Hearing it through the grapevine

Grosser, Travis J.; Lopez-Kidwell, Virginie; Labianca, Giuseppe; Ellwardt, Lea

doi:10.1016/j.orgdyn.2011.12.007

Cited by 116 publications

(82 citation statements)

References 6 publications

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“…Gossip is a phenomenon with light and dark sides (Grosser, Lopez-Kidwell, Labianca, & Ellwardt, 2012) that are not always distinct and it is not easy to discern whether gossip is beneficial or harmful (Noon & Delbridge, 1993). Foster (2004) illustrates that positive as well as negative gossip can serve separate functions in the workplace.…”

Section: Literature Reviewmentioning

confidence: 99%

Talking behind their backs: Negative gossip and burnout in Hospitals

2014

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Section: Literature Reviewmentioning

confidence: 99%

Talking behind their backs: Negative gossip and burnout in Hospitals

2014

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“…Informal information is generally divided into negative and positive information. Grosser et al [13] studied the social network of informal information, which further affected the social influence of employees. They found that negative informal information is more likely to spread among colleagues compared to the positive information.…”

Section: Negative Informal Information and Resistance Intentionmentioning

confidence: 99%

“…Therefore, we collected two-wave data to explore processes and changes within individuals over time, rather than examine the differences between persons as in previous between-person studies [12]. We argue that the provision of informal information is a fundamental activity and may never be completely eliminated from the organization [13]. However, it can be managed to some extent and adopted as an effective means to control individuals.…”

Section: Introductionmentioning

confidence: 99%

The Impact of Negative Informal Information Before a Change on Performance: A Within-Person Approach

Jiang

Zhou

et al. 2020

IJERPH

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We live in a rapidly changing business environment where change has become the norm for organizations to maintain competitiveness. Although both scholars and practitioners agree that organizational change communication is important to help employees adjust to change, little is known about how negative informal information before the change affects employees’ reaction to the change and occurrence of possible within-person dynamics of resistance intention over time. Based on the construal-level theory, we used SPSS 22, AMOS 20, and HLM 6.0 as tools to explore how negative informal information affects individual performance. We used a multilevel approach to probe within-person processes among 215 MBA students in China. The results show that (1) negative informal information provided before the organizational change is positively related to the resistance intention, (2) resistance intention decreases significantly over time, and (3) negative informal information is negatively related to individual performance during the organizational change. The results from this study extend the literature on informal communication before the change and provide a dynamic perspective on the occurrence of possible within-person dynamics of resistance intention over time.

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“…To illustrate, gossip is a private transmission between an actor A (sender) with another actor B (receiver) about a third actor C (target) who is not present during the conversation 1 . In light of this, gossip differs from rumors and urban legends which consider the transmission of either facts or events concerning individuals who are personally unknown (Grosser, Lopez-Kidwell, Labianca, & Ellwardt, 2012;Rosnow, 2001).…”

Section: Gossip: Definition and Functionsmentioning

confidence: 99%