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1.
A Cross-Cultural Analysis of Organizational Dissent and Workplace Freedom in Five European Economies
Individuals in five European countries—Finland, France, Germany, Spain, and the United Kingdom (n = 1184)—completed a survey exploring the relationship between organizational dissent and workplace freedom of speech. Results revealed workplace freedom of speech is positively correlated with dissent among the entire sample in France and in Germany. Results in Spain were nonsignificant. In the United Kingdom, there was a negative relationship between workplace freedom of speech and dissent. There was a negative relationship between workplace freedom of speech and articulated dissent and a positive relationship with latent dissent in Finland. Moreover, MANCOVA testing showed nationality to have a significant effect on organizational dissent and workplace freedom of speech. Germans scored the highest on dissent and workplace freedom with Spain scoring the lowest. 相似文献
2.
The purpose of this study was to assess the relationship between temporal and structural components of organizational life (i.e., job tenure, employment history, and organizational history) and employee dissent. This was accomplished by comparing respondents’ reports about their tendencies to use varying strategies for dissent to their reports about present job tenure, number of full‐time employers, total years work experience, and organizational status. Structural equation models were used to examine the association between temporal measures (job tenure, number of full‐time employers, total years work experience), structural measures (organizational status) and dissent constructs. Findings indicated that articulated dissent use was associated with management status, whereas latent dissent use was associated with nonmanagement status, increases in present job tenure and decreases in number of full‐time employers and total years work experience. 相似文献
3.
Organizations sometimes create policies that restrict the decision freedom of their members. When doing so, they might create psychological reactance and dissent. This study examines whether providing voice into a decision can reduce the likelihood that those affected by the decision perceive it as imposing on their rights, can have negative emotional reactions to its adoption, and can want to engage in organizational dissent. Undergraduate students were randomly assigned to read scenarios in which a university committee decided to recommend that a university-wide, mandatory, comprehensive exit examination requirement be adopted after a student group either supported the requirement or opposed it. The results confirmed an indirect path between voice and dissent that flowed through perceived imposition on students’ rights and negative emotional reactions to the adoption of the requirement. The limitations of the study and implications of the results for theory and research are discussed. 相似文献
4.
Employees reported the history of their friendships with peer coworkers, rating the importance of several developmental influences and a variety of communication changes as their friendships experienced three transitions: acquaintance‐to friend, friend‐to‐close friend, and close friend‐to very close/almost best friend. Results indicate that in same‐sex friendships, the influence of workplace contextual factors (e.g., sharing tasks and proximity) decreased and the influence of extra organizational influences increased as the friendships became closer. In cross‐sex friendships, however, workplace contextual factors retained their importance over the development of the friendship, suggesting individuals in cross‐sex friendships try to maintain the boundary between work and personal spheres by keeping their friendships defined as a “workplace” relationship. 相似文献
5.
Alan K. Goodboy Rebecca M. Chory Katie Neary Dunleavy 《Communication Research Reports》2013,30(4):255-265
This study examined the relationships between perceptions of organizational justice and enacting organizational dissent. Participants were 107 full-time employees working in various organizations. Results indicated that employee perceptions of distributive and interpersonal justice negatively predicted latent dissent, while perceptions of informational justice positively predicted latent dissent. Perceptions of interpersonal justice were the strongest predictor of latent dissent. Perceptions of justice were not related to articulated or displaced dissent. Future research should continue to explore triggering agents of dissent in organizations. 相似文献
6.
This study replicated a previous research project addressing connections between family-of-origin communication and organizational dissent expression. We predicted that family communication patterns (FCPs), specifically conversation and conformity orientations, would predict upward, lateral, and displaced dissent. As in the original study, significant findings emerged for upward dissent and conformity orientation. This replication study indicated family type as an inconsistent predictor of expressed dissent. Contrary to the original study, we found no evidence to support a connection between pluralistic family types and upward dissent. Finally, as an extension of the original study we analyzed effects of FCPs on displaced dissent, finding an inverse association with conversation orientation. Implications for future research are discussed. 相似文献
7.
Jeffrey W. Kassing 《Communication Research Reports》2013,30(1):58-69
The purpose of this study was to examine how subordinates’ perceptions of superior‐subordinate relationship quality (LMX) related to their strategies for expressing dissent. Employees from various organizations completed self‐report survey instruments. Results indicated that subordinates who perceived having high‐quality relationships with their supervisors reported using significantly more articulated dissent than subordinates who perceived having low‐quality relationships with their supervisors. Conversely, subordinates who perceived having low‐quality relationships with their supervisors reported using significantly more latent dissent than subordinates who perceived having high‐quality relationships with their supervisors. 相似文献
8.
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
9.
《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
10.
K. David Roach 《Communication Research Reports》2013,30(4):354-364
This study investigated the effects of management view, power use, and affinity‐seeking on employee organizational identification in organizations that hire part‐time college students. Most managers were identified as manifesting a Theory Y view of management. Manager coercive and expert power were significantly related to employee organizational identification. Results indicated that manager view and affinity‐seeking were significantly related to employee organizational identification. Significant differences in affinity‐seeking and in employee organizational identification were found for Theory X and Theory Y managers. 相似文献
11.
The purpose of this study was to examine how employees’ strategies for expressing dissent relate to work locus of control expectancies. Employees (N = 280) completed measures of organizational dissent and work specific locus of control. Results indicated that employees reporting an internal control orientation used significantly more articulated dissent than either moderate or external control oriented employees. Additionally, findings indicated that external oriented employees used significantly more latent dissent than employees reporting either moderate or external control orientations did. 相似文献
12.
This study examined workplace romantic relationship partners’ e‐mail practices and perceptions. Results suggest that the relationship may play an integral role in determining participants' uses and perceptions of e‐mail Workplace romantic couples used e‐mail as frequently as face‐to‐face communication to interact with romantic partners and rated it as both rich and important Participants used e‐mail for both work‐related and social tasks. In addition, participants used business e‐mail addresses for communicating with relational partners and perceived that few organizational policies existed regarding its use. Theoretically, these findings suggest the importance of studying the relationship as a factor that affects e‐mail practices and perceptions. Practically, results indicated that e‐mail may present an additional channel for enhancing communication and connectedness in workplace romantic relationships, and that organizations may need to reflect more carefully about policies concerning e‐mail use in the workplace. 相似文献
13.
Matthew Houdek 《传播与批判/文化研究》2017,14(1):48-65
A group of Eagle Scouts protested the Boy Scouts of America’s (BSA) anti-gay, lesbian, bi-sexual, and queer policies and heteronormative citizenship ideals by forfeiting their badges, divesting their membership, and writing personal, emotionally charged letters addressed to the BSA to critique the institution from within. Engaging the correspondence illuminates the repertoires of critique and dissent they employ in their in-house protests. To these ends, this essay makes four primary contributions: it (re)calls attention to the correspondence archive as a fruitful site to investigate political speech acts and forms of dissent; it provides an understanding of the politics of emotions in protest and social change efforts, thus contributing to resonant dialogues in social movement studies; it codifies the Eagle Scouts’ particular tactics employed in their in-house protests, captured in the terms “symbolic divestment” and “recuperative critique”; and it offers a case study that details the rhetorical mechanisms of intrainstitutional change. 相似文献
14.
Anthony Keating 《Media History》2016,22(1):85-100
In August 1929, James W. Upton, Editor of the republican newspaper, Honesty, discovered that that Seán Lemass and Gerald Boland, the Secretaries of the Fianna Fáil party, had issued a circular to their members that blackballed Honesty and promoted the sales of The Nation, a publication that Fianna Fáil's leader, Éamon de Valera, had recently brought under his control. The event that triggered this action was Upton's decision to publish an article critical of the Fianna Fáil leadership, something Upton did in the interest of freedom of speech. Upton, who was sympathetic to the Fianna Fáil cause, dubbed Lemass and Boland, ‘the Dublin Junta’ and accused them of launching an underhand attack to further their own careers and party ambitions. Fianna Fáil retaliated in the pages of The Nation, declaring that Honesty was no longer a republican journal and thereby destroying Honesty's readership. An exploration of these events reveals political duplicity and a fundamental misfit between the views of a republican idealist and hardheaded professional politicians. Upton believed that republicanism without journalistic freedom was no republicanism at all, whilst Lemass and Boland focused on building a disciplined party machine intent on suppressing dissent, within and without of its ranks. 相似文献
15.
Athletes’ expressions of dissent are largely unrecognized, which limits coaches’ abilities to manage their teams and athletes’ abilities to voice themselves effectively. This study considers athletes’ roles on their teams, sport type, and relationships with coaches and teammates as predictors of upward and lateral expressions of dissent. Results gathered from 273 former high school athletes revealed a complex pattern of social interaction, whereby starting status and relationships with teammates directly predicted upward dissent and athlete–coach relationships indirectly predicted upward dissent. In contrast, only athletes’ relationships with coaches predicted their expressions of lateral dissent. These findings suggest that in order to promote functional patterns of athlete dissent coaches must build quality relationships with athletes, as well as climates that facilitate cohesion among athletes. 相似文献
16.
Johny T. Garner 《Journal of Applied Communication Research》2016,44(4):415-433
Previous research has emphasized differences between churches and other types of organizations including the potential for leaders’ authority to be based on unassailable interpretations of Scripture and on divine callings. The present study examined members’ perceptions of church authority and the degree to which those perceptions affected their willingness to express dissenting opinions, a key feature of organizational democracy. Focus group participants described a fluid process as they negotiated how their voices would be heard in decision-making while simultaneously entrusting some decision-making to ordained leaders. That process sometimes involved seeing members’ voices as one expression of divine authority or compartmentalizing pastoral leadership to spiritual matters and democratic leadership to practical matters. Focus groups also emphasized the importance of church committees and transparency as integral practices for members’ voice in church decision-making. Surveys of a wider group of church members demonstrated that perceptions of democracy and divine authority influenced members’ willingness to express upward dissent, and to a lesser extent, lateral dissent. Results revealed how church members conceptualize their roles in decision-making, highlighting potential areas of conflict when leaders deviate from members’ expectations. 相似文献
17.
Miriam L. Matteson Yue Ming David E. Silva 《Library & information science research》2021,43(2):101093
Library employees hold perceptions about the fairness of the outcomes, processes, and interpersonal treatment in their workplaces. When employees feel the workplace is fair they are more likely to feel commitment to the organization, perform in-role and extra-role tasks, and experience job satisfaction. When employees perceive injustice in the workplace, research points to negative outcomes such as withholding work or even sabotage. To understand the antecedents of organizational justice, researchers carried out a national survey of librarians to compare the predictive power of perceived organizational support, job autonomy, job feedback, and job stress. Results indicate that increasing librarians' perceptions of organizational support and their autonomy, and providing meaningful and timely job feedback can increase overall perceptions of justice. Managers can enhance a climate of justice in their workplaces by developing strategies that target organization support, autonomy, and feedback to reduce a sense of injustice between and among employees. 相似文献
18.
Deborah Silva 《Journal of Applied Communication Research》2013,41(2):145-166
Research examining the individual–organization relationship has largely ignored the linking role of groups. Grounded in Scott, Corman, and Cheney's (1998) structurational model of organizational identification, we analyzed data obtained from members of groups embedded in a large religious organization. Results revealed three primary ways groups link individual members and the organization via identification. The connection function provides members with local copresent linkages to the organization and an environment in which to express their connection/relationship to the organization. The restructuring function enables members to restructure conflicting individual and organizational identity structures. The buffering function enables members to disidentify with a portion of the organizational identity and still maintain a sense of organizational identification. 相似文献
19.
Speaking Up Competently: A Comparison of Perceived Competence in Upward Dissent Strategies 总被引：1，自引：0，他引：1
Jeffrey W. Kassing 《Communication Research Reports》2013,30(3):227-234
Recent dissent research indicates that employees report using several different strategies for expressing their dissent to management and supervisors (i.e., upward dissent). The purpose of this study was to compare previously recognized upward dissent strategies in terms of perceived competence. Employees completed a survey instrument that asked them to assess the competence of different upward dissent strategies. Results indicate that employees perceived solution presentation to be the most competent upward dissent strategy, followed by direct-factual appeal, repetition, and circumvention. Threatening resignation was perceived as the least competent upward dissent strategy. 相似文献
20.
本文主要通过对霍姆斯在马萨诸塞州最高法院期间和在联邦最高法院审理申克案之前言论自由案件判决的分析,来还原他如何提出在美国言论自由思想史上占据重要地位的"明显而即刻的危险"原则。这种还原包含两个方面:一、对霍姆斯在这段时间言论自由思想的转变历程进行勾勒;二、挖掘影响霍姆斯对言论自由思考转向的历史因素。通过这两方面的论述,尽可能完整地向读者展示"明显而即刻的危险"原则的历史由来。 相似文献