Building democratic public spheres? Transnational advocacy networks and the social forum process

What, if anything, can transnational advocacy networks (TANs) contribute to the democratization of public spheres outside Westphalian frameworks? On the one hand, TANs excel at turning international public campaigns into political influence – connecting people and power across borders. On the other hand, the increasingly policy‐orientated nature of TANs raises questions about their legitimacy in speaking on behalf of multiple publics. In this article, I suggest that a TAN's success in ensuring the political efficacy of public spheres, while at the same time undermining their normative legitimacy, reflects two sides of the same coin. This is a consequence of the recent internal professionalization of advocacy networks. Framing professionalization as a particular form of communicative distortion within TAN decision‐making, I suggest that networks should incorporate internal deliberative mechanisms, adapted from international social forums, to enhance the normative legitimacy of democratic public spheres.     

Self-deception in public relations. A psychological and sociological approach to the challenge of conflicting expectations

The paper enquires into the role of self-deception in public relations struggling with discrepancies between heterogeneous stakeholder expectations and organizational interests and particularly between normative expectations of truthfulness and practical temptations of deception. Drawing on theoretical foundations of evolutionary psychology and sociology, we propose a framework for the origins, drivers, and functions of self-deception in public relations. The analysis reveals that under specific conditions self-deception can be an essential mechanism in public relations because it relieves practitioners from tensions driven by conflicting perceptions of truth and legitimacy. Self-deception is most likely to occur in situations of cognitive dissonance for practitioners to balance internal information processing and in situations of normative pressure when practitioners seek to comply with external expectations.     

Auswirkungen von Downsizing-Maßnahmen auf das organisationale Commitment der verbleibenden Mitarbeiter: Ein Vorher-Nachher-Vergleich

This study examines the consequences of downsizing efforts on organizational commitment, job satisfaction and work motivation of the remaining workforce (?survivors“) in a middle-sized telecommunication company. Employees were surveyed five months prior to the downsizing process (n=150) and eleven months thereafter (n=160). The assessment of organizational commitment was based on a questionnaire that was developed by Allen and Meyer (1990) within the scope of their three-components-model which includes affective, continuous and normative commitment. Although layoffs — as one part of the whole downsizing process — were not implemented in the investigated company, but only in a sister enterprise, which is part of the same holding, the affective commitment of employees towards their corporation dropped. On the other hand, the normative and the balanced commitment remained constant. Moreover, every second survivor showed reduced job satisfaction and work motivation. It should be noted that although the results of reorganisation and restructuring did not directly affect the employees of the investigated company, the emotional linkage between employees and employer was affected in a negative way. Additional findings from qualitative interviews suggest that restructuring was perceived to cause a crack in the prevailing corporate culture and the psychological contract. In addition, a deterioration of work conditions through work overload resulted.     

How dialogic internal communication fosters employees’ safety behavior during the COVID-19 pandemic

As employees return to the workplace amidst the COVID-19 pandemic, ensuring safety and health at work remains a top priority for organizations. Grounded in dialogic theory and protection motivation theory, this study examines how dialogic communication, as a type of strategic internal communication, can encourage employees to engage in safety behaviors in the workplace during the COVID-19 pandemic via heightened efficacy and perceived threat. An online survey of full-time employees of different industries returning to the workplace during the COVID-19 pandemic is conducted. Results suggest that the communal relationship of employees with their organization, influenced by dialogic internal communication, fosters their efficacy and perceived threat of COVID-19 in the workplace, which in turn increases their safety behaviors. Theoretical and practical implications for public relations and internal communication studies are discussed.     

Social exchange and common agency in organizations

We study the relation between formal incentives and social exchange in organizations where employees work for several managers and reciprocate a manager’s attention with higher effort. To this end we develop a common agency model with two-sided moral hazard. We show that when management attention is not contractible, the first-best can only be achieved by granting autonomy to employees together with incentive pay for both managers and employees. When neither attention nor effort are contractible, an ‘attention race’ arises, as each manager tries to sway the employee’s effort his way. While this may result in too much social exchange, the attention race may also be a blessing because it alleviates managers’ moral-hazard problem in attention provision. Lastly, we show how organizational structure can be used to motivate managers and employees in the absence of formal incentives.     

Managing internal communication: How the choice of channels affects internal communication satisfaction

As the environment of internal communication is continually changing for a multitude of reasons, especially new technologies, organizations have to adapt fast in their attempts to reach their employees. When deciding on the type of channel to use, internal communication managers should be aware of their employees’ preferences. The purpose of this study is to identify how the choice of internal communication media affects internal communication satisfaction. In order to explore this relationship further, we conducted an analysis of the most commonly used internal communication channels in ten large corporations and linked the results to employees’ satisfaction and media choice. By expanding the knowledge on preferred communication channels, we are hoping to provide some insight for better management of internal communication.     

Management und Teilzeit? – Eine empirische Analyse zur Verbreitung von Teilzeitarbeit unter Managerinnen und Managern in Europa

Part-time work helps organizations to ensure flexibility and allows employees to combine work and family duties. However, despite their desire to work reduced hours, many individuals work full-time – particularly those in leadership positions. This article therefore examines which factors contribute to the use of part-time work among managers. By analysing a data set that combines individual-level data from the European Labor Force Survey (2009) with country-level information from various sources, we identify the circumstances under which managers reduce their working hours and the factors that explain the variations in part-time work among managers in Europe. Our multi-level analyses show that normative expectations and cultural facts rather than legal regulations can explain these cross-national differences.     

Internal Communication,Information Satisfaction,and Sense of Community: The Effect of Personal Influence

This study examined how employees of a multi-campus university view information flow from top administrators in positions of personal influence, employees' communication preferences (amount, channels, types of information), their sense of community within the organization, and the relationship between those perceptions and their willingness to advocate for the university. Open-ended interviews with 147 employees found the personal influence of the chancellor and top administrators has an effect on information satisfaction. Employees who have a relationship with the chancellor are more satisfied with the information they receive and feel a greater responsibility to advocate for the organization. Even the perception of a relationship with top administrators leads to satisfaction. The direction dimension of internal communication, as well as the channel dimension is important. Although e-mail is efficient for information exchange, the preference for communication among all groups of employees is face-to-face, interpersonal, dialogic interactions. Meetings, despite being acknowledged as time-consuming, were valued as a channel for feedback and providing face time with top managers. Electronic channels, if used thoughtfully, can flatten the traditional, hierarchical structure of internal communication and give employees at all levels of the organization the sense of hearing things first-hand, from the top.     

The disorganized family: institutions,practices and normativity

This paper considers the value of a normative account of the relationship between agents and institutions for contemporary efforts to explain ever more complex and disorganized forms of social life. The character of social institutions, as they relate to practices, agents and norms, is explored through an engagement with the common claim that family life has been de‐institutionalized. The paper argues that a normative rather than empirical definition of institutions avoids a false distinction between institutions and practices. Drawing on ideas of social freedom and creative action from critical theory, the changes in family life are explained not as an effect of de‐institutionalization, but as a shift from an organized to a disorganized institutional type. This is understood as a response to changes in the wider normative structure, as a norm of individual freedom has undermined the legitimacy of the organized patriarchal nuclear family, with gender ascribed roles and associated duties. Contemporary motherhood is drawn on to illustrate the value of analysing the dynamic interactions between institutions, roles and practices for capturing both the complexity and the patterned quality of social experience.     

Patterns of evolutions of social enterprises in France: a focus on work integration social enterprises

The objective of this paper is to characterize the patterns of emergence and evolution of social enterprise in France with a focus on work integration social enterprises (WISEs). After a review of the history of social and solidarity economy practices, identifying the processes that brought these practices to develop, we discuss the boundaries of the notion of social enterprise in the French case. We then briefly present the historical evolution of work integration. On that basis, two models of social enterprise applied to the case of work integration are extracted, crystallizing crucial tendencies. The limits and prospects of social enterprise in the field of work integration in France are discussed in the conclusion.     

Managing Expectations, Demands and Myths: Swedish Study Associations Caught Between Civil Society, the State and the Market

Several challenges, external and internal, to the identity and position of civil society organizations exist today. Organizations may be tempted or coerced into closer cooperation with the state. There are also incentives to become more market oriented. This article deals with such struggles in Swedish study associations and how these organizations attempt to gain legitimacy. The tradition of the organization is an important legitimating aspect and so is efficiency. These two aspects can complement each other but may also collide. The article demonstrates how civil society organizations handle an influx of market logics and trends of professionalization when these clash with a civil society identity. The findings indicate that different isomorphic processes are at work. Cultural resources are used to handle conflicting myths, leading to varied discursive strategies and incidences of decoupling.     

What is the right way to protest? On the process of justification of protest,and its relationship to the propensity to participate in different types of protest

This study explores how citizens in Spain perceive different tactics employed in anti-austerity protests in 2011–2013, and tests the model of the process of justification of protest. This model combines the elements of Gamson’s collective action frames theory (effectiveness, anger and grievances, operationalized as appraisal of harm) with the concept of legitimacy. It also links justification to the intention to participate. We empirically differentiate between three protest tactics: normative demonstrations, non-normative peaceful strategies, and non-normative violent actions. We find that demonstrations are perceived to be more legitimate, but less effective than non-normative peaceful protests. Violent strategies, on the other hand, are seen to be more effective than legitimate. We postulate and find that legitimacy and effectiveness partially or fully mediate the impact of political ideology, anger, and appraisal of harm on the probability of participation in non-normative protest. Finally, we establish meaningful differences in the predictors of the likelihood of joining normative, non-normative peaceful, or non-normative violent protests. Overall, our results suggest that the study of justification of collective action and especially, the inclusion of the notion of legitimacy, enriches our understanding of the popular approval of and propensity to participate in different forms of collective protest.     

Financial Giving of Foundations and Businesses to Environmental NGOs: The Role of Grantee’s Legitimacy

This paper studies how foundations and businesses decide which environmental NGOs to fund. Since not all funding requests can be satisfied, donors have to evaluate applicants and select just a few. We argue that their selection is based on the evaluation of the applicant ENGO’s various aspects of “legitimacy” (Suchman, Acad Manage Rev, 20(3): 571–610, 1995). We test this claim by using data from 14 in-depth interviews with representatives of Greek foundations and businesses (banks and phone companies) which have funded flagship ENGOs over the period 2008–2010. We find that “moral legitimacy”, which taps on the normative evaluation of an organization by its audience, is the most important for all donors. On the other hand, “pragmatic legitimacy”, which rests on the donor’s self-interest calculations, was found to be more relevant for businesses than for foundations.     

Employee communication,job engagement,and organizational commitment: A study of members of the Millennial Generation

The purpose of this study was to explore the relationship between job engagement and two key components of employee-organization relationships (EOR). Findings from a survey of members of the Millennial Generation (N = 539) in the United States indicate that job engagement mediates the relationship between employee communication and organizational commitment. It is concluded that when employees are engaged in their work, their commitment to the organization is strengthened and the likelihood of them leaving the organization decreases. Furthermore, an argument is made in light of the study’s findings that engagement and commitment work in concert to strengthen EORs overall. To foster engagement, organizations should remove obstacles to internal information flow and provide ongoing feedback to employees about individual and organizational issues.     

Towards a historical sociology of constitutional legitimacy

This article has two primary objectives. First, it sets out the methodological argument that the conventional antinomy between normative and sociological approaches to questions of state legitimacy depends on a series of false constructions, and that normative and sociological – or specifically historical–sociological – analyses of states and the processes by which they obtain legitimacy can be (and ought to be) mutually reinforcing. This argument hinges on the claim that historical sociology should renounce some of its common presuppositions regarding the coercive functions of state power and reformulate itself as a normative social science, identifying and promoting models of statehood likely to obtain legitimacy in modern differentiated societies. Second, it sets out the more substantive argument that the legitimization of states can be observed both as an evolutionary or adaptive dimension of state formation and as a process of theoretical self-reflection in which the societies where states are located construct and refine the most adequate form for the transmission of the power they designate as political. In this respect, the article questions common assumptions about politics and legitimacy and makes a case for a change of paradigm in the analysis of these concepts. Through this change of paradigm, politics itself and the methods used for securing legitimacy for politics are constructed as abstracted articulations of a society’s own needs and exigencies. The article borrows elements from the systemic-functionalist sociology of Niklas Luhmann to develop the argument. In this context, the article also uses historical case studies to outline a theory of constitutions and constitutional rights. This theory explains how constitutions and constitutional rights help to generate legitimacy for states by enabling modern political systems, both normatively and functionally, to reflect and stabilize their position in society, to control the volume of politics in a society, and to elaborate socially adequate techniques for applying and restricting political power. The article concludes by suggesting that historical–sociological analyses of the functions of rights and constitutions can provide a key to proposing both normatively and sociologically founded models of legitimate statehood.

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The Impact of Gay,Lesbian, and Bisexual Workplace Issues on Productivity

People in organizations lack the skills, knowledge, tools, and resources to effectively address gay, lesbian, bisexual, and transgender workplace issues. Consequently, most organizations fail to attain optimum performance from the approximately ten percent of their population who are sexual minorities. Two examples of what occurs when these issues are not addressed are: (1) gays, lesbians, bisexuals and transgendered employees do not feel included in the organization. When people, any people, are excluded rather than included it is almost impossible to expect optimal performance; and, (2) organizations send messages to gay, lesbian, bisexual and transgendered employees that encourage them to hide their sexual orientation at work. When employees devote energy to hiding-as gays, lesbians, bisexual and transgendered employees often do to protect themselves and their livelihood-performance suffers. In this article, these workplace issues are brought out of the corporate closet and into the mainstream of business performance.     

Situated legitimacy: Deliberative arenas and the new rural governance

Rural governance in the UK and elsewhere has undergone far-reaching changes, as partnerships and other collaborative approaches have emerged to address the challenges of rural sustainable development. The legitimacy of this ‘new rural governance’ is purportedly grounded in deliberation between stakeholders, but this is problematic—it is not clear how ‘legitimacy’ is to be understood now that the criteria of legitimacy appropriate to representative democratic government are not obviously applicable.Here we propose an analysis of legitimacy as situated—that is, given meanings by actors in specific contexts—and continuously constructed through discursive processes, where it also plays a reciprocal, highly political role in shaping those processes. We use this framework to analyse decision making in three distinctive deliberative arenas for sustainable transport policy making in the Peak District National Park in England. Legitimacy claims were found to be significant elements in each arena, but no single, overriding legitimacy discourse was successfully established. Instead, each arena's legitimacy was a hybrid, justified through a complex mix of competing rationales.While no single conclusion can be drawn about the legitimacy of ‘the new rural governance’, the strongest legitimising principles remained those grounded in representative democracy. In contrast, the ‘new’ approaches rely on deliberative norms accepted only by (some of) the relatively limited circle of stakeholders directly involved. More generally, if such norms are to become accepted principles for legitimate rural governance, then more work is needed to discursively establish their acceptability both in networks of governance and with the wider population.