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  • 1
    Language: English
    In: Organization science (Providence, R.I.), 2014-10, Vol.25 (5), p.1453-1478
    Description: The experience of simultaneously positive and negative orientations toward a person, goal, task, idea, and such appears to be quite common in organizations, but it is poorly understood. We develop a multilevel perspective on ambivalence in organizations that demonstrates how this phenomenon is integral to certain cognitive and emotional processes and important outcomes. Specifically, we discuss the organizational triggers of ambivalence and the cognitive and emotional mechanisms through which ambivalence diffuses between the individual and collective levels of analysis. We offer an integrative framework of major responses to highly intense ambivalence (avoidance, domination, compromise, and holism) that is applicable to actors at the individual and collective levels. The positive and negative outcomes associated with each response, and the conditions under which each is most effective, are explored. Although ambivalence is uncomfortable for actors, it has the potential to foster growth in the actor as well as highly adaptive and effective behavior.
    Subject(s): Ambivalence ; avoidance ; Behavior ; Cognition ; Cognition & reasoning ; Cognitive psychology ; Collectivism ; compromise ; Conflicts ; coping mechanisms ; defense mechanisms ; domination ; dualities ; Emotion ; emotional contagion ; Emotional defense mechanisms ; Emotional intelligence ; Emotional states ; Emotions ; Holism ; hybrid identities ; Mindfulness ; Multidimensional analysis ; multilevel ; Organizational behavior ; Organizational behaviour ; Organizations ; paradox ; Paradoxes ; role conflicts ; Sense making ; sensegiving ; sensemaking ; Studies ; Wisdom
    ISSN: 1047-7039
    E-ISSN: 1526-5455
    Source: International Bibliography of the Social Sciences (IBSS)
    Source: Business Source Ultimate
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  • 2
    Language: English
    In: The Academy of Management review, 2016-01-01, Vol.41 (1), p.28-60
    Description: Despite recognizing the importance of personal identification in organizations, researchers have rarely explored its dynamics. We define personal identification as perceived oneness with another individual, where one defines oneself in terms of the other. While many scholars have found that personal identification is associated with helpful effects, others have found it harmful. To resolve this contradiction, we distinguish between three paths to personal identification—threat-focused, opportunity-focused, and closeness-focused paths—and articulate a model that includes each. We examine the contextual features, how individuals' identities are constructed, and the likely outcomes that follow in the three paths. We conclude with a discussion of how the threat-, opportunity-, and closeness-focused personal identification processes potentially blend, as well as implications for future research and practice.
    Subject(s): Analysis ; Effects ; Identification ; Identity ; Organizational behavior ; Organizational behaviour ; Studies
    ISSN: 0363-7425
    E-ISSN: 1930-3807
    Source: International Bibliography of the Social Sciences (IBSS)
    Source: Business Source Ultimate
    Source: JSTOR Arts & Sciences IV
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  • 3
    Language: English
    In: Journal of management, 2017-05, Vol.43 (5), p.1578-1608
    Description: Research suggests that organizational members highly prize respect but rarely report adequately receiving it. However, there is a lack of theory in organizational behavior regarding what respect actually is and why members prize it. We argue that there are two distinct types of respect: generalized respect is the sense that “we” are all valued in this organization, and particularized respect is the sense that the organization values “me” for particular attributes, behaviors, and achievements. We build a theoretical model of respect, positing antecedents of generalized respect from the sender’s perspective (prestige of social category, climate for generalized respect) and proposed criteria for the evaluation of particularized respect (role, organizational member, and character prototypicality), which is then enacted by the sender and perceived by the receiver. We also articulate how these two types of respect fulfill the receiver’s needs for belonging and status, which facilitates the self-related outcomes of organization-based self-esteem, organizational and role identification, and psychological safety. Finally, we consider generalized and personalized respect jointly and present four combinations of the two types of respect. We argue that the discrepancy between organizational members’ desired and received respect is partially attributable to the challenge of simultaneously enacting or receiving respect for both the “we” and the “me.”
    Subject(s): Behavioural aspects ; Belongingness ; Group dynamics ; Individualized ; Models ; Organizational behavior ; Organizational research ; Prestige ; Research ; Respect ; Safety ; Self esteem
    ISSN: 0149-2063
    E-ISSN: 1557-1211
    Source: International Bibliography of the Social Sciences (IBSS)
    Source: Business Source Ultimate
    Source: Alma/SFX Local Collection
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  • 4
    Language: English
    In: Organization science (Providence, R.I.), 2011-10, Vol.22 (5), p.1144-1156
    Description: Most research on organization-based identities focuses on a single level of analysis, typically the individual, group, or organization. As a spur to more cross-level identity research, we offer speculative discussions on two issues concerning nested identities. First, regarding the processes through which identities become linked across levels, we explore how identities at one level of analysis enable and constrain identities at other levels. We argue that, for a collective identity, intrasubjective understanding ("I think") fosters intersubjective understanding ("we think") through interaction, which in turn fosters generic understanding-a sense of the collective that transcends individuals ("it is"). Second, regarding the content of linked identities, we suggest that identities are relatively isomorphic across levels because organizational goals require some internal coherence. However, for various intended and unintended reasons, isomorphism is often impeded across levels, and identities tend to become somewhat differentiated.
    Subject(s): Analysis ; Associations, institutions, etc ; Corporate identity ; cross-level ; Cultural identity ; Evaluation ; Group dynamics ; Group identity ; Identity ; Identity theory ; Images ; Meta-analysis ; multilevel ; Occupational identity ; Occupational roles ; Organizational analysis ; Organizational behavior ; Organizational behaviour ; Organizational culture ; Organizational identity ; Organizational research ; Self ; Sense making ; sensemaking ; Social identity
    ISSN: 1047-7039
    E-ISSN: 1526-5455
    Source: International Bibliography of the Social Sciences (IBSS)
    Source: Business Source Ultimate
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  • 5
    Language: English
    In: Administrative science quarterly, 2017-06-01, Vol.62 (2), p.219-269
    Description: This paper develops grounded theory on how receiving respect at work enables individuals to engage in positive identity transformation and the resulting personal and work-related outcomes. A company that employs inmates at a state prison to perform professional business-to-business marketing services provided a unique context for data collection. Our data indicate that inmates experienced respect in two distinct ways, generalized and particularized, which initiated an identity decoupling process that allowed them to distinguish between their inmate identity and their desired future selves and to construct transitional identities that facilitated positive change. The social context of the organization provided opportunities for personal and social identities to be claimed, respected, and granted, producing social validation and enabling individuals to feel secure in their transitional identities. We find that security in personal identities produces primarily performance-related outcomes, whereas security in the company identity produces primarily well-being-related outcomes. Further, these two types of security together foster an integration of seemingly incompatible identities—"identity holism''—as employees progress toward becoming their desired selves. Our work suggests that organizations can play a generative role in improving the lives of their members through respect-based processes.
    Subject(s): Business to business commerce ; Data collection ; Grounded theory ; Holism ; Holistic approach ; Identity ; Marketing ; Organizational culture ; Personal development ; Positive action ; Prisoners ; Security ; Self concept ; Social change ; Social environment ; Social identity ; Transformation ; Validity ; Well being ; Work ; Work organization
    ISSN: 0001-8392
    E-ISSN: 1930-3815
    Source: International Bibliography of the Social Sciences (IBSS)
    Source: Business Source Ultimate
    Source: JSTOR Arts & Sciences IV
    Source: Sociological Abstracts
    Source: Get It Now
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  • 6
    Language: English
    In: Academy of Management journal, 2020-12-01, Vol.63 (6), p.1714-1738
    Description: Theory about the reputational implications of customers' involvement in a corporate community engagement initiative is developed and tested. Customers' engagement in such initiatives is related to positive corporate reputation, as well as positive customer behaviors. The repercussions of customers' tendency to spread this sentiment to others are also described.
    Subject(s): Community relations ; Companies ; Consumer behavior ; Corporate image ; Customer relationship management ; Customers ; Engagement (Philosophy) ; Investment ; Management ; Methods ; Patronage ; Prosocial behaviour ; Reputations ; Social goals ; Soliciting ; Volunteerism ; Volunteers
    ISSN: 0001-4273
    E-ISSN: 1948-0989
    Source: International Bibliography of the Social Sciences (IBSS)
    Source: Business Source Ultimate
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  • 7
    Language: English
    In: Journal of leadership & organizational studies, 2018-02, Vol.25 (1), p.5-18
    Description: Employees commonly cite their managers’ behavior as the primary reason for quitting their jobs. We sought to extend turnover research by investigating whether two commonly used influence tactics by managers affect their employees’ voluntary turnover and whether employees’ emotional engagement and job satisfaction mediate this relationship. We tested our hypotheses using survey data collected at two time points from a sample of financial services directors and objective lagged turnover data. Using multilevel path modeling, we found that managers’ use of pressure and inspirational appeals had opposite effects on employee voluntary turnover and that employees’ emotional engagement was a significant and unique mediating mechanism even when job satisfaction, the traditional attitudinal predictor of turnover, was also included in the path model. Our findings contribute to turnover research by demonstrating a relationship between specific managerial behaviors and employee turnover and shed light on a key mediating mechanism that explains these effects.
    Subject(s): Employees ; Job satisfaction ; Leadership ; Turnover
    ISSN: 1548-0518
    E-ISSN: 1939-7089
    Source: SAGE Complete A-Z List
    Source: Hellenic Academic Libraries Link
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  • 8
    Language: English
    In: Employee responsibilities and rights journal, 2010-03-05, Vol.23 (1), p.55-71
    Description: This article examines work to family conflict for Hispanic Business Professionals with varied levels of Hispanic identity. Based on this study of 971 Hispanics from across the United States, results show that level of Hispanic identity moderates the relationship between work to family conflict and job satisfaction. The authors posit that identification with a culture of collectivism may attenuate the negative impact of work to family conflict on job satisfaction, enabling Hispanic professionals to view work as a way of supporting the family and contributing to the greater good of the groups to which they belong.
    Subject(s): Analysis ; Article ; Comparative Law ; Ethics ; general ; Hispanic Americans ; International & Foreign Law ; Job satisfaction ; Private International Law ; Psychological aspects ; Social Sciences ; Work-life balance ; Workplace multiculturalism
    ISSN: 0892-7545
    E-ISSN: 1573-3378
    Source: Business Source Ultimate
    Source: Springer Online Journal Archives (DFG Nationallizenzen)
    Source: Springer Online Journal Archives (Through 1996)
    Source: Alma/SFX Local Collection
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  • 9
    Language: English
    In: Journal of managerial issues, 2010-07-01, Vol.22 (2), p.220-238
    Description: This study fills a gap in the extant research by investigating Hispanic business professionals' perception of psychological contract breach, perception of discrimination, and the influence of ethnic identification level on the relationship between these variables. A sample of 122 participants was drawn from an association of Hispanic business professionals. Data were analyzed using a multiple regression analysis that demonstrated a positive relationship between perceived discrimination and psychological contract breach. AdditionallyHispanic identification significantly strengthened the relationship as hypothesized. Results suggested that employers should investigate sources of perceived discrimination in order to eliminate potentially harmful predictors of psychological contract breach, therein fulfilling the perceived promises for Hispanic employees.
    Subject(s): Agreements ; Behavior ; Breach of contract ; Contract breaches ; Contracts ; Cultural psychology ; Discrimination ; Employees ; Employers ; Employment ; Employment discrimination ; Hispanic Americans ; Hispanic owned businesses ; Hispanics ; Industrial and organizational psychology ; Job satisfaction ; Minority & ethnic groups ; Perceptions ; Psychological research ; Psychology ; Psychometrics ; Regression analysis ; Research ; Social aspects ; Social psychology ; Studies ; Surveys ; Workforce
    ISSN: 1045-3695
    E-ISSN: 2328-7470
    Source: JSTOR Arts & Sciences X
    Source: Business Source Ultimate
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  • 10
    Language: English
    In: Academy of Management Proceedings, 2013-01-01, Vol.2013 (1), p.14593-14593
    ISSN: 0065-0668
    E-ISSN: 2376-7197
    E-ISSN: 2151-6561
    Source: Business Source Ultimate
    Source: Alma/SFX Local Collection
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