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A critical but overlooked issue in Weick’s seminal work, The Social Psychology of Organizing (1969/1979), concerns ‘the heat’ of organizing processes, namely, the underground emotional processes underpinning the organizing of conflictual work relationships. We present a qualitative case study of psychiatric agencies mandated by public policy to collaborate but instead engaged in persistent conflict despite its deleterious effects on their working relationship and on the wellbeing of the clients they intended to serve. To explain these conflictual features of organizing, we integrate Weick’s organizing theory with systems psychodynamics to deepen the understanding of emotions in organizing, specifically the motivational forces underpinning sensemaking and actions between interacting psychiatric agencies. This integration of theories reveals a critical feature of the relationship between the conscious and unconscious organizing processes: When a threat is involved, sensemaking and action are overtaken by social defences, resulting in dysfunctional organizing of the primary task. Drawing on these findings, we enrich Weick’s seminal work by developing a model that portrays organizing as the ritualized interaction of emotions, sensemaking and behavioural responses.  相似文献   
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Effective training transfer continues to be a challenge in human resource development (HRD). In this study, we examined the diversity of the training group as a predictor for training transfer because it has been shown to predict team performance in the work context. We compared objective and subjective diversity measures (diversity faultlines and perceived subgroups) and examined the process by looking at psychological safety and team learning behavior. A sample of 364 training participants in 58 training groups participated at two different times, at the end of each training and 2 months later. Multilevel structural equation modeling revealed a negative serial indirect relationship between perceived subgroups and training transfer via psychological safety and team learning behavior. No relationships were found with diversity faultlines. These results indicate that training transfer decreases the more the participants perceive their group to be split into subgroups, which can be explained with less psychological safety and team learning behavior. We encourage HRD professionals to consider in advance how to avoid in‐training subgroup perceptions and support psychological safety to enhance training transfer.  相似文献   
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The skewed allocation of food across the world population is a major concern, as the result is that some of us live in abundant supply while others spend their life in constant scarcity. While researchers have studied a variety of issues related to the amounts of food being wasted, or the waste of edible food across consumers with different demographic characteristics, less is known about the drivers of attitudes toward food waste. Based on survey data from a sample of affluent Norwegian consumers, we test how subjective food knowledge, environmental concern, age, and income are related to consumer attitudes toward wasting edible food. We find that all variables except income drive consumer attitudes. Implications for theory and public policy are offered.  相似文献   
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Marken ohne Mehrwert haben keine Existenzberechtigung. Nicht immer liegt der Mehrwert jedoch im Produkt oder der Dienstleistung selbst. Vielmehr kann die Kommunikation selbst einen Mehrwert für Marken schaffen. Deshalb wird im folgenden Beitrag gezeigt, wie man den Markenmehrwert einerseits klar kommunizieren und andererseits durch die Kommunikation selbst Mehrwert zum Nutzen für den Kunden und für das Unternehmen schaffen kann.  相似文献   
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This article reviews the empirical evidence regarding the effects of mergers on corporate efficiency. In light of this evidence it then evaluates the effectiveness of U.S. merger policy as articulated in the 1992 Guidelines of the Department of Justice. It argues that the 1992 Guidelines and the U.S. Government's policies toward business more generally over the past 12 years have been characterized by a bias for bigness. It concludes that this bias will only be eliminated when government authorities in charge of merger policy recognize that many mergers lower economic efficiency and design and enforce their policies accordingly.  相似文献   
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This paper re-examines the link between new firm formation and subsequent employment growth. It investigates whether it is possible to have the wrong type of entrepreneurship—defined as new firm formation which leads to zero or even negative subsequent employment growth. It uses a very similar approach to that of Fritsch and Mueller (Regional Studies, 38(8), 961–976, 2004), confirming their findings that the employment impact of new firm formation is in three discrete phases. Then, using data for Great Britain, the paper shows the employment impact of new firm formation is significantly positive in the high-enterprise counties of Great Britain. However, for the low-enterprise counties, it shows that new firm formation has a negative effect on employment. Of the 15 low-enterprise regions, eight are Scottish (of nine Scottish regions in our data base) and three are North East Counties (of four). Our findings imply that having the “wrong type of entrepreneurship” is indeed possible.
Pamela MuellerEmail:
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