A Book Review Essay: Varieties of Civil Society: Citizenship,Identity and Global Regimes of Governance in a European Context

Public Organization Review -     

Social Identity,Organizational Identity and Corporate Identity: Towards an Integrated Understanding of Processes,Patternings and Products

This paper provides an overview of previous work that has explored issues of social, organizational and corporate identity. Differences in the form and focus of research into these three topics are noted. Social identity work generally examines issues of cognitive process and structure; organizational identity research tends to address the patterning of shared meanings; studies of corporate identity tend to focus on products that communicate a specific image. Nonetheless, across these areas there is general consensus that collective identities are (a) made viable by their positivity and distinctiveness, (b) fluid, (c) a basis for shared perceptions and action, (d) strategically created and managed, (e) qualitatively different from individual identities and (f) the basis for material outcomes and products. This paper calls for greater cross‐fertilization of the three identity literatures and discusses requirements for the integration of micro‐ and macro‐level analyses.     

National Identity,Globalization and the Discursive Construction of Organizational Identity*

This paper pursues two goals. First, it explores the connections between national identity and organizational globalization within the context of three British organizations' attempts to synchronize their corporate and organizational identities through diversity management initiatives. Second, it teases out the implications of these connections for current theorizing on organizational identity, looking in particular to extend Hatch and Schultz's (Human Relations, 55 (2002) , pp. 989–1018) processual model of image– culture dynamics. Based on a Foucauldian theoretical frame, and a data set comprising 36 in‐depth interviews, we show the complex and highly particular relationships between articulations of Britishness, and corporate, organizational and personal identities. Such complexity is suggestive of the contradictory connections between national and organizational identities, and of the disjointed, discursive and affective characteristics of organizational identity. Our contribution to the study of organizational identity lies in both an illumination of the local discursive dynamics of identity construction at the individual and collective levels, and an assertion of the ontological role of discourse(s) in structuring understandings and expressions of organizational identity.     

Symposium on Citizenship,Governance, and Administrative Capacity: An Introduction

Public Organization Review -     

Socially Responsible Human Resources Management,Perceived Organizational Morality,and Employee Well-being

Public Organization Review - The aim of this investigation is to explore the process linking socially responsible human resource management (SRHRM) to employee well-being. The data were collected...     

Trust,Morality, and the Privatization of Water Services in Developing Countries

This article examines the business of water privatization and the ethics implied in the transformation of the water services sector in developing countries. Drawing on data derived from field visits and semi‐structured interviews held with members of government, nongovernmental organizations, and other stakeholders in one country undergoing transformation in this sector, Ghana, the article considers the ethical perspectives of the various involved stakeholders. The analysis draws on three perspectives—Gilligan's ethic of care, Rawls’ principles of justice, and virtue ethics—which together highlight the economic, class, and gender‐based dimensions of the privatization debate. Finding that endemic mistrust characterizes this debate, the article considers what is needed to re‐instill trust among stakeholders. Specific implications are provided for business leaders and government policymakers.     

非正式制度、家乡认同与企业环境治理

党的十八大从新的历史起点出发,提出"大力推进生态文明建设"的战略决策,在此背景下,如何治理日益严峻的环境污染问题已成为社会各界关注的重点话题。以往文献更多关注了环境规制等正式制度对环境治理的影响,本文基于非正式制度的角度,以2000~2014年沪深非金融上市公司为样本,分析了高管的家乡认同对企业环境绩效的治理作用。本文的研究发现:当董事长和总经理在其家乡地任职工作时,企业的环境投资更多,说明高管的家乡认同对企业环境治理行为具有积极的推动作用。进一步发现,高管的个人特质(性别、年龄和学历)和家乡特征(经济发展、环境质量和公众环保意识)对上述关系具有一定的调节作用;此外,上述关系在不同的法律制度环境下不存在显著性差异,说明作为一种非正式制度,家乡认同对企业环境的治理作用不受正式制度的影响。在我国环境形势日益严峻的背景下,本文从企业微观层面提供了非正式制度(家乡认同)能够改善环境治理的积极证据,从而突破了以往过多基于正式制度的单一视角研究,丰富和拓展了环境治理的理论与途径。     

团队心理安全、组织公民行为和团队创新--一个中介传导模型的实证分析

团队和创新已经成为新经济条件下企业所关心的重要问题,而团队如何创新的问题则更为理论界和实践界所关注.以往的研究认为团队心理安全(Team Psychological Safety)有助于团队创新的实现,而关于团队心理安全通过怎样的具体机制来影响团队创新则一直存在争议.本文认为,组织公民行为(OCB)能够充当这一过程的中介变量.团队心理安全影响团队创新的途径可能是团队心理安全能够导致组织公民行为,而组织公民行为则能够导致团队创新.本文采用实证分析方法,在Baron和Kennv中介变量判断原则的基础上验证了这一假设.文章还对本研究的局限性和进一步研究方向进行了讨论.     

Crescendo Model of Career Motivation and Commitment: Identity, Insight, and Resilience

This paper provides an experiential exercise to increase understanding of employees' career motivation and commitment and its relation to employees' perception of identity, insight, and resilience. Three separate conditions influencing employee attraction to career orientation are self-identity, insight, and resilience. These three component dimensions of employee career motivation are outlined and used to define an eight-phase crescendo model through which individuals tend to pass in their decision to form an affective career commitment. The analysis supports the notion of a stepwise movement from identity to insight to resilience in strengthening employees' career motivation and demonstrates how progressive phases are associated with career commitment. Although the levels and phases are progressively prepotent and valenced in predicting employee propensity to form an enduring career commitment, different patterns and paths through the phases for individuals are indicated.     

品牌心理所有权、品牌承诺与品牌公民行为关系研究

一线服务员工在企业的品牌建设过程中发挥着重要的作用。引入品牌心理所有权的概念,探讨其对员工品牌公民行为的影响,以酒店企业和旅行社的一线服务员工作为调研对象,共收回有效问卷375份,运用SPSS 11.5和AMOS 17.0软件对数据进行分析。研究结果表明,问卷具有很好的信度和效度,证实品牌公民行为是一个三维度的构念。结构方程模型分析结果表明,品牌心理所有权不仅对员工品牌公民行为的3个维度有直接影响,而且会通过品牌承诺对品牌公民行为的3个维度产生间接影响,并且对品牌热情的影响最大。研究结论提醒服务企业培育和提高员工的品牌公民行为时可以从培育员工的品牌心理所有权入手,还要注意提高员工对品牌的承诺。     

Intervening Effects of Knowledge, Morality, Trust, and Benefits on Support for Animal and Plant Biotechnology Applications

Data from a regional Southwest telephone survey in the United States (N= 432) were used to examine the intervening effects of knowledge, morality, trust, and benefits on support for animal and plant biotechnology applications. Results showed that perceptions of agricultural biotechnologies varied by the two applications-animals and plants. Respondents reported higher opposition to the genetic modification of animals, which is consistent with prior research. Results also indicated that morality and perceived benefits directly affected support for both animal and plant applications, but trust and knowledge only had indirect effects. Morality and perceived benefits accounted for most of the variance explained among the intervening variables. The effects of trust were mediated through perceived benefits. The effects of knowledge on support were mediated primarily through trust. The influence of sociodemographic and consumer behavior variables varied by application. Results lend support to several theoretical notions. First, the significance of perceived benefits supports that there is an inverse relationship between benefits and risks. Second, moral objections may outweigh perceived benefits for specific applications, and the genetic modification of animals is deemed to be more morally unacceptable than the genetic modification of plants. These findings demonstrate the need to understand more thoroughly the moral and ethical issues surrounding novel technologies. Third, this research supports the claim that trust is not a powerful predictor of perceptions of technological products, which is contrary to most risk perception research.     

Management Consulting: Towards an Integrative Framework of Knowledge,Identity, and Power

This paper reviews the past 28 years of scholarship on management consulting to synthesize the field and establish more broadly its contribution to management research. Through a systematic review of 219 articles, we identify three core conceptual themes – knowledge, identity, and power – that have dominated the literature to date. Through a thematic inductive analysis of a subsection of articles, we then investigate how these themes have been defined, used, and linked. This allows us to uncover and problematize the relationships between these themes. In making explicit underlying theoretical assumptions and relationships between knowledge, identity, and power, we induce a unique framework that can guide and support future studies, instigate metaparadigmatic dialogue, and thus help consolidate the field.     

An Integrational Framework of Organizational Moral Development,Legitimacy, and Corporate Responsibility: A Longitudinal,Intersectoral Analysis of Citizenship Reports

In this article, we outline a unique conceptual framework connecting legitimacy types (Suchman, 1995 ), theories of corporate responsibility (Brummer, 1991 ), and levels of organizational moral development based on Kohlberg's ( 1971 ) moral development stages. In addition, based on Global Reporting Initiative (GRI) categories, we found empirical support for our framework, by content analyzing Fortune 500 corporate citizenship reports from four different industries (i.e., chemicals, motor vehicle/auto parts, pharmaceutical, and utilities), at three data points (i.e., 2002, 2007, and 2012). Our analysis indicates that motor vehicle/auto parts and chemicals industries are at a higher developmental level, and portray moral legitimacy along with social demandingness corporate responsibility in recent years; while the pharmaceutical and utilities sectors are at a lower developmental level, showing signs of pragmatic legitimacy, alongside classical and stakeholder corporate responsibility strategies. This article contributes to the current organizational moral development literature by developing and finding empirical support of a conceptual framework of organizational moral development, legitimacy, and corporate responsibility. In particular, our findings provide a deeper understanding of the differences in moral development levels across four focal industries over a 10‐year timespan.     

Voice,Affective Commitment and Citizenship Behavior in Teams: The Moderating Role of Neuroticism and Intrinsic Motivation

This paper provides an empirical examination of the effects of co‐workers’ procedural justice, defined as the individual's perception of how procedural justice is displayed towards him/her by the group. Drawing on the social exchange literature, it is confirmed that team affective commitment mediates the relationship between team voice – a form of co‐workers’ procedural justice – and team citizenship behaviors. The study also tests whether this positive indirect effect is moderated by neuroticism and intrinsic motivation. The results from a survey of 154 dyads consisting of employees and their current supervisor generally support the hypotheses. Team voice is a strong and consistent predictor of team citizenship behaviors, and the effect is mediated by team affective commitment only when intrinsic motivation is low and/or neuroticism is low. This study extends knowledge of the different sources of justice. Specifically, it shows that team voice and the boundary conditions of its effects are crucial to understanding attitudes and behaviors directed towards the team. This finding highlights the necessity of carefully taking into account the ability to express one's opinion inside teams.     

Transformational Leadership,Organizational Clan Culture,Organizational Affective Commitment,and Organizational Citizenship Behavior: A Case of South Korea's Public Sector

The present study examines whether transformational leadership is associated with clan culture, affective commitment, and organizational citizenship behavior and whether affective commitment is positively related to organizational citizenship behavior. The study also examines whether affective commitment mediates the effects of clan culture on organizational citizenship behavior and whether clan culture mediates the effects of transformational leadership on affective commitment. The results of this study indicate a positive relationship between transformational leadership and clan culture as well as between transformational leadership and affective commitment; no significant relationship between clan culture and organizational citizenship behavior as well as between transformational leadership and organizational citizenship behavior; and a significant positive relationship between affective commitment and organizational citizenship behavior as well as between clan culture and affective commitment . Thus, the results clearly show that affective commitment fully mediates the relationship between clan culture and organizational citizenship behavior and that clan culture partially mediates the relationship between transformational leadership and affective commitment. Theoretical and practical implications of these findings as well as interesting avenues for future research are discussed.