Organizational Self Research Articles

(Self-) accountability practices and the invisibilized non-able body: a case study of celiac disease

This paper explores the relationship between the non-able body and accountability practices in organizations. Through oral history interviews with celiac-afflicted professionals, we illustrate that employees with this autoimmune condition seek to give an account, but often fail to live up to, accountability standards at work. We focus on the way that social elements of performance, social attributes and embodied perceptions of a healthy body are accounted for in organizations, paying attention to employer-initiated accountability practices and employees’ responses which we term employee-adjusted accountability practices. We find that employees with celiac disease attempt to embody an able body, hiding experiences with the disease and can do violence to their own bodies in the name of accountability. In particular, drawing on Messner (2009), who articulated the experience of ethical violence on the accountable self in organizations, our findings show that the accountable non-able body self can enact physical violence to the body in an attempt to meet accountability expectations. We contribute to a growing body of literature in critical accounting that researches the way that accounting practices restrict the experiences of the accountable embodied self. We extend such efforts by exploring the impact of accountability practices in the area of long-term health and disease management at work.

Exploring Organizational Self-(re)presentations on Visual Social Media: Computational Analysis of Startups’ Instagram Photos Based on Unsupervised Learning

Presenting oneself visually is an essential part of online behaviors on social networking sites (SNSs), and this is also the case for organizational accounts. Examining organizational self-presentation on their SNS accounts can show the key instruments through which organizations communicate online with the public. Thus, taking startups’ Instagram accounts as examples, this study aims to explore what and how organizations present visually on the photos uploaded to their Instagram accounts. The photos were analyzed in terms of their content, texts in photos, and facial and pixel-level characteristics. Photos and accounts were clustered respectively and resulting clusters were compared as well. The results suggest that text and people are the major objects represented in startups’ Instagram photos. The text presented in the photos was mainly about startups’ efforts to realize social values that can benefit communities by aiding people to do something in a timely manner. Two photo clusters were found: one mainly represented people and people-related words and the other mainly presented texts. Two account clusters were also found: one mainly consists of IT companies that presented texts in their photos and the other mainly consists of human-related services that presented people in their photos. This study can contribute to the body of literature by identifying the visual characteristics of organizational SNS photos and expanding self-presentation research to organizational SNS accounts.

Burnout and depression: A cross sectional study among health care workers providing HIV care during the COVID-19 pandemic in Malawi.

Health care workers (HCWs) in eastern Africa experience high levels of burnout and depression, and this may be exacerbated during the COVID-19 pandemic due to anxiety and increased work pressure. We assessed the prevalence of burnout, depression and associated factors among Malawian HCWs who provided HIV care during the COVID-19 pandemic. From April-May 2021, between the second and third COVID-19 waves in Malawi, we randomly selected HCWs from 32 purposively selected PEPFAR/USAID-supported health facilities for a cross-sectional survey. We screened for depression using the World Health Organization Self Report Questionnaire (positive screen: score≥8) and for burnout using the Maslach Burnout Inventory tool, (positive screen: moderate-high Emotional Exhaustion and/or moderate-high Depersonalization, and/or low-moderate Personal Accomplishment scores). Logistic regression models were used to evaluate factors associated with depression and burnout. We enrolled 435 HCWs, median age 32 years (IQR 28-38), 54% male, 34% were clinical cadres and 66% lay cadres. Of those surveyed, 28% screened positive for depression, 29% for burnout and 13% for both. In analyses that controlled for age, district, and residence (rural/urban), we found that screening positive for depression was associated with expecting to be infected with COVID-19 in the next 12 months (aOR 2.7, 95%CI 1.3-5.5), and previously having a COVID-19 infection (aOR 2.58, 95CI 1.4-5.0). Screening positive for burnout was associated with being in the clinical cadre (aOR 1.86; 95% CI: 1.2-3.0) and having a positive depression screen (aOR 3.2; 95% CI: 1.9-5.4). Reports of symptoms consistent with burnout and depression were common among Malawian HCWs providing HIV care but prevalence was not higher than in surveys before the COVID-19 pandemic. Regular screening for burnout and depression should be encouraged, given the potential for adverse HCW health outcomes and reduced work performance. Feasible interventions for burnout and depression among HCWs in our setting need to be introduced urgently.

Institutional plurality and a fractured organizational self

PurposeThe purpose of this study is to explore the plurality of logics composing an organizational field and how that plurality affects a sport governing body's (SGB) sense of self. The authors sought to determine what logics exist in a specific field and how they interact according to Kraatz and Block's (2017) types of organizational responses. Finally, the authors explore how an organization's responses affect organizational outcomes.Design/methodology/approachThe authors analyzed 476 unique organizational web pages and documents and 293 news media articles from four news outlets. The authors conduct a content analysis informed by Gioia et al.’s (2013) method to explore the website data to understand the logics of the field. The authors analyze the media articles for media accounts of events and determine how logics inform an SGB's actions (Cocchairella and Edwards, 2020).FindingsThe authors find institutional plurality leads to a fractured organizational sense of self, resulting in poor outcomes. The authors' findings suggest Kraatz and Block's (2017) as well as other previously theorized strategies do not lead to an organization reconciling competing logics. Rather, the strategies employed led to outcomes harming the organization's legitimacy and financial well-being.Originality/valueThere are several calls within the broader management field and the sport management field to address institutional plurality (Kraatz and Block, 2017; Robertson et al., 2022). Unlike previous research studies, this study finds detrimental effects of plurality on an organization. The authors discuss the strength of the strategies employed and why the strategies failed.

Cultural Adaptation and Validation of the Amharic Version of the World Health Organization's Self Reporting Questionnaire (SRQ-20) Screening Tool Among Pregnant Women in North West Ethiopia, 2022: A Psychometric Validation.

The prevalence of prenatal common mental disorders afflicting the global community, including Ethiopia, is thriving. Therefore, a time-efficient and valid screening tool is required. This study aimed to culturally adapt and validate the self-reporting questionnaire-20 tool developed by the World Health Organization among pregnant mothers in Ethiopia. A total of 310 pregnant women completed the questionnaire at two selected health centers in the regional state of Amhara. The World Health Organization's Self Reporting Questionnaire-20 tool was first translated into Amharic by two experts. The back translation was done by two English experts. Internal consistency and reliability were assessed using Cronbach's alpha. Convergent and discriminant validity were assessed using composite reliability and extracted mean variance. SRQ-20 was tested for reliability and validity using principal components analysis and the Kaiser-Meyer-Olkin measure of sample adequacy with a cutoff value of 0.50 for each item. The Kaiser-Meyer-Olkin measure (KMO = 0.733) for sample adequacy and the Bartlett's sphericity test for the identity matrix indicated that the data were amenable to exploratory factor analysis. Principal components analysis identified six factors that explained 64% of the variation in the self-report questionnaire 20. Cronbach's alpha was 0.817 for the entire scale and the extracted mean variance was greater than 0.5 for all factors, indicating convergent validity. The extracted mean variance, composite reliability, and factor loadings were all greater than 0.75 for all factors in this study, indicating that convergent validity was satisfactory and that discriminatory validity was also satisfied. The composite factor reliability scores ranged from 0.74 to 0.84, and the square roots of the mean variances were greater than the factor correlation scores. The interview-based, culturally-adapted 20-item Amharic version of the SRQ-20 tool demonstrated good cultural adaptation and was also found to be valid and reliable in the present context.

Organisation as a Taboo? Chances and Risks of Explicitly Dealing With the Issue of Organization in Inter-Organizational Transformative Initiatives

Nowadays, innovation and transformation appear as leading ideas in nearly all societal fields. Against the background of rapid technological development, globalisation, ecological challenges, and social change, perspectives of desired futures have to be developed, and how these perspectives should be realised has to be negotiated. With the latter, questions of organisation arise. This paper contributes to the examination of organisational aspects of transformation in the field of education. The research on the development process of the inter-organisational initiative Educational Lab reveals that awareness of organisational aspects is not a matter of course. The lab's participants share a vague vision of innovative education and a commitment to the idea of intervening in the educational system. Apart from that, heterogeneity, conflicting institutional logics, and a lack of awareness of the "organisational self "are setting the scene. Organisational aspects seem to be taboo. The explorative qualitative case study research, conducted in a transdisciplinary research setting, leads to seven hypotheses on dynamics concerning organisational aspects of the establishment process. The theoretical conclusions drawn are twofold: First, avoiding the "organisation" issue increases uncertainty in complex constellations. It hinders an initiative, and at the same time, it is a kind of self-protection in a situation where roles and responsibilities and the consequences of organisational determinations are unclear. Secondly, in little-established inter-organisational transformation initiatives, new organisational designs that take tension areas into account and facilitate organisational agreements are needed. Thus, it seems promising to understand inter-organisational constellations as hybrid organisations and to further elaborate adequate concepts that are able to grasp real-world complexity and give orientation to organisational practice.

Birthing A Secret Creative Self in Suppressive Organizations

This paper explores the birth of a secret creative self within suppressive or silencing organizations, such as cults, by focusing on concrete instances in which members of such organizations challenge the organization's leadership and norms. Building on Goffman's concept of the backstage, it considers how cult members create both physical and mental backspaces to allow the birth of a secret creative self within the cult. Through the stories of former cult members, it sheds light on how the “occupied self,” as Goffman called it, can use these backspaces to preserve and restore a sense of personal autonomy.

How to Expand and Fill the Self in Organizations: The Role of Interpersonal Processes in the Employee Organizational Identity Construction.

In the era of Volatility, Uncertainty, Complexity, and Ambiguity (VUCA), the fluidity of organizations and the variability of individual work gradually replace the traditional stability and continuity. The question of how to connect employees and organizations has long intrigued researchers and practitioners. Employee organizational identity is the stable force that binds employees to organizations. Drawing on social identity theory, we argue the role of interpersonal processes in the employee organizational identity construction. We suggest that an employee’s relationship-building behaviors can promote employee organizational identity through the connected self. The indirect effect is stronger for employees who make more social comparisons because they are more sensitive to social influence. We collected data through questionnaires of 333 employees using a two-wave research design in China. The results indicate that an employee’s relationship-building behaviors enhance employee organizational identity. The connected self fully mediates the positive relationship between relationship-building and employee organizational identity. The outcomes also show that the positive effect of relationship-building toward connected self is intensified, when an employee engages in more social comparisons. The findings imply that interpersonal processes play an important role in the employee organizational identity construction. Then, the theoretical and practical implications are discussed.

Pengaruh budaya organisasi, pengembangan karir dan self efficacy terhadap kinerja karyawan pada PT. Pos Padang

This study aims to determine how much influence Organizational Culture, Career Development, and Self Efficacy have on Employee Performance. The analytical method used is correlation analysis and multiple regression. The method of data collection in this study is to use a questionnaire filled out by respondents, namely employees of PT. Padang Post. From the results of multiple regression analysis, it shows that: (a) organizational culture has a partially significant effect on employee performance, (b) career development has a partially significant effect on employee performance, (c) self-efficacy has a partially significant effect on employee performance development, (d) ) organizational culture, career development and self-efficacy together on career development, (e) the contribution of organizational culture, career development, and self-efficacy variables together on employee performance is 71.4% while the remaining 28.6 % influenced by other variables not examined in this study.

Moral Identity and the Quaker tradition: Moral Dissonance Negotiation in the WorkPlace

Moral identity and moral dissonance in business ethics have explored tensions relating to moral self-identity and the pressures for identity compartmentalization in the workplace. Yet, the connection between these streams of scholarship, spirituality at work, and business ethics is under-theorized. In this paper, we examine the Quaker tradition to explore how Quakers’ interpret moral identity and negotiate the moral dissonance associated with a divided self in work organizations. Specifically, our study illuminates that while Quakers’ share a tradition-specific conception of “Quaker morality” grounded in Quaker theology and the Quaker testimonies to truth, integrity, peace, equality, and simplicity, they often foreground the pursuit of an undivided self through seeking work that enables an expression of Quaker moral identity, or by resigning from work organizations that do not. In most cases, however, Quakers’ face moral dissonance at work and engage in either identity compartmentalization and draw upon the metaphor of a ‘spiritual journey’ as a form of self-justification, or reframe, compartmentalize and engage in work tasks that are both subjectively moral and meaningful. We present a model that elaborates these negotiation processes and invite further research that examines how the spiritual traditions influence moral identity construction at work.

Towards Dialogical Models of Radicalization and de-Radicalization

According to social psychology, radicalization occurs for a variety of reasons reasons. They include a sense of exclusion, threatened identity, loss of meaning and significance, negative emotions and defensive identification with a group representing power and a clear-cut ideology. In the terms of the Dialogical Self Theory, radicalization implies atrophy of the internal polyphony and dialogical functions of the self. Two hypothetical models of the radicalized self are proposed. The first posits the creation of a powerful I-position that represents a “universal” truth that is not open to doubt. The second introduces twin I-positions, one representing a sense of insecurity and another depicting a redemptive idea. Both types imply lowered openness and reduction of social and internal dialogs, resulting in a dysfunctional, rigid organized self. The question discussed in this article is: How can such an internal organization of the self be changed? Thus it aims to describe and explain the process of de-radicalization, which is proposed to consist of three elements: (1) reorganization of the self-structure and stimulation of a promoter position, (2) restoration of security, which can awaken the polyphony and dialogicality of the self, and (3) supporting internal dialog, promoter functions and a meta-position by reference to values that are significant for the relevant I-positions and the system as a whole.

호텔기업의 조직사회화 전략과 조직몰입의 관계에 미치는 조직기반 자존감의 매개효과

호텔기업의 조직사회화 전략과 조직몰입의 관계에 미치는 조직기반 자존감의 매개효과

Nearly three in every five prisoners experience common mental disorders (CMDs) in Jimma correctional institution; south-West Ethiopia

BackgroundMillions of people are currently suffering from some form of mental disorders. The prevalence of common disorders is twofold higher in prison than general population and the condition is found to be worst in African in general and Ethiopia in particular. The aim of this study was to assess the prevalence of common mental disorders and its correlates among prisoners in Jimma town correctional institution; Ethiopia.MethodsA cross sectional quantitative study was conducted enrolling 300 prisoners. The participants were recruited using systematic random sampling technique. The World health organization Self Reporting Questionnaire (SRQ-20) scale; was adapted to assess prevalence of mental disorders. Data were collected on interviewer administered basis by trained personnel. Statistical package for social sciences (SPSS) version 20 for widows was used for data analysis. Multivariate logistic regression modelling was conducted to identify the independent predictors of common mental disorders. P-value less than 5% was considered to indicate significant associations.ResultsThe prevalence of common mental disorder was found to be 62.70, 95% CI; [57.30, 68.50]. Prisoners who had monthly income of 1500-3000birr, AOR = 3.30, 95% CI; [1.25, 8.69] and above 3000birr; AOR = 4.75, 95% CI; [1.57, 14.33], family history of mental illness; AOR = 6.14, 95% CI; [1.65, 22.79] and who ever used Khat; AOR = 4.33, 95% CI; [2.02, 9.27] were more likely to experience common mental disorders. Conversely; having some sort of work in prison; AOR = 0.25, 95% CI; [0.12, 0.54], perceived moderate social support; AOR = 0.094, 95% CI; [0.04–0.215] and perceived moderate strong; AOR = 0.025, 95% CI; [0.009, 0.07] were found to be protective factors.ConclusionPrevalence of common mental disorder was considerably high as nearly more than three in every five prisoner experience some form of the disorder. Early screening of prisoners up on their arrival, appropriate treatment and follow up should be done. Furthermore; creating prison based jobs that could bring prisoners together and encouraging positive relationships to build social supports as coping strategy is required.

Construction of organizational self theory by expansion of Mead's social self theory

Construction of organizational self theory by expansion of Mead's social self theory

Symbolic action methods: how systemic team consultation can help to strengthen the self‐concept of teams and foster team cohesion

This article describes a workshop format including three symbolic action methods, i.e. the ‘who is who sculpture’, the ‘walking through a team’s history’ technique and the ‘speech chorus’ for use in systemic team consultation. The described action methods are suited for work with large teams and small organisations. They help team members to quickly understand their internal diversity and develop a joint sense of the team’s history, hence strengthening the team’s self‐concept and fostering team cohesion. Teams are thereby enabled to find ways out of experienced states of collective depression or anxiety. If combined with large group approaches such as appreciative inquiry or open space (Owen, 2000), such a workshop can help teams and organisations to move from their present situation towards a shared vision for a desired future. The workshop and its methods have been carried out and evaluated in many systemic therapy teams and small clinical and welfare organisations in Germany, China and the UK, as well as at conference workshops in the US and Russia.Practitioner points Three Tools to “make teams and small organizations swing” Integrated into a one‐day‐ workshop fostering systemic organizational self reflection Conducted in Germany, China, Russia, the US and the UK

An Efficient Technique for Energy Proficient Clustering based Routing for Packet Split and Merge in Wireless Sensor Networks

The primary intention of the paper work is to develop an energy proficient clustering algorithm for merging and splitting. Energy efficiency is the main issues in WSNs, because of battery that is available in WSN cannot be replaced or recharged. The proposed method is an efficient energy-self-organized model of clustering which uses merging as well splitting (EECSM). This algorithm performs merging and splitting for efficient energy in to clusters. Previous works show that balancing of the load is considered with distributed organized self manner. To eliminate the drawback of the existing work, the proposed system is used. EECSM will use energy state information related to sensor nodes for reducing consumption of energy and load maintenance and balancing. EECSM will prolong the life of the network by merging and splitting the clusters using cluster heads in a sensor network. The experimental results shows that EECSM will perform better in terms of the life of network, scalability, energy residual and robustness.

Analysis of Convergent Influence of Organizational Justice, Self Esteem and Self Efficacy on Occupational Stress among Some Regional General Hospital Administrative Staff

Analysis of Convergent Influence of Organizational Justice, Self Esteem and Self Efficacy on Occupational Stress among Some Regional General Hospital Administrative Staff

호텔기업의 조직사회화전략에 따른 직원의 조직사회화가 조직변화몰입 및 조직기반자존감에 미치는 영향

본 연구는 호텔기업의 조직사회화전략에 따른 직원의 조직사회화가 조직변화몰입 및 조직기반자존감에 미치는 영향을 분석하여 우리나라 호텔 관리자에 시사점을 제공하고자 하였다. 실증분석을 토대로 연구결과를 요약하면 다음과 같다. 첫째, 호텔기업의 직원들은 사회적 교환관계에서 기업의 조직사회화전략 요인인 능동적 행위, 사회적 지원, 멘토링의 3가지 요인을 매우 중요하게 느끼고 있음을 알 수 있다. 둘째, 호텔기업의 조직사회화 전략에 따른 직원들의 조직사회화에는 어떠한 관련성이 있는가를 살펴본 결과, 능동적 행위, 사회적 지원, 멘토링에 대한 지각수준이 높을수록 조직사회화는 높아지는 것으로 나타났다. 셋째, 호텔기업의 조직사회화 전략에 따른 직원들의 조직변화몰입에는 어떠한 관련성이 있는가를 살펴본 결과, 조직사회화전략에 대한 지각수준이 높을수록 조직변화몰입 대한 지각은 높아지는 것으로 나타났다. 넷째, 호텔기업의 조직사회화 전략에 따른 직원들의 조직기반 자존감에는 어떠한 관련성이 있는가를 살펴본 결과, 능동적 행위, 사회적 지원, 멘토링에 대한 지각수준이 높을수록 조직기반자존감은 높아지는 것으로 나타났다. 다섯째, 조직사회화는 조직변화몰입에 어떠한 관련성이 있는가를 살펴본 결과, 조직사회화 요인을 지각하는 정도가 높으면 높을수록 조직변화몰입은 높아지는 것으로 나타났다. 여섯째, 조직사회화는 조직기반자존감에 어떠한 관련성이 있는가를 살펴본 결과, 조직사회화 요인을 지각하는 정도가 높으면 높을수록 조직기반자존감은 높아지는 것으로 나타났다.

The local TV station as an organizational self: Promoting corporate image via Instagram

ABSTRACTTelevision stations are increasingly using social media platforms for a variety of reasons. This study examined more than 4,300 visuals posted to the Instagram sites of 383 local TV stations in the United States. The analysis found that news and promotion were the top themes of the posts. Using Goffman’s (1959) presentation of self as a theoretical foundation, this study found that visuals coded as frontstage received more likes and comments than backstage visuals. Small market stations featured more promotion visuals than large and medium markets. Large market stations featured more lifestyle, community, and news posts than the other market sizes.

How Does Culture Matter? TheXin(Heart-Mind)-based Social Competence of Chinese Executives

ABSTRACTIn this study we explore the emotional and cognitive dimensions of Chinese business leaders’ social competence. We argue for a culturally inclusive conceptualization of leader social competence and its internal structure, which takes into account Chinese indigenous features. Data were collected by critical incident interviews from 42 top executives of small- and medium-sized private enterprises in China. A total of 302 competency episodes were included in the current study. Grounded theory was used for data analysis. The followingxin(heart-mind)-based social competencies were referenced in episodes of effective Chinese competency-relevant social interactions:guanxibuilding and maintenance, empathy, inspiration with wisdom, empowerment and developing others, resilience, and appreciation of problem solving. Each of these competencies includes an emotional and a cognitive element and embodies dynamic interplay between the emotional and cognitive dimensions of social competence. Xin-based social competencies impact effective interactions in relational contexts that implicate the individual self, the organizational self, and their interactions. The theoretical contributions and practical implications of the findings are discussed.