Inhoudsopgave
Hoorcollege 1 : Introductie communicatie & identiteit..........................................................................5
Hoorcollege 2: sociale identiteitstheorie (SIT)........................................................................................8
Kenmerkend onderzoek communicatie in organisaties......................................................................9
Sociale identiteitsbenadering introductie.........................................................................................10
Sociale identiteitsbenadering uitleg.................................................................................................10
Voorwaarden sociale identiteitstheorie:..........................................................................................11
3 processen van sociale identiteit.....................................................................................................12
Hoorcollege 3 Vervolg SIT: Macht, Communicatie, identiteit en informatieverwerking.......................13
Sociale identiteitsbenadering gevolgen: saillantie (opvallend).........................................................13
Bedreiging sociale identiteit.............................................................................................................13
= identity management strategies....................................................................................................13
Artikel dirty work:.............................................................................................................................15
Artikel petriglieri Under threat: responses to and the consequences of threats to individual
identities...........................................................................................................................................16
Interventies op basis van sociale identiteits(theorie).......................................................................16
Hoorcollege 4: imago(schade); rechtvaardigheid en organisatieverandering......................................16
Waarom stereotypeert men, vooral machtige personen?................................................................16
Wat gebeurt er dan? Stereotypering................................................................................................17
Artikel Tost Power, competitiveness, and advice taking: Why the powerful don’t listen.................17
Artikel Esposo Outsiders critical of your group (outgroup) are rejected regardless of argument
legally...............................................................................................................................................19
Heeft ook consequenties binnen organisaties. In-group- outgroup informatie................................19
Zelfcategorisatie theorie: uitbreiding sociale identiteitstheorie (SCT)..............................................19
Wat bepaalt de activatie van een categorie ? Comparatieve/ normatieve fit..................................20
Gevolgen zelf-categorisatie..............................................................................................................21
Smidts artikel: . The impact of employee communication and perceived external prestige on
organizational identification.............................................................................................................21
Verschil extern prestige en reputatie...............................................................................................22
Dutton & Duckerich artikel: NYPA: keeping an eye on the mirror....................................................23
Hoorcollege 5: taalgebruik en identiteit...............................................................................................23
Communicatie en identiteit..............................................................................................................23
Betekenis gebruik identity markers (taal in je eigen groep):............................................................24
Causale attributies............................................................................................................................25
Linguistic category model (Wigboldus & Douglas)............................................................................26
Linguistic intergroup bias..................................................................................................................26
, Onderscheid concreet en abstract:...................................................................................................26
Functie LIB:.......................................................................................................................................27
Liguistic expectancy bias:..................................................................................................................27
Hoorcollege 6 Leiderschap...................................................................................................................27
Sociale identiteitstheorie op leiderschapstheorie............................................................................27
Artikel Haslam & Platow et al. (1997) The link between leadership and followership: How affirming
social identity translates vision into action.......................................................................................28
Bestaat er zoiets als vrouwelijk leiderschap? Queen bee effect.......................................................29
Artikel Faniko, Ellemers The queen bee phenomenon in academia 15 years after:.........................30
Waarom? Op zoek naar een situationele verklaring hiervoor..........................................................31
Glazen kliff: artikel Bruckmüller, Ryan & Haslam Beyond the glass ceiling.......................................31
Hoorcollege 7: Moraliteit en identiteit.................................................................................................32
Equity theorie (adams 1965):...........................................................................................................32
Organisationele rechtvaardigheid....................................................................................................33
Artikel gopinath & becker: Communication, procedural justice, and employee attitudes...............33
Wraak op de werkplek (interactie)...................................................................................................34
Skarlicki & folger :.............................................................................................................................34
Greenberg.........................................................................................................................................35
Moraliteit en sociale identiteitstheorie............................................................................................36
Artikel: Morality predicts the willingness to help newcomers; Pagliaro, Brambilla, Sacchi, D’angelo
& Ellemers........................................................................................................................................37
Artikel Ellemers & Van Nunspeet Neuroscience and the social origins of moral behavior: how
neural underpinnings of social categorization and conformity affect everyday moral and immoral
behavior............................................................................................................................................38
Paradox van moraliteit.....................................................................................................................39
Hoe kan je iets bereiken als morele kritiek niet werkt? Immoraliteit vs. Competentie....................40
Moraliteit van de organisatie............................................................................................................40
Artikel Conroy: Over-identificatie: Where there is light, there is dark: A review of the detrimental
outcomes of high organizational identification................................................................................41
Over-identificatie:.............................................................................................................................41
Goed voor de organisatie? Macro-niveau:.......................................................................................41
Mirco-niveau interne organisatie:....................................................................................................41
Hoorcollege 8: Morele ontkoppeling....................................................................................................41
8 mechanismen voor morele ontkoppeling......................................................................................41
Fases van morele ontkoppeling........................................................................................................42
Morele ontkoppeling en organisatiestructuur..................................................................................43
, Artikel: Martin et al: Blind forces: Ethical infrastructures and moral disengagement in organizations
..........................................................................................................................................................43
Morele ontkoppeling en corruptie...................................................................................................44
Artikel Moore Moral Disengagement in Processes of Organizational Corruption............................44
Hoorcollege 9 : gender(on)gelijkheid (gender egalitair) op de werkvloer: Karlijn Straver....................46
Redenen genderongelijkheid:...........................................................................................................47
Wat doet de overheid om dit probleem aan te pakken?..................................................................47
Bevindingen Fernández-Méndez en Pathan (2023)..........................................................................48
Loonkloof..........................................................................................................................................48
Verklaringen loonkloof.....................................................................................................................48
Verklaringen ongelijke beloning.......................................................................................................48
1. bijzondere kaders.........................................................................................................................49
2. de aanpak van het onderzoek.......................................................................................................49
3. afweging van observaties.............................................................................................................50
Uit rapport:.......................................................................................................................................51
Hoorcollege 11: pesten op het werk.....................................................................................................54
Soorten pesten.................................................................................................................................54
Impact van pesten op het werk........................................................................................................54
Artikel fida et al. First do no harm....................................................................................................55
De rol van morele ontkoppeling bij pesten.......................................................................................56
Hoe pesten tegengaan?....................................................................................................................57
Hoorcollege 12: Diversity, equity and inclusion....................................................................................58
Diversiteit.........................................................................................................................................58
Dimensies diversiteit........................................................................................................................58
Inclusie..............................................................................................................................................58
Gelijkwaardigheid (equity)................................................................................................................58
Uitdagingen DIG...............................................................................................................................59
Zes stappen voor een succesvolle DIG strategie in een organisatie..................................................59
Artikel Tessema, M...........................................................................................................................59
Wanneer DIG niet (volledig) aanwezig is:.........................................................................................59
Artikel McCormick, H. (2015)............................................................................................................60
Male default bias..............................................................................................................................60
Infinity bias (cultural cloning)...........................................................................................................60
Confirmation bias.............................................................................................................................60
Linguistic bias : othering, assymetrische taal bron Women inc........................................................61
Social desirability bias.......................................................................................................................61
,
Hoorcollege 1 : Introductie communicatie & identiteit..........................................................................5
Hoorcollege 2: sociale identiteitstheorie (SIT)........................................................................................8
Kenmerkend onderzoek communicatie in organisaties......................................................................9
Sociale identiteitsbenadering introductie.........................................................................................10
Sociale identiteitsbenadering uitleg.................................................................................................10
Voorwaarden sociale identiteitstheorie:..........................................................................................11
3 processen van sociale identiteit.....................................................................................................12
Hoorcollege 3 Vervolg SIT: Macht, Communicatie, identiteit en informatieverwerking.......................13
Sociale identiteitsbenadering gevolgen: saillantie (opvallend).........................................................13
Bedreiging sociale identiteit.............................................................................................................13
= identity management strategies....................................................................................................13
Artikel dirty work:.............................................................................................................................15
Artikel petriglieri Under threat: responses to and the consequences of threats to individual
identities...........................................................................................................................................16
Interventies op basis van sociale identiteits(theorie).......................................................................16
Hoorcollege 4: imago(schade); rechtvaardigheid en organisatieverandering......................................16
Waarom stereotypeert men, vooral machtige personen?................................................................16
Wat gebeurt er dan? Stereotypering................................................................................................17
Artikel Tost Power, competitiveness, and advice taking: Why the powerful don’t listen.................17
Artikel Esposo Outsiders critical of your group (outgroup) are rejected regardless of argument
legally...............................................................................................................................................19
Heeft ook consequenties binnen organisaties. In-group- outgroup informatie................................19
Zelfcategorisatie theorie: uitbreiding sociale identiteitstheorie (SCT)..............................................19
Wat bepaalt de activatie van een categorie ? Comparatieve/ normatieve fit..................................20
Gevolgen zelf-categorisatie..............................................................................................................21
Smidts artikel: . The impact of employee communication and perceived external prestige on
organizational identification.............................................................................................................21
Verschil extern prestige en reputatie...............................................................................................22
Dutton & Duckerich artikel: NYPA: keeping an eye on the mirror....................................................23
Hoorcollege 5: taalgebruik en identiteit...............................................................................................23
Communicatie en identiteit..............................................................................................................23
Betekenis gebruik identity markers (taal in je eigen groep):............................................................24
Causale attributies............................................................................................................................25
Linguistic category model (Wigboldus & Douglas)............................................................................26
Linguistic intergroup bias..................................................................................................................26
, Onderscheid concreet en abstract:...................................................................................................26
Functie LIB:.......................................................................................................................................27
Liguistic expectancy bias:..................................................................................................................27
Hoorcollege 6 Leiderschap...................................................................................................................27
Sociale identiteitstheorie op leiderschapstheorie............................................................................27
Artikel Haslam & Platow et al. (1997) The link between leadership and followership: How affirming
social identity translates vision into action.......................................................................................28
Bestaat er zoiets als vrouwelijk leiderschap? Queen bee effect.......................................................29
Artikel Faniko, Ellemers The queen bee phenomenon in academia 15 years after:.........................30
Waarom? Op zoek naar een situationele verklaring hiervoor..........................................................31
Glazen kliff: artikel Bruckmüller, Ryan & Haslam Beyond the glass ceiling.......................................31
Hoorcollege 7: Moraliteit en identiteit.................................................................................................32
Equity theorie (adams 1965):...........................................................................................................32
Organisationele rechtvaardigheid....................................................................................................33
Artikel gopinath & becker: Communication, procedural justice, and employee attitudes...............33
Wraak op de werkplek (interactie)...................................................................................................34
Skarlicki & folger :.............................................................................................................................34
Greenberg.........................................................................................................................................35
Moraliteit en sociale identiteitstheorie............................................................................................36
Artikel: Morality predicts the willingness to help newcomers; Pagliaro, Brambilla, Sacchi, D’angelo
& Ellemers........................................................................................................................................37
Artikel Ellemers & Van Nunspeet Neuroscience and the social origins of moral behavior: how
neural underpinnings of social categorization and conformity affect everyday moral and immoral
behavior............................................................................................................................................38
Paradox van moraliteit.....................................................................................................................39
Hoe kan je iets bereiken als morele kritiek niet werkt? Immoraliteit vs. Competentie....................40
Moraliteit van de organisatie............................................................................................................40
Artikel Conroy: Over-identificatie: Where there is light, there is dark: A review of the detrimental
outcomes of high organizational identification................................................................................41
Over-identificatie:.............................................................................................................................41
Goed voor de organisatie? Macro-niveau:.......................................................................................41
Mirco-niveau interne organisatie:....................................................................................................41
Hoorcollege 8: Morele ontkoppeling....................................................................................................41
8 mechanismen voor morele ontkoppeling......................................................................................41
Fases van morele ontkoppeling........................................................................................................42
Morele ontkoppeling en organisatiestructuur..................................................................................43
, Artikel: Martin et al: Blind forces: Ethical infrastructures and moral disengagement in organizations
..........................................................................................................................................................43
Morele ontkoppeling en corruptie...................................................................................................44
Artikel Moore Moral Disengagement in Processes of Organizational Corruption............................44
Hoorcollege 9 : gender(on)gelijkheid (gender egalitair) op de werkvloer: Karlijn Straver....................46
Redenen genderongelijkheid:...........................................................................................................47
Wat doet de overheid om dit probleem aan te pakken?..................................................................47
Bevindingen Fernández-Méndez en Pathan (2023)..........................................................................48
Loonkloof..........................................................................................................................................48
Verklaringen loonkloof.....................................................................................................................48
Verklaringen ongelijke beloning.......................................................................................................48
1. bijzondere kaders.........................................................................................................................49
2. de aanpak van het onderzoek.......................................................................................................49
3. afweging van observaties.............................................................................................................50
Uit rapport:.......................................................................................................................................51
Hoorcollege 11: pesten op het werk.....................................................................................................54
Soorten pesten.................................................................................................................................54
Impact van pesten op het werk........................................................................................................54
Artikel fida et al. First do no harm....................................................................................................55
De rol van morele ontkoppeling bij pesten.......................................................................................56
Hoe pesten tegengaan?....................................................................................................................57
Hoorcollege 12: Diversity, equity and inclusion....................................................................................58
Diversiteit.........................................................................................................................................58
Dimensies diversiteit........................................................................................................................58
Inclusie..............................................................................................................................................58
Gelijkwaardigheid (equity)................................................................................................................58
Uitdagingen DIG...............................................................................................................................59
Zes stappen voor een succesvolle DIG strategie in een organisatie..................................................59
Artikel Tessema, M...........................................................................................................................59
Wanneer DIG niet (volledig) aanwezig is:.........................................................................................59
Artikel McCormick, H. (2015)............................................................................................................60
Male default bias..............................................................................................................................60
Infinity bias (cultural cloning)...........................................................................................................60
Confirmation bias.............................................................................................................................60
Linguistic bias : othering, assymetrische taal bron Women inc........................................................61
Social desirability bias.......................................................................................................................61
,
