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1.
Although work-family benefits are increasingly important organizational policies, limited research addresses the impact of communication on benefit utilization. However, communication is significant because the perceived appropriateness of work-family benefits emerges through interaction. For example, when coworkers complain about "picking up the slack" for those using family leave, their discourse may impact future decisions of other workers regarding whether they utilize the work-family benefits available to them. We apply Giddens' (1984) Structuration Theory to examine organizational members' discursive responses to conditions (and contradictions) present in utilizing work-family benefits in a governmental organization. We argue the daily discursive practices of individuals can either reinforce or undermine formally stated work-family initiatives, and in turn discuss the implications of this "structuration" of policy.  相似文献   

2.
We explored 18 fathers' interviews to locate how they constructed work-family balance and their fatherhood roles within their particular life contexts. Using the constant comparative method, we found that these men framed and enlarged work-family balance as both work and life negotiations but elevated family as first by linking family to their meanings of work. To them, fatherhood meant webs of responsibilities to others and community engagements with problem solving constituting their main activity. These reconceptualizations of fatherhood and masculinities may indicate that there are ideological changes in the nature of fatherhood that have implications for understanding men's contemporary roles as well as for changing work-life policies and practices.  相似文献   

3.
This study investigates the differences and similarities in communication practices between the public and private sectors. Through a survey of 976 government and corporate communicators, 12 organizational attributes previously identified in research on the government communication decision wheel (Liu & Horsley, 2007; Liu & Levenshus, 2008) were tested. The results indicated differences between the two groups in budgets, political influence, communication frequency, public pressure, interaction with other organizations, media coverage frequency, media coverage evaluation, and impact of legal frameworks as they relate to communication practices. No significant differences in diversity of publics, opportunities for professional development, participation in organizational leadership, or management support for communication between the two groups were found. The findings allowed for refinement of this developing model of government communication.  相似文献   

4.
The present study adopted an intergroup approach to information sharing and ratings of work team communication in a public hospital (N = 142) undergoing large-scale restructuring. Consistent with predictions, ratings of communication followed a double ingroup serving bias: while team members reported sending about the same levels of information to double ingroup members (same work team/same occupational group) as they did to partial ingroup members (same work team/different occupational group), they reported receiving less information from partial ingroup members than from double ingroup members and rated the communication that they received from partial ingroup members as less effective. We discuss the implication of these results for the management of information sharing and organizational communication.  相似文献   

5.
本文在分析“定州事件”受关注度有限、传播控制存在失误的基础上,提出:有关部门应该审时度势,与时俱进地更新传播观念、转换传播模式,促使信息从组织传播走向大众传播、由垂直流动转为横向流动。由此,才能塑造良好的传播环境,社会管理才能趋向“善治”。  相似文献   

6.
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 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   

8.
In health-communication research, participants who are disproportionately affected by health disparities are often “hard-to-reach,” making them difficult to identify for formative research. This study used communication infrastructure theory (CIT) to create a strategy for locating a specific subset of residents—those who use 911 for healthcare—within a low-income Atlanta community. Findings suggest the need for strategies that involve employing both the communication channels that are part of the neighborhood storytelling network and the community's discursive spaces, more specifically the communication hot spots and community comfort zones located within the community's built environment.  相似文献   

9.
基于问卷调查,从5个维度测量图书馆员的沟通满意感,即对组织整体沟通氛围的看法、沟通开放性、相关工作信息的获取、直接主管的沟通意识及态度与主动性、同事之间的沟通关系等。在此基础上,从性别、入馆年限、职称、职位、教育背景方面,对不同馆员群体的沟通满意感及其相关因素进行考察,以发现其规律和特点。  相似文献   

10.
This article documents the 30‐year history of communication network research at Michigan State University (M.S.U.), providing a case study of the evolution and diffusion of an academic innovation. Three past and continuing issues for network scholars are identified: a lack of professional reward for developing user‐friendly computer programs, unresolved methodological problems, and a need for better theoretical and conceptual frameworks. The narrative also illustrates the difficulty communication as a discipline has in impacting broader intellectual traditions. The story begins with the first doctoral dissertation (Schwartz, 1968 Richards, W. D. and Barnett, G., eds. 1993. Progress in communication sciences: Advances in communication network analysis, Norwood, NJ: Ablex.  [Google Scholar]) and the first network analysis software program in 1970 (Richards’ Negopy), continuing to the last dissertation (Susskind, 1996 Susskind, A. M. 1996. The impact of an organizational downsizing effort on survivors’ communication network relationships and attitudes, East Lansing: Department of Communication, Michigan State University. Unpublished doctoral dissertation [Google Scholar]), and ending in 1998 when J. David Johnson left the M.S.U. faculty. Other major players in the M.S.U. network tradition included David K. Berlo, Eugene Jacobson, Everett M. Rogers, Vincent Farace, Peter Monge, and Erwin Bettinghaus. Ironically, Schwartz and Susskind met in 1998 while Schwartz was preparing to retire from Cornell University and Susskind was starting as an Assistant Professor in a different department, thus providing closure to the M.S.U. network.  相似文献   

11.
Organizational Surveys: A System for Employee Voice   总被引：1，自引：0，他引：1  
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:

  1. Build trust in the organizational survey process, the researcher(s), and the organization.

  2. Eliminate the adversarial relationship that often exists between management and employees who speak up.

  3. Provide evidence that the organization does more than purport to value the things that it says it values.

  相似文献   

12.
Building on past research, this article argues that organizational life can be usefully construed as a series of communicative performances that are embedded and enacted in everyday discursive practices. Specifically, this research explores the sensemaking process individuals undertake when faced with the dilemma of knowing when to invent appropriate ways to respond rather than being automatically constrained by past routines. The research presents case study evidence drawn from participant observation and interviews with flight attendants from a major U.S. airline. Shown to be high in emotional and impression management, flight attendants perform a feminized role that privileges accommodation over authority and reassurance over safety that may influence their performances in emergency situations. The work ends with an evaluation of the dominant air travel performance in relation to safety and offers recommendations for facilitating communication and coordination among flight attendants and pilots.  相似文献   

13.
Building on past research, this article argues that organizational life can be usefully construed as a series of communicative performances that are embedded and enacted in everyday discursive practices. Specifically, this research explores the sensemaking process individuals undertake when faced with the dilemma of knowing when to invent appropriate ways to respond rather than being automatically constrained by past routines. The research presents case study evidence drawn from participant observation and interviews with flight attendants from a major U.S. airline. Shown to be high in emotional and impression management, flight attendants perform a feminized role that privileges accommodation over authority and reassurance over safety that may influence their performances in emergency situations. The work ends with an evaluation of the dominant air travel performance in relation to safety and offers recommendations for facilitating communication and coordination among flight attendants and pilots.  相似文献   

14.
The present study adopted an intergroup approach to information sharing and ratings of work team communication in a public hospital (N?=?142) undergoing large-scale restructuring. Consistent with predictions, ratings of communication followed a double ingroup serving bias: while team members reported sending about the same levels of information to double ingroup members (same work team/same occupational group) as they did to partial ingroup members (same work team/different occupational group), they reported receiving less information from partial ingroup members than from double ingroup members and rated the communication that they received from partial ingroup members as less effective. We discuss the implication of these results for the management of information sharing and organizational communication.  相似文献   

15.
This study examines how healthcare communication professionals (HCPs) cope with workplace stress while working in an inherently stressful industry. In-depth, semi-structured interviews were conducted with 17 HCPs (14 females, 3 males) from seven nonprofit and for-profit hospitals in the midwestern and eastern regions of the United States. Communication positions held by participants included marketing, media/community relations, public information, public relations, corporate communication, and social media. Interviews revealed HCPs use four strategies to cope with workplace stress: prioritizing, seeking colleague support, keeping perspective, and being active. HCPs primarily relied on employee-centered coping strategies, even though all sources of stress were organizationally-based (i.e., workload, lack of resources, client confidentiality). The majority of HCPs emphasized the benefits of using problem-centered (i.e., prioritizing) and emotion-centered (i.e., seeking colleague support) coping strategies. Although mentioned less often, HCPs utilized more avoidance-centered coping strategies (i.e., keeping perspective, being active). More importantly, they highlighted the benefits of using avoidance-centered strategies to help them mentally and physically disengage from workplace stress. Hospital administration should reassess if, and how, they help HCPs effectively cope with workplace stress (i.e., outlets, programs, professional development opportunities) in order to improve the well-being of HCPs and increase the likelihood of organizational success.  相似文献   

16.
《Communication monographs》2012,79(3):354-378
This study investigated the influence of context in the production of messages by stakeholders about organizational change. We analyzed messages produced in response to hypothetical organizational change scenarios. The message production task was implemented within a 2×2 experimental design (N = 1,205) fielded at three different organizations. We included multiple replications for each manipulation, and multilevel structural equation modeling allowed for analysis across scenario replications. Results indicated that perceptions of change and context do influence message design mediated by intensity of beliefs about a change. The study extends message design logics theory and contributes to a conceptualization of stakeholder interaction during organizational change as a problem of communication design.  相似文献   

17.
Heart patients are frequently advised to make lifestyle changes and communication with a romantic partner can help or hinder adoption of heart healthy behaviors. However, talking about lifestyle change can have both positive and negative meanings and this can create dilemmas for couples. We engaged in an interpretive analysis of interviews with 25 patients and 16 partners to identify the ways they managed the meanings of lifestyle change talk. Their communicative strategies included rationing talk, saying it nicely and framing it cooperatively. Each strategy had advantages and disadvantages as well as optimal conditions. We also identified interpretive lenses that shaped the meaning of talk, including legitimacy, patience, emphasizing the positive, moderation, benefits for both people, and perceived compliance. Finally, environmental resources (such as household patterns and communication with the social network) contextualized the meaning of talk. We proposed a model of the interrelated influence of communication, interpretation, and environment on the meanings of talking about lifestyle change.  相似文献   

18.
Research in organizational communication and public relations suggest that in times of crises, messages generated by the organization are most likely to positively influence stakeholder perceptions, whereas those generated by the press may have negative ramifications. Although this advice seems logical, to date there is little research that investigates this claim empirically and directly. Two experiments were conducted to explore the separate and combined impact of print and televised messages concerning an organization in the midst of a crisis. The findings offer empirical evidence that statements from organizations experiencing crises may offset negative stakeholder responses. Theoretical and pragmatic implications are discussed regarding these findings.  相似文献   

19.
Scholars and practitioners have often conceptualized hazards as external to discursive processes, focusing instead on the role of strategic communication in representing pre-organized vulnerabilities to stakeholders rather than on the capacity of mundane discourse practices to shape how hazards emerge. In this study of risk discourse in one high reliability organization, a municipal fire department, we demonstrate how hazard appraisals emerged as intersubjective products of organizational discourse. Specifically, we explore how the interpretive repertoires firefighters used to make sense of hazards were medium and outcome of discursive identity formations. Firefighters employed preferred identity terms to amplify identity-enhancing dangers and attenuate vulnerabilities that were threatening to a preferred sense of self.  相似文献   

20.
与人们心中根深蒂固的传递传播观相比,仪式传播观开辟了新视角。仪式传播突出了信息接收者的主体性。同时,又将接收者带入传播的仪式氛围,使其丧失主体性,达到对接收者的精神控制,从而建构传播发起者希望的秩序状态。此外,作为仪式传播客观效果之一的经济效益,从另一方面证明了仪式传播生命力之所在。  相似文献   

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