234 research outputs found
Constructing a manuscript: Distinguishing integrative literature reviews and conceptual and theory articles
No full textA reviewer for HRDR once asked the editors, “How do I know whether this is an integrative literature review or a conceptual paper? ” When we explored the submis-sions we were receiving at HRDR, we realized that the majority of the manuscripts were really conceptual papers, but the authors often presented their work as an integra-tive literature review. Torraco (2005) wrote a most useful article that described how to write an integrative literature review. After that, many authors began framing every article submitted to HRDR in that format, even if they were not writing an integrative literature review. However, HRDR publishes several types of articles and, as Torraco (2005) noted, the editors “continue to seek well-written review [and other types of] articles that yield provocative, new perspectives on key issues in the field ” (p. 356). The aims and scope of the journa
The Retrospective (Im)moralization of Self-Plagiarism: Power Interests in the Social Construction of New Norms for Publishing
No full textThe “scourge of self-plagiarism” (Green, 2005) has begun to find a place in the discourse of organisation and management scholarship. Whether a real issue of concern or a moral panic, self-plagiarism has captured the attention of authors, editors, publishers, and plagiarismdetection software companies. The types of behaviors castigated as self-plagiarism and the severity of approach toward those behaviors varies, as power brokers in the publishing process argue they hold an ethical high ground. Yet, little has been done to problematize selfplagiarism as a concept and how, and why, it came to occupy such a central role in the academic discourse. In this article, I explore these issues, and argue that self-plagiarism is a misnomer that has been retrospectively (im)moralized (Bloom and White, 2016) through regimes of power. I review the spectrum of behaviors that now fall under the self-plagiarism umbrella and problematize issues associated with self-plagiarism. I identify and challenge the power interests that are negotiating the spaces in which self-plagiarism has risen to the forefront and present a call to action to more transparently, and ethically, deal with issues that are currently labelled as ‘self-plagiarism’. Further, in presenting this article, I engage in a form of ‘guerrilla plagiarism’ (Randall, 2001) to resist the appropriation of my authorial voice by power elites in the institutional field of publishing
Incivility as an Instrument of Oppression: Exploring the Role of Power in Constructions of Civility
No full textIn this article, I will explore the ways in which power is constructed through concepts of “civility” and “incivility.” I contend that traditional desires to moderate or diffuse the emotions labeled as uncivil can result in stagnation or alienation for the employee. From a critical perspective, incivility may be an attempt to create dissonance that can foster individual and organizational change. I will address three types of power associated with the popularization of incivility—the “power of” elites (e.g., organizations) to define and construct what constitutes civility, the “power over” lower status individuals that catalyzes incivility, and the “power to” engage in incivility as acts of resistance against the other types of power. Finally, I will identify strategies for how HRD professionals address these issues of power and convert “incivility” to a means to create more humane workspaces
An empirical study of the relations between leadership, social support networks, task autonomy and emotions in a technical work environment
No full textThe world in which we live is hyper-dynamic with multiple inputs, outputs and
expectations. As it relates to the fast pace of corporate America, customers
want products and services within a tighter market window, with no defects and
for lower costs. Stakeholders insist that managers do more with less human and financial resources yet more aggressive technological and sales
goals. These realities translate into a more complex work environment in that the
emotional toll of pending economic outcomes act to motivate or paralyze the
very engine designed to produce the desired outcomes the employees.
The body of work presented in this dissertation directly addresses the empirical
relationship between the perceptions of the work context factors of leadership,
task autonomy and social support networks with respect to the positive and negative emotions of the employees of the engineering firm that participated in
this study. The empirical results from this research indicate that a positive and
significant interrelationship does exist among the factors examined in this study.
The employees studied included 249 middle to upper level managers of whom
78.7% were men and 21.3% were women. The range of years of experience for
the participants varied from new hire to more than 20 years. Homogeneity of
Variance tests confirms the validity of comparative analysis for the segmented
data population. Multivariate statistics were used to address the four research
questions. The strongest correlations occurred for the subgroups of women and
non-managers with respect to the relationship of social support networks and
positive emotions. Until now, there has been no empirical research linking the
social support networks factor directly to emotions
Challenging the Devadasi System from a Framework of Intersectionality
No full textThe practice of marrying girls to deities or priests existed historically in many cultures across South Africa, Europe, and the Middle East. In India alone, this system is known by different names like Devadasi, Mathamma, Jogini, Basavis. Through this study, I represent the unheard voices of Devadasi women from South India and use HRD concepts and principles to synthesize the findings.
The field of HRD is not confined to the boundaries of an organization and can play a critical role in community development. This is the first step towards empowering the members of this system and it is hoped that the findings from this study will help inform the organizational practices of NGO���s working with this populace. This study includes a unique set of participants whose experiences have not been captured and examined using intersectionality and Bourdieu, thus contributing to literature.
Data was collected through interviews with Devadasi women from South India, specifically Nizamabad, Mahabubnagar, and Tirupati. Five themes emerged from the data ��� dichotomy, identity, status, fear and locus of control. The theme ���status��� refers to the participant���s intersecting identities as women and as people from lower castes. The themes ���identity��� and ���dichotomy��� indicate cultural and economic capital respectively. It is the intersections of these forms of capital that create intersections in statuses, which collectively result in symbolic violence. This is evident from the last two themes, fear and locus of control, which were identified from the data
A Phenomenological Exploration of Combat Veterans��� Experiences as They Transition to Civilian Employment Using Higher Education as Career Development
No full textWhen enlisted combat arms military service members return from deployment and enter or reenter the American workforce, they often find it challenging to explain their Military Occupation Specialty (MOS) positions and associated responsibilities and accomplishments to employers. Particularly in an economy that has gone from being prosperous to becoming stagnant and recessed in recent years, veterans have returned from military service to find increased competition for fewer jobs that are mostly at the lower end of the skill requirements and pay scale. Many service members have utilized higher education as career development to mitigate the transition from being a military service member to being a civilian employee.
The purpose of this study was to explore, using hermeneutic phenomenology, the lived experiences and feelings of combat arms veterans about the transition process from higher education to the civilian work environment while allowing veterans to share their feelings about their experiences in their own words. The aim of this research was to better understand the veterans��� perceptions of their career development transition to civilian employment in order to identify strategies to assist them through the transition and into civilian employment. Seven veterans of military service in the infantry were identified with purposeful sampling from the population of OEF/OIF veterans with combat arms MOSs pursuing higher education at a large southwestern university. Because there is no direct civilian employment correlate for the combat arms MOS, it necessitates that the participants identify new career directions. Participants were at least junior level in their education at the time of interview. Each participant was interviewed twice face-to-face with hermeneutic interviews conducted three weeks apart.
Themes that emerged from my review of the research data are reflective of the phenomena occurring within the veteran participants��� career development experiences as they move through and move out of higher education into civilian employment. The themes that emerged from the participants��� stories of their experiences share common roots of power and have intertwining branches: new structures, new systems, and new relationships that impact the veterans��� career development. Feelings of fear and hope about their career development and future civilian employment are part of the veterans��� career transition process and experiences as illustrated in the data. This process and the constructs brought into relief from analysis provide the answers to the research questions posited about infantry veterans��� experiences using higher education as career development for civilian employment. While they expressed a clear understanding of their skills and capabilities gained through military service that they believed should be of value in civilian employment, the participants also acknowledged their concerns and worries that their experiences and abilities to contribute in civilian employment would not be recognized
Experiencing emotional labor: an analysis of the discursive construction of emotional labor
No full textThis study analyzes how employees at a university recreation center discursively
construct their experiences of emotional labor, how they conceptualize such behavior in
terms of displaying unfelt emotions and faking in good and bad faith, and what these
discursive constructions reveal about their perceptions of authenticity. The findings
demonstrate that workers construct emotional labor as a natural ability and as performing
a role. People who construct emotional labor as a natural ability depict themselves as the
controller of their workplace emotion. They display unfelt emotions in good faith when
they do so to uphold another��������s face, and they believe that they possess a true self.
Employees who construct emotional labor as performing a role view their supervisors as
controller of their workplace emotion. They fake emotions in good faith when doing so
uphold their own face, and they fake in bad faith when it upholds the face of a co-worker
who they feel needs to be disciplined. These people do not possess a sense of authentic
self. They view themselves as multi-faceted and they say that they use social
comparison to determine how to behave in particular situations. These findings reveal
previously unexplored complexities in scholars�������� conceptions of emotional labor and
authenticity
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