Collective Social Phenomena

Conceptual Overview

The concept is rooted in the theoretical tradition of interactionism described by Mischel in 1968. This theory holds that behaviors (and indeed attitudes and feelings) are a function of complex reciprocal relations between people and situations. Individuals create situations, which in turn influence them, so that organizational members are themselves instrumental in creating the social environment within which they operate (which then influences how they behave and feel). Another relevant theoretical idea behind the concept of collective social phenomena is the attractionselection-attrition framework posited by Schneider in 1987. According to this idea, similar people are attracted to and selected to join organizations, which thus become increasingly homogenous relative to other organizations. This trend is accelerated, as those whose dissimilarity with others becomes apparent at a later stage of the employment process as they move out of the organization through attrition. Norms also play a role in shaping collective social phenomena. Defined by Huczynski and Buchanan as “expected modes of behaviour based on an organization's values and beliefs that provide guidance for employee behaviour,” norms create the framework within which group and organizational members can relate to one another. Norms furthermore shape group feelings and behaviors and create a sense of common identity, especially as individuals are socialized into organizations. For example, by seeing that other group members are enthusiastic and motivated, a newcomer may learn that this is the desired response and seek to behave similarly.

It is not difficult to envisage that, through these natural group processes, together with the principles of interactionism, as well as the attraction-selectionattrition process, individuals will experience many attitudes, feelings, and behaviors in common with one another. Collective social phenomena such as organizational learning and positive affectivity at the group/organizational level arise from such common experiences and feelings. Gilbert, in her seminal work of 1989, argued that a key factor determining whether or not collective social phenomena exist surrounds the extent of joint commitment to a defined outcome. She further extends the concept to encompass ideas like collective moral responsibility, agreements and promises made at the group level, collective beliefs, and perceived obligations. Such ideas in the context of work organizations highlight the importance of being part of [Page 202]something greater than oneself, where high-level principles guide thinking and action and shape the ethical and moral direction of the business as a whole as well as particular elements within it.

...