Lost in translation? Emotional intelligence, affective economies, leadership and organizational change

Not until the late 1990s did the rational/emotional binary embedded in mainstream literature on educational leadership and management come under challenge. Now the emotional dimensions of organisational change and leadership are widely recognised in the leadership, organisational change and school improvement literature. However, the dissolution of the binary did not draw from feminist social theory, critical organisational theory, the sociology of emotions or critical pedagogy. Instead, the strongest influence in educational leadership and administration has been from psychological theory, management theory and brain science, mobilised particularly through Goleman's notion of emotional intelligence. This article undertakes a feminist deconstruction of two texts: one from organisational theory by Goleman and the other on educational leadership and school improvement, in order to explore how ‘emotion’ has been translated into educational leadership. As a counterpoint, I identify the gaps and silences, appropriations and marginalisation identified from feminist perspectives. I argue that the emotional labour of teaching and leading cannot be individualised because emotion is both relational and contextual.

Organizational factors associated with decreased mortality among veterans affairs patients with an ICU stay

In-hospital mortality rates associated with an ICU stay are high and vary widely among units. This variation may be related to organizational factors such as staffing patterns, ICU structure, and care processes. We aimed to identify organizational factors associated with variation in in-hospital mortality for patients with an ICU stay. This was a retrospective observational cross-sectional study using administrative data from 34 093 patients from 171 ICUs in 119 Veterans Health Administration hospitals. Staffing and patient data came from Veterans Health Administration national databases. ICU characteristics came from a survey in 2004 of ICUs within the Veterans Health Administration. We conducted multilevel multivariable estimation with patient-, unit-, and hospital-level data. The primary outcome was in-hospital mortality. Of 34 093 patients, 2141 (6.3%)died in the hospital. At the patient level, risk of complications and having a medical diagnosis were significantly associated with a higher risk of mortality. At the unit level, having an interface with the electronic medical record was significantly associated with a lower risk of mortality. The finding that electronic medical records integrated with ICU information systems are associated with lower in-hospital mortality adds support to existing evidence on organizational characteristics associated with in-hospital mortality among ICU patients.

A discourse study of Persian ra

The object marker râ in Persian has been studied extensively in the domain of sentence level syntax. It has been claimed that it functions as a definiteness marker, a specificity marker, and a topicalization marker. This paper focuses on the way it signals identifiability of discourse referents. It is argued that the identifiabilty phenomenon, an aspect of the theory of information flow, can adequately explain the role of this particle as used in actual discourse.

Democracy in Iraq : history, politics, discourse

This book proposes a significant reassessment of the history of Iraq, documenting democratic experiences from ancient Mesopotamia through to the US occupation. Such an analysis takes to task claims that the ‘West’ has a uniquely democratic history and a responsibility to spread democracy across the world. It also reveals that Iraq has a democratic history all of its own, from ancient Middle Eastern assemblies and classical Islamic theology and philosophy, through to the myriad political parties, newspapers and protest movements of more recent times. This book argues that the democratic history of Iraq could serve as a powerful political and discursive tool where the Iraqi people may come to feel a sense of ownership over democracy and take pride in endorsing it. This could go a long way towards mitigating the current conflicts across the nation and in stabilizing and legitimating its troubled democracy.

Taking an interdisciplinary approach and referring to some of the most influential critical theorists to question ideological assumptions about democracy and its history, this book will be useful to those interested in political and legal history, human rights and democracy.

Exercising sociomathematical norms in classroom discourse about data representation : insights from one case study of a grade 6 lesson in Indonesia

This paper examines a research study to foster mathematical discourse about data representations among Indonesian students. It was situated in the context of implementing an Indonesian version of Realistic Mathematics Education, labelled as PMRI, in primary schools. A case study of one lesson involving Grade 6 students on the choice of data representations in Yogyakarta will be discussed. The analysis focused on the enacted social norms and sociomathematical norms during a wholeclass discussion and their impacts on students’ knowledge of data representations. The need for constant effort to enact these norms in classroom mathematical discourse is highlighted.

Beyond the rational museum : toward a discourse of inclusion

Museum discourse is not inclusive in that it neglects or negates the affective potential of museums. Affect is precognitive sensation, it is unexpected, and leaves a more lasting impression than re-cognition. The museum’s role in the shaping of histories, and its origins in class and gender exploitation are important areas of discourse, however, the focus on these issues also limits discourse. Ideologically driven critique seems unable to explain the experiential affect of exhibits of art and material culture. Arguably, an alternative museum with a contradictory set of meanings has always existed alongside the rational museum of critical discourse. Some critics do acknowledge that their disciplines seem unable to grapple with this ‘alternative museum’, however, there is not a critical vocabulary of affect with which to give it appropriate expression. Gilles Deleuze’s philosophical ideas give relevance to affect, and are useful in shaping or ‘shocking’ a way toward a more inclusive critical discourse, which might lead toward more inclusive museum practices.

Enabling organizational cultural change using systemic strategic human resource management – a longitudinal case study

Researchers report that successful cultural change in an organization is difficult to achieve. This research contends that it is more likely to be successful when a systemic approach to strategic human resource management (SHRM) is used to facilitate the change. The contention was tested in an action research case study and longitudinal assessment of change in a large Australian public sector agency. A clear finding from this research is that the cultural change had been sustained through the systemic application of SHRM.

Internal organizational factors influencing sustainable implementation of information systems : experiences from a local government in Indonesia

Many information systems (IS) studies have found that information systems implementation sustainability is determined by internal organizational factors. In general these studies have been conducted in private organizations and these factors may not be applicable to IS implementations sustainability within public organizations. This study examines what internal organizational factors play a role in the sustainable implementation of e-government initiatives using a case study of local e-government in Indonesia. It also considers how these factors contribute to sustainable systems by strengthening stakeholders’ commitment through invoking feelings of involvement as responsibilities are assigned to them. The study concludes that the internal factors contribute to collective action that influences sustainable implementation of information systems. Limitations and future research are briefly discussed.

Applying King et al.'s taxonomy to frame the IS discipline's engagement in green IS discourse

This paper considers how the IS discipline can engage with discourse on the institutions and their interventions which influence and regulate green IS innovation. To consider possible responses, we apply King et al.’s (1994) taxonomy, based on Institutional Theory, to frame a research agenda to guide future exploration and debate on the interventions to facilitate green IS innovation. Through the application of the taxonomy, we derive several pertinent questions for the discipline to consider as part of this debate. We conclude that the IS discipline can, and indeed should, play a more prominent role both through traditional responses (e.g., descriptive studies of green IS methodologies, organisational best practice, maturity models, etc.), but also through more active engagement in the form of participation and advocacy in shaping future green policy and regulation.

Power and discourse in information systems practice : a narrative research method

Relationships of authority and control and their effect on information systems actors has interested IS researchers since at least the 1980’s. The study of power itself has also troubled organisational and sociological theorists, from which information systems researchers have drawn various lines of attack. Our approach to power rests on an historical synchronic theory that seeks to uncover the places and operation of power through an examination of narrative ‘testaments’ which are analysed not from the perspective of the giving individual but from the structural elements of discourse that they may represent. This paper compliments previous research methods on the topic of power especially in expert reports and systems development methodologies; provides specific guidance on how to apply the notion of discourse synchronically; and reconstructs the commercial practice of information systems, not as a broad church, but as one of competing and epistemologically incommensurate discourse, where the fates of the powerful are balanced against the fearful and silent disciplined.

A framework for inter-organizational knowledge sharing : managerial influences

The purpose of this paper is to determine whether an existing organizational knowledge management framework could be utilized in an inter-organizational domain. We selected the threefold KM framework developed by Holsapple and Joshi (2000; 2002). This framework has been well tested and provides clearly defined elements to examine the influences on knowledge management and knowledge sharing in an organizational context. We report the results of testing the framework in three inter-organizational case studies and propose some adaptations to the managerial influences for inter-organizational analysis.

The influence of job, team and organizational level resources on employee well-being, engagement, commitment and extra-role performance : test of a model

Purpose – Worker well-being continues to be fundamental to the study of work and a primary consideration for how organizations can achieve competitive advantage and sustainable and ethical work practices (Cartwright and Holmes; Harter, Schmidt and Keyes; Wright and Cropanzano). The science and practice of employee engagement, a key indicator of employee well-being, continues to evolve with ongoing incremental refinements to existing models and measures. This study aims to elaborate the Job Demands-Resources model of work engagement (Bakker and Demerouti) by examining how organizational, team and job level factors interrelate to influence engagement and well-being and downstream outcome variables such as affective commitment and extra-role behaviour.

Design/methodology/approach – Structural equations modelling of survey data obtained from 3,437 employees of a large multi-national mining company was used to test the important direct and indirect influence of organizational focused resources (a culture of fairness and support), team focused resources (team climate) and job level resources (career development, autonomy, supervisor support, and role clarity) on employee well-being, engagement, extra-role behaviour and organizational commitment.

Findings – The fit of the proposed measurement and structural models met criterion levels and the structural model accounted for sizable proportions of the variance in engagement/wellbeing (66 percent), extra-role-behaviour (52 percent) and commitment (69 percent).

Research limitations/implications – Study limitations (e.g. cross-sectional research design) and future opportunities are outlined.

Originality/value – The study demonstrates important extensions to the Job Demands-Resources model and provides researchers and practitioners with a simple but powerful motivational framework, a suite of measures, and a map of their inter-relationships which can be used to help understand, develop and manage employee well-being and engagement and their outcomes.

Towards a diversity justice management model : integrating organizational justice and diversity management

Purpose – Contemporary organizations are increasingly paying attention to incorporate diversity management practices into their systems in order to promote socially responsible actions and equitable employment outcomes for minority groups. The aim of this paper is to seek to address a major oversight in diversity management literature, the integration of organizational justice principles.

Design/methodology/approach – Drawing upon the existing literature on workforce diversity and organizational justice, the authors develop a model based on normative principles of organizational justice for justice-based diversity management processes and outcomes.

Findings – The paper proposes that effective diversity management results from a decision-making process that meets the normative principles of organizational justice (i.e. interactional, procedural and distributive justice). The diversity justice management model introduced in this article provides important theoretical and practical implications for establishing more moral and just workplaces.

Research limitations/implications – The authors have not tested the conceptual framework of the diversity justice management model, and recommend future research to take up the challenge. The payoff for doing so is to enable the establishment of socially responsible workplaces where individuals, regardless of their background, are given an equal opportunity to flourish in their assigned jobs.

Practical implications – The diversity justice management model introduced in this paper provides organizational justice (OJ)-based guidelines for managers to ensure that OJ can be objectively benchmarked and discussed amongst diversity stakeholders to continuously improve actual and perceived OJ outcomes.

Social implications – The social implication of this conceptual paper is reduction of workforce marginalization and establishment of socially responsible organizations whereby those marginalized (e.g. people with disabilities) can effectively work in their organizations.

Originality/value – This is the first attempt to establish a diveristy justice management model, which incorporates normative principles of organizational justice into diversity management processes and outcomes.