Subjects -> POLITICAL SCIENCE (Total: 1161 journals)
    - CIVIL RIGHTS (14 journals)
    - INTERNATIONAL RELATIONS (146 journals)
    - POLITICAL SCIENCE (967 journals)
    - POLITICAL SCIENCES: GENERAL (34 journals)

POLITICAL SCIENCE (967 journals)            First | 1 2 3 4 5     

Showing 201 - 281 of 281 Journals sorted alphabetically
Democratization     Hybrid Journal   (Followers: 42)
Democrazia e diritto     Full-text available via subscription   (Followers: 2)
Demokratie und Geschichte     Hybrid Journal  
Demokratizatsiya: The Journal of Post-Soviet Democratization     Full-text available via subscription   (Followers: 12)
Der Donauraum     Hybrid Journal  
Desafíos     Open Access  
Development and Change     Hybrid Journal   (Followers: 59)
Digest of Middle East Studies     Hybrid Journal   (Followers: 12)
Digital Government : Research and Practice     Open Access   (Followers: 2)
Diplomacy & Statecraft     Hybrid Journal   (Followers: 15)
Diplomatic History     Hybrid Journal   (Followers: 24)
Diritto, immigrazione e cittadinanza     Open Access   (Followers: 4)
Dissent     Full-text available via subscription   (Followers: 8)
Diversité urbaine     Full-text available via subscription  
Dynamics of Asymmetric Conflict: Pathways toward terrorism and genocide     Hybrid Journal   (Followers: 18)
Earth System Governance     Open Access  
East European Jewish Affairs     Hybrid Journal   (Followers: 16)
East European Politics     Hybrid Journal   (Followers: 11)
Eastern African Literary and Cultural Studies     Hybrid Journal  
Eastern Review     Open Access  
Economia Politica     Hybrid Journal   (Followers: 40)
Ecopolítica     Open Access  
eJournal of eDemocracy and Open Government     Open Access   (Followers: 9)
Ekonomi, İşletme, Siyaset ve Uluslararası İlişkiler Dergisi     Open Access  
El Banquete de los Dioses     Open Access  
El Cotidiano     Open Access   (Followers: 1)
Electoral Studies     Hybrid Journal   (Followers: 44)
Em Pauta : Teoria Social e Realidade Contemporânea     Open Access   (Followers: 1)
Encuentro     Open Access  
Entramados y Perspectivas     Open Access  
Environment and Planning C : Politics and Space     Full-text available via subscription   (Followers: 41)
Environmental Politics     Hybrid Journal   (Followers: 19)
Espacios Públicos     Open Access  
Estudios digital     Open Access   (Followers: 1)
Estudios Políticos     Open Access  
Estudios Políticos     Open Access  
Estudos Avançados     Open Access  
Ethical Theory and Moral Practice     Hybrid Journal   (Followers: 23)
Ethics & International Affairs     Full-text available via subscription   (Followers: 17)
Ethics & Global Politics     Open Access   (Followers: 8)
Ethics in Science and Environmental Politics     Hybrid Journal   (Followers: 5)
Éthique publique     Open Access   (Followers: 1)
Études internationales     Full-text available via subscription  
Eunomia. Rivista semestrale del Corso di Laurea in Scienze Politiche e delle Relazioni Internazionali     Open Access   (Followers: 2)
Eureka Street     Full-text available via subscription   (Followers: 5)
European Integration Studies     Open Access   (Followers: 13)
European Journal for Security Research     Hybrid Journal   (Followers: 1)
European Journal of American Culture     Hybrid Journal   (Followers: 1)
European Journal of Cultural and Political Sociology     Hybrid Journal  
European Journal of Government and Economics     Open Access   (Followers: 6)
European Journal of International Relations     Hybrid Journal   (Followers: 62)
European Journal of Political Economy     Hybrid Journal   (Followers: 61)
European Journal of Political Research     Hybrid Journal   (Followers: 86)
European Journal of Political Research : Political Data Yearbook     Hybrid Journal   (Followers: 3)
European Journal of Politics and Gender     Hybrid Journal  
European Policy Analysis     Hybrid Journal  
European Political Science     Hybrid Journal   (Followers: 40)
European Politics and Society     Hybrid Journal   (Followers: 6)
European Review     Hybrid Journal   (Followers: 19)
European Security     Hybrid Journal   (Followers: 19)
European Union Politics     Hybrid Journal   (Followers: 55)
European Yearbook of Minority Issues Online     Hybrid Journal   (Followers: 5)
Eurostudia     Open Access  
Evaluation     Hybrid Journal   (Followers: 20)
Evaluation and Program Planning     Hybrid Journal   (Followers: 12)
Evidence Base : A journal of evidence reviews in key policy areas     Open Access  
Exchange : The Journal of Public Diplomacy     Open Access   (Followers: 2)
Fascism     Open Access   (Followers: 4)
Federal Governance     Open Access   (Followers: 1)
Fédéralisme Régionalisme     Open Access  
FEU Academic Review     Open Access  
Fijian Studies: A Journal of Contemporary Fiji     Full-text available via subscription   (Followers: 1)
Financial Times     Full-text available via subscription   (Followers: 39)
Foreign Policy     Full-text available via subscription   (Followers: 52)
Foreign Policy Analysis     Hybrid Journal   (Followers: 25)
Foreign Policy Bulletin     Hybrid Journal   (Followers: 6)
Foro Interno. Anuario de Teoría Política     Open Access  
French Politics     Hybrid Journal   (Followers: 13)
Frontiers in Political Science     Open Access   (Followers: 1)
Gaceta Laboral     Open Access  
Genocide Studies International     Hybrid Journal   (Followers: 10)
Geographische Zeitschrift     Full-text available via subscription  
Geopolítica(s). Revista de estudios sobre espacio y poder     Open Access   (Followers: 1)
Geopolitics     Hybrid Journal   (Followers: 13)
Geopolitics under Globalization     Open Access  
German Politics     Hybrid Journal   (Followers: 16)
German Politics and Society     Full-text available via subscription   (Followers: 9)
Germinal : Marxismo e Educação em Debate     Open Access  
Gestão & Regionalidade     Open Access  
Ghana Journal of Development Studies     Full-text available via subscription   (Followers: 8)
Ghana Studies     Full-text available via subscription   (Followers: 15)
Global Affairs     Hybrid Journal  
Global Change, Peace & Security: formerly Pacifica Review: Peace, Security & Global Change     Hybrid Journal   (Followers: 411)
Global Discourse : An Interdisciplinary Journal of Current Affairs and Applied Contemporary Thought     Hybrid Journal   (Followers: 3)
Global Environmental Politics     Hybrid Journal   (Followers: 19)
Global Governance: A Review of Multilateralism and International Organizations     Full-text available via subscription   (Followers: 48)
Global Journal of Peace Research and Praxis     Open Access   (Followers: 4)
Global Justice : Theory Practice Rhetoric     Open Access   (Followers: 1)
Global Media Journal : African Edition     Open Access  
Global Policy     Hybrid Journal   (Followers: 11)
Global Societies Journal     Open Access  
Global Society     Hybrid Journal   (Followers: 10)
Global South, The     Full-text available via subscription   (Followers: 2)
Global War Studies     Full-text available via subscription   (Followers: 12)
Göç Dergisi     Full-text available via subscription  
Good Society     Full-text available via subscription   (Followers: 3)
Governare la paura. Journal of interdisciplinary studies     Open Access  
Government and Opposition     Full-text available via subscription   (Followers: 24)
Granì     Open Access  
Group Processes & Intergroup Relations     Hybrid Journal   (Followers: 7)
Hague Journal of Diplomacy     Hybrid Journal   (Followers: 10)
Hegel Bulletin     Full-text available via subscription   (Followers: 2)
Helsinki Monitor     Hybrid Journal  
Hic Rhodus : Crisis capitalista, polémica y controversias     Open Access  
Historia i Polityka     Open Access  
History of Communism in Europe     Full-text available via subscription   (Followers: 3)
Hommes & Migrations     Open Access   (Followers: 6)
HONAI : International Journal for Educational, Social, Political & Cultural Studies     Open Access  
Horyzonty Polityki     Open Access  
Human Relations     Hybrid Journal   (Followers: 59)
Human Rights Case Digest     Hybrid Journal   (Followers: 13)
Human Rights Law Review     Hybrid Journal   (Followers: 66)
Human Rights Quarterly     Full-text available via subscription   (Followers: 72)
Human Rights Review     Hybrid Journal   (Followers: 27)
Icelandic Review of Politics and Administration     Open Access  
Idäntutkimus     Open Access  
identidade!     Open Access  
Identities : Journal for Politics, Gender and Culture     Open Access   (Followers: 1)
Identities: Global Studies in Culture and Power     Hybrid Journal   (Followers: 18)
Identity Papers : A Journal of British and Irish Studies     Open Access   (Followers: 1)
IDP. Revista de Internet, Derecho y Politica     Open Access   (Followers: 2)
Ids Practice Papers     Hybrid Journal  
IKAT : The Indonesian Journal of Southeast Asian Studies     Open Access   (Followers: 1)
Indes : Zeitschrift für Politik und Gesellschaft     Hybrid Journal  
Index on Censorship     Hybrid Journal   (Followers: 4)
India Quarterly: A Journal of International Affairs     Hybrid Journal   (Followers: 7)
India Review     Hybrid Journal   (Followers: 7)
Indialogs : Spanish Journal of India Studies     Open Access  
Indonesia Prime     Open Access   (Followers: 1)
Indonesian Journal of Community Engagement     Open Access  
Innovation Policy and the Economy     Full-text available via subscription   (Followers: 9)
Innovations : Technology, Governance, Globalization     Hybrid Journal   (Followers: 9)
Insight on Africa     Hybrid Journal   (Followers: 3)
InSURgência : revista de direitos e movimentos sociais     Open Access  
Intelligence & National Security     Hybrid Journal   (Followers: 30)
Interdisciplinary Political Studies     Open Access   (Followers: 2)
Interdisziplinäre Zeitschrift für Südasienforschung     Open Access  
Interest Groups & Advocacy     Hybrid Journal   (Followers: 3)
Interfaces Brasil/Canadá     Open Access   (Followers: 2)
International Affairs     Hybrid Journal   (Followers: 70)
International Area Studies Review     Hybrid Journal   (Followers: 3)
International Communication of Chinese Culture     Hybrid Journal   (Followers: 7)
International Critical Thought     Hybrid Journal   (Followers: 4)
International Gramsci Journal     Open Access   (Followers: 2)
International Interactions: Empirical and Theoretical Research in International Relations     Hybrid Journal   (Followers: 4)
International Journal : Canada's Journal of Global Policy Analysis     Hybrid Journal   (Followers: 4)
International Journal of African Renaissance Studies - Multi-, Inter- and Transdisciplinarity     Hybrid Journal   (Followers: 2)
International Journal of Area Studies     Open Access   (Followers: 6)
International Journal of Children's Rights     Hybrid Journal   (Followers: 23)
International Journal of Diplomacy and Economy     Hybrid Journal   (Followers: 6)
International Journal of E-Politics     Full-text available via subscription   (Followers: 4)
International Journal of East Asian Studies     Open Access  
International Journal of Electronic Government Research     Full-text available via subscription   (Followers: 4)
International Journal of Environmental Policy and Decision Making     Hybrid Journal   (Followers: 2)
International Journal of Group Tensions     Hybrid Journal  
International Journal of Human Rights     Hybrid Journal   (Followers: 59)
International Journal of Intelligence and CounterIntelligence     Hybrid Journal   (Followers: 582)
International Journal of Intercultural Relations     Hybrid Journal   (Followers: 14)
International Journal of Peace Studies     Open Access   (Followers: 2)
International Journal of Politics, Culture, and Society     Hybrid Journal   (Followers: 16)
International Journal of Press/Politics     Hybrid Journal   (Followers: 11)
International Journal of Refugee Law     Hybrid Journal   (Followers: 39)
International Journal of Sexuality and Gender Studies     Hybrid Journal   (Followers: 25)
International Journal of Social Quality     Full-text available via subscription   (Followers: 1)
International Journal of Sustainable Development and World Ecology     Hybrid Journal   (Followers: 9)
International Journal on Minority and Group Rights     Hybrid Journal   (Followers: 8)
International Migration     Hybrid Journal   (Followers: 34)
International Migration Review     Hybrid Journal   (Followers: 290)
International Negotiation     Hybrid Journal   (Followers: 15)
International NGO Journal     Open Access   (Followers: 3)
International Organization     Full-text available via subscription   (Followers: 108)
International Peacekeeping     Hybrid Journal   (Followers: 473)
International Political Science Abstracts     Hybrid Journal   (Followers: 20)
International Political Science Review     Hybrid Journal   (Followers: 98)
International Political Sociology     Hybrid Journal   (Followers: 41)
International Quarterly for Asian Studies     Open Access   (Followers: 1)
International Regional Science Review     Hybrid Journal   (Followers: 13)
International Relations     Hybrid Journal   (Followers: 34)
International Relations of the Asia-Pacific     Hybrid Journal   (Followers: 25)
International Review of Public Policy     Open Access  
International Security     Hybrid Journal   (Followers: 78)
International Socialism     Open Access   (Followers: 1)
International Spectator : Italian Journal of International Affairs     Hybrid Journal   (Followers: 9)
International Studies     Hybrid Journal   (Followers: 10)
International Studies Perspectives     Hybrid Journal   (Followers: 9)
International Studies Quarterly     Hybrid Journal   (Followers: 55)
International Studies Review     Hybrid Journal   (Followers: 24)
International Theory: A Journal of International Politics, Law and Philosophy     Hybrid Journal   (Followers: 19)
Irish Political Studies     Hybrid Journal   (Followers: 8)
Israel Affairs     Hybrid Journal   (Followers: 5)

  First | 1 2 3 4 5     

Similar Journals
Journal Cover
Human Relations
Journal Prestige (SJR): 2.2
Citation Impact (citeScore): 4
Number of Followers: 59  
 
Hybrid Journal Hybrid journal   * Containing 5 Open Access Open Access article(s) in this issue *
ISSN (Print) 0018-7267 - ISSN (Online) 1741-282X
Published by Sage Publications Homepage  [1088 journals]
  • Collective dimensions of leadership: Connecting theory and method
    • Authors: Sonia M Ospina, Erica Gabrielle Foldy, Gail T Fairhurst, Brad Jackson
      Pages: 441 - 463
      Abstract: Human Relations, Volume 73, Issue 4, Page 441-463, April 2020.
      In this introductory article we explain the impetus for creating the Special Issue, along with its goals and the process by which we created it. We present a map of the terrain of collective leadership (CL) that builds on earlier frameworks, recognizing that the terrain is expanding and has become increasingly difficult to traverse. The map is comprised of two axes or dimensions. The first axis, the ‘locus of leadership,’ captures how scholars conceptualize where to look for manifestations of leadership. That is, does the leadership reside in the group or does it reside in the system' The second axis is the view of ‘collectivity’ that plots how scholars conceptualize the collective. Do they see it as an empirical type of leadership or a theoretical lens through which to study leadership' We then plot distinctive CL research into four cells, providing definitions and references to empirical work emblematic for each cell. In introducing and summarizing each of the five articles we have selected for this Special Issue, we show where each of these is located on the CL research map, and distil how each provides a clear connection between theory and method in a way that advances our understanding of CL.
      Citation: Human Relations
      PubDate: 2020-02-26T05:48:36Z
      DOI: 10.1177/0018726719899714
      Issue No: Vol. 73, No. 4 (2020)
       
  • Studying collective leadership: The road ahead
    • Authors: Gail T Fairhurst, Brad Jackson, Erica Gabrielle Foldy, Sonia M Ospina
      Pages: 598 - 614
      Abstract: Human Relations, Volume 73, Issue 4, Page 598-614, April 2020.
      In the concluding article, we move from providing a map of the collective leadership (CL) research field that has been conducted to date to providing a travel guide that we hope can inspire both experienced and novice travelers to push out the frontiers of exploration of CL. A Rapid Appraisal analysis of the extant CL research revealed that most of the work to date has focused on shared and distributed leadership; taken an empirical rather than a conceptual focus; and strongly emphasized qualitative versus quantitative research methods. Looking ahead to future CL research, we identify the following three challenges as being the most significant for leadership researchers to confront: the fundamental ambiguity of the space in which CL resides; the definitional problems inherited from leadership studies and exacerbated by its ambiguous nature; and the need to more fully embrace issues of process in CL. In response to these challenges, the following three guidelines are provided: the need to decipher CL configurations and its power-based foundations; the need to establish how leadership is made relevant in a collective setting; and the need for CL researchers to adopt strong process models.
      Citation: Human Relations
      PubDate: 2020-02-26T05:49:09Z
      DOI: 10.1177/0018726719898736
      Issue No: Vol. 73, No. 4 (2020)
       
  • From female computers to male comput♂rs: Or why there are so few women
           writing algorithms and developing software
    • Authors: Rana Tassabehji, Nancy Harding, Hugh Lee, Carine Dominguez-Pery
      Abstract: Human Relations, Ahead of Print.
      Software development is one of the few professions in Europe and the USA from which women are disappearing. Current explanations range from unproven assumptions that women cannot write algorithms to insights into the misogynistic culture of this profession. This article argues these explanations are inadequate, and illuminates how forms of masculinity constituted within software development put women in the ambivalent position of being either female or a coder, but not both. Using a poststructural theoretical position to analyse materials from a qualitative, interview-based study, we identified three constitutive ontologies of the person circulating within the profession. The Comput♂r is presumptively male and can merge with the machine, although a subset, Geeks, cannot demerge from it. The Human, presumptively female, can communicate with people but not the machine. The Ideal developer claims the best of both, that is, adept at writing algorithms and communicating with people. These ontologies are informed by a theory of the body circulating within software development whose norms are unattainable by women. Female bodies are envisaged as ‘flesh’, and male bodies as a futuristic merger of body and machine. This Janus-faced theory excludes female developers from practising their profession.
      Citation: Human Relations
      PubDate: 2020-03-30T09:01:30Z
      DOI: 10.1177/0018726720914723
       
  • When (and why) job self-efficacy does not promote career success: The
           roles of resilience and organizational prototypicality
    • Authors: Laura Guillén
      Abstract: Human Relations, Ahead of Print.
      Does job self-efficacy affect career success' In this article, we explore the idea that not only insufficient, but also excessive self-efficacy can impede success. We used multisource, time-lag data on managers working at a social-work organization to test our theoretical predictions. Our results show that job self-efficacy has a curvilinear relationship with resilient behavior, which in turn affects managers’ career success: self-efficacy increased resilience up to a point where it turned not significant. We also found an antidote for the negative consequences of low self-efficacy: when managers were perceived to embody the values and behaviors typical in their organization—i.e., high organizational prototypicality—low self-efficacy did not hamper their success. These findings suggest that low job self-efficacy is not invariably an obstacle to being successful in organizations. They also contravene the assumption that the more self-efficacy, the better; a supportive work environment might be just as important.
      Citation: Human Relations
      PubDate: 2020-03-16T01:39:14Z
      DOI: 10.1177/0018726720912309
       
  • Underemployment and well-being in Europe
    • Authors: Jason Heyes, Mark Tomlinson
      Abstract: Human Relations, Ahead of Print.
      This article examines the consequences of underemployment for the well-being of workers in European countries. Previous studies of the impact of underemployment on well-being have tended to focus on a single country or occupational group and have examined single dimensions of underemployment. This article, by contrast, examines experiences across several European economies and explores two different dimensions of underemployment: the gap between hours of work and workers’ desired hours and the underutilisation of their skills and abilities. The article uses data from the 2015 European Working Conditions Survey (EWCS) and explains the consequences of underemployment for well-being by drawing on the international comparative political economy literature, particularly the theorisation and analysis of comparative employment and welfare regimes. We find that while underemployment is generally associated with lower levels of well-being, the nature and strength of relationships between different dimensions of underemployment and well-being vary between employment regimes. The article also highlights the detrimental consequences of ‘overemployment’ for workers’ well-being, and shows that the well-being of women tends to be lower than that of men, regardless of employment regime.
      Citation: Human Relations
      PubDate: 2020-03-16T01:38:54Z
      DOI: 10.1177/0018726720912297
       
  • Examining the impact of applicant smoking and vaping habits in job
           interviews
    • Authors: Nicolas Roulin, Namita Bhatnagar
      Abstract: Human Relations, Ahead of Print.
      Cigarette and electronic-cigarette users (i.e. vapers) are increasingly stigmatized in both society and the workplace. We examine effects of this stigmatization in the selection process by testing whether interviewers’ negative initial impressions of smokers and vapers extend throughout the interview. We used a dual-process framework of interviewer bias against stigmatized applicants, comprised of Type I-automatic and Type II-systematic processes, and conducted two experiments where US and Canadian participants enacted the role of an interviewer in video-based job interview simulations. Consistent with Type I processes, results show that cigarette smokers, and to lesser extent vapers, were initially rated as less qualified than non-smokers. These initial impressions were not subjected to justification/rationalization during the interview via harder questions asked. However, they served as anchors, also consistent with Type I processes, and impacted final assessments alongside Type II adjustments based on applicants’ response quality. Additionally, using attentional eye tracking data, we found that raters with worse attitudes toward smoking, but not vaping, glanced at stigma cues more frequently, which went on to influence first impressions. These findings provide valuable tests of key components of the dual-process model of interviewer bias, and raise concerns around the devaluation of smokers and vapers in hiring decisions.
      Citation: Human Relations
      PubDate: 2020-03-12T07:05:08Z
      DOI: 10.1177/0018726720912320
       
  • The stories that make us: Leaders’ origin stories and temporal
           identity work
    • Authors: Wei Zheng, Alyson Meister, Brianna Barker Caza
      Abstract: Human Relations, Ahead of Print.
      The stories we tell about our origins can shape how we think and act – helping us make sense of and communicate who we have “become” over time. To better understand the role that origin stories play in individuals’ work lives, we explore how 92 men and women leaders make sense of “becoming” a leader (origin stories) and “doing” leadership (enactment stories). We find that, despite the uniqueness of their experiences, their narratives converge around four frames, being, engaging, performing, and accepting, through which they understand, articulate, and enact their leader identities. We theorize that these narrative frames serve as sensemaking and identity work devices which allow them to create temporal coherence, validate their leader identity claims, and offer them behavioral scripts. Our findings also unearth key gender differences in the use of these frames, in that men used the performing frame more often and women tended toward the engaging frame. These findings provide novel insights into the ways in which the gendered context of leadership becomes embedded in leaders’ understandings of who they are and what they intend to do in their roles. We discuss the theoretical implications of our findings on scholarly conversations around identity, leadership, and gender.
      Citation: Human Relations
      PubDate: 2020-03-10T12:24:04Z
      DOI: 10.1177/0018726720909864
       
  • ‘Living at the border of poverty’: How theater actors maintain their
           calling through narrative identity work
    • Authors: Silvia Cinque, Daniel Nyberg, Ken Starkey
      Abstract: Human Relations, Ahead of Print.
      People who have a sense of calling to their work are more inspired, motivated and engaged with what they do. But how is calling constructed and maintained within organizations' More importantly, how do people maintain a sense of calling to their work when this is a source of ongoing material and existential hardships' This article seeks to address these questions by looking at the artistic setting of theater where actors maintain their calling despite their precarious work situation. The study employs a narrative approach to illustrate how three dominant narratives—religious, political and therapeutic—are central in constructing theater work as deeply meaningful. Specifically, each narrative explains how theater actors maintain their calling through different processes of identity work enacted through sacrifice (religious), responsibility (political) and self-care (therapeutic), with corresponding role identities as martyrs (religious), citizens (political) and self-coaches (therapeutic). We contribute to the literature on callings by: (a) showing how different processes of identity work are central to maintaining callings in precarious work situations, (b) exploring the role played by the ‘other’ as an interlocutor in accounting for and maintaining callings, and (c) advancing a theoretical explanation of callings that illustrates how callings contingently emerge as acts of elevation, resistance or resilience within contemporary society.
      Citation: Human Relations
      PubDate: 2020-03-03T09:07:16Z
      DOI: 10.1177/0018726720908663
       
  • Aligning to disadvantage: How corporate political activity and strategic
           homophily create path dependence in the firm
    • Authors: Andrew Perchard, Niall G MacKenzie
      Abstract: Human Relations, Ahead of Print.
      To what extent should firms get close to government for competitive advantage' What happens if they get too close' In this article we explore how corporate political activity inculcated strategic homophily in leading UK aluminium producer, the British Aluminium Company Ltd, resulting in its path dependence and eventual lock-in. The article makes three main contributions: a longitudinal study of corporate political activity and strategic homophily revealing their organizational manifestations and detailed understanding of certain mechanisms of path dependence; articulating the value of historical methods and perspectives to exploring organizational path dependence; and exploring the impact that prolonged business-government relations can have on the organizational behaviour and strategic outlook of the firm with implications for TMT selection and environmental scanning. In so doing it responds to calls for firms to align market positions with political activity, as well as those for the recognition of the value of business history in better understanding the links between corporate political activity and firm performance. It further elucidates the longer-term consequences of strategic homophily, which has to date focused on the early stages of venture formation.
      Citation: Human Relations
      PubDate: 2020-03-03T09:06:16Z
      DOI: 10.1177/0018726720908923
       
  • Editorial: Reading for interest
    • Authors: Mark Learmonth
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2020-02-28T09:17:51Z
      DOI: 10.1177/0018726720910967
       
  • We have emotions but can’t show them! Authoritarian leadership, emotion
           suppression climate, and team performance
    • Authors: Jack Ting-Ju Chiang, Xiao-Ping Chen, Haiyang Liu, Satoshi Akutsu, Zheng Wang
      Abstract: Human Relations, Ahead of Print.
      How do authoritarian leaders in modern organizations influence work team emotional climate and performance' Defining authoritarian leadership as an ambient, demanding, and controlling leadership style, we conducted a survey study of 252 leaders and 765 subordinates matched in 227 work teams in three large public Japanese organizations. The results indicate that authoritarian leaders are more likely to create a team climate of emotion suppression, which induces a higher level of team emotional exhaustion that negatively impacts team performance. Furthermore, we found that authoritarian leaders’ own emotion suppression enhances the above sequential mediation effects, i.e. the more emotion suppression the authoritarian leader him/herself exercises, the stronger the team climate of emotion suppression, the higher the level of team emotional exhaustion, and the lower the team performance. These findings suggest that leadership effectiveness may be improved if leaders can reduce their authoritarian behaviors and identify appropriate channels for employees to release emotions in the workplace.
      Citation: Human Relations
      PubDate: 2020-02-27T09:51:05Z
      DOI: 10.1177/0018726720908649
       
  • Making sense of organisational change failure: An identity lens
    • Authors: Georgia J. Hay, Sharon K. Parker, Aleksandra Luksyte
      Abstract: Human Relations, Ahead of Print.
      This study investigates how employees craft narratives of organisational change failure through the lens of their work identity. We analysed change recipients’ retrospective sensemaking accounts of an organisational re-structuring in a university, finding these accounts to be filled with widely varying descriptions of failure – of errors, dysfunction, and loss. We explored how employees’ organisational, professional, and work-group identities were intertwined with, and fundamentally challenged by, their sensemaking about the change and its failure. Our inductive analysis revealed four distinct narrative trajectories – Identity Loss, Identity Revision, Identity Affirmation, and Identity Resilience – each characterised by distinct cognitive, affective, and behavioural patterns. We discuss the unique contributions that this study makes to the literatures on organisational change failure, sensemaking, and identity.
      Citation: Human Relations
      PubDate: 2020-02-27T09:49:45Z
      DOI: 10.1177/0018726720906211
       
  • Unravelling the antecedents of loneliness in the workplace
    • Authors: Sarah Wright, Anthony Silard
      Abstract: Human Relations, Ahead of Print.
      ‘I am lonely’, ‘I feel lonely’, ‘I am all alone’, ‘I feel lonely at work’. Each statement conjures up different sentiments about loneliness and speaks to the myriad ways one can arrive at the conclusion that they are lonely. This everyday language gives us insight into the mechanics of what loneliness is, what it is not, how it can manifest, and how being lonely is variously perceived in our social environments. Loneliness indicates that our relational life is unsatisfying in some way and implies a yearning for connection. The perception of loneliness is magnified in social contexts such as the workplace, yet because loneliness is often perceived as a shameful topic that is stigmatised, trivialised, or ignored, it is not something we often hear revealed within organisations. How does loneliness develop in the workplace' This article introduces a process model to help us understand how loneliness at work can manifest. Because the literature on workplace loneliness is far from mature, we use multidisciplinary research on various aspects of loneliness, relationships, and organisations to help develop a conceptual model of loneliness in the context of the workplace. Lastly, the article outlines future research directions for the study of workplace loneliness.
      Citation: Human Relations
      PubDate: 2020-02-21T12:37:46Z
      DOI: 10.1177/0018726720906013
       
  • Organization change failure, deep structures and temporality: Appreciating
           Wonderland
    • Authors: Loizos Heracleous, Jean Bartunek
      Abstract: Human Relations, Ahead of Print.
      Organization change failure has typically been viewed as occurring when expected outcomes of change have not been met. This view downplays key, but frequently hidden organizational dimensions such as deep structures and temporality. In this article, drawing inspiration from the story of Alice in Wonderland, we distinguish between surface-level intervention approaches to change, deeper process approaches and, deeper yet, structuration approaches, and suggest the different ways they approach change failure as well as the implications of these. On the basis of our exploration we propose a three-fold way forward: adopting a process-based, empirically grounded and reflective approach to understanding change and its often-failed outcomes; adopting methodologies that can capture deep structures and temporal dimensions; and incorporating expanded conceptions of time as a multi-level, nested construct. We illustrate our ideas of deep structures and temporality by drawing from a particularly important illustration of long-term successful change that includes multiple short-term failures, that of the National Aeronautics and Space Administration in the United States (NASA).
      Citation: Human Relations
      PubDate: 2020-02-20T10:34:06Z
      DOI: 10.1177/0018726720905361
       
  • Responding to imposed job redesign: The evolving dynamics of work and
           identity in restructuring professional identity
    • Authors: Yaru Chen, Trish Reay
      Abstract: Human Relations, Ahead of Print.
      How do professionals respond when they are required to conduct work that does not match with their identity' We investigated this situation in an English public services organization where a major work redesign initiative required professionals to engage in new tasks that they did not want to do. Based on our findings, we develop a process model of professional identity restructuring that includes the following four stages: (1) resisting identity change and mourning the loss of previous work, (2) conserving professional identity and avoiding the new work, (3) parking professional identity and learning the new work, and (4) retrieving and modifying professional identity and affirming the new work. Our model explicates the dynamics between professional work and professional identity, showing how requirements for new professional work can lead to a new professional identity. We also contribute to the literature by showing how parking one’s professional identity facilitates the creation of liminal space that allows professional identity restructuring.
      Citation: Human Relations
      PubDate: 2020-02-14T09:19:14Z
      DOI: 10.1177/0018726720906437
       
  • Transnational employee voice and knowledge exchange in the multinational
           corporation: The European Company (SE) experience
    • Authors: Antje Fiedler, Catherine Casey, Benjamin Fath
      Abstract: Human Relations, Ahead of Print.
      The European Company (Societas Europaea, SE) regulations include the highest mandatory provision for negotiation of transnational employee voice. What are the effects of transnational employee voice, enacted at works council and board levels, on knowledge exchange within the multinational corporation' This qualitative study of globally active SEs incorporated under the SE regulations that have ‘dual-forum’ transnational employee voice addresses that research gap. Our main contribution reveals that, over time, transnational employee voice facilitates multifaceted knowledge exchange, both widening the platform and strengthening relations for intra-multinational corporation collaboration. Alongside expressing labour interests as intended, dual-forum transnational employee voice stimulates managers and employees to develop mutually beneficial competencies and trust. These aid multilateral knowledge exchange. That knowledge, which includes factors affecting employees and quality of organizational and work life, also includes insights into country-specific market, industrial and operational issues. Importantly, dual-forum transnational voice fosters development of a participatory culture across the multinational corporation. Robust multifaceted knowledge exchange generates better-informed and more productive decision-making that yields plural socio-economic value.
      Citation: Human Relations
      PubDate: 2020-02-13T01:26:27Z
      DOI: 10.1177/0018726720905351
       
  • Spatially organizing future genders: An artistic intervention in the
           creation of a hir-toilet
    • Authors: Annika Skoglund, Robin Holt
      Abstract: Human Relations, Ahead of Print.
      Toilets, a neglected facility in the study of human relations at work and beyond, have become increasingly important in discussions about future experiences of gender diversity. To further investigate the spatial production of gender and its potential expressions, we transformed a unisex single-occupancy toilet at Uppsala University into an all-gender or ‘hir-toilet’.1 With the aim to disrupt and expose the dominant spatial organization of the two binary genders, we inaugurated the hir-toilet with the help of a performance artist. We describe and analyse internal and external responses thereto, using Lefebvre’s work on dialectics and space. Focusing on how space is variously lived, conceived and perceived, our analysis questions the very rationale of gender categorizations. The results contribute to a renewed critique of binary thinking in the organization of workplaces by extending our understanding of how space and human relations mutually constitute each other.
      Citation: Human Relations
      PubDate: 2020-02-10T12:42:00Z
      DOI: 10.1177/0018726719899728
       
  • Alternative logics: A Discursive approach to normative and alternative
           organizing
    • Authors: Peter R Jensen
      Abstract: Human Relations, Ahead of Print.
      The marketization of nonprofit organizations is often taken for granted as an inevitable fact. Drawing on the institutional logics and discursive resources perspective, I examine the organizing practices of two shelters that serve homeless women in the same area. In my analysis, I argue that a Discursive approach to institutional logics has much to offer in examining differences between nonprofit organizations as these organizations enact their organizational mission. Using comparative ethnographic methods, I examine how each organization sought to enact a social welfare institutional logic, and how that enactment resulted in more normative or alternative organizing practices. At one organization the social welfare institutional logic was translated into getting clients ‘back on track’ while at the other shelter it was translated as practicing ‘hospitality’. I argue that these translations served as primary discursive resources that both enabled preferred organizational practices and productively maintained tensions between conflicting Discourses.
      Citation: Human Relations
      PubDate: 2020-02-06T12:02:56Z
      DOI: 10.1177/0018726720904128
       
  • Why work it when you can dodge it' Identity responses to ethnic stigma
           among professionals
    • Authors: Elena Doldor, Doyin Atewologun
      Abstract: Human Relations, Ahead of Print.
      Culturally different professionals often encounter stigma as they negotiate work lives. Professionals commonly seek to repair stigmatized identities by constructing more positive and relatively coherent self-views. This study draws on interview, observation and diary data from Romanian professionals in the UK, in order to understand how they construct their identities when faced with ethno-cultural stigma. We find that these professionals engage in counterintuitive identity responses which consist of simultaneously denying and acknowledging personal stigmatization (doublethink), and evading engagement with the stigmatized identity (dodging). Unlike the restorative identity work highlighted by previous studies, these atypical responses require less effort, provide less coherence and do not attempt to restore the blemished ethno-cultural identity. Our analyses further indicate that being professional and being White confer on individuals privileges that sustain doublethink and dodging. We contribute to scholarship by underscoring the need to consider both stigmatized and privileged identities when investigating reactions to stigma. We also reflect on the practical implications for organizations of what it means for stigmatized individuals to deny stigmatization or to dodge engagement with stigma.
      Citation: Human Relations
      PubDate: 2020-01-21T11:36:23Z
      DOI: 10.1177/0018726719895552
       
  • Post-failure impression management: A typology of entrepreneurs’ public
           narratives after business closure

         This is an Open Access Article Open Access Article

    • Authors: Ewald Kibler, Christoph Mandl, Steffen Farny, Virva Salmivaara
      Abstract: Human Relations, Ahead of Print.
      What are the strategies entrepreneurs apply to present business closure to public audiences' Most entrepreneurs choose to communicate venture failure publicly so as to foster a favorable impression of failure, in effect engaging in impression management to maintain and/or repair their professional reputation for future career actions. To date, however, the focus of most research has been on managing failure within organizational settings, where organizational actors can interact closely with their audiences. We know little about entrepreneurs’ strategies in presenting failure to public audiences in cases where they have limited opportunities for interaction. In response to this, we present an analysis of public business-closure statements to generate a typology of five venture-failure narratives—Triumph, Harmony, Embrace, Offset, and Show—that explains entrepreneurs’ distinct sets of impression-management strategies to portray failure in public. In conclusion, we theorize from our public venture-failure typology to discuss how our work advances understanding of the interaction between organizational failure, impression management, and entrepreneurial narratives.
      Citation: Human Relations
      PubDate: 2020-01-21T07:00:01Z
      DOI: 10.1177/0018726719899465
       
  • When is age dissimilarity harmful for organisational identification'
           The moderating role of age stereotypes and perceived age-related treatment
           
    • Authors: Alessia Sammarra, Silvia Profili, Riccardo Peccei, Laura Innocenti
      Abstract: Human Relations, Ahead of Print.
      Due to demographic changes, age diversity is growing in the workplace, creating a potential challenge to social integration. However, who is most affected by working with colleagues of different ages and when is being dissimilar in age from others more likely to hinder organisational identification' Drawing on relational demography and on the social identity approach, we suggest that certain individual and contextual conditions can lead employees to react to greater age dissimilarity by reducing their psychological attachment to the organisation. We propose that negative age stereotypes and perceived age-related treatment affect the salience of age as a social category for employees and threaten their age group identity, thereby creating conditions in which age dissimilarity might hinder organisational identification. We therefore examine the moderating effects of negative age stereotypes and perceived age-related treatment on the relationship between age dissimilarity and organisational identification in a sample of 434 schoolteachers from 16 schools in Italy. Findings show that age dissimilarity per se is not sufficient to hamper employees’ identification with the organisation. However, it has detrimental effects when employees hold negative age stereotypes and/or perceive an unfair organisational treatment towards their own age group. Implications for research are discussed along with practice implications.
      Citation: Human Relations
      PubDate: 2020-01-20T12:25:27Z
      DOI: 10.1177/0018726719900009
       
  • The decentered translation of management ideas: Attending to the
           conditioning flow of everyday work practices
    • Authors: Lotta Hultin, Lucas D Introna, Magnus Mähring
      Abstract: Human Relations, Ahead of Print.
      Based on a study of Lean management practices at the Swedish Migration Board, we develop a novel theoretical understanding of the translation of management ideas. We show how translation, rather than being reduced to a network of human intentions and actions governing the transformation of organizational practices, can instead be understood as a historically contingent, situated flow of mundane everyday work practices through which social and material translators simultaneously become translated, conditioned to be and act in certain ways. We show how prior actor-centric accounts of translation of management ideas can be understood as performative consequences of a conceptual vocabulary inherited from Callon and Latour. Contrasting this, the non-actor-centric vocabulary of social anthropologist Tim Ingold allows us to background the intentional human actor and foreground the flow of mundane, situated practices. In adopting this vocabulary, we capture how the flow of practices conditions subjects and objects to become enacted as well as act, and develop an understanding of translation as occurring within, rather than distinct from, these practices. In essence, our novel view of translation emphasizes how management ideas are radically unstable, and subject to alteration through the flow of practices rather than as a result of deliberate implementation efforts.
      Citation: Human Relations
      PubDate: 2020-01-16T10:03:46Z
      DOI: 10.1177/0018726719897967
       
  • Navigating identities in global work: Antecedents and consequences of
           intrapersonal identity conflict
    • Authors: Cristina B Gibson, Patrick D Dunlop, Sonia Raghav
      Abstract: Human Relations, Ahead of Print.
      What happens when global workers identify with their culture, organization, work unit profession, and team all at the same time' Workers may experience these identities as compatible, or in conflict, with one another. The purpose of this article is to reveal attributes of global workers that lessen intrapersonal identity conflict, and to show that doing so is critical for thriving in global work, in order to help these workers learn how to navigate their various sources of identity. We empirically examined identity conflict among 122 workers of a multinational mineral refining firm, who worked across five locations globally. Our findings revealed that the higher the tolerance for ambiguity and resilience, and the stronger the team identification, the less the intrapersonal identity conflict experienced, and the more the workers thrived at work, experiencing simultaneously greater learning and physical vitality. Identity conflict explained variance in thriving beyond that explained by the strength of identification with specific identities, such as national cultural identity or team identity. These findings extend prior research which has focused on the strength of a single identity or the relationship among two identities, and is the first to show effects of individual characteristics on identity conflict and the impact of identity conflict on individual thriving among global workers. We discuss implications for theory and practice.
      Citation: Human Relations
      PubDate: 2020-01-10T10:01:59Z
      DOI: 10.1177/0018726719895314
       
  • Reframing childhood obesity: The role of local communities in change
           implementation failure
    • Authors: James M Vardaman, John M Amis, Paul M Wright, Ben P Dyson
      Abstract: Human Relations, Ahead of Print.
      Childhood obesity remains one of the defining challenges of our time, with government response around the world being largely ineffective. This has been particularly the case in the USA, which continues to suffer high rates of childhood obesity despite numerous legislative interventions to combat it. In order to develop insight into this ongoing catastrophic change failure, we engaged in a three-year qualitative study of the implementation of policies in the USA designed to reduce childhood obesity through school-based interventions. We found that leaders in schools, as in many organizations, were faced with numerous, often conflicting, pressures from federal, state, and local community stakeholders. The resultant ambivalence led to change failure being reframed as success to in order to fit with locally expressed priorities. In bringing light to an understudied aspect of change implementation, local community pressure, we further theoretical understanding of why large change interventions often fail. We also offer insights more generally into the (re)framing of change and the influence of local communities on organizations. Policy and managerial implications are also discussed.
      Citation: Human Relations
      PubDate: 2020-01-09T12:29:53Z
      DOI: 10.1177/0018726719899464
       
  • Is ‘be yourself’ always the best advice' The moderating effect of
           team ethical climate and the mediating effects of vigor and
           demand–ability fit

         This is an Open Access Article Open Access Article

    • Authors: Emily M David, Tae-Yeol Kim, Jiing-Lih Farh, Xiaowan Lin, Fan Zhou
      Abstract: Human Relations, Ahead of Print.
      Although we know that individuals who tend to reveal their true selves to others at work are better performers, little is known about why this is the case or in which workplace environments this trait will be most helpful. In the present study, we leveraged self-verification theory to better understand the internal and interpersonal effects that self-verification striving has on employees. Specifically, we proposed and found that self-verification striving serves to increase both employee vigor and demand–ability fit, ultimately leading to better job performance. Results of a multilevel, two-wave study involving 222 employees and their supervisors further revealed that ethical climates also play a critical role in affecting the self-verification striving–employee outcome relationship. Specifically, self-verification striving leads to higher vigor and better demand–ability fit and subsequently higher job performance only in teams with high ethical climates. Our results contribute to the literature by describing how and when self-verification striving may augment performance.
      Citation: Human Relations
      PubDate: 2020-01-06T09:19:06Z
      DOI: 10.1177/0018726719894054
       
  • Moments that connect: Turning points and the becoming of leadership
    • Authors: Chrysavgi Sklaveniti
      First page: 544
      Abstract: Human Relations, Ahead of Print.
      This article introduces turning points – fleeting moments of change – to suggest one way of studying collective leadership which allows to unpack moments that connect and explore how co-action unfolds. How can co-action and collective leadership processes be studied without falling back on individual-centric methods' To answer the question, I link Gergen’s work on responsive interplay to the study of leadership as the seeking of direction in the production of a space for co-action. I use empirical material from SocialORG to develop a leadership trajectory which shows how participants come together, on the one hand, to define a space for co-action that embodies both past experiences and projections for the future and, on the other to achieve co-action through different ways of relating. The three interrelated objectives of the article are: first, to demonstrate how matters of concern become matters of collective engagement. Second, to move the focus of inquiry from single instances towards the leadership process across time and conceptualize the individual as relational being, shifting away from individualist theorizing. Third, to discuss the inner workings of the methodology to encourage its replication and highlight immersion into the empirical setting to identify turning points.
      Citation: Human Relations
      PubDate: 2020-01-14T06:03:05Z
      DOI: 10.1177/0018726719895812
       
  • To the edge and beyond: How fast-response organizations adapt in rapidly
           changing crisis situations

         This is an Open Access Article Open Access Article

    • Authors: Jan Kees Schakel, Jeroen Wolbers
      Abstract: Human Relations, Ahead of Print.
      Fast-response organizations excel in mounting swift and coordinated responses to unexpected events. There are a multitude of conflicting explanations why these organizations excel. These range from acknowledging the strengths of centralized command and control structures, towards stressing the importance of decentralized, improvised action. Though this dichotomy is derived from studies offering either structure or action-based explanations, we were able to reconcile these insights by looking into the process of how fast-responders organize themselves during an unfolding crisis. We analyzed 15 high-speed police pursuits crossing multiple administrative units and jurisdictions, and interviewed and observed officers at work in multiple operations centers, police cars, and helicopters. Our analysis uncovered that fast-responders regularly transition between designed, frontline, and partitioned modes of organizing, each characterized by practices that shape command, allocation, and information sharing. Success and failure are rooted in the ability of the responders to adapt their mode of organizing by tacking back and forth between these practices. Based on our findings, we constructed a process model that provides a deeper understanding of fast-response organizing that informs future studies on organizing in extreme contexts.
      Citation: Human Relations
      PubDate: 2019-12-19T10:58:35Z
      DOI: 10.1177/0018726719893450
       
  • The affective commons of Coworking
    • Authors: Julian Waters-Lynch, Cameron Duff
      Abstract: Human Relations, Ahead of Print.
      What kind of common project is Coworking' Coworking was first presented as a novel model for organising autonomous, authentic and creative labour amid a community of workers who share these progressive aspirations. That this promise has not always been realised in practice has provoked a strong sense of ambivalence among many Coworkers. This article offers a critical assessment of this ambivalence, which we approach by way of a novel theoretical category, an affective commons. Such a commons describes the atmospheric product of the immaterial labour of Coworkers, including the ‘commoning’ processes by which the community endorsed in accounts of the appeal of Coworking may manifest. In this respect, ambivalence about Coworking may be regarded as an effect of conflicts that arise in the shared work of commoning, particularly conflict over the capture and commodification of pooled resources, and fair acknowledgement of the contributions labouring bodies make to their circulation and reproduction. We argue that this ambivalence emerges from Coworking arrangements themselves, rather than the broader conditions of precarity that characterise much nonstandard work. We close with a brief discussion of the practical implications of our analysis for ongoing efforts to address this ambivalence and sustain the mutualism of Coworking.
      Citation: Human Relations
      PubDate: 2019-12-18T12:43:42Z
      DOI: 10.1177/0018726719894633
       
  • The art of labour organizing: Participatory art and migrant domestic
           workers’ self-organizing in London
    • Authors: Zhe Jiang, Marek Korczynski
      Abstract: Human Relations, Ahead of Print.
      There has been an upsurge of interest regarding how actors engage with art within organizational processes. However, scholars have tended not to study the role of art within contemporary collective labour organizing. This article focuses on how participatory art may support flat, participative labour organizing, particularly among marginalized, relatively powerless workers. We present an ethnographic account of how art practices are deeply embedded within the flat organizing processes of Justice for Domestic Workers, a self-organizing group of migrant domestic workers in London. We reflect on this case to theorize the art of flat organizing, an ideal type of a set of participatory art practices that are compatible with and supportive of flat labour organizing.
      Citation: Human Relations
      PubDate: 2019-12-09T11:54:39Z
      DOI: 10.1177/0018726719890664
       
  • Identifying discursive resources for pluralising leadership: Looping chief
           executive officers and the frontline across hierarchy
    • Authors: Rhiannon Lloyd, Brigid Carroll
      Abstract: Human Relations, Ahead of Print.
      The promise of leadership being spread across levels and parts of an organisation beckons scholars and practitioners alike, yet the theory and practice of it remains partial and elusive. We show how cross-hierarchical leadership understanding and practice might be better embedded in organisations through discursive resources with the potential to connect groups, even temporarily, across asymmetrical power relations. Our study empirically draws on a rare leadership development workshop bringing together chief executives and frontline leadership to explore the complexities of leadership in a health and safety context. This inquiry draws iteratively between workshop interactions and subsequent interviewing of those present to identify discursive resources firstly hindering and secondly contributing to moments of pluralising and spreading leadership. Whereas frontline leadership drew on discourses of embedding, collaborative and grounding leadership, and chief executives alternatively on analytic, overseeing and cascading discourses, our interest was provoked by the shared discursive resources of reframing identities, constructing intermediaries, overcoming distance, sparking engagement and inviting translation with the potential to loop hierarchy and bring power relations across hierarchical differences into (re)negotiation.
      Citation: Human Relations
      PubDate: 2019-11-28T02:31:11Z
      DOI: 10.1177/0018726719890662
       
  • Standardisation, disequilibrium, and crisis: The division of labour and
           financialisation
    • Authors: Gerard Hanlon, Stefano Harney
      Abstract: Human Relations, Ahead of Print.
      How does financialisation interact with the wider division of labour' One could be excused for thinking the connection was tangential as most articles connect it to shareholder value strategies, growth of finance, changing nature of states and so on. In contrast, this article centralises the relationship. It argues that financialisation is not new and that it is a tendency within capitalism supported or hindered by social re-composition connected to the division of labour. The changing nature of this relationship facilitates regimes of accumulation that are more or indeed less financialised.
      Citation: Human Relations
      PubDate: 2019-11-25T01:34:05Z
      DOI: 10.1177/0018726719884608
       
  • Theorizing dramaturgical resistance leadership from the leadership
           campaigns of Jeremy Corbyn
    • Authors: Paresha Sinha, Owain Smolović Jones, Brigid Carroll
      Abstract: Human Relations, Ahead of Print.
      What are the practices through which resistance leadership transitions from marginality to power' We present a framework of dramaturgical resistance leadership, paying particular attention to the relational dynamics between leaders, internal factions and external stakeholders. In doing so, we draw on an ‘expanded’ social drama analysis framework informed by the work of social anthropologist Victor Turner, incorporating insights from the resistance and critical leadership studies literatures. We develop our framework through a narrative case analysis of the British Labour Party’s 2015 and 2016 internal elections of its current leader Jeremy Corbyn where we identify a space between the phases of relational crisis and redress that offers possibilities for the enhancement and growth of resistance leadership. Within this space, we identify three practices of dramaturgical resistance leadership: ‘anti-establishment leadering’, ‘organizational redrawing’, and a ‘trifold focus’. These offer a means of rethinking the purpose and role of leaders within resistance movements alongside the co-constituted relations and generative practices that enable resisting groups to gain traction.
      Citation: Human Relations
      PubDate: 2019-11-25T01:33:05Z
      DOI: 10.1177/0018726719887310
       
  • From tokens to key players: The influence of board gender and ethnic
           diversity on corporate discrimination lawsuits
    • Authors: Michael Abebe, Hazel Dadanlar
      Abstract: Human Relations, Ahead of Print.
      Does the appointment of more women and ethnic minority directors on corporate boards help combat discriminatory work environments' This empirical study addresses this question by exploring the occurrence of large-scale discrimination lawsuits. Drawing from social identity theory and empathy-based perspectives, we propose that a greater presence of female and minority directors on boards reduces the likelihood of large-scale discrimination lawsuits given their propensity to advocate for underrepresented groups in the workplace. Our analysis of data from 452 US firms from 2010–2015 indicates that a higher proportion of female and minority directors on boards is associated with a lower likelihood of such lawsuits. Specifically, the likelihood of such lawsuits is lower where there are three or more (a critical mass) female and minority directors. “Token” appointments (one or two female or minority directors) do not reduce the occurrence of these lawsuits. Further, the joint presence of minority and female directors on boards significantly reduces the likelihood of such lawsuits. Finally, we found that female CEOs help in reducing the occurrence of such lawsuits when the board has two or more female directors. Overall, our findings highlight the utility of greater gender and ethnic diversity on boards in combating workplace discrimination.
      Citation: Human Relations
      PubDate: 2019-11-25T01:31:25Z
      DOI: 10.1177/0018726719888801
       
  • Company towns and the governmentality of desired identities
    • Authors: Elham Moonesirust, Andrew D Brown
      Abstract: Human Relations, Ahead of Print.
      How do people living in a company town come to desire to work for the firm that controls it' Based on an in-depth case study of Volkswagen in Wolfsburg, Germany, we make two principal contributions. First, drawing on Foucault’s concept of governmentality we investigate the mechanisms of power within which desired identities are shaped. Desired identities, we argue, are one means by which organizations exercise control over local populations. Second, we examine the multiple interlocking discourses by which Volkswagen sought to regulate the life of Wolfsburgers and to form their desired identities. In doing so, we contribute to identity research by demonstrating how biopower and discipline work in combination in neoliberal societies to make the governmentality of employee identity possible. Our research underlines the importance of studying company towns for understanding the relations of power that shape the lives and the identities of employees.
      Citation: Human Relations
      PubDate: 2019-11-14T07:23:40Z
      DOI: 10.1177/0018726719887220
       
  • A self-regulation model of leader authenticity based on mindful
           self-regulated attention and political skill
    • Authors: Erik Dietl, Jochen Reb
      Abstract: Human Relations, Ahead of Print.
      Despite much research on leader authenticity, its antecedents remain poorly understood. We develop a self-regulatory model of leader authenticity. The model explains how both mindful self-regulated attention and political skill, as well as their interaction, are important for leaders to be authentic, and ultimately effective. Mindful self-regulated attention—a core dimension of mindfulness defined as sustained attention centered on the present moment—helps leaders stay connected to their core self amid the busyness of their (work) lives, allowing leaders to feel authentic. And, particularly in combination with political skill—a social effectiveness construct—it helps leaders interact with their employees in a way that is experienced as authentic and effective. In an experimental study (Study 1), we found that leaders who mindfully self-regulate their attention feel more authentic. In a two-wave multi-source field study (Study 2), we found that leader self-regulated attention was positively associated with employee perceptions of leader authenticity and effectiveness. Further, this relation was stronger when leader political skill was high. We discuss theoretical and practical implications of this research.
      Citation: Human Relations
      PubDate: 2019-11-12T01:57:36Z
      DOI: 10.1177/0018726719888260
       
  • Exploring creativity and innovation in broadcasting
    • Authors: Stewart R Clegg, Stephen Burdon
      Abstract: Human Relations, Ahead of Print.
      We consider the emergence of design innovations in process, emerging around the form of polyarchy. This is done by using a case study of innovation conducted by a production organization’s project that was embedded in and hosted by a bureaucratic public institution, the Australian Broadcasting Corporation (ABC). The research reported here was part of a larger project comparing the BBC and ABC’s use of different modes of organization. It focused mainly on the organization designed to deliver a six-part television series, The Code. The innovative process of Scribe, the organization in question, in producing the story is a good example of idea work being instituted in a polyarchic design process. Scribe represents a new organizational design characterized by a polyarchic structure, which is soft and decentralized, with strict and relatively insuperable social and symbolic boundaries. This results in a project-based organization to coordinate collective innovation that is curated by making the writer also the creative director or showrunner. The research contributes further to exploring organizational idea work, through prioritizing creativity and innovation by an explicit positioning of a product and collaborative generative idea work.
      Citation: Human Relations
      PubDate: 2019-11-11T09:54:50Z
      DOI: 10.1177/0018726719888004
       
  • On the dynamics of failure in organizational change: A dialectical
           perspective
    • Authors: Bart De Keyser, Alain Guiette, Koen Vandenbempt
      Abstract: Human Relations, Ahead of Print.
      How does failure emerge and develop during organizational change' As organizations are pushed for change, the notion of failure that relates to change becomes gradually ingrained in contemporary research. However, with studies having primarily added to the conversation from a static outset, extant scholarly work might not fully capture the transience that marks change in essence. This article contributes to the literature on failure in change by advancing a dialectical perspective, offering the scholarly community insight in the emergence and development of failure as happening in three processes. In a retentive process, change agents adhere to a change approach deemed successful in spite of alternatives emerging, causing tensions to gradually build within the organization’s social atmosphere. In a reactive process, looming tensions find themselves affirmed and flare up, instigating the display of a new change approach that is antithetical to the one initially adhered to. Finally, in a recursive process, organizational members collectively recall the positive aspects of prior failure, smoothening organizational change towards re-combinatory synthesis. Marking failure’s emergence and development as a dialectic, this article notes failure in organizational change to be as generative as it is deteriorating, paving the way for both success and failure to continuously remit.
      Citation: Human Relations
      PubDate: 2019-11-11T09:52:30Z
      DOI: 10.1177/0018726719884115
       
  • Co-worker reactions to i-deals through the lens of social comparison: The
           role of fairness and emotions
    • Authors: Elise Marescaux, Sophie De Winne, Yasin Rofcanin
      Abstract: Human Relations, Ahead of Print.
      The individualization of working conditions has culminated in the form of “i-deals,” which are uniquely negotiated arrangements between employees (i-dealers) and their supervisor. Implementing such idiosyncratic deals, however, only makes sense when their benefits outweigh their costs. To assess their merit, co-worker reactions should be considered. Do i-deals trigger fairness perceptions and emotions among co-workers' And how do these factors influence co-workers’ behaviors' To date, the cognitive and emotional mechanisms of co-workers’ behavioral reactions have been underdeveloped. In this article, we build on social comparison theory to develop a process model. We argue that social comparison is not a given, as co-workers might not necessarily compare themselves with the i-dealer. Yet, if they engage in comparison, this can be upward when they feel disadvantaged or, alternatively, downward. Such comparisons include a unique set of emotions and fairness perceptions, which together influence co-workers’ behaviors positively or negatively. Moreover, we argue that the boundary conditions of the relational context within which i-deals unfold play an important role. Our model offers theoretical insights into co-worker reactions to i-deals as well as a future research agenda. The model also aids practitioners in understanding co-workers’ reactions and in guiding them to assure positive reactions.
      Citation: Human Relations
      PubDate: 2019-11-04T11:47:02Z
      DOI: 10.1177/0018726719884103
       
  • ‘I could help, but . . .’: A dynamic sensemaking model of
           workplace bullying bystanders
    • Authors: Kara Ng, Karen Niven, Helge Hoel
      Abstract: Human Relations, Ahead of Print.
      How do we explain the behaviour of employees who encounter workplace bullying but fail to intervene, or sometimes even join the perpetrator' We often assume that bystanders witnessing bullying will restore justice, but empirical research suggests that they may also behave in ways that continue, or worsen, its progression. Recent theories have attempted to explain the process of bystander behaviour in response to general mistreatment, but the range of acknowledged behaviours is limited, and their scope is restricted to isolated incidents rather than complex, dynamic phenomena like workplace bullying. We offer a new model of bystander behaviours in workplace bullying. We use sensemaking theory to explain how appraisals of severity, victim deservingness and efficacy influence bystanders to enact a range of possible behaviours, and how post-hoc sensemaking utilizing moral disengagement affects how bystanders appraise and respond to future bullying. We explain the influence of the social context on sensemaking and the reciprocal influence that individual bystanders have on the social context. Our model explains how bystander behaviours change over time in response to repeated incidents and how bystanders’ responses affect other bystanders’ appraisals and the bullying process, therefore providing a dynamic perspective on the role of bystanders in workplace bullying.
      Citation: Human Relations
      PubDate: 2019-11-01T12:18:20Z
      DOI: 10.1177/0018726719884617
       
  • CORRIGENDUM: Treanor L and Marlow S (2019) Paws for thought' Analysing
           how prevailing masculinities constrain career progression for UK women
           veterinary surgeons.
    • Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-10-31T03:55:44Z
      DOI: 10.1177/0018726719886713
       
  • Diversity of social ties and creativity: Creative self-efficacy as
           mediator and tie strength as moderator
    • Authors: Yaping Gong, Tae-Yeol Kim, Zhiqiang Liu
      Abstract: Human Relations, Ahead of Print.
      How does diversity of social ties influence creativity' Moving beyond the information argument, we theorize creative self-efficacy as a motivational explanation for the relationship between diversity of social ties and creativity. We further posit tie strength as a boundary condition for this mechanism. We collected social ties data from 309 employees and creativity data from 98 direct supervisors. Results showed that diversity of social ties had a direct positive relationship with creative self-efficacy and an indirect positive relationship with employee creativity via creative self-efficacy. These direct and indirect relationships were fortified when tie strength was reinforced. We contribute to and advance theory development by identifying and testing creative self-efficacy as a motivational mechanism for diversity of social ties. We show the importance of diversity of social ties and tie strength and their synergistic role in the motivational process linking social ties to creativity.
      Citation: Human Relations
      PubDate: 2019-10-25T06:19:16Z
      DOI: 10.1177/0018726719866001
       
  • The Other side of ‘us’: Alterity construction and identification work
           in the context of planned change
    • Authors: Irene Skovgaard-Smith, Maura Soekijad, Simon Down
      Abstract: Human Relations, Ahead of Print.
      How do we use the Other to make sense of who we are' A common assumption is that people positively affirm social identities by excluding an inferior Other. This article challenges that restricted notion by focusing on the variation and situational fluidity of alterity construction (othering) in identification work. Based on an ethnographic study of a change project in a public hospital, we examine how nurses, surgeons, medical secretaries, and external management consultants constructed Others/otherness. Depending on micro-situations, different actors reciprocally differentiated one another horizontally and/or vertically, and some also appropriated otherness in certain situations by either crossing boundaries or by collapsing them. The article contributes to theorizing on identification work and its consequences by offering a conceptualization of the variety of othering in everyday interaction. It further highlights relational agency in the co-construction of social identities/alterities. Through reciprocal othering, ‘self’ and ‘other’ mutually construct one another in interaction, enabled and constrained by structural contexts while simultaneously taking part in constituting them. As such, othering plays a key role in organizing processes that involve encounters and negotiations between different work- and occupational groups.
      Citation: Human Relations
      PubDate: 2019-10-24T02:14:38Z
      DOI: 10.1177/0018726719872525
       
  • How do people judge fairness in supervisor and peer relationships'
           Another assessment of the dimensions of justice
    • Authors: Marion Fortin, Russell Cropanzano, Natàlia Cugueró-Escofet, Thierry Nadisic, Hunter Van Wagoner
      Abstract: Human Relations, Ahead of Print.
      The ultimate goal of organizational justice research is to help create fairer workplaces. This goal may have been slowed by an inattention to the criteria that workers themselves use to ascertain what they believe is fair. Referred to as ‘justice rules’, these were originally determined by theoretical considerations and organized in four dimensions (distributive, procedural, interpersonal and informational justice). There have been few attempts to investigate how far these classical norms represent fairness experiences and concerns in modern workplaces, especially in the context of working with peers. In a person-centric study, we investigate which rules people use when judging the fairness of interactions with supervisors and peers. This allows us to identify 14 new justice rules that are not taken into account by traditional measures. When subjected to factor analysis in follow-up studies, the enlarged set of rules suggests a more parsimonious structure for organizational justice, with only three dimensions apiece for supervisor and peer justice. We term these factors relationship, task, and distributive justice. Furthermore, we find that the resulting model of justice rules is a good predictor of attitudes in relation to supervisors and peers and can provide additional insights into how to understand and manage justice.
      Citation: Human Relations
      PubDate: 2019-10-24T02:12:53Z
      DOI: 10.1177/0018726719875497
       
  • The politics of (in)visibility displays: Ultra-Orthodox women manoeuvring
           within and between visibility regimes
    • Authors: Varda Wasserman, Michal Frenkel
      Abstract: Human Relations, Ahead of Print.
      How does the multiplicity of surveilling gazes affect the experience of employees subjected to a matrix of domination in organisations' Building on a case study of ultra-religious Jewish women in Israeli high-tech organisations, the article demonstrates how the intersectionality of gender and religiosity exposed them to a matrix of contradicting visibility regimes – managerial, peers, and religious community. By displaying their compliance with each visibility regime, they were constructed as hyper-subjugated employees, but simultaneously were able to use (in)visibility as a resource. Specifically, by manoeuvring between the various gazes and playing one visibility regime against the other, they challenged some of the organisational and religious norms that served to marginalise them, yet upheld their status as worthy members of both institutions. Juxtaposing theoretical insights from organisational surveillance and gender studies, the article reveals the role of multiple surveilling gazes in both the reproduction of minorities’ marginalisation, and their ability to mobilise it to maintain their collective identities.
      Citation: Human Relations
      PubDate: 2019-10-24T02:11:03Z
      DOI: 10.1177/0018726719879984
       
  • From idea endorsement to idea implementation: A multilevel social network
           approach toward managerial voice implementation
    • Authors: Wei He, Yi Han, Xiaofei Hu, Wu Liu, Baiyin Yang, Hongzhi Chen
      Abstract: Human Relations, Ahead of Print.
      Endorsing employee voice is one thing; implementation of endorsed ideas is another. Although organizational research has paid increasing attention to examining managers’ psychological endorsement of employee voice, the factors that can affect managers’ actual implementation of endorsed employee voice remain unclear. Drawing on the theory of planned behavior, we develop a conceptual model of managerial voice implementation and conceptualize it as a manager’s planned behavior that is affected by the manager’s motivation, felt obligation, and perceived control in relation to implementation. We further apply social network approaches to explain how social network characteristics across multiple levels in the team (i.e. dyadic ties, network centrality, and network closure) can facilitate the manager’s psychological impetus for voice implementation – transforming endorsed voice into managerial practices in the workplace. Finally, we discuss the theoretical and practical implications of this manager-centric and social network-based framework of managerial voice implementation.
      Citation: Human Relations
      PubDate: 2019-10-24T02:07:25Z
      DOI: 10.1177/0018726719882999
       
  • Engaged yet excluded: The processual, dispersed, and political dynamics of
           boundary work

         This is an Open Access Article Open Access Article

    • Authors: Ludo Glimmerveen, Sierk Ybema, Henk Nies
      Abstract: Human Relations, Ahead of Print.
      What happens when people try to ‘transcend’ organizational boundaries and engage with so-called outsiders' Current boundary-work literature does not fully account for the processual, dispersed, and political dynamics triggered by such efforts. To address this shortcoming, this article builds on an ethnographic study of a professional care provider’s attempts to engage local citizens within one of its care homes. We analyze how actors negotiate the parameters of outsider engagement – that is, how they interactively (re-)erect and (re-)efface boundaries between actors (Who is engaged'), issues (What is their engagement about'), and positions of authority (Does local engagement affect central decision-making'). We contribute to extant theorizing by, first, explicitly scrutinizing boundary work’s temporal and spatial dynamics. Testifying to the importance of analyzing temporal sequences, we show how attempts at transcending boundaries intensified boundary work on multiple organizational platforms. Paradoxically, inclusionary efforts evoked exclusionary effects (and vice versa) as actors came to contest and, eventually, redefine ‘appropriate’ insider–outsider relations. Second, our analysis highlights how the political effectiveness of an inclusive and non-hierarchical approach still, ironically, depends on ongoing hierarchical support and managerial enforcement. Third, our article makes a case for the adoption of long-term, multi-sited methodologies when studying the everyday dynamics of boundary-work processes.
      Citation: Human Relations
      PubDate: 2019-10-23T11:11:23Z
      DOI: 10.1177/0018726719875494
       
  • Organizing the sensory: Ear-work, panauralism and sonic agency on a
           forensic psychiatric unit
    • Authors: Steven D Brown, Ava Kanyeredzi, Laura McGrath, Paula Reavey, Ian Tucker
      Abstract: Human Relations, Ahead of Print.
      How are relations of care and security between hospital staff and patients organized through sound' This article argues that a shifting distinction between meaningful sound and noise is fundamental to the lived experience of immersion in an organizational acoustic environment. Based around a qualitative study of listening practices and ‘ear-work’ at a medium-secure forensic psychiatric hospital, using interview and photo-production methods, the article positions the organizing of the sensory as central to formal organization. Analysis of empirical material demonstrates how the refinement of key listening practices is critical to the ways in which staff and patients orient to the hospital setting. It also details how the design process for the unit has undermined the capacity to manage and control through sound, or ‘panauralism’, rendering it as a reversible and contested struggle to make sense of the acoustic environment, and describes the attempts by patients to create alternative acoustic spaces and exercise ‘sonic agency’. We contend that ‘acoustic organizational research’ offers an experience-near means of mapping organizational space and power relations and invites a renewed questioning of the role of the sensory as form of organizing in itself.
      Citation: Human Relations
      PubDate: 2019-10-23T11:09:36Z
      DOI: 10.1177/0018726719874850
       
  • Emotional expression at work: The effects of strategically expressing
           anger and positive emotions in the context of ongoing relationships
    • Authors: Carlos Ferreira Peralta, Maria Francisca Saldanha, Paulo N Lopes
      Abstract: Human Relations, Ahead of Print.
      Can anger expressions be functional in the context of ongoing relationships at work – and if so, how and when' Drawing on insights from the dual threshold model and on the emotions-as-social-information theory, we develop and test the theoretical proposition that the strategic expression of both anger and positive emotions in the context of ongoing relationships at work yields benefits for individuals. Across four field studies and using multi-wave and multi-source data, we found that, when paired with the strategic expression of positive emotions, strategically expressing anger enhanced both peer- and self-perceptions of cooperation, which in turn contributed to ratings of work effectiveness. The results highlight the importance of studying patterns of strategic emotional expression involving more than one emotion and advance current knowledge of how, when, and why it is beneficial to express anger at work. Implications for research and practice are discussed.
      Citation: Human Relations
      PubDate: 2019-10-21T11:23:46Z
      DOI: 10.1177/0018726719871995
       
  • Holding on to let go: Identity work in discontinuous and involuntary
           career transitions
    • Authors: Mukta Kulkarni
      Abstract: Human Relations, Ahead of Print.
      This study examined the identity work processes of severely disabled soldiers who faced discontinuous and involuntary career transitions. As these individuals engaged in rehabilitation and vocational training at a military-affiliated facility, their identity transitions were not marked by deletions of past identity elements or reference groups. Instead, their transitions involved collectively and contextually edited imaginations of the future that allowed for continuity of their foundational self-narratives. The findings extend past research by identifying why the forging of continuity is generative during certain identity transitions. The findings also show that when similar others contribute to the script of one’s identity narrative within a familiar liminal context, maintaining a semblance of the status quo is construed as change.
      Citation: Human Relations
      PubDate: 2019-10-21T11:21:45Z
      DOI: 10.1177/0018726719871087
       
  • Critical Essay: The reconciliation of fraternal twins: Integrating the
           psychological and sociological approaches to ‘micro’ corporate social
           responsibility
    • Authors: Jean-Pascal Gond, Christine Moser
      Abstract: Human Relations, Ahead of Print.
      Aguinis and Glavas’ call for a deeper understanding of the microfoundations of corporate social responsibility has spurred a growing number of empirical micro-CSR (corporate social responsibility) studies. Micro-CSR scholars share the common goal of developing a clear picture of the microfoundations of CSR—a holistic theoretical and empirical understanding of how individual actions and interactions drive CSR-related activity—but pursue this objective from a variety of angles. Our research suggests that although many scholars work under the same ‘micro-CSR’ banner, they approach their goal from a wide range of disciplines, use different methodologies, and study different phenomena. In this critical essay, we show that most micro-CSR research can be classified in one of two distinct sub-fields: ‘psychological micro-CSR’ and ‘sociological micro-CSR.’ We compare the differences between these orientations (including their distinct empirical approaches, and contributions of both fields of micro-CSR) and explore possible opportunities for cross-fertilization between the psychological and sociological approaches. Finally, we suggest ways in which micro-CSR scholars could exploit the complementarities and eliminate the blind spots common to the two dominant micro-CSR approaches.
      Citation: Human Relations
      PubDate: 2019-10-21T11:21:06Z
      DOI: 10.1177/0018726719864407
       
  • The use of mobile technologies for work-to-family boundary permeability:
           The case of Finnish and Canadian male lawyers
    • Authors: Marta Choroszewicz, Fiona Kay
      Abstract: Human Relations, Ahead of Print.
      This article explores work–family interface and the use of mobile technologies (MTs) among male lawyers in Quebec (French Canada) and Finland – two civil law contexts with reputations for legislation friendly toward work–family balance. Drawing on 34 interviews with male lawyers and combining two theoretical lenses, shifting ideals of fatherhood and work–family boundary theory, our study shows how men’s preferences for work–family boundary management relate to diversifying models of fatherhood and family. In Finland, male lawyers more readily embrace family responsibilities and they strive to set firm boundaries to curtail work spilling over into family life. Yet, the cultural and professional norm of men as breadwinners remains strong, especially for Canadian male lawyers whose spouses more often assume primary responsibility for childcare. Our study offers qualitative markers of boundary management styles and strategies (spatial, temporal, and psychological) of male professionals – as struggling segmentors, struggling integrators, and integrators. We observe that senior male lawyers, living in more traditional family models, frequently model integrating behaviours, such as around-the-clock availability via MTs. This modeling establishes expectations of what represents a committed professional worthy of promotion. These practices play an important role in sustaining and reproducing gender inequalities in organisations that employ professionals.
      Citation: Human Relations
      PubDate: 2019-10-19T12:18:32Z
      DOI: 10.1177/0018726719865762
       
  • Learning from supervisor negative gossip: The reflective learning process
           and performance outcome of employee receivers
    • Authors: Yun Bai, Jie Wang, Tingting Chen, Fuli Li
      Abstract: Human Relations, Ahead of Print.
      Workplace gossip is generally viewed as a deviant behavior that negatively affects the work outcomes of employees. However, we argue that this negative view is incomplete. Drawing on the cultural learning perspective of gossip and social learning theory, we examine how the job performance of employee receivers benefits from supervisor negative gossip through reflective learning. On the basis of multi-source, cross-sectional designs, Studies 1 and 2 consistently find that supervisor negative gossip facilitates employee receiver reflective learning and subsequent job performance when controlling for two sets of theory-relevant variables. Study 3, which has a multi-source, cross-lagged panel design, provides further evidence of the directional relationship from supervisor negative gossip to employee receiver job performance through reflective learning. The findings of the three separate field studies support the positive effect of supervisor negative gossip on employee receivers from a learning perspective. We discuss the theoretical and practical implications of these findings in terms of how employee receiver job performance can benefit from workplace negative gossip.
      Citation: Human Relations
      PubDate: 2019-10-19T12:17:49Z
      DOI: 10.1177/0018726719866250
       
  • Ethics, politics and embodied imagination in crafting scientific knowledge
    • Authors: Emma Bell, Hugh Willmott
      Abstract: Human Relations, Ahead of Print.
      This article explores ‘research-as-craft’ as a sensitizing concept for disclosing the presence of ethics and politics, as well as embodiment and imagination, in the doing and representation of scientific activity. Routinely unnoticed, marginalized or suppressed in methodology sections of articles and methodology textbooks, research-as-craft gestures towards messy, tacit, uncertain, yet rarely thematized, practices that are central to getting science done. To acknowledge and address the significance of research-as-craft in knowledge production, we show how it relates to three forms of reflexivity – constitutive, epistemic and disruptive. Through this we demonstrate the craftiness that is required when struggling with the indeterminacy that is endemic to the production and communication of scientific knowledge. By showing how empirical situations require imaginative interpretation by embodied researchers, we argue that our conception of research-as-craft facilitates appreciation of scientific inquiry as an indexical activity that involves the crafted object and the researcher in an ethico-political process of co-constituting knowledge.
      Citation: Human Relations
      PubDate: 2019-10-18T06:38:14Z
      DOI: 10.1177/0018726719876687
       
  • Coming home: Why veterans with disabilities withhold workplace
           accommodation requests
    • Authors: Katerina Gonzalez, C Justice Tillman, Jeanne Johnson Holmes
      Abstract: Human Relations, Ahead of Print.
      Veterans with disabilities are often hesitant to request an accommodation in the workplace, despite the fact that many intranational legal frameworks require employers to provide reasonable accommodation. This study draws from social identity and disability help-seeking theoretical perspectives to examine various factors – veteran identity, disability attributes, and workplace inclusive climate perceptions – which shape feelings of psychological safety and the decision to request a disability accommodation among military veterans with disabilities. Findings suggest veteran identity strain (an incongruence between one’s civilian work and military identity) is related to withholding of an accommodation request through decreased psychological safety. We also find veteran identity strain is less likely to be associated with decreased psychological safety when an organization is perceived to have a strong climate of inclusion, especially for military veterans with higher degrees of disability invisibility. The current study sheds light on why veterans with disabilities might not engage in help-seeking behaviors, and contributes to research streams on workplace disability and veteran workplace integration. Practically, we encourage employers to be especially aware of the needs of vulnerable employees and to develop inclusive climates in order to better support all military personnel transitioning to a civilian workforce.
      Citation: Human Relations
      PubDate: 2019-10-18T06:36:54Z
      DOI: 10.1177/0018726719875810
       
  • ‘Same, but different’: A mixed-methods realist evaluation of a
           cluster-randomized controlled participatory organizational intervention

         This is an Open Access Article Open Access Article

    • Authors: Johan Simonsen Abildgaard, Karina Nielsen, Christian Dyrlund Wåhlin-Jacobsen, Thomas Maltesen, Karl Bang Christensen, Andreas Holtermann
      Abstract: Human Relations, Ahead of Print.
      Participatory organizational interventions are a recommended approach to improve the psychosocial work environment. As interventions of this type are shaped by employees and managers, their implementation can vary considerably, making evaluation challenging. This study contributes to our understanding of interventions by focusing on how the intervention mechanisms and the organizational context interact. In a mixed-methods design, we use multi-group structural equation modelling of pre-and post-intervention survey data (N = 204) to test multiple mediational mechanisms in three different contexts. We then analyse interviews (N = 67) and field observations of workshops to identify the role of contextual factors. The findings suggest that participatory organizational interventions do not produce one-size-fits-all results; on the contrary, intervention results are better understood as products of multiple intervention mechanisms interacting with the specific organizational contexts.
      Citation: Human Relations
      PubDate: 2019-10-18T06:32:51Z
      DOI: 10.1177/0018726719866896
       
  • Critical essay: (In)sensitive violence, development, and the smell of the
           soil: Strategic decision-making of what'
    • Authors: Rashedur Chowdhury
      Abstract: Human Relations, Ahead of Print.
      Firms may commit aspects of violence in a sophisticated way. To this end, I argue that, as firms and their influential agents (e.g. government bodies and NGOs that often work as third parties and claim neutrality) participate in designing and performing violent activities under an influence of ideological beliefs, certain aspects of violence are difficult to trace. In other words, it is not always easy to point out exactly which powerful actors did what to result in violence such as injury and killing. Because of this limited traceability of actions, certain consequences of such violence remain invisible for a long period of time. However, such violence has devastating effects that go beyond the physical and mental harm suffered by the victim, affecting even the socio-emotional situations of marginalized people. Accordingly, I conceptualize a form of violence with limited traceability and invisible negative consequences, which is termed as insensitive violence. By doing so, I also discuss fundamental flaws of economic and human perspectives of development that encourage recursive use of insensitive violence at the expense of environmental damage and emotional degradation of marginalized communities.
      Citation: Human Relations
      PubDate: 2019-10-17T11:19:03Z
      DOI: 10.1177/0018726719874863
       
  • Becoming upbeat: Learning the affecto-rhythmic order of organizational
           practices
    • Authors: Saija Katila, Ari Kuismin, Anu Valtonen
      Abstract: Human Relations, Ahead of Print.
      How is it that some organizational practices flow like clockwork and may even energize us but others seem to be stuck in the mud and diminish our capacity to act' In order to understand this, we develop a concept of affecto-rhythmic order that captures how rhythms and affects interrelate in the flow of organizational practices. Adopting a sociomaterial practice perspective, our ethnographic study of a Nordic startup accelerator demonstrates how participants learn and embody a contextual affecto-rhythmic upbeat order and how this enhances their individual and collective capacity to engage with the fast-paced development of business ideas and sales pitching skills relevant in the accelerator setting. As a contribution, the study theorizes and empirically illustrates the entangled nature of rhythms and affects in organizational practices, provides novel insights into inter-corporeal learning and the regulative nature of practices, and shows how affective ethnography can help scholars examine affect and write about it in organizational research.
      Citation: Human Relations
      PubDate: 2019-10-16T01:15:41Z
      DOI: 10.1177/0018726719867753
       
  • How work redesign interventions affect performance: An evidence-based
           model from a systematic review
    • Authors: Caroline Knight, Sharon K Parker
      Abstract: Human Relations, Ahead of Print.
      It is not yet clear whether work redesigns actually affect individual-, team- or organizational-level performance. In a synthesis of this literature, we conclude there is good overall evidence, with the most promising evidence at the individual level. Specifically, our systematic review assessed whether top-down work redesign interventions affect performance and, if so, why (mechanisms) and when (boundary conditions). We identified 55 heterogeneous work redesign intervention studies, of which 39 reported a positive effect on performance, two reported a negative effect, and 14 reported mixed effects. Of five types of work redesign, the evidence that work characteristics can explain the effect of redesign interventions on performance was most promising for relational interventions, and participative and non-participative job enrichment and enlargement. Autonomous work group and system-wide interventions showed initial evidence. As to ‘why’ work redesigns enhance performance, we identified change in work motivation, quick response and learning as three core mechanisms. As to ‘when’, we showed that intervention implementation, intervention context (including alignment of organizational systems, processes and the work redesign) and person factors are key boundary conditions. We synthesize our findings into an integrative multilevel model that can be used to design, implement and evaluate work redesigns aimed at improving performance.
      Citation: Human Relations
      PubDate: 2019-10-01T09:10:31Z
      DOI: 10.1177/0018726719865604
       
  • Team familiarity in cardiac surgery operations: The effects of hierarchy
           and failure on team productivity
    • Authors: Emmanouil Avgerinos, Ioannis Fragkos, Yufei Huang
      Abstract: Human Relations, Ahead of Print.
      Project teams are regularly assembled by a variety of organizations in order to perform knowledge-intensive tasks. Previous shared experiences among their members can have a significant impact on team performance. In this study, we use a unique and detailed dataset of 6206 cardiac surgeries from a private hospital in Europe, property of an American non-profit organization, in order to examine how past shared experiences of individuals affect future team productivity. Using transactive memory system as theoretical framework, we first decompose overall team familiarity into horizontal familiarity (e.g. surgeon to surgeon) and hierarchical familiarity (e.g. surgeon to nurse) and find that the former one is more beneficial for team productivity than the latter one. Next, we observe that horizontal familiarity of high-power, high-status individuals has a higher impact on team productivity than the one among subordinate individuals. Finally, we investigate how past failure experiences of individuals in the same team can increase future team productivity more than past shared successes. Our results provide useful insights for managers who aim to increase team productivity via better team allocation strategies.
      Citation: Human Relations
      PubDate: 2019-10-01T09:08:51Z
      DOI: 10.1177/0018726719857122
       
  • Egoistic norms, organizational identification, and the perceived
           ethicality of unethical pro-organizational behavior: A moral maturation
           perspective
    • Authors: Katrina A Graham, Christian J Resick, Jaclyn A Margolis, Ping Shao, Michael B Hargis, Jason D Kiker
      Abstract: Human Relations, Ahead of Print.
      Do some employees engage in unethical behavior because they actually believe it is the right thing to do' We explore this question in this article. Unlike other forms of unethical behavior, unethical pro-organizational behavior (UPB) is aimed at benefiting the perpetrator’s organization. We propose that employees are increasingly likely to engage in UPB when they believe these acts are ethically appropriate, and that these ethicality beliefs are strongest among employees who work in departments with egoistic norms. Such norms lack guidance on the importance of protecting outside stakeholders’ interest, and provide limited moral knowledge about the broader implications of UPB. We further propose that organizational identification strengthens these effects. Across three field studies, we find support for the hypothesized effects. Ethical judgments of UPB were positively related to both self (Studies 1 and 3) and supervisor (Study 2) ratings of employee UPB. In turn, acts of UPB were judged more ethically appropriate in departments with egoistic norms, and these positive ethical judgments mediated the relationships between egoistic norms and employee UPB (Study 2). Finally, the indirect effects of egoistic norms were strongest among employees with high levels of organizational identification (Study 3). Implications for theory and research are discussed.
      Citation: Human Relations
      PubDate: 2019-09-28T10:38:28Z
      DOI: 10.1177/0018726719862851
       
  • Making up leaders: Reconfiguring the executive student through profiling,
           texts and conversations in a leadership development programme
    • Authors: Frank Meier, Brigid Carroll
      Abstract: Human Relations, Ahead of Print.
      Are leaders born or made' In this study of contemporary leadership development programmes, we find that leaders are not only made but also – in Ian Hacking’s sense – made up. Such programmes increasingly employ practices like personality profiling, appraisals, feedback and coaching aimed at creating knowledge about individual leaders in order for them to develop. The effects of these practices on participants have been theorized in terms of identity regulation and resistance, yet in our view the situated accomplishments of authority and identity remain inadequately theorized. This study follows a number of such practices as texts and conversations, and shows how a programme participant’s leader identity becomes authorized and acknowledged as participants and instructors ventriloquize texts in conversations. We theorize this as identity reconfiguration, as it entails the continual staging and authorizing of diverse figures. Our findings have implications for the relation between governmentality studies and studies of texts and conversations in leadership development programmes as well as for how we approach agency and context in this realm.
      Citation: Human Relations
      PubDate: 2019-09-04T08:30:03Z
      DOI: 10.1177/0018726719858132
       
  • ‘It’s not all it’s cracked up to be’: Narratives of promotions in
           elite professional careers
    • Authors: Stefanie Gustafsson, Juani Swart
      Abstract: Human Relations, Ahead of Print.
      How do organizational decision-makers and promotion candidates experience promotions in elite professional careers' Despite literature recognizing that promotions are important career events for organizations and individuals, this question has received little scholarly attention. Drawing on a narrative approach and combining spoken and visual accounts, this article examines how organizational decision-makers and promotion candidates experience the promotion to partnership in law firms. Our study reveals four narratives that illustrate important differences and similarities in their accounts. In the official script, organizational decision-makers uniformly recounted promotions in a detached way, emphasizing objective meanings of career success. In contrast, promotion candidates’ accounts were varied, ranging from joy and anticipation in walk in the park, to anger and frustration in dark art to anxiety and ambivalence in bittersweet narratives. The study makes three contributions to the literature on promotions. First, we develop an emotion-based understanding of promotions suggesting that promotions are constructed through people’s lived emotional experiences that inform their meaning making of the new role. Second, we argue that promotions are not always positive career events, but potentially contradictory and negative. Third, we contribute to extant research on promotions that has favoured quantitative methodologies by adopting a multimodal approach.
      Citation: Human Relations
      PubDate: 2019-08-12T09:16:03Z
      DOI: 10.1177/0018726719859404
       
  • The influence of supervisor bottom-line mentality and employee bottom-line
           mentality on leader-member exchange and subsequent employee performance
    • Authors: Matthew J Quade, Benjamin D McLarty, Julena M Bonner
      Abstract: Human Relations, Ahead of Print.
      Are supervisors who care more about profits than employee well-being seen by employees as being good exchange partners' How do employees perceive and respond to supervisors who treat the bottom line as more important than anything else' Supervisors who hold a bottom-line mentality (BLM) neglect competing priorities such as employee well-being and ethical practices to focus on securing bottom-line success. We find high-BLM supervisors serve as low-quality exchange partners with their employees, resulting in employee perceptions of low-quality leader-member exchange (LMX) relationships. In turn, employees reciprocate by withholding the very thing the supervisor desires—performance—in order to maintain balance in the exchange relationship. As such, supervisors who possess a BLM could actually be negatively impacting the organization’s bottom line through the harmful social exchange relationships they engender with their employees and their impact on employee task performance. We also examine the moderating role of employee BLM on these relationships. When employee BLM is low, we observe a greater negative effect on employee value judgments of the supervisor (i.e. reduced LMX perceptions) and lower employee performance. We test and find support for all of our hypotheses in two multi-source (i.e. employee-supervisor dyads), time-lagged field studies (N = 189 and N = 244).
      Citation: Human Relations
      PubDate: 2019-07-24T03:35:52Z
      DOI: 10.1177/0018726719858394
       
  • The dialectics of spatial performances: The interplay of tensions in
           activity-based organizing
    • Authors: Anu Sivunen, Linda L Putnam
      Abstract: Human Relations, Ahead of Print.
      Navigating organizational workspace is often plagued with tensions that emerge from the interplay of intended designs with organizational activities and lived experiences. These tensions are evident in research findings, such as inconsistencies in the ways that employees react to new workplace designs. They call on scholars to rethink organizational space, not as a concrete, static, or ready-made ‘thing’, but as a set of ongoing performances that enact particular practices, clashes among opposites, and organizational tensions. Based on research in a Nordic company, this study reveals how tensions and responses to them in an activity-based office generate creative alternatives that enhance participation and navigate passages between order and disorder. Contrary to the presumption that tensions need to be resolved, this study suggests that embracing them through managing the fluidity and flux of space gives rise to adaptability. Thus, in orchestrating workspace changes, it calls on organizational members to attend to mobility, constellations of objects and materiality, and temporal boundaries in navigating space rather than focusing on fixtures and designs.
      Citation: Human Relations
      PubDate: 2019-07-18T05:24:52Z
      DOI: 10.1177/0018726719857117
       
  • Is maternal labor market re-entry after childbirth facilitated by
           mothers’ and partners’ flextime'
    • Authors: Yvonne Lott
      Abstract: Human Relations, Ahead of Print.
      How do national-level work–life balance policies shape the role of flextime in maternal labor market re-entry after childbirth' It is well known that such policies influence the adoption, provision, and support of flexible work arrangements by organizations, but whether they shape the relevance of these arrangements for workers has been neglected in past research. This article analyzes whether mothers’ and partners’ flextime facilitates maternal labor market re-entry after childbirth in Germany, where family policy reforms have been implemented in the last two decades. Event history analysis based on German Socio-Economic Panel (SOEP) data from the years 2003–2013 revealed that mothers were more likely to re-enter the labor market if they had used flextime before childbirth. However, this effect existed only before the implementation of family policy reforms, namely the introduction of parental leave in 2007 and the expansion of public childcare. Moreover, the use of flextime before childbirth did not encourage mothers to maintain previous work hours (the legal right to work part time has existed in Germany since 2001). Partners’ use of flextime before childbirth was found to be less relevant for mothers’ return to work after childbirth. The analysis indicates that generous national-level work–life balance policies can diminish the effectiveness of organizational work–life balance policies for mothers’ employment behavior.
      Citation: Human Relations
      PubDate: 2019-06-20T08:56:35Z
      DOI: 10.1177/0018726719856669
       
  • When performance gets personal: Towards a theory of performance-based
           identity
    • Authors: Benjamin W Walker, Dan V Caprar
      Abstract: Human Relations, Ahead of Print.
      For better or worse, contemporary society places immense value on achievement and performance. What are the consequences of this emphasis on (if not obsession with) performance for people’s sense of self, and relatedly, their mental health and well-being' We develop a theoretical lens for exploring such questions by introducing the concept of performance-based identity—a form of identity that we propose arises when performance (at work or in another setting) becomes personally meaningful to the extent that it acts as a basis for self-definition. We argue that many individuals are likely to develop performance-based identities in a world where performance is increasingly emphasized as important, and where other identities (e.g. those derived from particular groups, organizations, and cultures) are being destabilized by fundamental shifts in the nature of work and society. We explain the similarities and differences between performance-based identity and related constructs, present a theoretical account of how people construct performance-based identities, and discuss how acknowledging and studying performance-based identities could yield valuable new insights into how people experience their work and life in general.
      Citation: Human Relations
      PubDate: 2019-06-20T08:55:56Z
      DOI: 10.1177/0018726719851835
       
  • Paws for thought' Analysing how prevailing masculinities constrain
           career progression for UK women veterinary surgeons
    • Authors: Lorna Treanor, Susan Marlow
      Abstract: Human Relations, Ahead of Print.
      The structure of veterinary medicine is changing rapidly from that of traditional small privately owned practices to one of corporate franchises, often positioned within retail outlets. Accompanying this trend has been the increasing presence of women, such that they now dominate clinical practice. To what extent are these two issues, increasing feminisation and corporatisation, linked' Since the mid-1990s, corporate providers have largely displaced the traditional self-employed practice ownership/partnership model. This has informed a blame discourse whereby feminisation is associated with industry restructuring given women’s alleged preferences for predictable, flexible corporate employment, plus a lack of entrepreneurial ambition towards practice ownership. Drawing upon in-depth semi-structured interviews with women veterinary surgeons and key industry stakeholders, we critically analyse such arguments. We illustrate that diverse notions of corporate masculinity, operating in parallel with the entrepreneurial masculinity of traditional practice, generate this blame discourse and underpin women’s limited progression into self-employed practice ownership. This has implications for the future structure of the profession and the careers of forthcoming generations of veterinary surgeons.
      Citation: Human Relations
      PubDate: 2019-06-10T07:24:22Z
      DOI: 10.1177/0018726719846554
       
  • Who says there’s a problem' Preferences on the sending and
           receiving of prohibitive voice
    • Authors: Karen MacMillan, Charlice Hurst, Ken Kelley, Jane Howell, Youngsuhk Jung
      Abstract: Human Relations, Ahead of Print.
      Which employees are likely to warn leaders about threats to the workplace' When employees do speak up, will these messages gain the leader’s interest' In this article, we rely on theories of power to predict how employee characteristics (work prevention regulatory focus, closeness to the leader (leader-member exchange) and rank) influence whether employees send messages about threats (prohibitive voice). We also explore whether employee characteristics (closeness to the leader and rank) affect leaders’ attention to threat messages. In a two-wave field study with 55 leaders and 214 employees, we found that leaders were more likely to show interest in messages about threats from employees who they were not close to, but who had high rank. However, only employees with a strong work prevention regulatory focus and/or those of higher rank were likely to prioritize the sending of such messages. Although we also expected that employees who had a good relationship with the leader would send more information about threats, we found they were less likely to do so. This research suggests that there may be “opaque zones” in organizations, places where employees are unlikely to warn leaders about threats and where leaders will not pay attention even if they do.
      Citation: Human Relations
      PubDate: 2019-06-10T07:23:22Z
      DOI: 10.1177/0018726719850282
       
  • From job crafting to home crafting: A daily diary study among six European
           countries
    • Authors: Evangelia Demerouti, Rebecca Hewett, Verena Haun, Sara De Gieter, Alma Rodríguez-Sánchez, Janne Skakon
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-30T10:06:56Z
      DOI: 10.1177/0018726719848809
       
  • Should I stay or should I go' Multi-focus identification and employee
           retention in post-acquisition integration
    • Authors: Norbert Steigenberger, Nicola Mirc
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-30T10:05:36Z
      DOI: 10.1177/0018726719847521
       
  • ‘There is a crack in everything’: An ethnographic study of pragmatic
           resistance in a manufacturing organization
    • Authors: Darren McCabe, Sylwia Ciuk, Margaret Gilbert
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-30T10:03:56Z
      DOI: 10.1177/0018726719847268
       
  • Beyond time-binds: Rethinking work–family dynamics for a mobile
           world
    • Authors: Karen D Hughes, William A Silver
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-27T03:53:37Z
      DOI: 10.1177/0018726719846264
       
  • Exploring the false promise of entrepreneurship through a postfeminist
           critique of the enterprise policy discourse in Sweden and the UK
    • Authors: Helene Ahl, Susan Marlow
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-20T06:35:20Z
      DOI: 10.1177/0018726719848480
       
  • Human Relations’ invented traditions: Sociotechnical research and worker
           motivation at the interwar Rowntree Cocoa Works
    • Authors: Michael Weatherburn
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-20T06:34:18Z
      DOI: 10.1177/0018726719846647
       
  • Employee dissent on social media and organizational discipline
    • Authors: Paul Thompson, Paula McDonald, Peter O’Connor
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-06T09:34:32Z
      DOI: 10.1177/0018726719846262
       
  • Understanding control in communities of practice: Constructive
           disobedience in a high-tech firm
    • Authors: Jens Rennstam, Dan Kärreman
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-06T09:33:32Z
      DOI: 10.1177/0018726719843588
       
  • Hybrids, identity and knowledge boundaries: Creative artists between
           academic and practitioner communities
    • Authors: Alice Lam
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-05-02T12:41:15Z
      DOI: 10.1177/0018726719846259
       
  • Consumed by obsession: Career adaptability resources and the performance
           consequences of obsessive passion and harmonious passion for work
    • Authors: Rajiv K Amarnani, Jennifer Ann L Lajom, Simon Lloyd D Restubog, Alessandra Capezio
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-04-27T06:03:23Z
      DOI: 10.1177/0018726719844812
       
  • Respectful leadership and followers’ knowledge sharing: A social
           mindfulness lens
    • Authors: Fabiola H Gerpott, Fasbender Ulrike, Burmeister Anne
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-04-25T06:41:07Z
      DOI: 10.1177/0018726719844813
       
  • Answering the crisis with intellectual activism: Making a difference as
           business schools scholars
    • Authors: Alessia Contu
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-04-22T09:36:39Z
      DOI: 10.1177/0018726719827366
       
  • Occupational closure and job quality: The case of occupational licensing
           in Britain
    • Authors: Mark Williams, Maria Koumenta
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-04-17T06:11:21Z
      DOI: 10.1177/0018726719843170
       
  • Identity work by a non-white immigrant business scholar: Autoethnographic
           vignettes of covering and accenting
    • Authors: Mario Fernando, James Reveley, Mark Learmonth
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-04-12T11:47:39Z
      DOI: 10.1177/0018726719831070
       
  • When onboarding becomes risky: Extending social learning theory to explain
           newcomers’ adoption of heavy drinking with clients
    • Authors: Songqi Liu, Peter Bamberger, Mo Wang, Junqi Shi, Samuel B Bacharach
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-04-12T11:46:18Z
      DOI: 10.1177/0018726719842653
       
  • How do external regulations shape the design of ethical tools in
           
    • Authors: Wafa Ben Khaled, Jean-Pascal Gond
      Abstract: Human Relations, Ahead of Print.

      Citation: Human Relations
      PubDate: 2019-03-28T10:28:30Z
      DOI: 10.1177/0018726719828437
       
  • Bridging competing demands through co-leadership' Potential and
           limitations
    • Authors: Émilie Gibeau, Ann Langley, Jean-Louis Denis, Nicolas van Schendel
      First page: 464
      Abstract: Human Relations, Ahead of Print.
      Collective leadership arrangements in which two people jointly occupy a shared leadership role space are often thought to enable the bridging of competing demands and sources of expertise and legitimacy in pluralistic settings where multiple institutional logics coexist. This research investigates 20 co-leadership dyads in health care organizations to examine whether, when, and how co-leadership arrangements can enable the bridging of institutional logics. Empirical findings suggest that the potential for bridging through co-leadership arrangements is present, but that it may often be achieved through the assimilation of one side by the other rather than balanced integration of competing demands. We conclude that the challenge of collective leadership (and of co-leadership, in particular) may lie not only in developing smooth relations among multiple leaders and their followers, but also in maintaining and mobilizing the tensions that can make their collaboration most fruitful. We suggest that the collective leadership literature has often missed the significance of this central paradox: that collective leadership may be most needed where it is most difficult to achieve. When it seems to operate most smoothly, it is possible that it may not always be fulfilling its mission.
      Citation: Human Relations
      PubDate: 2019-11-12T01:58:15Z
      DOI: 10.1177/0018726719888145
       
  • Investigating the interplay between formal and informal leaders in a
           shared leadership configuration: A multimodal conversation analytical
           study
    • Authors: Dorien Van De Mieroop, Jonathan Clifton, Avril Verhelst
      First page: 490
      Abstract: Human Relations, Ahead of Print.
      Leader identity has traditionally been associated with hierarchical position (formal leadership). Yet, while there is an increasing tendency to regard leadership as a collective and distributed process, very little is known about the interplay of formal and informal leadership as in situ social practice within a hierarchical context. Using video-recordings of naturally occurring workplace interaction as data and arguing that insights from applied linguistics can be profitably employed to address such a lacuna, we use multimodal conversation analysis (CA) to show how ‘doing’ leadership is not limited to the formal leader. Rather, through talk, gaze, the use of space, artefacts and so on, it is negotiated in subtle ways which allow informal leadership to emerge in conjunction, and in this case in conflict, with formal leadership. We conclude this article by discussing the wider implications of these findings to both leadership theory and methodologies used to investigate the ‘just whatness’ of leadership.
      Citation: Human Relations
      PubDate: 2019-12-25T11:22:40Z
      DOI: 10.1177/0018726719895077
       
  • Paradigm warriors: Advancing a radical ecosystems view of collective
           leadership from an Indigenous Māori perspective
    • Authors: Chellie Spiller, Rachel Maunganui Wolfgramm, Ella Henry, Robert Pouwhare
      First page: 516
      Abstract: Human Relations, Ahead of Print.
      Collective leadership is cast as a new and emerging paradigm. However, for many Indigenous communities, collective leadership has been a way of life through the millennia. Where mainstream models of collective leadership focus on what people do, think, and feel in the here and now, we argue such an approach ignores contributions of other generations. The Māori ecosystems view set out in this article positions a revolutionary departure from previous work on collective leadership because of the extraordinary set of relationships it encompasses, including those across generations and across living and non-living entities. Meeting this special issue’s call for innovative research methodologies, our work is informed by the ancient practice of wānanga, which challenges secular, reductionist, quantitative research. Wānanga traverses time and space and involves a quality of consciousness that brings forth an integrated collective intelligence. Inquiring into three watershed leadership moments, we show that collective Māori leadership is an ecosystem held together by activating a knowledge code, cultivating ties of affection, and working the tensions. Unlike the ‘new broom sweeps clean’ approach where incoming leaders tend to discard the work of predecessors, true collective leadership is an integrated ecosystem sustained from one generation of leadership to the next.
      Citation: Human Relations
      PubDate: 2019-12-13T06:55:24Z
      DOI: 10.1177/0018726719893753
       
  • A tale of three approaches: Leveraging organizational discourse analysis,
           relational event modeling, and dynamic network analysis for collective
           leadership
    • Authors: Cynthia K Maupin, Maureen E McCusker, Andrew J Slaughter, Gregory A Ruark
      First page: 572
      Abstract: Human Relations, Ahead of Print.
      How can we enhance theory-method alignment when studying collective leadership' We propose that leveraging methodological approaches that are powerful enough to address three primary challenges of collective leadership—the incorporation of time, context, and multiple levels—will promote a more robust body of collective leadership research and practice. In particular, we review and integrate three complementary methodological approaches—organizational discourse analysis, relational event modeling, and dynamic network analysis—which have the flexibility to address these challenges. The purpose of this article is to demonstrate the utility of these methodological approaches for addressing major methodological challenges within the field of collective leadership. Through this effort, we aim to facilitate conversation across disparate streams of research and encourage researchers to explore how novel research questions and perspectives might be advanced through leveraging these methods, either in isolation or in combination.
      Citation: Human Relations
      PubDate: 2019-12-23T12:39:45Z
      DOI: 10.1177/0018726719895322
       
 
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