The social identity approach has been dominant in describing the main psychological processes that come with mergers. The main storyline of social identity processes includes the…
Abstract
The social identity approach has been dominant in describing the main psychological processes that come with mergers. The main storyline of social identity processes includes the aim of a positive self-concept, the categories that define oneself, and how these categories help to make sense of a particular situation. Three studies are reviewed that provided nuances to this storyline through combining the social identity approach with the sensemaking approach. In these cases, the organization members –so to speak – improvise on the standard script of the social identity approach in the ways they made sense of the merger and how they responded. The consequences of such a mixture of social identity and sensemaking approaches for managing mergers are discussed in terms of sensemaking, sensegiving, sensebreaking, and sensehiding.
Melissa Fuller, Marjolein Heijne-Penninga, Elanor Kamans, Mark van Vuuren, Menno de Jong and Marca Wolfensberger
The purpose of this paper is to clarify which knowledge, skills and behaviors are used to describe excellent performance in professional communication. As the demand for talented…
Abstract
Purpose
The purpose of this paper is to clarify which knowledge, skills and behaviors are used to describe excellent performance in professional communication. As the demand for talented communication professionals increases, organizations and educators need an empirically defined set of performance criteria to guide the development of (potentially) excellent communication professionals (ECPs). This research aimed to render a competence profile which could assist in the development of recruitment, training and development to develop relevant programs for high-potential communication practitioners.
Design/methodology/approach
This mixed-method research was approached in two phases: first, a series of focus groups (n=16) were held to explore work field perspectives resulting in a concept profile, and second, a series of expert panels (n=30) following the Delphi method were conducted to determine the extent of agreement with the findings.
Findings
Participants clarified that excellent performance is characterized by competences which transcend normative technical skills or practical communication knowledge. The five domains, 16 item “SEEDS” competence profile describes that ECPs are distinguished by their compounded ability to be strategic, empathic, expressive, and decisive and to see patterns and interrelationships.
Research limitations/implications
Although a broad range of relevant professionals were involved in both phases, the study could be considered limited in size and scope. Research was conducted in one national setting therefore further research would be necessary to confirm generalizability of the results to other cultural contexts.
Originality/value
Although many competence frameworks exist which describe normative performance in this profession, specific criteria which illustrate excellent performance have not yet been identified. This competence profile clarifies characteristics which typify excellent performance in professional communication and can be helpful to educators and employers who wish to identify and create suitable training programs for ECPs.
Details
Keywords
Mark van Vuuren, Menno D.T. de Jong and Erwin R. Seydel
In an attempt to gain insight in the contribution of organizational communication to work perceptions, this paper investigates both direct and indirect relationships between…
Abstract
Purpose
In an attempt to gain insight in the contribution of organizational communication to work perceptions, this paper investigates both direct and indirect relationships between supervisor communication and employees' affective organizational commitment. Regarding the indirect relationships, individual perceptions of person‐organization fit and organizational efficacy were included in the model as mediators.
Design/methodology/approach
A survey from a Dutch provider of telecommunication services (n=456) is analyzed on the relationships between communication, commitment and the proposed mediators, using regression analysis and a confirmatory structural equation model.
Findings
Both person‐organization fit and organizational efficacy were found to partly mediate the main effects of communication and affective commitment. Following the test of mediation of fit and efficacy one by one, a test of the two mediators simultaneously in a confirmatory structural equation model led to a fitting model without any modifications. Further, the most important aspects of communication between manager and employee turns out to be the feedback from the manager, followed by the notion of the manager listening to the employee.
Research implications/limitations
Given that the analyses are based on self‐report in one organization, these results have to be handled cautiously.
Practical implications
Supervisor communication strengthens commitment via a clear view of which values are important, which goals are to be achieved, and how efficacious the organization has been in the past.
Originality/value
The results show how communication – through the managers who are seen to represent the organization – can influence employees' perception of an organization's values and capabilities.
Details
Keywords
Mark van Vuuren and Wim J.L. Elving
The paper aims to propose practical and theoretical consequences of emerging lines of thinking about communication during organizational change.
Abstract
Purpose
The paper aims to propose practical and theoretical consequences of emerging lines of thinking about communication during organizational change.
Design/methodology/approach
This conceptual paper suggests several benefits that a sensemaking approach may have in enhancing organizational success in general and the effectiveness of communicating change in particular.
Findings
It is suggested that the negative effects of a myopic view on information provision during change distracts from the importance of other communication activities. The fact that changes often fail to meet the expected goals can be partly attributed to the misbalance between information and communication. For practical purposes, it is suggested to stress the importance of energy in organizations and work meaning. Future research could benefit from a focus on framing. Three topics that relate to framing, i.e. conflicts, informal communication, and storytelling are suggested.
Practical implications
Suggestions for practice how to organize communication during organizational change and which topics to address are offered.
Originality/value
Several insights that emerge from new lines of thought in literature on organizational behaviour, organizational communication and change are used in this paper to give practical advise to change agents, and suggest directions for future research.
Details
Keywords
Mark van Vuuren, Menno D.T. de Jong and Erwin R. Seydel
The purpose of the paper is to investigate the main and combined effects of self‐efficacy and organisational efficacy on three dimensions of organisational commitment. A fourfold…
Abstract
Purpose
The purpose of the paper is to investigate the main and combined effects of self‐efficacy and organisational efficacy on three dimensions of organisational commitment. A fourfold typology of employees is proposed and tested.
Design/methodology/approach
A questionnaire was sent to employees of a chemical plant. Data were analyzed using dichotomisation and moderated multiple regression.
Findings
Both organisational efficacy and, to a lesser extent, self‐efficacy contribute to affective, normative and continuance commitment. The results concerning the fourfold typology are promising when reviewing the median split technique, but a hierarchical multiple regression test of interaction between self‐efficacy and organisational efficacy does not fulfil this promise.
Research limitations/implications
As the self‐efficacy hypotheses especially did not meet expectations, the authors suggest another way of assessing self‐efficacy in organisational contexts.
Practical implications
The results stress the contribution of organisational efficacy perceptions to commitment, leading to new opportunities for managing commitment. The role of feedback about organisational successes and failures appears to be crucial.
Originality/value
This attempt to build a typology by considering the efficacy expectations of employees regarding both themselves and their organisation opens up a route to further individualisation of employees and their relations to work.
Details
Keywords
Mark van Vuuren, Bernard P. Veldkamp, Menno D.T. de Jong and Erwin R. Seydel
This paper aims to gain insight into the psychological dynamics of work motivation; specific work values are related to foci and dimensions of commitment to understand how…
Abstract
Purpose
This paper aims to gain insight into the psychological dynamics of work motivation; specific work values are related to foci and dimensions of commitment to understand how different values influence people's commitments.
Design/methodology/approach
A survey from a hospital (n=222) was analyzed on the relationships between organizational values, individual values, affective and normative commitment on both an organizational and an occupational level.
Findings
Results supported the proposition that dimensions of commitment can be aligned along the flexibility‐control axis of the competing values framework (CVF) and that the foci of commitment can be aligned along the internal‐external axis of the CVF but, in line with recent findings, congruence effects were absent.
Research limitations/implications
Although small effect sizes were found, and results based on self‐report have to be handled cautiously, the hypothesized pattern was found for affective and normative organizational and occupational commitment. This gives insights into the values associated with these types of commitments.
Practical implications
Specific values which are found to be related to specific kinds of commitment can direct strategies for influencing commitments in organizational contexts.
Originality/value
As specific values are linked to specific commitments, practitioners gain insight into which values may lead to a specific kind of commitment, enabling them to develop strategies for enhancing commitment, and academics see how the CVF corresponds to newly developed insights into commitment research.