共查询到20条相似文献，搜索用时 31 毫秒
1.
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
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This interview study examines communication during job promotions as part of the ongoing assimilation process. Results suggest promoted employees experience phases similar to those experienced by newcomers or transferees: a Pre‐Promotion Phase during which they gain experience; a Shifting Phase in which their communication changes as they develop and negotiate their new roles; and an Adjustment Phase when they feel comfortable in their new roles. Results indicate that those promoted must develop new communication relationships and skills despite remaining in the same organizational location. Unlike others making role transitions, those promoted frequently experience testing or hazing, but also appear to have more ability to change and influence their organizations. 相似文献
3.
Angela N. Gist 《Qualitative Research Reports in Communication》2016,17(1):15-26
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
4.
J. Kevin Barge 《Communication Studies》2013,64(1):106-127
An antenarrative approach to organizational communication acknowledges the fragmented, collective, situated, and performative nature of organizational stories and storytelling. Adopting an antenarrative approach to managerial practice focuses our attention on the ways individuals manage the multi‐voiced nonlinear character of organizfitional life. Antenarrative theory and its significance for managerial practice is overviewed followed by an explication of how an organizational consultancy firm has developed systemic story making as a core practice for managing the multiple, often conflicting stories comprising organizational experience. Systemic story making raises significant issues regarding how antenarrative theory may consider the relationships among stories, inquiry, and change. 相似文献
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Jaehee Cho Dina Inman Ramgolam Kimberly Mary Schaefer Anu Nadina Sandlin 《Journal of Applied Communication Research》2013,41(1):38-54
This study investigates the relationship between communication overload and uses of diverse communication channels in terms of their level of synchronicity. Emphasis on the synchronicity of any given channel reveals how temporal elements (i.e., rate and processing time) play an important role in perceptions of communication load. Additionally, this study examines the association between communication overload, organizational identification and job satisfaction. Findings reveal: (a) both high and low synchronous channels are associated with increased reports of communication overload; (b) a mediating effect of organizational identification on the relationship between communication overload and job satisfaction; and (c) a moderating effect of communication overload on the relationship between low synchronous channels and organizational identification. 相似文献
7.
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
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《Communication monographs》2012,79(4):460-479
Organizations and the relationships they create are rife with tensions that pull individual participants and whole organizations in opposing directions. When multiple organizations form relationships with one another these tensions may take on new forms and create new challenges for individual and organizational participants. This study utilized a focus-group methodology to explore how participants in collaborative interorganizational relationships (IORs) experience and cope communicatively with tensions. The data suggest that tensions exist across two areas: relationships and structures. We found that tensions in collaboration are common, acknowledged, and that the tensions manifest and are addressed through communication. 相似文献
10.
Richard L. Lanigan 《Journal of Applied Communication Research》2013,41(2):98-101
This paper uses the Mann Gulch and Storm King Mountain fire disasters as a beginning point to analyze organizational crises. Several of the human factors that contributed to both disasters are identified, and the point is made that similar factors most likely contribute to other organizational crises. It is argued that the lack of legitimate authority impaired the crews’ ability to overcome disaster. Underlying this is a lack of common experience, communication, and interaction. Based on this analysis of the Mann Gulch and Storm King Mountain fires, practical recommendations for enhancing organizations’ ability to effectively cope with crisis and environmental uncertainty are offered. 相似文献
11.
《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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《Communication monographs》2012,79(1):1-27
This study explores how differences in three communication‐related structures central to organizational work—coordination methods, workplace technologies, and feedback cycles—influence organizational members' experience of eleven dimensions of time—flexibility, linearity, pace, punctuality, delay, scheduling, separation, scarcity, urgency, and present and future time perspectives. Analyses of data from five residential services departments in a West Coast University revealed that differences in coordination method, technology type, and feedback cycle characteristics helped to shape members' experience of ten dimensions of time—flexibility, linearity, pace, punctuality, delay, separation, urgency, scarcity, and future and present time perspectives. As hypothesized, members of work groups whose feedback cycles included an extended task completion interval and high task variability exhibited a greater future‐time perspective than group members whose feedback cycles were characterized by brief intervals and low task variability. 相似文献
13.
Betsy Stevens 《Communication Teacher》2013,27(2):62-67
Objective: To teach students to argue persuasively using evidence to support their assertions; to learn clear logical writing that focuses on the audience and uses strategies for persuasion; to incorporate theory into a very practical scenario and understand the importance of purpose, audience, and situation Courses: Business communication, persuasion, and organizational communication classes 相似文献
14.
图书馆馆员心理契约违背是馆员在图书馆未能充分履行心理契约的认知基础上产生的一种情绪体验,对图书馆和馆员都带来消极的影响。根据其形成机理,采取建立有效的沟通机制、树立以人为本的管理理念、建设诚信公平的组织文化以及建设学习型图书馆等应对措施可预防馆员心理契约违背的产生,降低其带来的不利影响。 相似文献
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Deloris McGee Wanguri 《Communication Teacher》2013,27(4):126-129
Objective: Upon completion of this activity, students, based upon their personal and professional experiences, should be able to develop abbreviated case studies for use in organizational communication classes Course: Organizational Communication 相似文献
16.
This study examined 393 organizational members' reported communication load, job satisfaction, and interdepartmental communication satisfaction in relation to their experience of time along eleven dimensions—flexibility, linearity, pace, punctuality, delay, scheduling, separation, urgency, scarcity, and future and present time foci. Results indicate that organizational members who experienced their time as more delayed, more flexible, and more oriented toward the future tended to report higher levels of communication load. Additionally, members who characterized their work as more punctual and oriented toward the future were more satisfied with their jobs, while those who experienced work as faster paced were less satisfied. Finally, the organizational members most satisfied with communication among departments reported their work patterns as more linear and more strongly oriented toward the future, while members who reported their work as more delayed were least satisfied with such interdepartmental interactions. 相似文献
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《Communication monographs》2012,79(2):169-183
This essay addresses the need for organizational communication scholarship to come to terms with the contested nature of globalization through analyses of collective resistance. We argue that organizational communication has largely situated the study of resistance at the level of the individual, and characterized it as an element of micro-politics located within organizational boundaries. Thus, resistance has been considered in localized, interpersonal terms, without full appreciation of its political and ideological significance. This essay builds a case for reconsidering resistance in order to study “globalization from below” and highlights protest movements as exemplars of transformative resistance. Finally, the essay advances a study of organizational communication with expanded disciplinary engagement with respect to globalization. 相似文献
18.
Ulla Bunz 《Communication Teacher》2013,27(2):36-39
Objective: To conduct a review of organizational communication concepts in an applied context that students identify with and enjoy Course: Organizational Communication 相似文献
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《Communication Teacher》2013,27(2):81-86
Objective: To identify and differentiate among three communication perspectives in organizational culture research Courses: Organizational Communication, Communication in the Workplace, Organizational Culture and Change 相似文献
20.
国外知识搜索理论研究进展综述 总被引：2，自引：0，他引：2
对知识搜索理论进行全面回顾与梳理.认为知识搜索的前因可概括为知识特性、社会资本、知识吸收能力、沟通能力和组织学习文化五个方面;知识搜索的后果主要表现为对组织创新绩效和组织学习绩效的影响.最后,对知识搜索理论的未来发展趋势进行探讨,以期为知识搜索相关问题的深入研究奠定基础. 相似文献