Explaining Suicide in Organizations: Durkheim Revisited

Clegg, Stewart; Cunha, Miguel Piña e; Rego, Arménio

doi:10.1111/basr.12092

Cited by 12 publications

(10 citation statements)

References 59 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Simultaneously, the increased number of suicides that can be attributed in part to the erosion of cooperation and social bonds at work is not limited to specific countries or cultures (Clegg et al, 2016).…”

Section: Discussionmentioning

confidence: 99%

“…The way in which organizations are managed and how work tasks are structured both have profound implications for workers' health and life spans (Pfeffer, 2010). While organizations today are more attuned to tackling suffering (Allard-Poesi & Hollet-Haudebert, 2017), "suffering bodies at work" (Courpasson, 2016(Courpasson, : 1095 remains a significant social issue as evidenced by the prevalence of feelings of powerlessness in organizations (Felstead, Gallie & Green, 2015) and workplace suicides (Clegg, Cunha & Rego, 2016;Waters, Karanikolos & McKee, 2016).…”

Section: Introductionmentioning

confidence: 99%

See 1 more Smart Citation

Introducing the French Psychodynamics of Work Perspective to Critical Management Education: Why Do the Work Task and the Organization of Work Matter?

Dashtipour

Vidaillet²

2020

AMLE

View full text Add to dashboard Cite

show abstract

Section: Discussionmentioning

confidence: 99%

Section: Introductionmentioning

confidence: 99%

Introducing the French Psychodynamics of Work Perspective to Critical Management Education: Why Do the Work Task and the Organization of Work Matter?

Dashtipour

Vidaillet²

2020

AMLE

View full text Add to dashboard Cite

show abstract

“…Clegg et al . ). In his critique of these PM practices for ‘destroy[ing] individuals lives, social bonds and communities’ (Deranty , p. 444), Dejours (, ) mobilizes an ethical defence of workers’ well‐being as a basic normative standard.…”

Section: Responding To Chrm: Pm Recognition and Identity At Workmentioning

confidence: 97%

“…Dashtipour and Vidaillet 2017) empirical studies of serious workplace pathologies in major companies, including violence and workplace suicides, implicate PM's capacity to breakdown workplace collectives as one key causal factor (cf. Clegg et al 2016). In his critique of these PM practices for 'destroy[ing] individuals lives, social bonds and communities' (Deranty 2008, p. 444), Dejours (2000Dejours ( , 2012 mobilizes an ethical defence of workers' wellbeing as a basic normative standard.…”

Section: Conceptual Applications -Framing Pm Researchmentioning

confidence: 99%

How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique

Tweedie

Wild

Rhodes³

et al. 2018

Int J Management Reviews

View full text Add to dashboard Cite

While performance management (PM) is pervasive across contemporary workplaces, extant research into how performance management affects workers is often indirect or scattered across disciplinary silos. This paper reviews and synthesizes this research, identifies key gaps and explores ‘recognition theory’ as a nascent framework that can further develop this important body of knowledge. The paper develops in three main stages. The first stage reviews ‘mainstream’ human resource management (HRM) research. While this research analyses workers’ reactions to performance management in some depth, its focus on serving organizational goals marginalizes extra‐organizational impacts. The second stage reviews more critical HRM research, which interprets performance management as a disciplinary, coercive or inequitable management device. While this literature adds an important focus on organizational power, there is scope to analyse further how PM affects workers’ well‐being. To develop this strand of PM research, the third stage turns to the emerging field of recognition theory independently developed by Axel Honneth and Christophe Dejours. The authors focus especially on recognition theory's exploration of how (in)adequate acknowledgement of workers’ contributions can significantly affect their well‐being at the level of self‐conception. Although recognition theory is inherently critical, the paper argues that it can advance both mainstream and critical performance management research, and also inform broader inquiry into recognition and identity at work.

show abstract

“…While less common than sexual harassment or workplace bullying, the suicide of a coworker can also be traumatic. Foxconn and France Telecom are examples of organizations that have experienced a rash of worker suicides (Burke, 2012; Clegg, Cunha, & Rego, 2016). Self‐blame is a particular concern following the suicide of a work associate (Lynn, 2008).…”

Section: Antecedents Of Ptsmentioning

confidence: 99%

Posttraumatic stress in organizations: Types, antecedents, and consequences

Williams

2020

Business and Society Review

View full text Add to dashboard Cite

Research indicates that the well‐being and productivity of over 100 million people in the global workforce may be compromised by posttraumatic stress (PTS). Given that work‐related experiences are often the source of the trauma that leads to PTS, and that PTS due to any cause can interfere with employees’ job performance, organizations would do well to consider the antecedents and consequences of PTS. This review of research—primarily within fields adjacent to business—on the types, antecedents, consequences, and organizational implications of PTS is presented to advance inquiry within the field of business. The definition of PTS requires attention to the new classification of complex posttraumatic stress disorder that can result from threats that are not life‐threatening such as bullying and sexual harassment. PTS antecedents include organizational and extraorganizational traumas, and risk and resilience factors. Absenteeism, impaired cognitive functioning, strained relationships, and growth are among the consequences of PTS. Organizations can assist through disaster planning, empathetic leaders, mental health literacy initiatives, and employee assistance programs. Many research questions arise that, when answered, will allow organizations to better understand how they can improve employee productivity and well‐being by attending to PTS.

show abstract

Explaining Suicide in Organizations: Durkheim Revisited

Cited by 12 publications

References 59 publications

Introducing the French Psychodynamics of Work Perspective to Critical Management Education: Why Do the Work Task and the Organization of Work Matter?

Introducing the French Psychodynamics of Work Perspective to Critical Management Education: Why Do the Work Task and the Organization of Work Matter?

How Does Performance Management Affect Workers? Beyond Human Resource Management and Its Critique

Posttraumatic stress in organizations: Types, antecedents, and consequences

Contact Info

Product

Resources

About