Suchergebnisse

AbstractA survey of 308 students revealed that student–faculty conflict is widespread, with approximately one‐third of all students reporting a conflict they have pursued. In assessing student knowledge of ombuds processes as an option to resolve conflicts, approximately half of all students had heard of the ombuds office at their institution but had limited understanding of the functions of the office, and virtually none of those surveyed had used the office.

AbstractThis article reports the results of an in‐depth study of the conflicts of forty‐five students using
an ombud at a large Southern university. Analysis of disputant characteristics and case contexts identifies factors
that affect success in this ombud process.

AbstractStudies of dispute resolution have generally neglected the perspective of the disputant in favor of the
perspective of the dispute handler. Exit, voice, loyalty, and neglect studies have addressed some of the
circumstances under which individuals give voice to their grievances, but these have generally neglected the
area of voice beyond offering predictions of when it will be used. This paper examines how forty‐five
disputants express voice as they pursue grievances through an ombud's office. The data yielded a grounded
taxonomy of disputant motivations with placement of blame and desired outcome as underlying dimensions. Seven
categories of disputants emerged from the data: information seekers, exception seekers, victims, enforcers,
protectors, targets, and destroyers. In addition to expanding our understanding of voice, the focus of this
research on disputant accounts, motives, and desired courses of action has implications for the strategies
dispute handlers choose in managing grievances and may lead to the development of better organizational
disputing systems.

ORGANIZATIONS, COMMUNICATION, AND HEALTH- FRONT COVER -- ORGANIZATIONS, COMMUNICATION, AND HEALTH -- TITLE PAGE -- COPYRIGHT PAGE -- DEDICATION -- CONTENTS -- FIGURES -- TABLES -- PREFACE -- ACKNOWLEDGMENTS -- ABOUT THE CONTRIBUTORS -- CHAPTER 1: INTRODUCTION TO ORGANIZATIONS, COMMUNICATION, AND HEALTH: EXPLORING INTERSECTIONS FOR THEORY, PRACTICE, AND CHANGE -- Organizing and Communication Issues and Processes in Health Care Organizations and Professions -- Work and Organizations' Effects on Individuals' Health -- Collaboration, Systems Design, and Interorganizational Efforts at Improving Health -- Healthy People 2020 -- Suggestions for Reading This Book -- PART I: ORGANIZING AND COMMUNICATION ISSUES AND PROCESSES IN HEALTH CARE ORGANIZATIONS AND PROFESSIONS -- CHAPTER 2: THE ROLE OF PROFESSIONAL LOGIC IN COMMUNICATION IN HEALTH CARE ORGANIZATIONS -- The Definition(s) of Profession -- Putting Communication in Institutional (and Professional) Logics -- Applying the Idea of Professional Logic: Professions and the Advent of eHealth -- Summary and Conclusions -- Suggested Reading -- Author Note -- References -- CHAPTER 3: ORGANIZATIONAL ENTRY, SOCIALIZATION, AND ASSIMILATION IN HEALTH CARE ORGANIZATIONS -- Professional Identity and Organizational Identification -- Vocational Anticipatory Socialization: Learning About and Adopting a Professional Identity -- Organizational Encounter: Learning About the Organization's Culture, People and Procedures -- Future Research -- Practical Implications -- Conclusion -- Suggested Reading -- References -- CHAPTER 4: A SYSTEMS FRAMEWORK FOR HEALTH CARE TEAM COMMUNICATION -- Health Care Teams -- Systems Theory for Health Care Organizations -- Addressing Patient Care Using Health Care Teams -- Translating Theory Into Practice: A Typology of Health Care Teams -- Translating Theory Into Practice: Multiteam Systems.

PurposeThis paper seeks to explore the role of ombuds processes on commitment and trust to the organization.Design/methodology/approachThis research is framed by and builds on theories about cooperation‐competition, procedural justice, and third party intervention (ombudsman processes) in managing organizational relationships. Data for this study come from semi‐structured longitudinal interviews with 45 participants (138 interviews total) during active pursuit of a grievance through the ombuds process.FindingsOrganizational commitment and trust are fluid processes created through symbolic interaction with organizational actors. Interaction with these actors, over time, influences commitment to the organization.Research limitations/implicationsThis study reports on the perspective of the person pursuing the grievance through one ombuds office. Future research should explore perspectives of both parties and in different organizational contexts.Practical implicationsThe use of ombuds processes to manage conflicts may restore trust and commitment in the organization. Key to this is the use of processes that demonstrate fair procedures and effective communication by high status organizations actors.Originality/valueThis paper provides new insight into the effects of conflict and conflict management in organizations and is of value to organizational leaders, managers, ombudspersons, and other conflict management specialists.

This invaluable resource guides readers through the process of creating scholarly, publishable prose from the results of quantitative experiments and investigations. It delves into the issues commonly encountered when reporting the results of statistical experiments and investigations, and provides instruction re the representation of these results in text and visual formats. This unique research companion serves as a must-have reference for advanced students doing quantitative research and working with statistics, with the goal of writing up and publishing their findings; it also serves as a useful refresher for experienced researchers. --

PurposeThe purpose of this study is to explore the role of anticipatory procedural justice, seriousness/type of conflict, and design of ombudsman processes with intentions to use ombudsman processes to resolve disputes.Design/methodology/approachThe study was a 3 (type of conflict with three scenarios nested in each type)×3 (design of ombuds system). Subjects read scenarios and filled out Likert type survey items related to seriousness of conflict, anticipatory procedural justice, and intentions to use ombuds processes.FindingsPerceived seriousness and anticipatory procedural justice were significantly related to intention to use ombuds process, but design of ombuds process was not.Research limitations/implicationsThis study was limited to scenarios of academic conflict. Research should be extended to experienced conflicts and conflicts in other contexts.Practical implicationsPotential users of ombuds processes are more concerned with principles of fairness and justice than the specific elements of how dispute systems are designed. While the design of a system needs to insure disputants perceive it to be fair, institutions concerned with resolving disputes between/among members should be more concerned with having a system than about promoting specific details about the design of that system.Originality/valueThis study advances both the study of ombuds processes/design and anticipatory procedural justice. This study provides unique findings related to both the design of ombuds processes and the conditions under which disputants might utilize the process. Additionally, procedural justice is demonstrated to be useful in forming decisions about use of processes, not just evaluations after processes have been used.

Fire rescue organizations are central to community models of resilience, especially in the context of crisis. The ability of fire rescue organizations to fulfill their role relies on their ability to operate at full capacity; however, fire rescue services may face internal crises that require these organizations to be resilient in their own right. This study uses grounded theory drawing on concepts of organizational culture and resilience to show how one key partner in the community model of resilience (Palm Beach County Fire Rescue) is working to address their own crisis—an epidemic of cancer. Firefighters are engaging in behaviours to increase resilience by working towards cultural change to reduce cancer risk, using social capital to increase networks and expertise, and utilizing internal assets to enact change. Barriers to change include cultural practices, perceived threats to occupational practice, and logistics and resources to enact desired change. A model of risk reduction and resilience is advanced that explores how organizational culture and practice both support and undermine individual resilience and organizational resilience. Implications for communication and change efforts are explored.

Exploring locales such as city streets, bus stops, parking lots, bars, retail establishments, and discussion groups, Together Alone ventures into what is often thought of as the realm of passing strangers to examine the nature of personal relationships conducted in public spaces. While most studies of social interaction have gone behind closed doors to focus on relationships in the family, school, and workplace, this innovative collection pushes the boundaries of the field by analyzing both fleeting and anchored relationships in the seldom-studied communal areas where much of contemporary life takes place. The contributors shed light on the diversity and character of day-to-day negotiations in public spaces and at the same time illuminate how these social ties paradoxically blend aspects of durability and brevity, of emotional closeness and distance, of being together and alone