Academic literature on the topic '200105 Organisational, Interpersonal and Intercultural Communication'

This study takes a mixed-method, micro-approach to understanding the internal sensemaking and understanding of employee-directed CSR given the potentially changing nature of such efforts. In particular, this study explores how organizational members (i.e., employees) construct knowledge (via their sensemaking) of organizational CSR and primarily those employee-focused.I take a communicative and discursive approach in viewing CSR as a socially constructed phenomenon (Schultz, Castello, & Morsing, 2013) and (social) movement within organizations (Georgallis, 2017), and thus contextual and unique to organizational sites. Findings revealed D/discourses of CSR from employee perceptions at the micro level and reflected in macro level document messaging. Through this, I found various paradoxes of CSR from the expectations versus reality of what it means for organizations to be “responsible.” At the individual level, employee sensemaking around CSR came to light—particularly in highlighting how these stakeholders rationalize, perceive, and identify with such efforts, especially those targeting or benefiting employees. In presenting a multi-method study, this dissertation contributes to research on the micro-foundations and limited internal perspective of CSR and provides important pragmatic implications given the timely and relevant nature of this work.

Despite heightened efforts to increase gender parity, organizations in the technology industry are struggling to implement and enact Gender Diversity and Inclusion policies (GDIPs). This purpose of this dissertation was to enhance understandings of obstacles to policy enactment and unearth ways in which organizations can create more equitable work environments. Specifically, this project investigated how members of technology organizations construct knowledge about Gender Diversity and Inclusion policies through their personal experiences, attitudes and beliefs, and interactions with others within and external to their organization. Utilizing a critical-interpretivist and intersectional feminism as ontological and epistemological frameworks, this dissertation study draws from structurating activity theory (SAT; Canary, 2010) and theories of organizational identification (Scott, 2007) to explore issues of policy knowledge construction, implementation, and enactment. Completed in two phases,this dissertation employed a mixed-methods design. Phase One used DeVellis’ (2017) framework to develop a Gender Diversity and Inclusion policy attitude scale (GDIPAS) to evaluate how personal opinions about GDIPs and larger constructs like sexism, feminism, identification, and social desirability contribute to the policy knowledge construction process. Phase Two used a parallel analysis design to quantitatively (i.e., surveys) and qualitatively (i.e., interviews) investigate how members of tech-based organizations construct GDIP knowledge through intra- and extra-organizational interactions, as well as personal beliefs and attitudes (Teddlie & Tashakkori, 2009). Phase One resulted in five-factors underlying Gender Diversity and Inclusion policy attitude: perception of policy abuse, policy familiarity, perception of workforce gender inequity, policy support, and perception of organizational gender diversity. Results from Phase Two indicated that members of technology organizations interact within and across activity systems to construct knowledge about GDIPs through structural contradictions that (re)produce barriers to policy implementation and enactment.This project contributed to organizational communication theory by investigating the role of organizational identification in the policy knowledge construction process. Further, this dissertation extended SAT by identifying two new structural contradictions and a primary system-level contradiction, and by centralizing power in the investigation of policy knowledge construction. Methodologically, this dissertation offers a new policy attitude measure for scholars and practitioners. Finally, results of this project provide practical insights into barriers to policy implementation and enactment.

U.S. rhetoric that embraces immigration is juxtaposed with the lived experiences of Latinx immigrants, the country’s largest immigrant group. Intergenerational research shows how immigrants’ social mobility depends on socioeconomic and environmental factors, impacting occupational attainment. Immigration policies portray immigrants negatively—contrasting deserving/good with undeserving/bad. This study uses d/Discourse (i.e., everyday talk/societal understandings) to investigate how immigrants from different generations make sense of policy, immigrant portrayals, and their lives through the lens of “calling.” Here, calling is used to understand differences across generations, rather than positioned as an individual pull toward an occupation. Specifically, this study answered three questions: (1) What occupational and intergenerational d/Discourses are perceived by immigrants?; (2) Whose interests are served by these d/Discourses and who is marginalized?; (3) How do immigrants experience “callings” across generations? Semi-structured interviews were conducted with different generations of immigrants (N=36). Generational and intergenerational sensemaking themes are identified using d/Discourse, while critical discourse analysis is used to explain inequalities and in whose interests d/Discourses are created. The main theoretical contribution of this study suggests that callings can be enacted and fulfilled intergenerationally. Within immigrant families, first-generation immigrants often hold visions of who their children (second-generation immigrants) will become. This vision often includes high educational attainment, a prestigious occupation, and documentation in the United States. Second-generation immigrants felt a pressure to perform well in school and validate the sacrifices made by their parents. They recognized that the visions for their future constructed by their first-generation parents were riddled with tensions. The occupational decisions of the second-generation immigrants often tried to find a middle ground between fulfilling their parents’ vision but also practicing in occupations that they were personally interested in. Several barriers made the path to fulfilling intergenerational callings more difficult. Second-generation immigrants recognized the privileges they held that their parents did not, including language barriers and acceptance into the country tied to documentation and acceptance based on racial models in the United States. While first-generation immigrants accepted these challenges as part of their intergenerational calling, the second-generation struggled to do the same. Finally, in fulfilling intergenerational callings many immigrants unintentionally reproduced deservingness narratives. In short, this study contributes theoretically and practically by challenging immigrant portrayals and viewing callings as intergenerational but filled with internal and external challenges.

With natural disasters occurring with more frequency and severity, understanding how to facilitate survivors’ resilience and recovery is becoming increasingly important. The Camp Fire in California, which started on November 8, 2018, was one of the most destructive wildfires in recorded history in terms of loss of life and damage to property. Aid from many types of entities (e.g., non-profits, governments, and for-profits) at various levels (e.g., local, state, and federal) was available to survivors, but perhaps the most influential source of support was Disaster Facebook Groups. In the month after the Camp Fire, around 50 Camp Fire Facebook Groups (CFFGs) were created, with over 100 CFFGs existing over the course of recovery. CFFGs are Facebook Groups with the goal of helping Camp Fire survivors. The support exchanged in CFFGs was immense and ranged from financial assistance to emotional support to community building.

This dissertation offers a mixed-method, event-specific case study of the use and utility of Disaster Facebook Groups after the Camp Fire. I examined how CFFGs offered unique and valuable spaces for connection that allowed members to engage in resilience organizing and disaster response and recovery. To conduct this case study, after engaging in observations of the Groups for over two years, I interviewed 25 administrators of CFFGs and distributed a survey in the Groups that was completed by survivors of the Camp Fire who were members of at least one CFFG during their recovery. I used network perspectives and the Communication Theory of Resilience (Buzzanell, 2010, 2019) as lenses through which administrators’ and survivors’ experiences with CFFGs was understood. I also analyzed the two datasets using multiple and mixed methods but primarily thematic analysis and path modeling.

The analyses for this case study are presented in four studies. The first two studies provide an understanding of the spaces for connection offered by CFFGs (i.e., characterizing the CFFGs and describing the spaces for connection as both helpful and hurtful), while the last two studies examine the use and utility of CFFGs (i.e., explaining the evolution of activity in CFFGs and investigating the connectivity and social support in CFFGs).

Across the four studies, I explored three central arguments, which are the primary contributions of this dissertation. First, I advocated for incorporating network thinking into resilience theorizing. With the findings of this dissertation, I extend the Communication Theory of Resilience by offering “managing communication networks” as a refinement of its fourth process of resilience (i.e., using and maintaining communication networks). Managing communication networks addresses the active strategies people use to manage their communication networks, including expanding, contracting, maintaining, and using their communication networks, as they endure and overcome hardship. I also forward the argument that people’s resilience is encompassed by their social networks, meaning their social network can be passively implicated by their resilience or actively involved in their resilience, but can also initiate resilience on their behalf.

Second, I contended Disaster Facebook Groups offer unique and valuable spaces for connection that facilitate resilience organizing and disaster response for at least five reasons. I argued that Disaster Facebook Groups empower emergent organizing; privilege local knowledge; are convenient; lack anonymity which adds authenticity; and allow for individualization. The findings of this dissertation provide evidence of how these reasons converged in CFFGs to enable members to exchange support that was not, and could not be, available elsewhere.

Third, I hypothesized that the use of Disaster Facebook Groups would predict the utility of Disaster Facebook Groups, resilience, and recovery for survivors. I tested two models that use different variables to represent the use and utility of CFFGs and recovery from the Camp Fire. The first model investigated how activity in CFFGs influenced the perceived helpfulness of CFFGs and how both the activity in and perceived helpfulness of CFFGs influenced the extent of recovery for survivors. I used retrospective data about five time points across survivors’ first two years of recovery and found the model was most explanative up to one month after the Fire. The second model assessed how various indicators of connectivity in CFFGs impacted received social support (i.e., informational, emotional, and tangible support), resilience, and satisfaction with recovery for survivors. The intensity of survivors’ connections to CFFGs, when they joined their first CFFG, and how many Facebook Friends they gained from their participation in CFFGs were the most predictive indicators of connectivity. From the Groups, survivors reported receiving informational support more than emotional support and emotional support more than tangible support.

I put the findings of the four studies, as well as the three central arguments, in conversation with each other in the discussion section, focusing on theory, practice, and methodology. Regarding theory, I contribute network thinking to resilience theorizing: I underscore resilience as an inherently networked process; I acknowledge expanding and contracting communication networks as sub-processes of resilience that complement but are distinctly different from using and maintaining communication networks; and I forward “managing communication networks” as a refinement and extension of the Communication Theory of Resilience’s fourth process of resilience (i.e., using and maintaining communication networks). Related to practice, I call for the continuation of conversations around Disaster Facebook Groups as unique and valuable spaces for connection, particularly regarding the five reasons I established. I also give suggestions for practice related to the use and utility of Disaster Facebook Groups for disaster response and recovery. For methodological considerations, I discuss the importance of forming relationships with participants when engaging in research about online communities and natural disasters and call to question the translation of findings about social media across platforms and the role of neoliberalism in resilience and disaster research and practice. Despite its limitations, this dissertation makes meaningful contributions to theory, practice, and methodology, while offering fruitful directions for future research. This mixed-method, event-specific case study brings attention to the influential citizen-driven disaster response in Facebook Groups after the Camp Fire.

Research in organizational identity as pioneered by Albert and Whetten (1985) provides that organizational identity is central, enduring and distinctive. As Gioia et al. (2013) put it, “what we know about organizational identity, including its dynamic aspects, is based on the study of organizations located within a single and uniform geographic market (U.S./European) and/or stable institutional environment (developed markets)” (p. 180). This study thus carries research in organizational identity forward by locating it at an integrated food manufacturing company, Feed Me Ventures Limited, in the non-western, developing country, Nigeria. As businesses expand globally, it becomes pertinent for global organizations and managers in organizations outside the West to become aware of possibly divergent forms of organizational identity and formation processes that may exist. Nigeria is a community faced with unstable and corrupt leadership, a volatile economy directly impacted by its own created as well as global instabilities as well as a culture that is very different from those of the communities in which organizational identity has traditionally been studied. To accomplish the goals of this study, an inductive analysis is conducted using ethnographic observation, document analysis and grounded theory interviewing. This method is deemed most appropriate as this is an exploratory study to find what organizational identity may look like in Nigeria. Findings provide that while the conceptualization of organizational identity in the literature hold true, the environment greatly affects organizational identity. The founder of Feed Me Ventures Limited had developed organizational identity in direct opposition to societal values thereby emphasizing the distinctiveness dimension of organizational identity more than would normally be expected. Also, there is an adaptational dimension to organizational identity at Feed Me Ventures Limited which allows it to adapt to different needs in the environment in order to survive and retain its core identity. This is similar to adaptive instability which is already established in the literature except that at Feed Me Ventures Limited, when new identity dimensions are adapted in reaction to the environment, these dimensions only serve to help the organization retain its core identity. Furthermore, the relationship between organizational identity claims and organizational identity understanding among organizational members revealed the existence of an organizational identity gap (OI gap). This refers to a situation where claims about “who we are” from senior management does not align with understanding of “who we are” by organizational members. Also interesting is that social constructionist views about organizational identity being developed through the interactions of organizational members is found to be true at Feed Me Ventures Limited where organizational members, in their social interactions, begin to form notions of “who we are” that are not derived from claims about “who we are” from management. This study concludes that it is important for organizational leaders to acknowledge environment variables, engage in organizational diagnosis to find OI gaps and consider further this concept of adaptation and how this might serve organizations in environments similar to Nigeria.