Mahbub Djunaidi, Seniman Politik Nahdlatul Ulama (1960-1987)

Abstrak: Nahdlatul Ulama merupakan salah satu organisasi Islam terbesar di Indonesia. Organisasi ini lahir tentu dari para tokoh-tokoh besar yang menggawanginya, salah satunya Mahbud Djunaidi. Kemampuan politiknya diperoleh dari berbagai pengalaman organisasi dan kemampuan dalam kepenulisan. Adapun permasalahan yang diangkat dalam penelitian ini yaitu bagaimana riwayat politik Mahbub Djunaidi sebagai aktivis politik Nahdlatul Ulama pada tahun 1960-1987. Berdasarkan permasalahan tersebut penelitian ini bertujuan untuk menguraikan perjalanan politik Mahbub Djunaidi (1960-1987). Berdasarkan permasalahan dan tujuan penelitian tersebut, maka metode yang digunakan adalah metode historis yang terdiri dari tahap heuristik, kritik sumber, interpretasi dan historiografi. Hasil dari penelitian menunjukkan bahwa Mahbub Djunaidi memiliki konsep khittah plus. Demokrasi politik ala Mahbub Djunaidi adalah cita-cita demokrasi yang diperjuangkan melalui garis politik.Kata Kunci: Mahbub Djunaidi, Demokrasi Politik, Nahdlatul Ulama.Abstract: Nahdlatul Ulama is one of the largest Islamic organizations in Indonesia. This organization was born of course from the big figures who oversee it, one of them Mahbud Djunaidi. His political abilities are obtained from various organizational experiences and abilities in writing. The problem raised in this research is how the political history of Mahbub Djunaidi as a political activist of Nahdlatul Ulama in 1960-1987. Based on these problems, this study aims to describe the political journey of Mahbub Djunaidi (1960-1987). Based on the problems and objectives of the research, the method used is the historical method which consists of heuristics, source criticism, interpretation and historiography stages. The results of the study show that Mahbub Djunaidi has the concept of khittah plus. Political democracy in the style of Mahbub Djunaidi is the ideal of democracy which is fought for through political lines. Keywords: Mahbub Djunaidi, Political Democracy, Nahdlatul Ulama.

Os coletivos em cena: algumas contribuições para o debate

Em meio ao recente ciclo de protestos pelo qual passou o Brasil entre os anos de 2013 e 2016, uma nova atenção teórico-analítica foi conferida às experiências organizacionais, que se autodenominam coletivos. Visando contribuir com esse debate, neste artigo, parte de uma pesquisa em andamento, nos guiaremos a partir de dois objetivos: (i) sistematização dos elementos centrais da recente literatura sobre coletivos que poderiam auxiliar um exame mais detido sobre essas experiências organizacionais; (ii) análise discursiva do processo de identificação dos sujeitos como coletivos contemporâneos. Para o segundo objetivo, também nos valemos de seis entrevistas realizadas com ativistas de coletivos culturais na Cidade de Vitória, Espírito Santo, entre os meses de dezembro de 2018 e março de 2019. Considerando os achados da literatura e nossos primeiros dados de pesquisa, o argumento estruturante da análise é que a construção da ideia de coletivo também significa a demarcação de uma posição diferencial em relação a outras experiências associativas. Palavras-chave: Coletivos; posição diferencial; novas experiências associativas; repertórios. Abstract During the recent cycle of protests that happened between 2013 and 2016 in Brazil, a new theoretical and analytical attention was granted to organizational experiences, called collectives. This article, which is part of research in progress, aims at two goals: (i) assist in the detailed exam about the organizational experiences; (ii) conduct a discourse analysis of the identification process of the subjects as contemporary collectives. To contribute to the second aim, we will also use six interviews done with activists from cultural collectives in Vitoria, Espírito Santo, between December 2018 and March 2019. Considering the literature and our first research data, the structural argument of the analysis is that the building of the idea of collective also means the demarcation of a differential position related to other associative experiences. Keywords: Collectives; differential position; new associative experiences; repertory. Resumen A partir del reciente ciclo de protestas que aconteció en Brasil entre 2013 y 2016, comenzó a darse una nueva atención teórico-analítica a las experiencias de organización social que se autodenominan colectivos. Con el propósito de contribuir a ese debate, este artículo – que es parte de una investigación en curso – se desarrolla en dos ejes: (i) el de la sistematización de elementos clave que se encuentran en la literatura reciente sobre colectivos, que podrían contribuir a un análisis más detallado sobre esas experiencias de organización social; y (ii) el de un análisis discursivo del proceso de identificación de los sujetos como colectivos contemporáneos. Como insumo para este segundo eje, nos valemos de seis entrevistas en profundidad realizadas a activistas de colectivos culturales de la ciudad de Victoria, Espíritu Santo, entre los meses de diciembre de 2018 y marzo de 2019. Tomando en cuenta los hallazgos de la literatura y nuestros primeros datos producidos en esta investigación, el argumento estructurador de este análisis es que la construcción de la idea de colectivo también significa la demarcación de una posición diferencial en relación con otras experiencias de organización social. Palabras clave: Colectivos; posición diferencial; nuevas experiencias asociativas; repertorios.

Gender, Coaching, and Occupational Turnover

Women are underrepresented in coaching positions, both at the assistant and head coach levels. The purpose of this study was to examine one reason for this occurrence: gender differences in occupational turnover. The authors provided a review of the literature related to occupational turnover, integrating coaching and organizational psychology literatures. Based on these frameworks, the authors then conducted a meta-analysis of the quantitative research in the area, statistically aggregating results from 10 samples and 2,802 coaches. Results indicated that women intend to leave coaching sooner than do men (d = .38). Drawing from the review, the authors then examined potential reasons for the differences. Contrary to expectations, women were younger (d = −.56) and had shorter occupational tenures (d = −.59) than men, suggesting that other factors, such as their aspirations for advancement or the macro-level barriers they encounter, make coaching an unattractive option. Women had lower aspirations for advancement in the profession (d = −.74) and less positive experiences in coaching (d = −.23), though organizational experiences did not vary by gender. The results collectively suggest that occupational constraints can limit women’s aspirations and intentions to remain in coaching, even beyond what would be expected based on their age and time in the profession.

Applied tensional analysis: Engaging practitioners and the constitutive shift

This article introduces applied tensional analysis as a methodological framework that integrates constitutive ontologies (that depict organizations as processes in constant states of emerging or becoming) with the applied need for practitioners to understand and navigate the everyday exigencies of their organizational experiences. Applied tensional analysis centers analysis on tensions as the key to understanding organizational becoming in contrast to approaches that assume organizations are stable entities and consequently focus on patterns, themes, or laws. The applied tensional analysis framework offers four analytical foci (context, tensions, enacted responses, and repertoires) organized into two loops (analytical and change) as guides for data collection and analysis. While the analytical loop orients scholars to the current and past configurations of an organization’s emergence, the change loop emphasizes the multitude of available responses to a particular tension and the constitutive implications of those responses for organizational becoming. As a new methodological approach, applied tensional analysis suggests that organizational knowledge requires more than awareness of what an organization is and includes awareness of organizational potential and what an organization might become.

Hybrid managers, career narratives and identity work: A contextual analysis of UK healthcare organizations

While hybrid managers are increasingly important in contemporary organizations (especially in the public sector), we know little about why or how they become hybrid managers, or how this is shaped by the interplay of professional experience and organizational circumstances. In pursuit of a more variegated, contextualized and dynamic understanding of hybrid management, this article focuses on how individuals transition into managerial hybrids, emphasizing the dynamic and emergent nature of hybrid management identity. Studying managers in English healthcare, we employ the concept of identity work as expressed through career narratives to examine the influence of career trajectories and organizational experiences on emerging hybrid manager identity. The study identifies three broad managerial career narratives – aspirational, ambivalent and agnostic – and relates them to experiences of doctor and nurse hybrid managers in three healthcare settings. An interpretive analysis of these narratives reveals a more variegated, situated and dynamic interpretation of hybrid managerial identities than previously considered and underscores the importance of personal and organizational experiences in shaping emergent hybrid professional/managerial identity.

Beyond Victims and Perpetrators

We acknowledge and agree with Cortina, Rabelo, and Holland (2018) that the tendency to focus on victims as precipitators of their own negative workplace experiences (e.g. abusive supervision) presents a problematic theoretical paradigm. Using organizational justice as an illustration, we note that even in fields with an orientation toward victims, similar trends with regard to victim precipitation have still emerged. However, we also argue that although the perpetrator predation approach may help to avoid this tendency and encourage a better understanding of the responsibility for and origins of certain organizational experiences, it may fall short when examining complex phenomena that involve more than the dyad of perpetrator and victim. We suggest that industrial and organizational (I-O) psychology scholars might be better served by abandoning the language of victim and perpetrator altogether. Though we invoke these two terms when discussing organizational justice, we ultimately come to argue that researchers should utilize different language that better captures the experience and role of employees in these phenomena.