The Coming of Age of Interpretive Organizational Research

Prasad, Anshuman; Prasad, Pushkala

doi:10.1177/1094428102005001002

Cited by 75 publications

(106 citation statements)

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“…Advocates of such reflexivity point to its potential to create dialogue with others (Gabriel, 2015), where 'more open conversations will generate more perspectives, ideas, and insight that inform emerging theoretical insights' (Hibbert et al, 2014, p. 292). Thus these criteria support the development of new contributions within the interpretive traditions (Prasad and Prasad, 2002;Zald, 1996).…”

Section: Introductionmentioning

confidence: 60%

Constructing Trustworthy Historical Narratives: Criteria, Principles and Techniques

Gill

Roulet

2017

British J of Management

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Organizational scholars increasingly recognize the value of employing historical research. Yet the fields of history and organization studies struggle to reconcile. In this paper, the authors contend that a closer connection between these two fields is possible if organizational historians bring their role in the construction of historical narratives to the fore and open up their research decisions for discussion. They provide guidelines to support this endeavor, drawing on four criteria that are prevalent within interpretive organization studies for developing the trustworthiness of research: credibility; confirmability; dependability; and transferability. In contrast to the traditional use of trustworthiness criteria to evaluate the quality of research, the authors advance the criteria to encourage historians to generate more transparent narratives. Such transparency allows others to comprehend and comment on the construction of narratives, thereby building trust and understanding. Each criterion is converted into a set of guiding principles to enhance the trustworthiness of historical research, pairing each principle with a practical technique gleaned from a range of disciplines within the social sciences to provide practical guidance.

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Section: Introductionmentioning

confidence: 60%

Constructing Trustworthy Historical Narratives: Criteria, Principles and Techniques

Gill

Roulet

2017

British J of Management

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“…This qualitative study aims to illustrate employer perceptions of the employability of NC‐SIEs and to provide deep and rich explanations of the phenomenon (Prasad and Prasad ). Owing to the subjective nature of the topic, interviews were chosen as the best means to allow the informants scope to express their views on the topic, and provided an efficient method to collate highly personalised data with a good return rate.…”

Section: Methodsmentioning

confidence: 99%

The employability of newcomer self‐initiated expatriates in China: an employers' perspective

Makkonen

2016

Asia Pac J Human Res

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Based on 24 interviews of western recruiters with staffing experience in China, this empirical study is one of the first to explore a neglected aspect of the careers of western newcomer self-initiated expatriates (NC-SIEs) in cross-cultural career settings from the employers' perspective: the value and employability of NC-SIEs in China. The findings reveal that individuals responsible for staffing in China perceive the employability of NC-SIEs to be low, and how both organisational and contextual drivers define the value of each person-related skill and ability, and how the knowledge that affects the perceived employability of a staff member. The findings also illustrate how those attributes are expected to contribute to the performance of an organisation. These findings are relevant both for employers and employees because increasing numbers of mobile NC-SIEs without previous work experience in cross-cultural career contexts seek career opportunities in such labour markets. Key points 1 The employability of newcomer SIEs is perceived as very low and the group is seenas offering a weak staffing alternative in China. 2 Both organisational and contextual drivers define the value of the person-related factors that contribute to employability, and whether those attributes enhance or diminish the value of an employee. 3 Some core characteristics associated with SIEs such as their high mobility, temporary employment status, protean attitude, and their individualistic approach to performing a job seem to diminish their employability.From expatriate staffing perspective, there are individuals who are sent by their employers as organisation sent expatriates (OEs) (Baruch et al. 2013) and self-initiated expatriates (SIEs), a staffing group which seeks to 'self-initiate their international relocation, with the Correspondence: Paula Makkonen,

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“…Situated within the broad framework of qualitative inquiry, this research emerges from interpretive and post-positivist genres and is a response to moving beyond the paradigmatic cage of objectivist, functionalist approaches, into greater experimentation and engagement (Gartner and Birley, 2002;Grant and Perrin, 2002). Such research centres on both the micro and macro worlds of meaning, intermeshing individual data in the context of large-scale societal processes and phenomena (Cope, 2005;Prasad and Prasad, 2002;Sandberg, 2005). In this framework the interpretive bricoleur understands that research is an interactive process shaped by his or her personal history, biography, gender, social class, race, and ethnicity, and by those of the people in the setting.…”

Section: Methodological Considerationsmentioning

confidence: 99%

Ethnic Entrepreneurship Among Indian Women in New Zealand: A Bittersweet Process

Pio

2007

Gender Work & Organization

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This research article explores the lived-in and lived-through experiences of Indian women entrepreneurs in New Zealand in the context of ethnic entrepreneurship. Through a four-stage model emerging from qualitative interviews, the article illuminates the bittersweet entrepreneurial process of ethnic minority migrant women. The four stages are: the low permeability for entry into the job market for ethnic minority migrant women; underemployment; setting up a micro-enterprise and expanding the business and creating employment for others, primarily co-ethnics as well as an expanding customer base. A combination of factors ranging from perceived discrimination, low self esteem and feelings of being devalued, to ethnic networks and lack of access/knowledge of government resources and the entry of women from Indian business families feed into each of the four stages of this model. The article offers an analysis of minority voices, along with implications for future research.

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The Coming of Age of Interpretive Organizational Research

Cited by 75 publications

References 0 publications

Constructing Trustworthy Historical Narratives: Criteria, Principles and Techniques

Constructing Trustworthy Historical Narratives: Criteria, Principles and Techniques

The employability of newcomer self‐initiated expatriates in China: an employers' perspective

Ethnic Entrepreneurship Among Indian Women in New Zealand: A Bittersweet Process

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