Conversational construction of new meaning configurations in organizational innovation: A generative approach

Abstract

Organizational innovation is approached as a joint conversational event where new configurations of meaning are constructed. The emphasis in this article is on understanding the social dynamic processes of creating new meaning. A perspectivistic approach is developed which looks at how actors speak from their perspectives and give form to the sense-making process through discursive practices. The innovation process is documented, using an interpretive research, in two case studies: the creation of a young high tech firm and the internal development of a manufacturing unit of a multinational corporation. Three theoretical propositions derived from the cases are discussed and interwoven with existing literature: generative characteristics of conversations, the experiential profundity which can be seen as inherently social-relational, and the paradoxical nature of innovation. These propositions are summarized in conceptual charts; their use lies in multiplying and developing them into new ones as new contexts are explored.     

How psychological resources facilitate adaptation to organizational change

The purpose of this 1-year follow-up study among 580 police officers is to investigate whether identity-related resources are positively related to adaptive behaviour during times of organizational change. Combining the social identity perspective with resources theories, we hypothesized that leader–member exchange (LMX) and personal resources (meaning-making and organization-based self-esteem) are positively related over time. In addition, we hypothesized that resources captured before change implementation, show a positive relationship with adaptivity captured during change. Structural equation modelling analyses showed that LMX and personal resources were positively related. Further, all T1 resources were positively related to T2 adaptivity. The study emphasizes the importance of managing identity-related resources during turbulent times, in order to foster behavioural adaptation to change.     

The role of personal resources in explaining well-being and performance: A study among young veterinary professionals

This study examines the role of three personal resources (i.e., proactive behaviour, reflective behaviour, and self-efficacy) in the Job Demands–Resources (JD-R) model in order to predict self and other ratings of performance. The sample consisted of 860 Dutch veterinary professionals and 170 colleagues. We hypothesized and found that work engagement mediates the relationship between job as well as personal resources and extrarole performance and the relationship between job resources and work engagement. Although hypothesized, we found no support for the mediating role of exhaustion in the relationship between job demands as well as personal resources and inrole performance. Moreover personal resources were directly related to in- and extrarole performance. In conclusion, the study expands the JD-R model by integrating personal resources at a behavioural level and performance measures in the model, and shows that personal resources have a mediating and initiating role in explaining work engagement and performance in young veterinary professionals.     

Passive responses to interpersonal conflict at work amplify employee strain

Interpersonal conflict at work correlates with stress related outcomes such as psychological strain and exhaustion. Consistent with conflict theory, we argued that this relationship is moderated by the way conflict is managed. Cross-sectional data collected in The Netherlands, from students with part-time jobs (Sample 1, n = 104), healthcare workers (Sample 2, n = 191), and mid-level administrative personnel (Sample 3, n = 161) indeed revealed that conflict was related to psychological strain and exhaustion especially when interpersonal conflict was managed passively (through avoiding and yielding). Active conflict management strategies (forcing and problem solving) did not moderate the relationship between interpersonal conflict and employee strain. Implications for conflict theory, for future research, and for practice are discussed.     

Regulatory focus and the family–work interface: The role of regulatory fit between cohabiting partners

The aim of the present study was to examine the impact of regulatory focus in goal pursuit and regulatory fit between marital partners on family conditions and the family–work interface. We hypothesized that when both partners are high on promotion focus (fit) they experience higher developmental possibilities at home and have an increased likelihood of family-to-work facilitation (FWF). In addition, we hypothesized that when both partners are prevention focused (fit) they experience less home demands and less family-to-work conflict (FWC). In total, 131 working couples participated in the study. Each partner provided information about his/her own regulatory focus, perceptions of home demands and home developmental possibilities, and experienced FWF and FWC. Results of moderated structural equation modelling analyses largely supported our hypotheses since the interaction between partners’ promotion focus predicted the levels of home developmental possibilities and FWF, whereas the interaction between partners’ prevention focus predicted home demands in the expected direction. In conclusion, the fit between partners’ self regulatory styles can influence family life and, consequently, the impact of family on work.     

Emotion regulation in leader–follower relationships

This study investigates the extent to which leaders and followers express, suppress or fake their emotions during interaction, using a sample of 135 leaders and 207 followers. The respondents completed questionnaires on emotion regulation, the relationship quality between leaders and followers (LMX), job satisfaction, and health complaints. The data indicate that negative emotions such as disappointment, uncertainty, and annoyance are typically suppressed, while positive emotions such as enthusiasm, interest, and calmness are typically expressed or faked. The reported level of emotion regulation was higher for leaders than for followers. Suppressing and faking emotions correlated negatively with the LMX and job satisfaction, and positively with health complaints among both groups. Emotion regulation is thus a prominent and complex facet of leader – follower relationships with possible negative effects for both leaders and followers.     

The Judaic foundations of rational–emotive behavioural therapy

This paper will explore the connections between rabbinical Judaism, rational–emotive behavioural therapy (REBT), and related forms of cognitive-behavioural therapy (CBT). Seven main themes are identified. Both the Judaic tradition and REBT/CBT emphasised that honest and accurate self-understanding are the keys to self-improvement; that the intellect is capable of directing the emotional faculties; that an individual's overt behaviours and actions can influence his thoughts and emotions; that one should cultivate self-sufficiency and acceptance of one's circumstances; that all individuals have intrinsic and unalienable value as human beings; that happiness and unhappiness are internally caused; and finally, that immediate gratification is ultimately not reliable a source of self-fulfilment.     

Review of the theoretical underpinnings of loyalty programs

A review of the extant literature reveals that the theoretical underpinnings of the majority of loyalty program research rest on psychological mechanisms from three specific domains—status, habit, and relational. We propose that to understand how loyalty programs actually work, a broader, more holistic research perspective is needed to account for the simultaneous effects across these three theoretical domains as well as both cross-customer and temporal effects. The contribution of this approach is a fresh research agenda advanced in 15 research propositions.     

Ingroup,Outgroup, and Global-Human Identities of Turkish-Armenians

Abstract

This study was an examination of the ingroup (Armenian), outgroup (Turkish), and global-human identities of Turkish-Armenians, a relatively inaccessible and politically sensitive minority in Turkey. Age, gender, nature and level of education, and involvement in Armenian ethnic organizations were explored as covariates of the three social identities. A convenience sample of 70 Turkish-Armenians participated in the study. A questionnaire was administered in Turkish. The results showed that men, older Armenians, and those who attended Armenian schools scored higher on ingroup (Armenian) identity than did women, younger Armenians, and those who attended Turkish schools, respectively. The younger generation and those who attended Turkish schools scored higher on outgroup (Turkish) identity, indicating possible acculturation, as well as on global-human identity, indicating a move away from parochialism. Ingroup and outgroup identities tended to be negatively related, showing some polarity. Global-human identity was positively correlated with the majority Turkish identity and negatively with Armenian ethnic identity.