Spectacles of Resistance and Resistance of Spectacles    

The author explores organizational controls in an era dominated by spectacles, images, and pictures and seeks to identify forms of resistance that subvert and undermine these controls. The author analyzes new forms of resistance, such as whistle-blowing, that are particularly aimed at besmirching an organization's image and reputation and argues that although many employees have lost their collective voice, they occasionally raise their individual voices in opposition, cynical rejection, or questioning of managerial practices and discourses or, more often, resort to exit. The author concludes that many current forms of workplace resistance mirror similar forms of resistance used by individuals as consumers in questioning, disrupting, and, at times, challenging the claims of consumerism.

Gabriel, Yiannis. Management Communication Quarterly (2008). Articles>Management>Workplace

Workplace Surveillance and Managing Privacy Boundaries    

According to communication privacy management (CPM) theory, people manage the boundaries around information that they seek to keep private. How does this theory apply when employees are monitored electronically? Using data from 154 face-to-face interviews with employees from a range of organizations, the authors identified various ways organizations, employees, and coworkers describe electronic surveillance and the privacy expectations, boundaries, and turbulence that arise. Privacy boundaries are established during new-employee orientation when surveillance is described as coercive control, as benefiting the company, and/or as benefiting employees. Correlations exist between the surveillance-related socialization messages interviewees remember receiving and their attitudes. Although little boundary turbulence appeared, employees articulated boundaries that companies should not cross. The authors conclude that CPM theory suppositions need modification to fit the conditions of electronic surveillance.

Watkins Allen, Myria, Kasey L. Walker, Stephanie J. Coopman and Joy L. Hart. Management Communication Quarterly (2007). Articles>Workplace>Security>Privacy

COMMUNEcating in the Spaces In-Between    

This essay describes the authors' efforts to engage disciplinary calls for greater diversity through the construction of an international online community and conference, COMMUNEcation. They describe the commitments and goals of the community and conference, the construction of the COMMUNEcating space, and their encounters with disciplinary, geographically, and linguistically diverse scholars in their mutual exploration of global and organizing practices in their local contexts. The conference contributions and conversations prompted the authors to ask three salient questions around scholarly understandings of the Other and Othering practices of organizing and communicating across the globe—Where is the Other? Who is the Other? and What is the Other? The second half of the essay discusses these questions in detail and concludes with the authors' reflections on creating "spaces inbetween" through technology and an introduction to the multiauthored collaborative essay and conference product from the Scholars of the COMMUNEcation Network that follows.

Nelson-Marsh, Natalie, Kirsten J. Broadfoot and Debashish Munshi. Management Communication Quarterly (2008). Articles>Collaboration>Online>Professionalism

An Exploratory Study of the Relationships Between Theory X/Y Assumptions and Superior Communicator Style    

The present study explored the possibility that McGregor's (1960) Theory X/Y assumptions serve as cognitive determinants of superior communicator style, a multidimensional set of style variables that can have considerable effects on subordinate well-being and organizational viability. A total of 279 superiors completed an online survey that measured Theory X/Y orientation and superior communicator style. Correlational tests revealed that Theory X assumptions were positively related to the Dominant and Impression Leaving styles. In contrast, Theory Y assumptions were negatively related to the Anxious style, and positively related to the Supportive, Impression Leaving, and Nonverbally Expressive styles. The article concludes with a discussion of the potential psychological effects of each style profile as well as the implications of the findings for screening job applicants.

Sager, Kevin L. Management Communication Quarterly (2008). Articles>Communication>Theory

Discrete, Sequential, and Follow-Up Use of Information and Communication Technology by Experienced ICT Users    

Most prior media use research has assumed that people use information and communication technologies (ICTs) independently of other ICTs, that is, as discrete media. This study uses cross-organizational, in-depth interview data to uncover the important role that ICT sequences play in persuasion, information exchange, and documentation. The primary occasions for sequential ICT use were (a) preparing for meetings, (b) performing daily tasks, and (c) following up to persuade. When people need to follow up initial communication episodes, the overall groupings of ICTs represent two underlying attributes: degree of connection with others and extent of synchroneity. These findings support an expanded perspective on media richness theory and information theory by illustrating that ICT sequences can expand cues and channels and provide error-reducing redundancy for equivocal and uncertain tasks.

Stephens, Keri K., Jan Oddvar Sørnes, Ronald E. Rice, Larry D. Browning and Alf Steiner Sætre. Management Communication Quarterly (2008). Articles>Communication>Technology

When Work Is Home: Agency, Structure, and Contradictions     

The authors describe the work experiences of in-home day care providers, particularly their relationships with the parents of the children for whom they care throughout the day. The authors identify two unintended consequences of the providers' organizing structures and policies: feelings of stress and underappreciation in potential interactions. Ironically, the providers also instituted these same structures and policies to stay home with their own children and meet their own financial needs. This double bind of agency and constraint produced stress, which in turn compromised their interactions with their family and friends. Findings highlight the difficulties involved in managing work and family from a home-based business and draw particular attention to the relational challenges faced by the providers.

Butler, Jennifer A. and Daniel P. Modaff. Management Communication Quarterly (2008). Articles>Communication>Case Studies

Exploring the Concept of “Profession” for Organizational Communication Research: Institutional Influences in a Veterinary Organization    

Recent scholarship has argued that the concept of profession is undertheorized and accepted uncritically. The authors address this issue by summarizing the characteristics of professions and articulating professions as institutionalized occupations. Their study of a veterinary call center suggests that profession influences the workplace through (a) knowledge providing, seeking, and sharing; (b) self-management of behavior, emotions, and productivity; (c) internal sources of motivation; (d) a service orientation; (e) the invocation of field standards; and (f) participation in a knowledge community beyond the workplace. Although these features may be distinguishable analytically, they are unified in the experience of work. Moreover, the close match in this case between the service orientations of the profession and of the organization strengthened the workers' commitment and thus the legitimacy of the organization.

Lammers, John C. and Mattea A. Garcia. Management Communication Quarterly (2009). Articles>Business Communication>Biomedical>Professionalism

Attraction to Organizational Culture Profiles: Effects of Realistic Recruitment and Vertical and Horizontal Individualism—Collectivism    

Today's organizations are challenged with attracting, developing, and retaining high-quality employees; thus, many firms seek to improve their recruitment and selection processes. One approach involves using realistic job previews (RJPs) to communicate a balanced view of the organization. The authors explored the effects of organizational culture (hierarchy, market, clan, and adhocracy), recruitment strategy (RJP vs. traditional), and personality (horizontal and vertical individualism—collectivism) on attraction to Web-based organizational profiles using a sample of 234 undergraduate students in a mixed two-factor experimental design. Results indicate that the clan culture is viewed as the most attractive. Traditional versus RJP recruitment produced higher levels of organizational attraction. Finally, predicted relationships between the personality framework of horizontal and vertical individualism—collectivism and organizational attraction were supported.

Gardner, William L., Brian J. Reithel, Richard T. Foley, Claudia C. Cogliser and Fred O. Walumbwa . Management Communication Quarterly (2009). Articles>Management>Interviewing>Organizational Communication

Employee Families and Organizations as Mutually Enacted Environments: A Sensemaking Approach to Work—Life Interrelationships    

Work—life research tends to privilege the organization—employee relationship, with the family's role largely relegated to providing emotional and material support to the employee and adapting to organizational requirements. Systems oriented research, however, points toward a larger role for the family, including mediating the employee's relationship with the organization as well as direct organizational interactions. This study uses Weick's model of organizational sensemaking to examine, through the analysis of employee and family interview accounts, how a global high-tech organization and its employees' families enact one another as environments. Three dynamics of mutual enactments— two cooperative and one competitive—were identified, along with implications for work—life integration research and practice, for more traditionally programmatic work—life accommodations, and for families' management of their relationships to employing organizations.

Golden, Annis G. Management Communication Quarterly (2009). Careers>Workplace

Conversing About Performance: Discursive Resources for the Appraisal Interview    

Despite its acknowledged importance, performance appraisal (PA) continues to be one of the most persistent problems in organizations, especially the appraisal interview (AI) component of PA, for which many techniques have been attempted with only mixed success. The authors conceptualize the AI as a “conversation about performance” and draw on an extensive review of the communication literature to identify the discursive resources available to the organization, the appraiser, and the appraisee for improving the preparation for and conduct of a conversation about performance. The authors' conceptualization extends research on PAs by identifying methodologies and conceptual underpinnings with connections to interpersonal, organizational, and mass communication scholarship.

Gordon, Michael E. and Lea P. Stewart. Management Communication Quarterly (2009). Articles>Management>Assessment

"In Case You Didn't Hear Me the First Time": An Examination of Repetitious Upward Dissent    

This study explores how employees express dissent to management about the same issue on multiple occasions across time (i.e., how they practice repetition). Employees completed a survey instrument reporting how often they used varying upward dissent tactics, how often and for how long they raised the same issue, and how they perceived their supervisors responded to their concerns. Results indicate that employees relied predominantly on competent upward dissent tactics but that they adopted less competent and more face-threatening tactics as repetition progressed. In addition, employees' perceptions of their supervisors' responses to repetition related to the overall duration of repetition but not to the frequency with which employees raised issues or the amount of time that elapsed between dissent episodes.

Kassing, Jeffrey W. Management Communication Quarterly (2009). Articles>Business Communication>Management>Rhetoric

On a Growing Dualism in Organizational Discourse Research    

Duality arguments are now a common perspective employed in organizational discourse research to avoid the problematic dualism of necessarily prioritizing structure or agency. Despite this considerable philosophical maturity, not all duality approaches are created equal. In fact, duality theorizing in current organizational discourse research has developed into two perspectives— structured in action or acted in structure. This article outlines the characteristics of each research program and provides an illustration of how similar organizational phenomena may be interpreted differently depending on paradigmatic orientation. Then, methodological recommendations and two emerging theoretical myopias—duality and organizing biases—are described to challenge scholars to employ dialectically these seemingly incommensurate perspectives in their theorizing of 21st-century organizational discourse.

Bisel, Ryan S. Management Communication Quarterly (2009). Articles>Business Communication>Organizational Communication>Theory

The Relationship Between the Academy and Professional Organizations in the Development of Organizational Communication    

Since the 1960s, Brazil has developed very close ties between academia and professionals in the marketplace. The efforts of scholars and the enthusiastic support of professionals have contributed to this development and advanced both practice and the scholarly agenda of the field. This essay examines this partnership as it formed through the growth of undergraduate education, the development of graduate programs, the establishment of the bridge between academia and the business world, and the integration of the academy and the market.

Krohling Kunsch, Margarida Maria and Paulo Roberto Nassar de Oliveira. Management Communication Quarterly (2009). Articles>Business Communication>Industry and Academy>Brazil

The Social, Political, and Economic Context in the Development of Organizational Communication in Brazil    

As a professional practice and an academic subfield, organizational communication is a relatively recent addition in Brazil, dating primarily from the 1980s. In both arenas, organizational communication developed from the theory and practice of public relations. Much of its design, however, grows out of the particularities and consequences of the Brazilian social, political, and economic context. This article presents a brief profile of the history of public relations and organizational communication in this country.

do Carmo Reis, Maria. Management Communication Quarterly (2009). Articles>Business Communication>Organizational Communication>Brazil

Embracing Left and Right: Image Repair and Crisis Communication in a Polarized Ideological Milieu    

The author explores how a tobacco firm in crisis engaged in crisis communication and image repair work in a highly polarized ideological milieu. Through an analysis of the tobacco firm's public statements produced in the aftermath of a 1997 lawsuit, the author demonstrates how the firm dealt with its milieu by exploiting and embracing both of the ambient ideological poles. By embracing these poles, the firm turned critique and opposition into discursive resources for its crisis communication. The author argues that political-ideological framing of organizational communication and discursive appropriation of critique and opposition serve as critical foci for organizational communication scholarship.

Svensson, Peter. Management Communication Quarterly (2009). Articles>Business Communication>Crisis Communication>Ethics

Symbolic Capital and Academic Fields: An Alternative Discourse on Journal Rankings    

During my 30 years in the academy, I have seen universities subject to increased demands for accountability. These demands from both internal and external publics translate into added attention to quality assessment. To evaluate teaching, universities measure student learning outcomes and rely on standardized scores as indicators of teaching effectiveness. To assess research productivity, departments document publications that appear in top-ranked journals and presses and track dollar amounts raised through external funding. This focus on evaluation, in turn, lends new credence to independent ranking systems that provide unbiased indices of quality. An unintended consequence of these academic norms, however, is the pattern of treating standards as objective indices rather than practical guidelines.

Putnam, Linda L. Management Communication Quarterly (2009). Articles>Research>Publishing>Assessment

Employee Voice Behavior: Interactive Effects of LMX and Power Distance in the United States and Colombia    

In contemporary organizations, competitive advantage can come from ideas employees communicate to supervisors for improving processes, products, and services. One approach to studying employee communications with supervisors is voice behavior. In this research, the authors consider leader— member exchange (LMX) and the individual cultural value orientation of power distance (PD) as predictors of voice. Two studies, conducted in different countries, demonstrate the unique and combined effects of these predictors. In Study 1, conducted in the United States, LMX was positively related to voice, PD was negatively related to voice, and PD made more of a difference in voice when LMX was high. In Study 2, conducted in Colombia, LMX and PD were both related to voice but did not interact. The authors discuss the implications for theory and practice.

Botero, Isabel C. and Linn Van Dyne. Management Communication Quarterly (2009). Articles>Business Communication>Management>Rhetoric

The Accomplishment of Authority Through Presentification: How Authority Is Distributed Among and Negotiated by Organizational Members    

The complex distribution and negotiation of authority in real time is a key issue for today's organizations. The authors investigate how the negotiations that sustain authority at work actually unfold by analyzing the ways of talking and acting through which organizational members establish their authority. They argue that authority is achieved through presentification—that is, by making sources of authority present in interaction. On the basis of an empirical analysis of a naturally occurring interaction between a medical coordinator for Médecins Sans Frontières and technicians of a hospital supported by her organization, the authors identify key communicative practices involved in achieving authority and discuss their implications for scholars' understanding of what being in authority at work means.

Benoit-Barné, Chantal and François Cooren. Management Communication Quarterly (2009). Articles>Management>Organizational Communication>Rhetoric

Journal Rankings and Academic Research: Two Discourses About the Quality of Faculty Work    

Peer evaluation is the hallmark of the academic profession. Hiring, advancement, and reputation in the university setting have traditionally depended on a scholar's work as judged by his or her colleagues. The emerging trend toward journal ranking as an indicator of research accomplishment poses an important challenge to professional academic standards and to higher education generally because ranking schemes diminish the professoriate and degrade knowledge work. We argue that when scholarly journals are ranked in terms of their desirability as publication outlets they take on the characteristics of commodities.

Hogler, Raymond and Michael A. Gross. Management Communication Quarterly (2009). Articles>Publishing>Research>Assessment

The Social Influences on Electronic Multitasking in Organizational Meetings    

Meetings serve an important function in organizational communication. Information and communication technologies (ICTs) have infiltrated meetings and allowed a new range of communicative behaviors to emerge. This cross-organizational study relies on key elements in the social influence model to predict variables that influence engagement in electronic meeting multitasking behaviors. The observation of organizational norms and the perceptions of others' thoughts concerning the use of ICTs for multitasking during a meeting explain a considerable amount of variance in how individuals use ICTs to multitask electronically in meetings. Implications for workplace ICT use in meetings and contributions to the social influence model are also discussed.

Stephens, Keri K. and Jennifer Davis. Management Communication Quarterly (2009). Articles>Collaboration>Organizational Communication>Technology

Exploring Negative Group Dynamics: Adversarial Network, Personality, and Performance in Project Groups    

Most previous social network studies have focused on the positive aspects of social relationships. In contrast, this research examined how the negative aspects of social networks in work groups can influence individual performance within the group. Accordingly, two studies were conducted to make this assessment. The first study examined the effect of negative relations and frequency of communication on performance among student groups. The second study investigated how the Five Factor Model of personality and position in adversarial networks interacted to influence individuals' performance. Although results of the first study indicated that frequent communication with others could make a person more likeable, consequently helping him or her perform better, the second study showed that those individuals disliked by others were less likely to achieve a good performance rating, despite their conscientiousness, emotional stability, or openness to experiences.

Xia, Ling, Y. Connie Yuan and Geri Gay. Management Communication Quarterly (2009). Articles>Collaboration>Workplace