The mediating role of inclusion: A longitudinal study of the effects of leader–member exchange and diversity climate on job satisfaction and intention to leave among child welfare workers

Due to increasing diversity among clients and workers in the public child welfare] sector, it is essential to understand how workforce diversity can be channeled into positive organizational outcomes. Using theories of symbolic interaction, reference groups, and social identity, we tested a conceptual model of the relationships between diversity characteristics, leader–member exchange, diversity climate, perception of inclusion, and job satisfaction and intention to leave among public child welfare workers. The current study used two waves of data from 363 employees of a large urban public child welfare agency in the western United States. Path analysis results indicate that leader–member exchange and diversity climate have a positive effect on job satisfaction through inclusion, and that a positive organizational diversity climate can lower intention to leave through both inclusion and job satisfaction. Findings illustrate how organizational climates of diversity and inclusion affect both job satisfaction and intention to leave, providing insight into organizational factors that can be targeted for workplace interventions.     

Informed Consent as Process: Problematizing Informed Consent in Organizational Ethnographies

This article examines the implications of informed consent in organizational ethnographies, where the research site is a bounded and formal institution that has its own sets of rules which govern action and membership. While there is considerable scholarship on the issue of ethics in ethnography in general, very little has been written about informed consent in organizational ethnographies where researchers often simultaneously observe managers, “studying” up according to Nadar, and employees referred to as “studying down”. Organizational researchers tend to discuss ethics in terms of obtaining informed consent for individual interviews or in terms of access to an organization as a research site. This essay examines ethical dilemmas experienced in fieldwork studying participatory work arrangements in a Mexican garment firm. By discussing practical issues of gaining access, problems of maintaining access and consent, and concerns of how gatekeeper consent affects subordinates, I problematize the practice of obtaining informed consent in organizations. I argue that thinking of informed consent as an on-going process that requires an active reflexivity on the part of the ethnographer will help researchers to navigate the ever-shifting web of power dynamics present in organizations.     

The trickle‐down effect of ethical leadership in nonprofit soccer clubs

Nonprofit soccer clubs are currently facing many ethical challenges, such as abuse, doping and match fixing. While research suggests that organizational (board) ethical leadership may be effective to tackle these ethical issues, empirical support in the context of sport remains limited. Drawing on the perceptions of a sample of nonprofit soccer players (n = 438) and coaches (n = 106), we indicate that the coaches play an important mediating role regarding the associations between board ethical leadership and ethical climate. The theoretical underpinnings of ethical leadership—formed by social learning theory and social exchange theory—and the social distance between the board and the players in nonprofit soccer clubs provide support in this regard. In sum, our results demonstrate that the influence of board ethical leadership in nonprofit soccer clubs partly trickles down to the players via coach ethical leadership. Finally, practical implications for nonprofit soccer club management are discussed.     

Ethical–aesthetic critique of moral organization: Inspirations from Michael Haneke's cinematic work

This paper looks at the work of the Austrian film-maker Michael Haneke as an inspiration for developing an ethical–aesthetic critique of organization. Haneke's practice of film-making is located in the tradition of an ‘ethical parrhesia’, the courageous and often dangerous ‘truth-telling’, which aims at the transformation of being. Haneke's approach is then illustrated with an analysis of his film The White Ribbon. This example is taken to illustrate an ethical critique of moral organization and for analysing strategies that seek to instigate the open-ended moral reflection. By discussing implications of this form of critique, the paper contributes to the development of a critical aesthetics of organization that seeks to open a reflexive space on how we are formed in social and organizational life, and at what costs.     

Regulation of technology adoption when individuals pursue multiple utility

Should regulatory approaches to technology adoption in U.S. agriculture be command and control in character, or use economic incentives? This paper addresses this question while testing the “I and We” multiple utility model and suggesting socioeconomic theory as a conceptual framework. Results show that one perhaps cannot understand farmer response to regulation without considering norms. Introducing the “We-utility” notion into the standard “I-utility” model adds explanatory power. Government's regulatory role needs to be shifted to first providing the impetus for action and then to helping in the evolution of norms, no matter which approach is used. The proposed socioeconomic theory goes beyond standard microeconomics by including both the idea of norms and that of positive freedoms, and thus introducing ethical considerations into economic analysis.     

Censoring the Sexual Self: Reflections from an Ethnographic Study of Gay Filipinos on Mobile Dating Apps in Manila

This paper reflects upon Evelyn Blackwood's 1995 ‘Falling in Love with An-Other Lesbian’ essay on love and desire during fieldwork research as it intersects with the figure of the ‘virtual anthropologist’ in Kath Weston's 1997 essay of the same name. My multiple subjectivities (specifically those nativised) enabled and restricted what I considered bonds and differences between me and others during ethnographic research among gay Filipino men using mobile dating apps. I revisit an experience from four weeks of preliminary data collection between May and June 2015 in Manila, Philippines, where I decided not to include a sexual encounter with a research participant named Wesley. Moving forward with my study, my reflections on censoring sexual encounters with research participants helped me to acknowledge several sources of moral anxieties and ethical considerations that influence how this specific testimony took its shape and to consider how to construct and apply a malleable ethic of honesty for current and future projects especially when intimacies themselves are the focus.     

Organizational ethics, decision making, undecidability

In this paper we develop a conceptualisation of organizational decision‐making as a practice that is, necessarily, ethical. The paper starts with a discussion of the notion of decision‐making as it relates to organizational rationality and the relationship between management and control. Drawing on Derrida's discussions of undecidability and responsibility, we suggest that as well as being able to consider organizational decision‐making as an instance of (albeit bounded) rationality or calculability, it can also be regarded as a process of choice amongst heterogenous possibilities. On that basis, we follow Derrida in arguing that for a decision to be considered an instance of responsible action it must be made with neither recourse to knowledge of its outcome nor to the application of pre‐ordained rules. Illustrating our argument with a discussion of Eichmann's ‘I was just following orders’ defence, we suggest that rules for ethical decision making, rather than ensuring ethical outcomes, can work to insulate organizations from moral responsibility. We conclude with a discussion of ethics and democracy in relation to responsible decision making in organizations.     

Simulation as a Social Process in Organizations

An emergent research literature is starting to cohere on simulation as a sociological process within organizations. This paper shines a spotlight on this scholarship, and offers new ways to think about the dizzying array of simulation we encounter in our organizational, institutional, and everyday lives. I define simulation as an empirical social process and show how they vary in consequence by their experiential modality, their referential frame, and their perceived realism. I then document three conceptual trends in the literature: (i) treating simulation as an organizational technique for risk management; (ii) a focus on virtual reality, video games, and moral ambiguity; and (iii) studies of the impact of computer simulation on scientific knowledge production and the reorganization of some technical fields, such as weapons research, artificial intelligence, and meteorology. Organizational uncertainty tends to coalesce around disputes about the appropriate qualities and functions of a given simulation technique or technology. I conclude the paper by identifying how the sociology of simulation can connect with more established areas of contemporary research within organizations, work and occupations, and institutional sociology.     

Relational Ethics and Moral Imagination in Contemporary Systemic Practice

This article discusses an approach to relational ethics in contemporary systemic practice. It explores the possibilities offered by traditions of moral philosophy in attending to problems from a relational ethics perspective. This includes a focus on relationships as a crucial element in the development and maintenance of a moral self and how couples and families construct an ethical platform together, both consciously and unconsciously; and also how relational ethics may inform ideas about the values‐driven problems people present in therapy. Finally, it suggests how ethical responsibility and accountability can be constructed as relational responsiveness. Despite our associations with morality as judgmental and rule driven, moral conduct and decision‐making can involve imaginative, creative and aesthetic possibilities.     

Toward a dialogic theory of public relations

This essay clarifies the concept of dialogue in public relations. As public relations theory and research move toward a two-way relational communication model, many scholars and practitioners are increasingly using the terms “dialogic” and “dialogue” to describe ethical and practical approaches to public relations. The concept of dialogue is deeply rooted in philosophy and relational communication theory. Its inclusion in the public relations vocabulary is an important step toward understanding how organizations can build relationships that serve both organizational and public interests. This essay traces the roots of dialogue, identifies several over-arching tenets, and provides three ways that organizations can incorporate dialogue into their communication with publics.     

INTERNAL AND EXTERNAL SOURCES OF ORGANIZATIONAL CHANGE: Corporate Form and the Banking Industry

How do internal and external constraints impact the likelihood that organizations enact organizational change? Resource dependence theory argues that organizational change is a response to internal and external constraints. However, the interaction of these constraints remains theoretically and empirically underconsidered. Using longitudinal data from the U.S. banking industry, I examine this question from a resource dependence perspective and I also incorporate explanations from transaction cost economics, organizational ecology, and institutional theoretical perspectives. I find that external constraints limit the impact of internal constraints on organizational change. I explore how this finding fits within resource dependence theory.     

The good organization speaking well: a paradigm case for religious institutional crisis management

Arguing that too much organizational apologia research focuses on the mistakes of big, for-profit corporations, this study examines the discourse of a religious institution that faced allegations of wrongdoing and cover-up. Specifically, this essay analyzes the discourse that surrounded the disclosure by the Christian and Missionary Alliance (C&MA) that a number of students at Mamou Alliance Academy in Guinea, West Africa, had been abused over a period of time (1950–1971) while their parents served as missionaries. The authors argue that the C&MA is engaged in ethical crisis management and is paradigmatic of what George Cheney has called “the good organization speaking well.”¹     

An Ethics of Postcolonial Citizenship: Lessons from Reading Women Writing in India

This essay addresses the question of how the ethical values of the postcolonial subject are classed and gendered. A certain kind of postcolonial citizen, enjoying the privileges of birth and position, expresses an attitude that is best described (if somewhat anachronistically) as noblesse oblige . I focus on the writings of a handful of post-Independence Indian women writers, in particular Shama Futehally's novel Tara Lane (1993), as exemplifying this attitude. My essay will draw upon discussions by Indian feminists which, in different genres and informed by different politics, have set the stage for this historical, autobiographical and conceptual inquiry. Reading Indian women's fiction and Indian feminist theory and politics together, I trace their disjunctures and overlaps, merging these into an ethico-political inquiry about women and citizenship.     

Can Workplace Democracy Transform Capitalist Society?: Durkheim and Burawoy Compared

This study makes a number of comparisons between the theories of Durkheim (1933) and Burawoy (1979) on the link between work and a just social order. These comparisons are used to speculate on the question, Can democratization of the labor process transform capitalist society? Several points of agreement and disagreement are discussed to advance our understanding of the societal effects of changes being introduced at the point of production. It is argued that both the organizational perspective of Durkheim and the political economy perspective of Burawoy agree that the worker as moral actor is the key to how work life will articulate with life in society. The question then becomes whether workers may be differentially involved as moral actors on the job and in society at large.     

Enacting Morality on Shifting Moral Ground: Young Plong Karen Women in Southeastern Myanmar

This article examines the ways in which young Plong Karen Buddhist women enact morality in southeastern Myanmar. Focusing on how one young Plong Karen woman navigates her own moral status, I draw out the highly performative and experimental aspects of ethical subject making which simultaneously coheres with and transgresses Plong Karen moral ideals. Drawing from recent work from the ‘ethical turn’ in anthropology (Keane, Webb. 2015. Ethical Life: Its Natural and Social Histories. Princeton: Princeton University Press), I emphasise the freedom of young women to enact a moral register of their own making as they navigate multiple and sometimes conflicting social worlds. I argue that while outsiders may perceive inconsistencies and incompatibilities within the various moral registers enacted by young women, they themselves experience little contradiction moving within and between them.     

How publics react to situational and renewing organizational responses across crises: Examining SCCT and DOR in social-mediated crises

The prevalence of social media among networked publics calls for more research regarding how organizations can conduct effective crisis communication on social networking sites. Based on the situational crisis communication theory (SCCT) and the discourse of renewal (DOR) theory, this study examined how social media publics’ sentiments were affected by situational and renewing organizational responses in various clusters of crises. Twitter data of six crises representing three crisis clusters varying in the responsibility attribution (i.e., ambiguous, accidental, and preventable) were collected. We conducted a content analysis on organizations’ official tweets during crises (N = 59) and sentiment analysis on publics’ replies on Twitter (N = 4,340). The results showed that publics’ positive sentiments toward organizations were affected by organizational crisis responses that included instructing information, sympathy, systemic organizational learning, and effective organizational rhetoric. We recommend that crisis managers express sympathy toward publics as well as organizational learning that prevents a crisis from happening again.     

Altruism and the Endurance of the Good

Egoism is a pervasive trait in modern market societies that encourages people to focus upon their own self-interest above all else. Third-sector organizations, by contrast, are frequently termed altruistic. This essay elucidates the meaning of altruism as it applies to these organizations. Moral altruism means direct concern for another's well being—whoever that person might be. This study rejects psychological egoism as a meaningful psychological theory, and ethical egoism as a coherent moral position; it discusses empirical studies of altruism in rescuers of Jews in Nazi-occupied Europe as proof against the former form of egoism and Kant's moral theory against the latter. The essay then argues that altruism is a form of public action in Hannah Arendt's sense of this term. The essay concludes that third-sector organizations are altruistic insofar as they engage in public action, thereby, treating beneficiaries with respect for their individuality.     

Organizational innovations,human resources and firm performance: The Emilia-Romagna food sector

This paper studies the relationship between organizational innovation, industrial relations and economic performance at the firm level. It adopts an applied perspective by means of a comprehensive survey on a specific industrial sector, the food industry, with the aim of investigating: (i) the degree of organizational innovation and the diffusion of HRM practices; (ii) the relevance of the interaction between unions and top management in the process of decision-making at an operative, organizational and strategic level; (iii) the relations between the intensity of organizational innovation and the quality of industrial relations; (iv) the effects of organizational changes on firm performance.The focus is on firms with bargaining activity at establishment level where worker committees exist. The dataset is derived from a structured questionnaire submitted to union members concerning structural data on firms and local productive units, production flexibility, organizational models, compensation systems, industrial relations and firm performance.The quantitative analysis highlights the following critical elements.First, the firm governance seems characterized by a strong relevance of industrial relations, in terms of “good quality atmosphere” and “involvement of worker representatives and employees”: their action proves to be a stimulus to organizational changes. The set of industrial relations variables does emerge as a significant factor explaining firm innovation intensity.Second, although we cannot ascertain the causal link given the cross-sectional nature of data, firm performance and organizational innovations arise as two elements which are strictly and positively related to each other.Third, the evidence points out that good industrial relations are important as far as the firm performance is concerned; nevertheless their role is mediated by their effects on organizational changes rather than having a direct impact on performance.     

Voluntary Association Membership and Political Participation: an Exploration of the Mobilization Hypothesis*

Survey data from 390 respondents was analyzed to determine the relative effects of organizational involvement, socioeconomic status, and political attitudes on political participation. Two theoretical perspectives were investigated: mobilization theory and selection theory. Both the mobilization and selection perspectives were supported by the data; however, organizational involvement was shown to explain more of the variance in political participation than did social status and political attitudes. The mobilization perspective was further examined to determine if it worked equally well in all types of organizations. We found that the relationship between organizational involvement and political participation was stronger for “instrumental” than for “expressive” groups and for organizations characterized by high, as compared to low, levels of political discussion.