Studi Fenomenologis Interaksi Kuasa Pada Relasi Perkawinan Wirausahawan Perempuan Di Indonesia

Prevalensi wirausahawan perempuan semakin meningkat dari tahun ke tahun. Perempuan memiliki peranan yang semakin nyata dalam menyumbangkan pertumbuhan ekonomi dalam skala global. Meskipun kajian profesionalisme dan performa wirausahawan perempuan dalam pengeloaan USAha telah banyak dikaji, namun kajian mengenai inter-relasi antara kehidupan kerja dan relasi perkawinan wirausahawan perempuan belum mendapatkan porsi yang cukup ekstensif. Penelitian ini dilakukan dengan pendekatan fenomenologi pada enam wirausahawan perempuan di Jawa dan Bali untuk memahami pola interaksi kuasa dalam relasi perkawinan pada wirausahawan perempuan. Hasil penelitian menunjukkan bahwa terdapat tiga bentuk interaksi kuasa yang terepresentasi pada relasi perkawinan wirausahawan perempuan, yakni dominan, egalitarian, dan subordinat. Temuan ini menunjukkan adanya interaksi antara gaya kepemimpinan yang ditunjukkan dalam mengelola bisnis terhadap pola relasi yang dibentuk terhadap pasangan. Temuan ini juga menunjukkan relativitas peranan sosio-ekonomi dalam memprediksi interaksi kuasa yang dimanifestasikan dalam relasi perkawinan. Implikasi dari temuan ini bermanfaat bagi program revitalitasi kesehatan mental keluarga dengan konstelasi pasangan yang sama-sama berkarir

What the differences in conflict between online and face-to-face work groups mean for hybrid groups: A state-of-the-art review

Conflict has been a topic widely studied in communication and management studies literature. How groups handle conflict can affect group performance, satisfaction, and commitment (Martínez-Moreno, González-Navarro, Zornoza, & Ripoll, 2009; Pazos, 2012; Staples & Webster, 2007; Workman, 2007). Much of this literature focuses on online, task-oriented work groups, and how these groups differ from face-to-face (F2F) groups. However, hybrid groups (i.e., those that work both F2F and online) are increasingly common. To better understand conflict in hybrid groups, we review 68 articles regarding online, hybrid, and F2F groups that highlight the differences between F2F and online groups and consider what these differences mean for hybrid groups. In doing so, we identify several emergent themes related to how conflict is managed in online and hybrid groups. The literature suggests that there are many benefits to online and hybrid groups, such as the ability to assemble more diverse teams and work asynchronously, but that conflict is also more common in online than F2F groups. Strong norms and leadership behaviors that encourage trust and cohesion appear to reduce conflict and its effects on group performance and decision making, especially in online groups. These findings suggest that in hybrid groups, F2F meetings might be used to quickly establish group norms, trust, and cohesion, which can then improve online group interactions. However, more research is needed to understand how conflict occurs and is managed in hybrid groups. Future communication research should focus on examining conflict management in hybrid groups using computer-mediated communication perspectives

The Corona-Eye: Exploring the risks of COVID-19 on fair assessments of impact for REF 2021

This paper assesses the risk of two COVID-19 related changes necessary for the expert-review of the REF2021’s Impact criterion: the move from F2F to virtual deliberation; and the changing research landscape caused by the COVID-19 crisis requiring an extension of deadlines, and accommodation of COVID-19 related mitigation. Peer review in its basic form requires expert debate, where dissenting opinions and non-verbal cues are absorbed into a groups deliberative practice and therefore inform outcomes. With a move to deliberations in virtual settings, the most likely current outcome for REF2021 evaluations, the extent that negotiation dynamics necessary in F2F evaluations are diminished and how this limits panelists’ ability to sensitively assess COVID-19 mitigation statements is questioned. This article explores the nature of, and associated capabilities to undertake, complex decision making in virtual settings around the Impact criterion as well the consequences of COVID-19 on normal Impact trajectories. It examines the risks these changes present for evaluation of the Impact criterion and provides recommendations to offset these risks to enhance discussion and safeguard the legitimacy of evaluation outcomes. This paper is also relevant for evaluation processes of academic criteria that require both a shift to virtual, and/or guidance of how to sensitively assess the effect of COVID-19 on narratives of individual, group or organisational performance

The Dangerous Side of Social Media: Manipulating Bystander Aggression and Support to Cyberbullying Victims Through an Application of Side

Cyberbullying constitutes a complex social problem that is understudied among college students. A crucial factor contributing to the severity of cyberbullying is the level of bystander (un) involvement, or individuals who witness cyberbullying. A possible explanation for the different behaviors of bystanders is found in the theory of the Social Identity Model of Deindividuation Effects (SIDE), which suggests that CMC alters perceptions of the self and others. The current investigation (n = 442) employs an experimental design testing the SIDE model and predicted that individuals in more anonymous conditions would be more likely to adopt a disconfirming or a confirming group norm in the context of an online discussion group. A total of 442 college students participated in the study. Results suggest that the group norm significantly impacts how individuals respond to a cyberbullying victim. Implications of this result and information on the prevalence of cyberbullying in college are discussed. Suggestions for cyberbullying interventions based on these findings are offered

Side Effects Of Self-Referential Discussion: The Impact And Interaction Of Deductive And Inductive Routes Of Identity

Studies of group communication and group identity rest on two competing theoretical concepts of the group, one that prioritizes examining the relationships between members and one that examines the group as a gestalt construct. For live groups, it is not always clear which style, individual or gestalt, is most appropriate or provides more insight into any specific group because groups’ identities and communication behaviors are sometimes explicable by both theoretical concepts. This occurs because in real-world groups the formation process typically involves an amalgamation of both influences. In other words, live groups form identities built around both members’ individual traits and categorical commonalities among members. When group formation occurs, it is not always clear which theoretical concept should guide the analysis because when both identity formation styles occur together, research currently lacks a way to determine which has more influence on the resulting group. The present study brings our theoretical understanding of group formation closer to groups in a live context. It does so by forming groups under conditions that provide opportunities to foster both formation styles and measuring members’ perception of gestalt or individually focal group identity. Results indicate that members tended to perceive a greater degree of gestalt identity, but not to the exclusion of individual identity

Effective Strategies for Building Trust in Virtual Teams

Virtual teams often fail to achieve their objectives because virtual team leaders lack strategies for nurturing trust among dispersed team members. The purpose of this single case study was to explore strategies virtual team leaders in large corporate banks use to build trust among virtual team members. The population of this study included 6 virtual team leaders from a large corporate bank located in the northeast region of the United States. The interpersonal trust theory was the conceptual framework of this study. Data were collected via semistructured telephone interviews and review of company documents. The data analysis process included content analysis and thematic analysis for theme identification. Data analysis revealed four themes related to strategies that leaders of virtual teams can use to build trust among team members: reliable technology, effective communication, teamwork and participation, and respect for people and culture. A fifth theme emerged related to barriers to trust strategies. The implications for positive social change include the potential to improve work environments for virtual team members isolated because of the absence of a social context

Best matching processes in distributed systems

The growing complexity and dynamic behavior of modern manufacturing and service industries along with competitive and globalized markets have gradually transformed traditional centralized systems into distributed networks of e- (electronic) Systems. Emerging examples include e-Factories, virtual enterprises, smart farms, automated warehouses, and intelligent transportation systems. These (and similar) distributed systems, regardless of context and application, have a property in common: They all involve certain types of interactions (collaborative, competitive, or both) among their distributed individuals—from clusters of passive sensors and machines to complex networks of computers, intelligent robots, humans, and enterprises. Having this common property, such systems may encounter common challenges in terms of suboptimal interactions and thus poor performance, caused by potential mismatch between individuals. For example, mismatched subassembly parts, vehicles—routes, suppliers—retailers, employees—departments, and products—automated guided vehicles—storage locations may lead to low-quality products, congested roads, unstable supply networks, conflicts, and low service level, respectively. This research refers to this problem as best matching, and investigates it as a major design principle of CCT, the Collaborative Control Theory. The original contribution of this research is to elaborate on the fundamentals of best matching in distributed and collaborative systems, by providing general frameworks for (1) Systematic analysis, inclusive taxonomy, analogical and structural comparison between different matching processes; (2) Specification and formulation of problems, and development of algorithms and protocols for best matching; (3) Validation of the models, algorithms, and protocols through extensive numerical experiments and case studies. The first goal is addressed by investigating matching problems in distributed production, manufacturing, supply, and service systems based on a recently developed reference model, the PRISM Taxonomy of Best Matching. Following the second goal, the identified problems are then formulated as mixed-integer programs. Due to the computational complexity of matching problems, various optimization algorithms are developed for solving different problem instances, including modified genetic algorithms, tabu search, and neighbourhood search heuristics. The dynamic and collaborative/competitive behaviors of matching processes in distributed settings are also formulated and examined through various collaboration, best matching, and task administration protocols. In line with the third goal, four case studies are conducted on various manufacturing, supply, and service systems to highlight the impact of best matching on their operational performance, including service level, utilization, stability, and cost-effectiveness, and validate the computational merits of the developed solution methodologies

Understanding Planned Change Among Remote Nonfaculty Employees in Higher Education

Implementing planned change in online university divisions with remote nonfaculty employees is a unique challenge. The problem that compelled this study was the need to understand the challenges of implementing planned change for a group of geographically remote nonfaculty employees who served as field team members (FTM) in an online university\u27s support division. The purpose of this research was to explore change from the perspectives of remote FTM, their managers, and the division\u27s Vice President to better understand and suggest research-derived strategies to make change initiatives more meaningful and inclusive. The qualitative ethnographic design was informed by systems theory, Tuckman and Jensen\u27s theory of group dynamics, Burke-Litwin\u27s model of organizational change, and Lewin\u27s change theory. The 13 participants had a minimum of 9 months in their respective positions. Semistructured focus group interviews were combined with individual interviews to address research questions focusing on organizational factors, team dynamics, leadership dynamics, remote experiences, and organizational climate. Each participant group identified its own set of priorities that need to be addressed for positive change to occur. Additionally, change management should include communication strategies and collaboration to reduce change barriers. A policy recommendation was developed based on the findings proposing strategies to better implement and manage planned change. The purposeful inclusion of geographically dispersed employees in change processes will help shape positive perceptions, thus making change initiatives more meaningful and inclusive for remote team members

Understanding the role of information and communication technology (ICT) in the shaping of inter-organisational knowledge exchange (IOKE) practice: The context of European living labs

Inter-organizational knowledge exchange is an important process for stimulating innovation and improving collaboration among multiple organizations. With the use of information and communication technologies (ICT), this process could be greatly affected for effectiveness and efficiency. However, existing studies provide an insufficient understanding of how knowledge exchange processes are shaped by the nature of ICT in the context of inter-organisational settings. Therefore, this research attempts to address this research gap through conceptualising the role of ICT in the shaping of inter-organisational knowledge exchange (IOKE) practice by investigating the context of European Living Labs, as an exemplary inter-organisational collaboration setting. In methodological terms, this study adopts an inductive, qualitative research approach, and follows a combination of Grounded Theory, Multiple Case Study and Documentary Research, making use of in-depth semi-structured interviews with European Living Labs stakeholders and analysing Living Labs project documents. The data has informed the use of Practice Theory, Sociomateriality Theory, and Technology Affordance Theory at different levels of analysis to understand the research phenomena. This research has found that 1) ICT-based IOKE practice can be characterised by ICT affordances and constraints, human knowledgeabilities, and triple-layer contexts (inter-organisational context, intra-organisational context, and wider environmental context). 2) ICT mediates such enactment of knowledgeability by affording or constraining distinct human abilities that allow actors to accomplish their knowledge work or hold them back as they engage in knowledge exchange practice. Diverse ICT affordances (e.g., cross-distance networking, instant workaround) and constraints (e.g., accessing, communication continuity) can mediate the enactment of four different types of knowledgeabilities: inter-connecting, interactive learning, co-creating, and co-ordinating. 3) Different knowledgeabilities, their associated ICT affordances/constraints, and their embedded contexts are inter-related, and they co-evolve over time across the project lifecycle. This has been conceptualised into an ICT-based IOKE practice framework (integrated) and its three variations (three variated frameworks for different project lifecycle stages). The findings have strong theoretical and practical implications that signal the salient areas for future research to study, particularly for ICT affordance studies