 10 years from 1996 to 2005 are considered as given in the multidisciplinary database SCOPUS using correspondence analysis and cluster analysis.

According to correspondence analysis, the study indicated that publication productivity of IISc is on the rise during the study period and research in Engineering, Agriculture & Biological science, Chemistry and Life sciences is high. Although a cluster analysis is carried out to find out demarcations between row elements and column elements, no useful interpretation could be drawn.

However, this analysis has to be carried out further, by factoring indicators from research input as well as other socio-economic political, and cultural factors affecting the explicit organizational knowledge. Correspondence analysis and cluster analysis highlights what is interesting, and indicates the direction in which further inquiry should be done.  相似文献   

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