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"vision communication"
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An Image of Who We Might Become: Vision Communication, Possible Selves, and Vision Pursuit
We propose a model of vision communication that emphasizes the mediating role of follower
collective possible selves
—that is, self-conception in terms of what the collective (team, organization) which one is a member of may become in the future that can be held by individuals but can also be shared by multiple individuals. Our model is the first to provide an integrative account of how vision communication may stimulate the pursuit of the vision by individuals and collectives, and it complements and extends prior research in three important ways. First, in contrast to an earlier emphasis on the role of individual perceptions of the
current
self, our model puts perceptions of the
future
self at the forefront. It captures how vision communication can invite social
sharedness
of these perceptions, thus doing justice to visions’ nature as images of a future for the
collective
. Second, in contrast to earlier work on vision communication focusing on general indicators of leadership effectiveness, our model puts what is arguably the most important outcome for vision communication center stage: vision pursuit, the followers’ actions aimed at making the vision reality. We argue that the creation of collective possible selves by followers is crucial for vision communication because collective possible selves explain how vision communication relates to vision pursuit. Third, our model also addresses aspects of vision communication that may facilitate the processes through which visions become internalized as possible selves, and it captures the processes through which such possible selves become shared among members of a collective and lead to collective vision pursuit.
Journal Article
Midnight & Moon
\"Moon cannot see but he hears sounds that other horses ignore: the eggshell crack of a meadow lark hatching. The glide of a salamander into the pond. Clara does not speak but she hears sounds that other children ignore: the hum of the oven when her mother bakes muffins. The sound of the cat's paws on the kitchen floor. Both the foal and the little girl live with challenges. Both also have special qualities, which are recognized by friends who are open to seeing them. Midnight and Moon is about the rare and wonderful friendship that can form between opposites, a friendship that enriches both. This story shows us that our differences are positives, that the world needs both Claras and Jacks, Midnights and Moons.\"-- Front jacket flap.
Book
Making Our Firm More Sustainable: The Role of CEO Vision Communication of Sustainability on Sustainability Performance
Despite awareness of the importance and value of sustainability for organizations, how sustainable development can be achieved remains poorly understood. This article aims to address this issue by examining the role of vision communication in promoting organizational sustainability. Drawing on the Upper Echelon Theory (UET) and existing literature on sustainability, we propose that sustainable vision communication can enhance sustainability performance by promoting and facilitating organizational change. Furthermore, we argue that CEO’s dialectical leadership behavior can supplement the efforts of leaders in achieving sustainable development, thereby strengthening the aforementioned relationship. Through a field study of 130 CEOs and their 562 top management team members, we tested our model and found evidence to support the hypotheses. This study thus advances our understanding of the processes underlying organizational sustainability and highlights the crucial role of leadership in this regard. We also discuss the theoretical implications of our findings and outline potential avenues for future research.
Journal Article
Using the DEMATEL Method to Explore Influencing Factors for Video Communication and Visual Perceptions in Social Media
This study used expert interviews and the DEMATEL method to explore the influencing factors affecting the evaluation of the good and cognitive response of video communication and visual perception in social media and for the benefit of facilitation of the implementation in improving the overall video communication and visual quality in social media in the related fields of communication, advertising, and visual design. Correspondingly, it could provide educators and practitioners in the field with a foundation to maximize the effectiveness of allocating resources to these influencing factors. This study explored the influencing factors of video communication and visual perception in social media and evaluated the causality, relevance, and degree of materiality among different factors. The results of this study indicated that the six dimension factors, including like (X8), feeling satisfied (X9), feeling of attractiveness (X11), a good sense of shape contour (modeling) (X12), good visual characteristics (X13), and a good sense of color (X14), showed a high degree of connection (prominence) with other dimension factors. Improving the quality of these six factors could help solve the problem while promoting a good feeling about the other factors.
Journal Article
Vision Communication and Firm Quality Performance: The Mediating Role of Employee Involvement and the Moderating Effect of Leader Support
Vision communication (VC) is an important way for leaders to express their ideas about a blueprint of the future to convince employees that their work is valuable and meaningful in total quality management. This research studies the influence of vision communication (VC) on quality performance (QP) through the mediation of total employee involvement (EI) and the moderation of leader support (LS). With the use of Smartpls 3.0, the collected data based on 2996 samples in Shanghai were used to analyze the various constructs. The results show that both VC and EI affect QP and should be influenced by LS. EI was found to partially mediate the relationship between VC and QP. The results also demonstrate that EI can positively affect improvement in QP via stronger LS and that high-level employee involvement is positively associated with quality performance when leader support is high (vs. low). This research can be inferred as one of the very limited empirical analyses that explored the mediating impact of EI on VC and QP. In the quality management (QM) field, the exploration of the moderating effect of LS on the mediation of the EI between VC and QP can be viewed to be a significant theoretical finding. The findings will be instrumental in assisting managers and administrators in understanding the significance of vision communication and leader support in quality management practice.
Journal Article
Disharmony in New Harmony: insights from the narcissistic leadership of Robert Owen
Purpose
The purpose of this study is to narratively explore the influence of leader narcissism on leader/follower social exchange. Moreover, while researchers acknowledge that narcissistic personality is a dimensional construct, the preponderance of extant literature approaches the concept of narcissistic leadership categorically by focusing on the reactive or constructive narcissistic extremes. This bimodal emphasis ignores self-deceptive forms of narcissistic leadership, where vision orientation and communication could differ from leaders with more reactive or constructive narcissistic personalities.
Design/methodology/approach
The authors argue that they encountered a compelling example of a communal, self-deceiving narcissist during archival research of Robert Owen’s collective experiment at New Harmony, Indiana. To explore Owen’s narcissistic leadership, they utilize an analytically structured history approach to interpret his leadership, as he conveyed his vision of social reform in America.
Findings
Approaching data from a ‘history to theory’ perspective and via a communicative lens, the authors use insights from their abductive analysis to advance a cross-paradigm, communication-centered process model of narcissistic leadership that accounts for the full dimensional nature of leader narcissism and the relational aspects of narcissistic leadership.
Research limitations/implications
Scholars maintaining a positivist stance might consider this method a limitation, as historical case-based research places greater emphasis on reflexivity than replication. However, from a constructionist perspective, a focus on generalization might be considered inappropriate or premature, potentially hampering the revelation of insights.
Originality/value
Through a multi-paradigmatic analysis of the historical case of Robert Owen and his visionary communal experiment at New Harmony, the authors contribute to the extant literature by elaborating a comprehensive, dimensional and relational process framework of narcissistic leadership. In doing so, the authors have heeded calls to better delineate leader narcissism, embrace process and relational aspects of leadership and consider leader communication as constitutive of leadership.
Journal Article
Key Technologies for 6G-Enabled Smart Sustainable City
With the advancement of information and communication technologies (ICTs), the way we live and communicate with each other is changing rapidly. As urban environments continue to evolve, the smart sustainable city (SSC) has sparked considerable attention. We are hoping for a new era in which numerous devices and machines including vehicles, sensors, and robots are all connected to communicate, respond, and operate in real time. The next-generation communication system, the sixth generation (6G), is expected to play a crucial role in improving the efficiency of urban operations and services. In this paper, we first provide the recent trends and key features of standardization in the SSC. To make the future SSC, we highlight key candidate technologies of 6G such as non-terrestrial networks, advanced mobile edge computing, vision-aided wireless communication, artificial intelligence (AI)-based wireless communication, and integrated sensing and communication. We put forth the main technical challenges given to each prime technology along with the potential benefits to pave the way for 6G-enabled SSC. We further address how the potential benefits of prime technologies enable various urban practice cases for 6G-enabled SSC.
Journal Article
Vision-Based Leadership At Southeast Asia's Leading Service Enterprise: Etic Or Emic?
Corporate leaders are exhorted to espouse vision, but little is known about how vision is realized by leaders at different levels in Southeast Asian service sector. The present study tests relationships between perceived vision communication, motivation of employees and organizational alignment among supervisors, and satisfaction of their immediate subordinates at a headquarters branch of one of Southeast Asias leading hotel and resort groups. Motivation of employees directly predicts improvements in employee satisfaction. Aligning organizational systems is negatively correlated to perceived motivating behavior among hotel supervisors. Surprisingly, vision communication has no significant relationship with employee satisfaction. Future research directions and managerial implications are discussed.
Journal Article
Perceived vision-based leadership effects on staff satisfaction and commitment at a Thai energy provider
Purpose - This paper aims to examine relationships between vision realization factors (vision communication, motivation and empowerment of employees), employee satisfaction, and affective organizational commitment in a state-owned energy provider in Thailand.Design methodology approach - Subjects are drawn randomly from employees working at the Thai state-owned energy provider who completed a questionnaire made up of valid and reliable instruments that measure each of the variables studied. Hypotheses are tested through a series of regression analyses.Findings - Findings indicate that vision communication, motivation and empowerment of employees, and follower affective organizational commitment are three direct predictors of enhanced employee satisfaction. Empowerment of employees and employee satisfaction are two direct predictors of employee affective organizational commitment. These findings indicate a reciprocal relationship between employee satisfaction and affective organizational commitment, with a stronger effect from employee satisfaction on affective organizational commitment than the reverse.Research limitations implications - How supervisors empower and motivate their subordinates in the Thai state-owned energy provider still needs a further investigation. The relationship between employee satisfaction and affective organizational commitment needs to be re-examined by future research, using a different research design and statistical technique.Practical implications - Leaders at all levels of the state-owned energy provider should frequently communicate their vision to, motivate and empower their subordinates to enhance subordinate satisfaction and affective commitment.Originality value - The body of knowledge about vision-based leadership in an Asian state-owned energy provider is scanty. The present study contributes to this area.
Journal Article