Breaking the frame: frame disputes of war and peace

2017 ◽  
Vol 61 (3) ◽  
pp. 317-332 ◽  
Author(s):  
Chiara Ruffa ◽  
Ralph Sundberg
Keyword(s):  
Social Movements ◽  
War And Peace ◽  
Negative Effects ◽  
Individual Level ◽  
Organizational Frames ◽  
Policy Relevance ◽  
The Individual ◽  
And Behavior ◽  
The Military ◽  
Frame Disputes

Frames guide the way in which organizations and individuals interpret their surrounding contexts and shape avenues for thought, action, and behavior. This paper tests the individual-level effects of experiencing ‘frame disputes’: the state of holding individual-level frames that are at odds with dominant organizational frames. We hypothesize that on the individual level a frame dispute will be associated with negative effects on outcomes important for an organization’s functioning. The hypothesis is tested using a survey of a battalion of Italian soldiers. Our results demonstrate that, on average, soldiers who experienced frame disputes in that they perceived their mission differently from the dominant organizational frame displayed significantly lower levels of perceived cohesion, performance, and legitimacy. Frame disputes are likely to be widespread phenomena among organizations and social movements, and understanding their effects has theoretical, empirical, and policy relevance beyond the military case under study.

A Culture of Organizational Grit From the Perspective of U.S. Military Officers: A Qualitative Inquiry

2021 ◽  
pp. 0095327X2098519
Author(s):  
Celeste Raver Luning ◽  
Prince A. Attoh ◽  
Tao Gong ◽  
James T. Fox
Keyword(s):  
Research Question ◽  
Qualitative Inquiry ◽  
Growth Mindset ◽  
Organizational Level ◽  
Military Officers ◽  
Individual Level ◽  
Qualitative Research Design ◽  
Professional Pride ◽  
The Individual ◽  
The Military

With the backdrop of the utility of grit at the individual level, speculation has begun to circulate that grit may exist as an organizational level phenomenon. To explore this potential construct, this study used an exploratory, qualitative research design. This study explored grit at the organizational level by interviewing leaders’ perceptions of what may be a culture of organizational grit. Participants included 14 U.S. military officers. Seven themes emerged relative to the research question: “What do U.S. military officers perceive as a culture of organizational grit?” Themes included professional pride, team unity, resilience-determination, mission accomplishment, core values, growth mindset, and deliberate practice. This study indicated that a culture of organizational grit is likely a combination of converging organizational elements. Overall, findings indicate that there may be a culture of organizational grit in the military and at the least, more research examining the concept is warranted.

scholarly journals PARTICIPATIVE MANAGEMENT AS A TOOL TO ENSURE STRATEGIC DEVELOPMENT OF ENTERPRISES

2021 ◽  
Author(s):  
Viktoriia Kyfyak ◽  
Olena Herenda
Keyword(s):  
Managerial Behavior ◽  
Management Decisions ◽  
Strategic Development ◽  
Individual Level ◽  
Healthy Environment ◽  
Advantages And Disadvantages ◽  
Positive Side ◽  
Company Policy ◽  
The Individual ◽  
And Behavior

The main focus of this article is on the correlation between employee involvement in management decisions and the growth of both the organization and employees in all areas. The types of managerial behavior are analyzed, within which the main styles are identified, such as: authoritarian and democratic, as well as the advantages and disadvantages of each of them, their impact on the workforce and behavior. The article reflects the need to involve employees in order to improve performance and a sense of responsibility, and lists not only the positive side of this implementation, but also possible negative changes. Effective communication and involvement of staff in management decisions create a basis for ensuring the effective functioning of the enterprise. Involvement of employees, in this article, is not seen as a goal or tool, as is practiced in many organizations, but as a philosophy of management and leadership on how best in a healthy environment to realize their abilities, grow, improve and succeed in each unit and organization in general. The article discusses the main forms of participatory management: informal and short-term participation of personnel in management decisions, consultative involvement of employees, attraction of employees to ownership, involvement of employees in control and improvement of processes, involvement of personnel in decisions about company policy, participation in the organization's income, participation in profits of the organization, participation in the management of the organization. A distinctive feature of this method from many systems of remuneration for labor activity is that the latter are built on the recognition of the contribution of an employee of a given organization at the individual level. Participatory governance is based on the recognition of interests all personnel being reciprocal. This leads to the fact that there is an integration of these interests, and workers become more interested in the results of their work. Involving employees in the decision-making process not only reduces outsourcing, which saves money, time and offers the company long-term reliable assistance from employees who have knowledge of all the processes and deep needs of the corporation.

Chinese culture, materialism and corporate supply of trade credit

2019 ◽  
Vol 10 (2) ◽  
pp. 197-212 ◽  
Author(s):  
Xian Chen ◽  
Jakob Arnoldi ◽  
Xin Chen
Keyword(s):  
Chinese Culture ◽  
Trade Credit ◽  
Institutional Development ◽  
Negative Effects ◽  
Content Type ◽  
Listed Firms ◽  
Individual Level ◽  
Economic Decision Making ◽  
Trade Credits ◽  
The Individual

Purpose The purpose of this paper is to investigate how cultural value in materialism affects corporate supply of trade credits. Design/methodology/approach Using a sample of 14,710 firm-year observations of Chinese listed firms from 1998 to 2012, the authors examine the influence of regional materialism on accounts receivable. Findings The authors find that listed firms within more materialistic tend to extend less trade credit to their customers, in particular in long-term categories of trade credit. Such negative effects can be significantly mitigated by state control, suggesting the effects are more pronounced in privately controlled listed firms. The negative effects of materialism still hold after controlling for other regional factors, such as trust, GDP per capita or institutional development. Research limitations/implications The authors show materialism as a cultural construct varies across Chinese regions, and it could have important impact on corporate supply of trade credits, besides the previous found effects on consumer use of credit. Originality/value This paper expands the literature about the influence of materialism on economic decision making from the individual level to the corporate level.

Taking Levels of Analysis in Humor more Seriously: Comment on Romero and Arendt

2012 ◽  
Vol 110 (2) ◽  
pp. 527-534 ◽  
Author(s):  
John J. Sosik
Keyword(s):  
Operational Definition ◽  
Self Report ◽  
Levels Of Analysis ◽  
Future Research ◽  
Humor Styles ◽  
Negative Effects ◽  
Individual Level ◽  
Team Cooperation ◽  
The Individual ◽  
Level Of Analysis

Humor is a phenomenon that can simultaneously coexist at the individual, dyadic, and group levels, making its measurement and conceptualization complex. In a recent field study, Romero and Arendt (2011) examined relationships between four humor styles (i.e., affiliative, self-enhancing, aggressive, self-defeating) and four outcomes (i.e., stress, satisfaction with co-workers, team cooperation, organizational commitment), however, the latter was apparently measured as a self-report at the individual level of analysis. Their interesting results indicated different humor styles can have either positive or negative effects on these outcome variables. However, if their operational definition—and hence their conceptualization—of humor is based on self-report by the initiator, it may be problematic to use it at the dyadic and group levels because it potentially mixes levels of analysis and may cause misalignment between data and theory. Cautions and implications for future research are discussed.

The Development of Pro-Environmentalism in Context

2020 ◽  
pp. 418-439
Author(s):  
M. Kyle Matsuba ◽  
Tobias Krettenauer ◽  
Michael W. Pratt
Keyword(s):  
Identity Formation ◽  
Cultural Context ◽  
Environmental Issues ◽  
Industrialized Countries ◽  
Moral Issues ◽  
Individual Level ◽  
Societal Changes ◽  
The Individual ◽  
Moral Attitudes ◽  
And Behavior

Global warming has become an existential concern for our own and the planet’s future. As developmental psychologists, the authors are interested in pro-environmental behavior at the individual level, believing that the societal changes needed to address this issue require changes at the individual level. In this chapter, the authors frame environmental issues as moral issues to the extent that how people think about, react to, and interact in the environment reflect moral values such as caring. Consequently, the authors explore how people’s moral attitudes, thinking, emotions, and behavior around environmental issues form and change over the course of development. They also investigate how developing experiences with the natural environment can influence its importance to the self and in identity formation. Finally, the authors consider that cultural context matters; that attitudes and behaviors toward the environment and how they develop depend on the culture in which we are raised and that what we currently know about the development of environmentalism in not likely to extend much beyond mainstream cultures in Western, industrialized countries.

Adjusting to working away and as an expatriate: learnings on what organisations can do to promote the mental health and well-being of workers and their families

2020 ◽  
Vol 60 (2) ◽  
pp. 440
Author(s):  
Melanie L. Freeman
Keyword(s):  
Mental Health ◽  
Work Performance ◽  
Well Being ◽  
Relevant Information ◽  
Psychosocial Risks ◽  
Individual Level ◽  
The Individual ◽  
Building Capability ◽  
The Military ◽  
Health And Well Being

Adjusting to frequent separations and reunions can put pressure on the relationships and families of those who work away. Although the work context is different, there are similar effects and challenges for workers, families and organisations across the military, expatriate and fly-in, fly-out (FIFO) research domains. Mental health, work performance, job satisfaction, relationships and parenting are all negatively affected by the extended periods of deployment or posting and the regular and ongoing shorter periods of FIFO work. At the individual level, personality dimensions (emotional stability, sociability, openness to new experiences), locus of control, intelligence, self-sufficiency and cultural intelligence have been shown to significantly affect these impacts and provide organisations with starting points for both the screening of candidates for roles and coaching them to better adjust and cope cross-culturally. The recruitment and onboarding processes should be underpinned by the principles of managing expectations and building capability, and this means that realistic and relevant information should focus on the realities of the work, the work environment and host country. The onboarding process that seeks to socialise the worker into the organisation and the culture should assume the worker will take at least 6 months to settle into the role. Predeparture training should engage with the worker and their families to ensure the development of coping skills and practical strategies for managing communication, parenting and relationships. Effectively managing the psychosocial risks faced by workers across these domains will improve the mental health and well-being of workers and their families.

Dealing with Stress in the Workplace

2007 ◽  
Vol 12 (4) ◽  
pp. 272-282 ◽  
Author(s):  
Kathleen Otto ◽  
Sabine Schmidt
Keyword(s):  
Mental Health ◽  
Work Stress ◽  
Emotional Exhaustion ◽  
Turnover Intentions ◽  
Hierarchical Regression ◽  
Negative Effects ◽  
Online Questionnaire ◽  
Work Related ◽  
The Individual ◽  
And Behavior

Abstract. In an online questionnaire filled out by 217 employees of various organizations, we investigated the implication of belief in a just world (BJW) for work-related cognitions and behavior (e.g., emotional exhaustion), taking central work stressors (e.g., workload), as well as work stress-related resources (e.g., autonomy), into account. We argued that BJW might compensate for the negative effects of the aforementioned stressors on work-related cognitions and behavior. BJW serves adaptive psychological functions such as the following: (1) It helps the individual to interpret the events in his or her life in a meaningful way and, thus, to deal with unjust experiences. In light of this function, we hypothesized that employees with a strong BJW would experience more organizational commitment and report fewer turnover intentions, and that the influence of BJW in these areas exists over and above the influence of central stressors and work stress-related resources. A further adaptive function of BJW is that it (2) provides the individual with trust in his or her own efficacy, as well as in the social environment. Thus, we assumed that those high in BJW would estimate that they perform better in their job and show less sick presence. As a consequence of these two functions, (3) BJW fosters mental health. With respect to mental health, we expected high believers to report less emotional exhaustion and fewer symptoms of depersonalization. Results of hierarchical regression analyses confirmed our hypotheses. We argue, therefore, that BJW should be seen as a psychological resource compensating for stress in the workplace.

scholarly journals Comparing the effect of cross-group friendship on generalized trust to its effect on prejudice: The mediating role of threat perceptions and negative affect

PLoS ONE ◽  
2021 ◽  
Vol 16 (2) ◽  
pp. e0245983
Author(s):  
Wahideh Achbari ◽  
Benny Geys ◽  
Bertjan Doosje
Keyword(s):  
Negative Affect ◽  
Ethnic Diversity ◽  
Structural Equation ◽  
Negative Effects ◽  
Generalized Trust ◽  
Individual Level ◽  
Mediating Role ◽  
Threat Perceptions ◽  
Trust Relation ◽  
The Individual

Intergroup relations theory posits that cross-group friendship reduces threat perceptions and negative emotions about outgroups. This has been argued to mitigate the negative effects of ethnic diversity on generalized trust. Yet, direct tests of this friendship-trust relation, especially including perceptions of threat and negative affect as mediators, have remained rare at the individual level. In this article, we bridge this research gap using representative data from eight European countries (Group-Focused Enmity). We employ structural equation modelling (SEM) to model mediated paths of cross-group friendship on generalized trust via perceptions of threat and negative affect. We find that both the total effect as well as the (mediated) total indirect effect of cross-group friendship on generalized trust are weak when compared with similar paths estimated for prejudice.

scholarly journals Social learning for understanding planning practices at the individual level

2021 ◽  
Vol 5 (S1) ◽  
pp. 284-292
Author(s):  
Bahrudin Bahrudin ◽  
Mahyudin Ritonga ◽  
Andino Maseleno ◽  
Miftachul Huda ◽  
Mohd. Hairy Ibrahim
Keyword(s):  
Social Learning ◽  
Government Policy ◽  
Learning Program ◽  
Individual Level ◽  
Legal Sanction ◽  
The People ◽  
Natural Protection ◽  
The Government ◽  
The Individual ◽  
And Behavior

Learning is a process of getting the knowledge to achieve better change. So people who learn need a process of guidance and direction to change their attitude and behavior to become independent human. In fact, most of people learn through selective observation and remember the behavior of other people in their environment. As has been done by the people who implement social learning program, the people have traditionally had local wisdom in protecting nature from generation to generation. This regulation has come a long way after the enactment of the government policy on natural protection of forest. As in the case of destroying forest, they will be subject to customary legal sanction in the form of fine which must be paid by someone as a form of apology.

scholarly journals Attitudinal Ambivalence

Psychology ◽  
2019 ◽  
Author(s):  
Nicoletta Cavazza ◽  
Vincent Pillaud ◽  
Fabrizio Butera
Keyword(s):  
Interpersonal Relationships ◽  
Individual Level ◽  
Attitudinal Ambivalence ◽  
The Individual ◽  
And Behavior ◽  
Attitudes And Behavior ◽  
The Impact ◽  
The Relationship ◽  
Moderating Role

Research on attitudinal ambivalence started in the early 1970s, forty years after the first wave of research on attitudes. Ambivalent attitudes consist of both positive and negative evaluations of the same object. Early approaches proposed different measurement methods, and ambivalence can now be measured either directly (referred to as “felt ambivalence”) or indirectly (referred to as “potential ambivalence”). Because of its duality, ambivalence has been studied in comparison with univalent attitudes—which consist of either positive or negative evaluations of an object—to uncover their specific features, antecedents, and consequences. Relevant research has focused on identifying the prevalence of ambivalent attitudes, and on whether they could stem from particular personality traits or situations. Researchers have found that ambivalent attitudes seem to be widespread and can be held for a long period of time. Their relationship with behaviors has also been widely studied. At the individual level, ambivalence increases response latency when a choice has to be made, extends information processing, can affect attitude stability, and can even lead to discomfort. At the behavioral level, studies have highlighted the moderating role of attitudinal ambivalence on the relationship between attitudes and behavior. A different field of research focuses on its strength to question whether ambivalence leads to more resistance or susceptibility to persuasion and influence. It appears that ambivalent attitudes are pliable and, depending on the context, can either help individuals to be more adaptive or prevent them from arriving at a satisfying conclusion. The role of ambivalent attitudes in interpersonal relationships and self-presentation also highlight some benefits in holding an ambivalent attitude. This article opens by reviewing general overviews to provide a detailed picture of the current state of research. It then presents early approaches to attitudinal ambivalence, and reviews studies that highlight the moderating role of attitudinal ambivalence on the relationship between attitudes and behavior, as well as studies that question whether ambivalence might lead to more resistance or susceptibility to persuasion and influence. The article then focuses on the impact of ambivalence at the individual level. Antecedents of attitudinal ambivalence will be reviewed, as well as its consequences on the individual. The article concludes by presenting research questioning its functions as well as some applied work.

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