Everyday rhetoric: Argument and persuasion in everyday life

While the study of rhetoric in the humanities has an impressive pedigree, rhetorical analysis in organization studies is rather less developed. In this article, I want to provide an introduction to rhetorical analysis, drawing particularly on the work of Billig (1996) and Potter (1996), and illustrate its application to organizational issues through a case example concerning technological change in a public sector organization. In doing this, I demonstrate how alternative approaches to traditional positivism may augment the explanatory power of research in work and organizational psychology. In particular, I want to argue that an awareness of the everyday rhetoric of organizational talk can be illuminating in explaining how the work of an organization is accomplished.     

Technology enabled work: The role of self-efficacy in determining telecommuter adjustment and structuring behavior

We explore factors associated with employees’ ability to cope with the challenges of telecommuting—an increasingly pervasive new work mode enabled by advances in information technologies. Telecommuting can trigger important changes in employees’ job responsibilities, especially with respect to the degree of proactivity required to effectively work from a distance. Survey responses from a sample of 723 participants in one organization’s formal telecommuting program were used to examine the inter-relationships between telecommuter self-efficacy and extent of telecommuting on telecommuters’ ability to cope with this new work context. Results indicate that there is a positive association between telecommuter self-efficacy and both employees’ behavioral strategies (i.e., structuring behaviors) and work outcomes (i.e., telecommuter adjustment). Moreover, these positive relationships are accentuated for employees who telecommute more extensively. Implications for research and practice concerning the effect of technology on jobs and careers are presented.     

Race, Culture, and Ethnicity: Implications for a Community Intervention

We present an overview of research on African American families and emphasize in this discussion limitations of approaches used in the past to study African American families. We also discuss and identify challenges for designing and implementing community, family-based programs targeting competence-promoting behaviors in African American families. In addition, we attempt to accomplish the following objectives: (1) identify themes in studies of African American families, including bias in prior research; (2) discuss ways in which prior approaches and conceptual models guiding studies of African Americans have created challenges for the development and implementation of community-based intervention and research programs; and (3) present the Parents Matter! Program as an example of a community-based prevention effort that attempted to overcome many of the challenges created by prior research efforts.     

工作场所中欺负问题的研究现状

工作场所中欺负问题的研究有助于促进组织健康发展,逐渐成为工作和健康心理学研究的热点。近5年来,关于欺负负性行为不良后果的研究不断深入;同时,探讨欺负和组织情景关系的新研究动向开始出现。围绕着这两个方面,文章首先介绍了“工作场所中欺负”的概念;接着回顾了工作中欺负的研究方法、发生率、发生过程、应对方式,以及与身心健康关系、与组织情景关系等方面最新研究进展。最后,对已有研究进行了总结,展望了未来可能开展的研究     

Proactive Goal Generation and Innovative Work Behavior: The Moderating Role of Affective Commitment,Production Ownership and Leader Support for Innovation

Building on goal‐regulation theory, we develop and test the hypothesis that proactive goal generation fosters individual innovative work behavior. Consistent with a resource‐based perspective, we further examine two‐three‐way interactions to assess whether the link between proactive goal generation and innovative behavior is jointly moderated by organizational affective commitment and production ownership, or, alternatively, leader support for innovation. In a sample of 442 municipal employees from the administrative division of an Italian city hall, proactive goal generation was positively associated with innovative work behavior. Additionally, as expected, this relationship was stronger when employees were highly affectively committed to their organization and when they exhibited a high level of production ownership or received extensive support for innovation from their supervisors. Theoretical and managerial implications are discussed.     

The Refusal of Work in Christian Ethics and Theology

Reviewing major accounts in Christian ethics and theology concerning work reveals a set of assumptions that together form the field's current “common sense” regarding this central human activity: work is part of what it fundamentally means to be a human; there is an aspect of work that is intrinsically good, because it reflects God's work; and work that is degrading can be transformed into this intrinsic good. An emerging body of social thought, however, interrogates work from an anti‐work perspective, rejecting capitalism's demand that people be integrated as fully as possible into the profit‐generating modern‐day work structure. After exploring core tenets of the anti‐work perspective, this essay reconsiders the assumptions often made about work in Christian ethics and theology and delineates some contours of anti‐work Christian normative interpretations of work.     

Work ethic and organizational commitment as conditions of unethical pro‐organizational behavior: Do engaged workers break the ethical rules?

Unethical pro‐organizational behaviors (UPB) are actions that break rules or established standards, but are undertaken for the purposes of helping the organization or coworkers. Although research has already examined the role of work ethic and organizational commitment in shaping employee behaviors, little is known about the reason for and antecedents of employees undertaking UPB. In a sample of 425 working adults from multiple industries, we tested whether work ethic and organizational commitment dimensions predict the readiness to undertake UPB. The time‐lagged study showed that the work ethics dimension “hard work,” and normative and affective organizational commitment, are positive predictors of UPB. The ethics dimensions “morality/ethics,” “delay of gratification,” “centrality of work” and “anti‐leisure attitudes” are negative predictors of UPB.     

Balance between volunteer work and family roles: Testing a theoretical model of work‐family conflict in the volunteer emergency services

Trends indicate overall declines in numbers of volunteer emergency service workers and suggest negative organisational factors impacting adversely on volunteers and organisations. Conflict between emergency service work and family is implicated in falling volunteer numbers, and there is thus a need for research on difficulties experienced in balancing volunteer work and family. The current study tested an adaptation of the work‐family conflict (WFC) model originally proposed by Frone, Russell, and Cooper, in a sample of 102 couples in which one partner was an Australian emergency service volunteer. Results supported a model in which volunteer work‐related antecedents, including time invested in on‐call emergency activities and post‐traumatic stress symptoms, had indirect links with outcomes, including volunteer burnout and their partners' support for the volunteer work role, through the effects of WFC. These results add to research using theoretical models of paid work processes to better understand the problems faced by volunteer workers, and identify specific antecedents and outcomes of WFC in the volunteer emergency services. Implications for future research and organisations reliant on volunteer workers are discussed.     

Intervenir en clinique de l’activité sur la qualité du travail dans l’organisation. Le cas du service de propreté d’une grande collectivité

This article aims to inform the intervention process and the institution of conflictuality around the criteria on quality of work in an Activity Clinic perspective. From the example of a recent intervention in sanitary service of a big city, this article instructs this process when the conflictuality around the criteria of quality of work can be instituted in the organization. When field professionals can do more authority on their activity in the organization, we then witness in action a modification of their role in decision process, regarding their own work. The article concludes with the contribution of the results produced to current reflections on the union work actuality.     

REALISM WITHOUT TRUTH: A REVIEW OF GIERE'S SCIENCE WITHOUT LAWS AND SCIENTIFIC PERSPECTIVISM

An increasingly popular view among philosophers of science is that of science as action—as the collective activity of scientists working in socially‐coordinated communities. Scientists are seen not as dispassionate pursuers of Truth, but as active participants in a social enterprise, and science is viewed on a continuum with other human activities. When taken to an extreme, the science‐as‐social‐process view can be taken to imply that science is no different from any other human activity, and therefore can make no privileged claims about its knowledge of the world. Such extreme views are normally contrasted with equally extreme views of classical science, as uncovering Universal Truth. In Science Without Laws and Scientific Perspectivism, Giere outlines an approach to understanding science that finds a middle ground between these extremes. He acknowledges that science occurs in a social and historical context, and that scientific models are constructions designed and created to serve human ends. At the same time, however, scientific models correspond to parts of the world in ways that can legitimately be termed objective. Giere's position, perspectival realism, shares important common ground with Skinner's writings on science, some of which are explored in this review. Perhaps most fundamentally, Giere shares with Skinner the view that science itself is amenable to scientific inquiry: scientific principles can and should be brought to bear on the process of science. The two approaches offer different but complementary perspectives on the nature of science, both of which are needed in a comprehensive understanding of science.     

The case of Pedro: a holistic life planning approach

Traditional theories of career development are inadequate due to the complexity of today's work world. As changes occur in society and the world‐of‐work employment counselors need new ways of dealing with their clients. This article introduces employment counselors to the “leisure theory of career development” (J. J. Liptak, 2000) as an alternative to traditional trait‐and‐factor counseling approaches.     

A Multi-Level Approach to Direct and Indirect Relationships between Organizational Voice Climate,Team Manager Openness,Implicit Voice Theories,and Silence

Employee silence impedes sustainable organizational development, and it can conceal harm for internal and external stakeholders. Established approaches to overcoming silence in organizations draw on the assumption that employees withhold their views based on deliberate elaborations on the effectiveness and risks they associate with voice. Our research aims at complementing these approaches. Applying an information processing approach to culture and using implicit voice theories (IVTs; i.e., taken-for-granted beliefs about when and why speaking up at work is risky or inappropriate) as an example, we introduce a model proposing ways through which shared implicit knowledge structures emerge in teams and organizations, and how they affect motives to remain silent. We examine parts of the model with a sample of 696 employees nested in 129 teams and 67 organizations. Our findings show that IVTs can be shared at the team and organizational level, that shared IVTs explain variance in silence motives above and beyond perceptions of organizational climate and manager openness at the team and organization level, and that IVTs function as a mediator between team manager openness and silence motives. In sum, our findings point at shared IVTs as a way to conceptualize underlying basic assumptions of cultures of silence.     

Professional Training in Applied Psychology: Towards a Signature Pedagogy for Forensic Psychology Training

Forensic Psychology is a recognised and important sub‐specialty of the Psychology discipline. However, after an expansion in the number of training places that were offered when programmes were first developed, recent years have seen these diminish in response to changes in university policies, resulting from reformulated Federal government funding models. In this article, we argue that it is important for the future of specialist areas of professional psychology to not only articulate the core skills and competencies that are associated with specialist practice but also to develop unique and distinctive approaches to teaching and learning signature pedagogies. Based on the premise that forensic psychological practice is, indeed, a distinctive activity that requires different skills and, importantly, different ways of thinking about the work from other areas of professional psychology, it is suggested that professional training in this area should aim to develop a signature pedagogy which combines methods of teaching and learning that have been developed in legal training programmes with principles of problem‐based learning.     

Perceptions and experience of workplace bullying in five different working populations

Whilst aggression in the workplace has been systematically studied in recent years, research into workplace bullying per se still remains quite limited. In this article, we report the findings from an investigation into employees' perceptions of social and organizational work conditions and experiences of bullying at work. Six‐hundred‐seventy‐seven employees from five different working populations (managers, teachers, technicians, call centre operators, and engineers) completed the Workplace Relationships Questionnaire (WRQ). This paper presents the results of the analysis, linking the experiences of bullying and perceptions of social and organizational work conditions. The present findings predictably identify victims and non‐bullied participants, and also indicate the existence of a new category of employee affected by the problem of bullying; bullied/non‐victims. Bullied/non‐victims may provide crucial insights into the ways that company practices and policies impact negatively on the whole workforce. Aggr. Behav. 29:489–496, 2003. © 2003 Wiley‐Liss, Inc.     

CREATED CO-CREATOR AND THE PRACTICE OF MEDICINE

Abstract There is a crisis of interpretation experienced by those making critical‐care decisions and creating health‐care policies and by the patients and families who make life‐and‐death decisions. For example, at both the beginning and end of life, new technologies are changing the way we define life and death. We can prolong life or hasten death in ways that we could not earlier have imagined. This crisis of interpretation demands new ways of thinking and doing. My task is to explicate how the created co‐creator can be used as a springboard to help link theological concepts with feminist concerns about two issues: interpreting the culture and practice of medicine in a new way, and explicating the ambiguity of decision making when considering issues of life and death.     

Permanency and ephemerality of psychological measures with application to organizational commitment

The constancy or change of an attribute is important to most substantive areas of psychology. During the past decade, 2 independent methodological schools have developed statistical models for the depiction of longitudinal research. One, which might be called the European school, has created latent state-trait models. Alternatively, the American school has formulated models that go by the rubric of latent curve analysis or latent growth models. In this article, the authors integrate both approaches into a detailed unified latent curve and latent state-trait model (LC-LSTM) that includes the significant features from both schools. From the LC-LSTM framework, the permanency and ephemerality of psychological measures are discussed and the concepts of stability and reliability are reformulated. In addition, a comprehensive illustration on organization commitment is presented.     

Contemporary transference work and the analytic attitude: aims and methods--a clinical workshop

There are various ways of working as an analyst, and there are various ways of utilizing the concept and the phenomena of transference‐countertransference. I hope to draw an adequate picture of a way of working that is called ‘working‐in‐the‐transference’ as distinct from ways of working that ‘analyse transference’. The former has long been practised by many Jungians as well as by many psychoanalysts. As a method, it has aroused controversy in both groups, and is frequently both misunderstood and imitated. It can arouse strong anxiety. It can appear narrow and restrictive. It famously precludes a gamut of activities in which many analysts engage. Is working‐in‐the‐transference old fashioned, or does it deserve to be increasingly appreciated? Can it offer support and validation whilst remaining true to its conception? It was hoped that these questions would be addressed in the clinical material brought to the workshop. The emphasis in the workshop was on active participation and it was hoped that those attending would bring their clinical concerns for discussion.     

Travail d’articulation et organisation de travail : Etude dans un collectif de l’enseignement public

Articulation work is an activity that makes other’s work easier or allows a whole work collective to reach its objectives. It is necessary for a coordinated functioning in organizations, but is often unrecognized and seldom considered as a full activity. In this study, we tried to find if work organization could affect the occurrence of articulation work. We analyzed articulation work made between pairs of persons and its relations with the proximity of their offices, the amount of working time in common, the proximity of their posts, the degree of interdependance linked to their duties. Among these organizational factors, we noticed that only the interdependance level could explain the differences in articulation work depending on the pairs of individuals considered.     

The scenic function of the ego and its role in symptom and character formation1

The author argues that the scenic function of the ego permits the situationally appropriate representation of an unconscious, infantile configuration – that is, of a relatively stable, personality‐based drive scene having the same status as latent dream thoughts. The products of conflict elaboration (symptoms, etc.) are manifested in different ways in accordance with the conditions of the relevant situation. The contents of the drive scene are created by the psychical apparatus on the basis of infantile perceptions and are revealed in screen memories. The capacity for situationally appropriate representation is apparently bound up with the mobile drive, including its narcissistic transformations. Desexualization (in the sense of neutralization) renders scenic elaboration impossible. The drive derivatives withdrawn from the scenic configuration contribute to ego organization and the formation of character traits, which no longer vary according to the situation, but can only be modified by a change in personality structure itself. It is as yet unclear whether a process of resexualization can make them amenable once more to analytic work. The form of narcissistic libido that can assume a scenic configuration is closely related to primary narcissism. Its manifestations, which may likewise emerge in situation‐dependent symptom formations, appear accessible to analysis.     

Coping with work and family: How do dual‐earners interact?

Juggling the demands of both work and family has become increasingly difficult, especially for dual‐earner households; nevertheless, families have developed strategies to deal with work‐family challenges. This paper uses couple level analyses (APIM models) with 100 dual‐earner couples to provide insight about partners' mutual influence on the use of work‐family coping strategies. The results show that women's use of coping strategies is more associated with work‐family conflict and work‐family enrichment than men's coping. In addition, using partner coping, having a positive attitude towards multiple roles, using planning and management skills and avoiding having to cut back on professional responsibilities is associated with better outcomes (more enrichment and less conflict). Surprisingly, the use of childcare facilities is associated with women's conflict and partner effects were only found concerning the use of management and planning skills. These skills, however, have distinct effects for men and women's outcomes: their use by men reduces their own conflict but increases their wives', while their use by women decreases their own conflict and increases their own and their partner's enrichment. These results point to the fact that gender roles continue to be a hallmark of work‐family issues. Our design and results point out the need for new interventions that take couple interdependences into account.