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 Unpublished master's thesis , Purdue University .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 Unpublished master's thesis , Purdue University .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.     

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.     

Constructing Work-Life Balance and Fatherhood: Men's Framing of the Meanings of Both Work and Family

We explored 18 fathers' interviews to locate how they constructed work-family balance and their fatherhood roles within their particular life contexts. Using the constant comparative method, we found that these men framed and enlarged work-family balance as both work and life negotiations but elevated family as first by linking family to their meanings of work. To them, fatherhood meant webs of responsibilities to others and community engagements with problem solving constituting their main activity. These reconceptualizations of fatherhood and masculinities may indicate that there are ideological changes in the nature of fatherhood that have implications for understanding men's contemporary roles as well as for changing work-life policies and practices.     

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.     

基于数字信息资源的图书馆业务流程变革

针对数字信息资源的发展促使图书馆业务流程发生较大的变革,探讨了数字信息资源对图书馆业务流程重组的影响.     

繁星点点 绽放光芒——台湾地区高校招生地域公平改革及启示

台湾地区高校招生改革几十年来不断前行,效果显著。2007年,"繁星计划"的加入更是丰富了招生多元化理念,扩大了弱势地区高中生入学机会,促进了各个区域协调均衡发展。在"繁星计划"实施并取得成效的过程中,也不可避免地出现了一些问题。本文梳理分析了"繁星计划"的发展历程,将它划分为两大阶段,并对其缺陷与争议及相关改革措施进行了探讨,据此提出对大陆高校招生地域公平改革的若干建议。     

高等职业院校薪酬分配改革与激励

知识经济的到来,对人才需求的竞争,加速了各高等院校内部体制改革的进程。本文通过剖析当前高等职业院校薪酬分配制度的现状,从理论和原则方面提出了高等职业院校如何进行薪酬分配制度改革,同时指出在进行薪酬制度改革中如何采取激励措施。     

新课程背景下大学无机化学课程内容改革思考

通过对我国化学课程改革后的普通高中《化学课程标准(实验)》、全日制普通高级中学《化学教学大纲》、大学化学教科书的内容比较研究,以知识点——"化学反应与能量"为例,指出了目前实施高中化学新课程方案可能出现的基础化学教育与高等化学教育"断层"现象和"重叠"现象,对大学化学课程改革提出建议。     

Resources and research: An empirical study of the influence of departmental research resources on individual STEM researchers involvement with industry

This paper investigates the influence of departmental level characteristics and resources on individual involvement with industry using a national survey of STEM faculty. An integrative model of industry involvement is developed and tested that integrates a multi-level perspective on university–industry relations. Three measures of industry involvement are tested: the amount of time a researcher spends with industry, the number of activities a researcher engages in, and the intensity of those activities. Results of the model show that the quality of human capital in a researcher's home department is a significant influence on industry involvement. Non-federal R&D expenditures and direct industry funding also positively increase the likelihood of industry involvement. Policy and managerial implications of the results are discussed.     

Organizational climate and its influence on brokers’ knowledge transfer activities: A structural equation modeling

The purpose of this paper is to gain a better understanding of the processes involved in transferring knowledge into action. Obviously an interesting subject of research, it is worthwhile delving into the role played by knowledge brokers in bridging the gap between research and practice. This paper investigates the relationship between organizational climate and brokers’ knowledge transfer activities. The structural equation model was tested, using survey data from 301 respondents who primarily carry out their professional activities in health services, such as knowledge brokers. The results suggest two major findings: first, that the organizational climate as a multidimensional concept has a direct positive impact on the brokers’ knowledge transfer activities; secondly, that the organizational climate, characterized by the autonomy granted to brokers and a cooperative climate play an indirect role in affecting the knowledge transfer activities through the mediation of the organizational support provided to brokers.