I Quit! The Process of Announcing Voluntary Organizational Exit

The exit phase of assimilation is broken down into three sub-processes: preannouncement, announcement/actual exit, and the post-exit period (Jablin, 2001). This article seeks to better understand how individuals make exit announcements. The findings suggest that announcing exit itself is a phased process which links the exit phases Jablin described. Though the formal announcement may be the most prominent, it isn’t necessarily the first or most important.     

ERP同化的影响因素及其作用机制研究

以ERP同化为研究对象,首先构建包括质量因素、组织因素和环境因素三个方面的ERP同化影响因素作用机制分析框架,然后通过对已实施ERP系统企业的实证调研验证模型和假设,最后根据模型结论提出提高ERP同化程度的相关建议。     

We Are People First: Framing Organizational Assimilation Experiences of the Physically Disabled Using Co-Cultural Theory

This study explores how organizational members with disabilities experience and manage organizational assimilation in the workplace. The organizational socialization model was used to initially analyze participants' assimilation experiences and co-cultural theory was used as a framework for examining how participants negotiate assimilation. Interviews with 24 participants with physical disabilities were analyzed. Results illustrate a dynamic and difficult process of managing and negotiating assimilation, using a variety of communication strategies such as accommodation (attempts to keep some cultural identity) and assimilation (attempts to conform), as opposed to separation (rejecting common connection with dominant members and bonding only with co-cultural members).     

中外图书馆联盟组织文化管理模式比较研究

文章阐述了组织文化对图书馆联盟的重要意义,从物质层次、行为层次、制度层次、精神层次上界定图书馆联盟组织文化管理的构成要素,以国内外高校、公共、科研、跨系统4类图书馆联盟为调查对象,总结各自的优势与不足,提出了人际关系模式和层级管理模式两种适合我国图书馆联盟的组织文化管理模式。     

组织学习研究的本体论进路：进展及贡献

本体论进路是以基于本体论思维或由本体论衍生的一些理论为研究对象,进行剖析的研究脉络、研究方法或研究范式的统一。已有学者以本体论思想为本源,基于不同领域的具体理论,对组织学习开展了不同层面的研究。本体论进路常结合复杂系统理论、中国哲学中阴阳等相关理论,以＂类比—关联—融合＂的结构和程序深度分析组织及组织学习,从而使个人学习理论和组织学习理论更紧密连接,弥补现有理论的不足,为组织学习研究提供了新的理论基础,并取得了一些进展。     

Organizational Responses to Consumer Complaints: An Examination of Effective Remediation Tactics

Mistakes are common in business and can lead to negative repercussions for organizations. However, through the use of explanations, firms can diminish the negative consequences of their errors. The current study used a field stimulation to examine organizational explanations (excuses, justifications, and excuses) and their components (believable, appropriate, considerate, and responsible) to determine which factors make a difference in consumer satisfaction following organizational failures. Results, interpreted through the lens of expectancy violations theory, suggest that various components of explanations and the form of explanations used in remedial responses influence people's perceptions of organizations and organizational responses following complaints about failures.     

高校图书馆特色文献资源建设的趋同化特征

目前高校图书馆特色文献资源建设呈现出以学科建设为依据的趋同化特征、攀附效应下的趋同化特征、共同需求目的影响下的趋同化特征、资源建设文化与开发模式的趋同化特征。为逐步消除特色文献资源建设的趋同化特征,建设主题特色鲜明、内容丰富的特色文献资源,高校图书馆应创建特色文献资源共建共享机制,充分发挥特色文献资源的独特价值,提高特色文献资源的利用率。     

Curriculum Satisfaction Among Library and Information Science Graduates in China: An Exploratory Survey

Results of a 2011 survey of 228 library and information science students at two universities in China enrolled between 2003 and 2006 show that respondents generally had low satisfaction with the curriculum during their university study. Also, half of the respondents indicated that there was little relevance between the curriculum they undertook and their current vocation. In summary, the library and information science graduates believe that reform of the library and information science curriculum system is imperative. This article examines these student perspectives and offers some suggestions on what some of these reforms should be. The suggestions include deletion of duplicate content in courses, addition of more relevant courses, and improvement of the teaching quality and course content.     

Copyright Information Management and the University Library: Staffing,Organizational Placement and Authority

Copyright plays a central role in numerous activities within higher education, and educating a university community about copyright law should be a priority, if only to protect the institution from lawsuits. But, based upon a literature review, institutions devote a more resources to other intellectual property activities – plagiarism detection, technology transfer and illegal file sharing management – than for general copyright education activities. Utilizing Mintzberg's organizational model and its discussion of organizational placement and legitimacy as a conceptual framework, this study explores the current copyright education structures among the universities that comprise the Consortium on Institutional Cooperation, otherwise known as the CIC or the Big Ten, to determine whether organizational placement, credentials of individuals, and resources devoted to this activity affect the legitimacy of the office and the authority of copyright officers to fulfill their responsibilities. The results of this study suggest that organizational placement, while it plays a role, is not nearly as important as the credentials of the individual in the position in conveying legitimacy.     

Disclosure of a Cancer Diagnosis in Organizational Peer Relationships

The purpose of this study was to explore types of message content received by peers of cancer survivors (N = 126) during cancer disclosure in the workplace. Coworkers reported cancer disclosure interactions with female (65.5%) and male (34.5%) cancer patients. Based on organizational peer types reported in the literature, coworkers reported differences in specific message content received by informational (36.5%), collegial (52.3%), and special peers (11.1%). Coworker relationships were also examined for perceived interpersonal solidarity based on peer type. Results reveal that messages with a treatment focus were most common with all peer types, followed by nondisclosure. Nondisclosure of a cancer diagnosis between coworkers reinforces cancer patients' needs for privacy boundaries, even within close workplace relationships. Of the three peer types, special peers had the most perceived interpersonal solidarity after a cancer disclosure.     

Trends in Organizational Communication Research: Sustaining the Discipline,Sustaining Ourselves

This paper began as a keynote address delivered at the 16th annual Organizational Communication Mini‐Conference hosted by Western Michigan University. In it, I identify topical trends in organizational communication research, noting ways in which these trends are flexible, enduring, diverse, and problem‐centered. I go on to invite current doctoral students to join us in developing these trends further. Specifically, I discuss how we might engage research in ways that sustain the vitality of the discipline as well as our own personal vitality. I conclude by offering a list of key articles that could serve as starting points in the on‐going conversation centered around organizational communication.     

The Volunteer Experience in Temporary Organizations: Volunteer Role Negotiation and Identification in a Pop-Culture Convention

The present study explores the role negotiations and identity of volunteers at a large Southwestern pop-culture convention. A sensemaking perspective was used to understand how volunteers retrospectively interpret their experiences as volunteers in this temporary organization. Data collection included participant observation and interviews of 26 volunteers. Data were analyzed using constant comparative analysis. Three role negotiation categories were identified: learning roles, negotiating roles, and making sense of roles. Ineffective communication during role learning and negotiation created ambiguity and uncertainty for volunteers. Volunteers identified with the convention primarily through communicative interactions with patrons but also through communicating with staff or by wearing artifacts (e.g., clothing). Results suggest modifying sensemaking theory to recognize individual as well as collective sensemaking.     

图书馆数字资源集团采购的组织管理:性质、内容与模式

根据国内外现有图书馆数字资源集团采购组织管理的现状,探讨依托契约、行政及合作信任等关系的各种组织管理性质,分析确立机构体制、规划成员范围等组织管理内容,研究基于活动关系、权力集中与分散等因素的各种组织管理模式,为图书馆数字资源集团采购提供参考。     

The Communication Glue that Binds Employees to an Organization: A Study of Organizational Identification in Two Thai Organizations

Organizational communication scholars have paid scant attention to the motivations of people who choose careers in social service organizations. This study examined organizational identification in the context of two Thai social service organizations: government-run Community Development Department (CDD) and non-governmental Population and Community Development Association (PDA). The degree to which CDD members identified with CDD and PDA members identified with PDA was assessed by using the Organizational Identification Questionnaire constructed by George Cheney (1982 Cheney , G. (1982) . Organizational identification as process and product: A field study . Unpublished master's thesis , Purdue University . [Google Scholar]). Comparison of CDD and PDA scores on Cheney's OIQ provided findings that mirror those of previous studies of organizational identification. Specifically, the level of organizational identification among employees who work for the non-governmental privately-run social-cause organization (PDA) was significantly higher than for employees who work for the government organization (CDD). Thus, the non-governmental organization appears to be more effective than the government organization in fostering employee identification. Interestingly, a factor analysis of Thai responses to the Cheney instrument revealed three dimensions that were different from the three dimensions theorized by Cheney (1982 Cheney , G. (1982) . Organizational identification as process and product: A field study . Unpublished master's thesis , Purdue University . [Google Scholar]). While Cheney's conceptualization of identification included employees sense of membership, similarity, and loyalty to their organization, the Thai dimensions reflected life values (‘pride in membership’), social values (‘fit with organization’), and personal values (‘comfort zone’). These findings hold important implications for communication scholars who study employee motivation in non-Western organizational contexts.     

中美高校图书馆机构设置比较研究

论文对中关10所著名高校图书馆机构设置进行比较研究，总结其中异同并分析了美国大学图书馆机构设置对于国内的借鉴意义，旨在对提升现代图书馆管理水平，推进图书馆事业的发展有所裨益。     

Identity and Technology: Organizational Control of Knowledge-Intensive Work

Much has been written about the functioning of managerial ideologies in identity-based organizational control. However, less attention has been given to the role of information and communication technologies (ICTs) and identity defined by a technological discourse in regulating knowledge-intensive work. The purpose of this research is to examine the roles of identity and ICTs in the control of knowledge-intensive work. A case study of a technology service organization reveals that the construction and consumption of a technologist identity operate as organizational control, and that ICTs enable the functioning of a dialectic of technological control. This study also demonstrates the paradoxical nature of work knowledge that both empowers and controls knowledge-workers.     

A Cross-Cultural Analysis of Organizational Dissent and Workplace Freedom in Five European Economies

Individuals in five European countries—Finland, France, Germany, Spain, and the United Kingdom (n = 1184)—completed a survey exploring the relationship between organizational dissent and workplace freedom of speech. Results revealed workplace freedom of speech is positively correlated with dissent among the entire sample in France and in Germany. Results in Spain were nonsignificant. In the United Kingdom, there was a negative relationship between workplace freedom of speech and dissent. There was a negative relationship between workplace freedom of speech and articulated dissent and a positive relationship with latent dissent in Finland. Moreover, MANCOVA testing showed nationality to have a significant effect on organizational dissent and workplace freedom of speech. Germans scored the highest on dissent and workplace freedom with Spain scoring the lowest.     

Organizational Discourse and the Appraisal of Occupational Hazards: Interpretive Repertoires,Heedful Interrelating,and Identity at Work

Scholars and practitioners have often conceptualized hazards as external to discursive processes, focusing instead on the role of strategic communication in representing pre-organized vulnerabilities to stakeholders rather than on the capacity of mundane discourse practices to shape how hazards emerge. In this study of risk discourse in one high reliability organization, a municipal fire department, we demonstrate how hazard appraisals emerged as intersubjective products of organizational discourse. Specifically, we explore how the interpretive repertoires firefighters used to make sense of hazards were medium and outcome of discursive identity formations. Firefighters employed preferred identity terms to amplify identity-enhancing dangers and attenuate vulnerabilities that were threatening to a preferred sense of self.     

Work Calling: Exploring the Communicative Intersections of Meaningful Work and Organizational Spirituality

In the present study, we first describe three themes from the interdisciplinary literature: sacred and secular variations; calling as historically and culturally situated; and potential benefits, alienation, and marginalization. Second, through a thematic analysis (Owen, 1984) based on participant data, we examine how participants’ understanding and interpretation of work calling as an overarching meaningfulness, a combination of personal passion and skill set, and a contribution to society serve as definitional makers. We argue that these findings emphasize the processural and constitutive nature of work calling. We conclude by highlighting the communicative dimensions of work calling as they may contribute to future critical and empirical work, noting the possibilities for sense-making theory to intervene in this interdisciplinary area of inquiry.     

Testing the Connectivity Paradox: Linking Teleworkers' Communication Media Use to Social Presence,Stress from Interruptions,and Organizational Identification

Scholars emphasize the importance of rich communication media for the development of Teleworkers' organizational identification, but tests of these relationships have produced inconsistent results. The connectivity paradox helps explain these findings. The paradox suggests that Teleworkers' connectivity to others through communication media facilitates remote work by affording greater social presence, while also negating the benefits of telework by enabling stressful interruptions. These outcomes of connectivity may benefit and detract from identification. We propose a model linking the core features of the connectivity paradox to organizational identification. Teleworkers and office workers were surveyed, and a multigroup path analysis was utilized. Results indicate that connectivity increases stress from interruptions and indirectly diminishes Teleworkers' identification.