Search results

1 – 10 of 34
Book part
Publication date: 18 August 2014

David A. Askay, Anita Blanchard and Jerome Stewart

This chapter examines the affordances of social media to understand how groups are experienced through social media. Specifically, the chapter presents a theoretical model to…

Abstract

Purpose

This chapter examines the affordances of social media to understand how groups are experienced through social media. Specifically, the chapter presents a theoretical model to understand how affordances of social media promote or suppress entitativity.

Methodology

Participants (N=265) were recruited through snowball sampling to answer questions about their recent Facebook status updates. Confirmatory factor analysis (CFA) was used to examine the goodness of fit for our model.

Findings

We validate a model of entitativity as it occurs through the affordances offered by social media. Participant’s knowledge that status update responders were an interacting group outside of Facebook affected their perceptions of interactivity in the responses. Interactivity and history of interactions were the strongest predictors of status update entitativity. Further, status update entitativity had positive relationships with overall Facebook entitativity as well as group identity.

Practical implications

To encourage group identity through social media, managers need to increase employees’ perceptions of entitativity, primarily by enabling employees to see the interactions of others and to contribute content in social media platforms.

Originality/value

This is the only study we know of that empirically examines how groups are experienced through social media. Additionally, we draw from an affordance perspective, which helps to generalize our findings beyond the site of our study.

Details

Social Media in Human Resources Management
Type: Book
ISBN: 978-1-78190-901-0

Keywords

Book part
Publication date: 17 March 2020

Anita L. Blanchard and Andrew McBride

Meetings are ubiquitous at work. Therefore, understanding what makes meetings effective (or not) is important. Entitativity (i.e., the “group-ness” of a meeting) may theoretically…

Abstract

Meetings are ubiquitous at work. Therefore, understanding what makes meetings effective (or not) is important. Entitativity (i.e., the “group-ness” of a meeting) may theoretically explain when some meetings are effective. That is, when meeting participants perceive a high enough level of group-ness in their meeting, then they begin to enact the processes to create a successful meeting and experience the outcomes of a successful meeting. The authors propose a model connecting the characteristics of successful face-to-face (FtF) meetings to entitativity and extrapolate this model to online meetings. Specifically, the authors interpret well-researched characteristics and practices of meetings (e.g., using an agenda and meeting punctuality) to be examples of well-established entitativity antecedents (e.g., creating similarity of goals and establishing meeting boundaries). That is, using an agenda creates effective meetings because it focuses members’ attention on common goals. Therefore, entitativity may be an explanatory mechanism for successful meetings. The authors examine the unique challenges of online meetings, which are growing in number. The authors note that entitativity may be harder to establish in online meetings making successful online meetings more difficult. Characteristics of online meetings (e.g., focusing on the few shared documents which may focus members on goals) that may promote success. The authors propose further theoretical work as well as suggest strategies that can be used to increase entitativity in FtF and online meetings.

Details

Managing Meetings in Organizations
Type: Book
ISBN: 978-1-83867-227-0

Keywords

Book part
Publication date: 6 July 2005

Michael A. Hogg

A social identity analysis, based on Hogg's (2000) uncertainty reduction theory, of the emergence and maintenance of ideological belief systems is presented. Uncertainty…

Abstract

A social identity analysis, based on Hogg's (2000) uncertainty reduction theory, of the emergence and maintenance of ideological belief systems is presented. Uncertainty, particularly self-uncertainty, motivates identification with high-entitativity groups and behaviors that promote entitativity. Under more extreme uncertainty, identification is more pronounced and entitativity can be associated with orthodoxy, hierarchy and extremism, and with ideological belief systems. I develop and describe a social identity and uncertainty reduction analysis of ideology, and contextualize this in a brief discussion of the concept of ideology and in coverage of other contemporary social psychological treatments of ideology, such as social dominance theory, system justification theory, right-wing authoritarianism, belief in a just world, and the protestant work ethic.

Details

Social Identification in Groups
Type: Book
ISBN: 978-0-76231-223-8

Book part
Publication date: 16 August 2007

Todd L. Pittinsky, R. Matthew Montoya, Linda R. Tropp and Anna Chen

We report on research that investigated the emotional mediation of leader behavior on observers’ affinity for the members of a leader's group. Participants (N=181) read a vignette…

Abstract

We report on research that investigated the emotional mediation of leader behavior on observers’ affinity for the members of a leader's group. Participants (N=181) read a vignette describing the positive, negative, or neutral behaviors of a national leader, and the approval or disapproval of that leader's followers for that behavior. Results revealed that liking (i.e., allophilia) for the leader's followers decreased when the group leader behaved negatively and group members expressed approval for their leader. These changes in allophilia were mediated by the amount of anger experienced by the participant. Implications of these findings for future work on leadership and intergroup relations are discussed.

Details

Affect and Groups
Type: Book
ISBN: 978-0-7623-1413-3

Book part
Publication date: 16 August 2005

Jennifer R. Overbeck, Joshua Correll and Bernadette Park

Social and task groups need a few high-status members who can be leaders and trend setters, and many more lower-status members who can follow and contribute work without…

Abstract

Social and task groups need a few high-status members who can be leaders and trend setters, and many more lower-status members who can follow and contribute work without challenging the group's direction (Caporael (1997). Personality and Social Psychology Review, 1, 276–298; Caporael & Baron (1997). In: J. Simpson, & D. Kenrick (Eds), Evolutionary social psychology (pp. 317–343). Hillsdale, NJ: Lawrence Erlbaum; Brewer (1997). In: C. McGarty, & S.A. Haslam (Eds), The message of social psychology: Perspectives on mind in society (pp. 54–62). Malden, MA: Blackwell). When groups come together without a priori status differentiation, a status hierarchy must be implemented; however, if the new members are too homogeneously status seeking, then it is not clear what will result. We argue that hierarchy will develop even in uniformly status-seeking groups, and that the social context and members’ relational characteristics – specifically, the degree to which they are group oriented rather than self-serving – will predict which status seekers succeed in gaining status. We discuss why and how a “status sorting” process will occur to award status to a few members and withhold it from most, and the consequences of this process for those who are sorted downward.

Details

Status and Groups
Type: Book
ISBN: 978-1-84950-358-7

Content available
Book part
Publication date: 17 March 2020

Abstract

Details

Managing Meetings in Organizations
Type: Book
ISBN: 978-1-83867-227-0

Book part
Publication date: 16 October 2015

Daniel Ames, Deborah L. Seifert and Jay Rich

In an experimental setting, we investigate the impact of religious social identity on whistle-blowing. We hypothesize and find that individuals are less likely to perceive others…

Abstract

In an experimental setting, we investigate the impact of religious social identity on whistle-blowing. We hypothesize and find that individuals are less likely to perceive others in their religious group as being behaving unethically. However, we find that once individuals perceive wrongdoing, they are incrementally more likely to whistle-blow when the perpetrator is a member of their religious group.

Details

Research on Professional Responsibility and Ethics in Accounting
Type: Book
ISBN: 978-1-78441-666-9

Keywords

Book part
Publication date: 12 July 2011

Luis L. Martins and Marieke C. Schilpzand

Global virtual teams (GVTs) – composed of members in two or more countries who work together primarily using information and communication technologies – are increasingly…

Abstract

Global virtual teams (GVTs) – composed of members in two or more countries who work together primarily using information and communication technologies – are increasingly prevalent in organizations today. There has been a burgeoning of research on this relatively new organizational unit, spanning various academic disciplines. In this chapter, we review and discuss the major developments in this area of research. Based on our review, we identify areas in need of future research, suggest research directions that have the potential to enhance theory development, and provide practical guidelines on managing and working in GVTs.

Details

Research in Personnel and Human Resources Management
Type: Book
ISBN: 978-0-85724-554-0

Content available
Book part
Publication date: 17 March 2020

Abstract

Details

Managing Meetings in Organizations
Type: Book
ISBN: 978-1-83867-227-0

Book part
Publication date: 2 September 2019

Sucharita Belavadi and Michael A. Hogg

Uncertainty-identity theory serves as our guiding theoretical framework to explore subjective uncertainty, especially uncertainty about self and identity, and the ways in which…

Abstract

Uncertainty-identity theory serves as our guiding theoretical framework to explore subjective uncertainty, especially uncertainty about self and identity, and the ways in which communication within groups provides valuable social identity information to group members as a means to manage subjective uncertainty.

We review and synthesize research in communication science and social identity theory, specifically uncertainty-identity theory, to compare diverse understandings of uncertainty and the identity-shaping function of communication within groups.

Uncertainty inherent in dyadic interactions has received extensive attention in communication science. However, the identity-defining function of communication that flows within and between groups as a means to resolving uncertainty about subjectively important matters has received little attention in both social psychology and communication science.

We explore how communication that flows from in-group sources (e.g., leaders) serves to shape a shared reality and identity for group members while providing a framework for self-definition. We propose an agenda for future research that would benefit from an articulation of the importance of communication in the shaping and management of identity-uncertainty.

Uncertainty arousing rhetoric by influential in-group sources, such as leaders and the media can have serious implications for intergroup relations, as uncertain individuals seek distinctive and tight-knit groups and autocratic leaders under conditions of heightened uncertainty. The role that communication plays in shaping clear and distinct identities as a panacea for identity-uncertainty has implications for the intragroup normative structure of the group and for intergroup relations.

1 – 10 of 34