Explaining Compassion Organizing

By Jane E. Dutton, Monica C. Worline, P. Frost, J. Lilius. 2006

633 citations recorded by the source corpus.

Subfields: Demography, Organizational Behavior and Human Resource Management

View Paper: https://www.semanticscholar.org/paper/f82c665e074b07938465ee4d861edc78a804d5a9

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In Demography

In Organizational Behavior and Human Resource Management

Citations in the corpus

The Bright Side of Being Prosocial at Work, and the Dark Side, Too: A Review and Agenda for Research on Other-Oriented Motives, Behavior, and Impact in Organizations (2016, background): “Compassion is prosocial because it involves not just noticing and empathizing with the suffering of others, but also providing emotional support and taking action to alleviate their pain (Dutton et al., 2006; see also Kahn, 1993).”
Entrepreneurship responding to adversity: Equilibrating Adverse Events and Disequilibrating Persistent Adversity (2020, background): “…(new independent) or de alio (new corporate) ventures, which are distinct from established organizations whose primary mission is to help people (e.g., hospitals) and from established organizations that redirect normal operating routines to help their employees in need (e.g., Dutton et al., 2006).”
Group Emotions: Cutting the Gordian Knots Concerning Terms, Levels of Analysis, and Processes (2015, background): “…al. (2010) Mid-size group Branches Arnaud and Schminke (2012) Units/departments Barsade and O’Neill (2014) Organizations Choi, Sung, Lee, and Cho (2011) Dutton et al. (2006) Maitlis and Ozcelik (2004) Menges et al. (2011) Large group Industries None Alliances Belief groups (social…”
Positive organizational psychology, behavior, and scholarship: A review of the emerging literature and evidence base (2010, background): “Dutton, Worline, Frost, and Lilius ( 2006 ) described compassion as a multi-dimensional process that comprises three elements, ‘noticing another's suffering, feeling the other's pain, and responding to that person's suffering’ (Kanov et al, 2004 , p.”
Understanding compassion capability (2011, background): “collective capabilities and collective compassion (Dutton et al., 2006; Kanov et al., 2004; Orlikowski, 2002) that pointed to practices as foundational to capabilities.”
Designing jobs to do good: Dimensions and psychological consequences of prosocial job characteristics (2008, positive): “Researchers have begun to assess how organizational cultures, climates, routines, and relationships foster compassion (Dutton, Worline, Frost, & Lilius, 2006 ), authenticity (Gardner, Avolio, Luthans, May, & Walumbwa, 2005 ), and resilience and reliability (Blatt, Christianson, Sutcliffe, & Rosent”
Challenging the Norm of Self-Interest: Minority Influence and Transitions to Helping Norms in Work Units (2012, background): “In field research Dutton et al. (2006) studied the organizing of compassionate efforts to help victims of a university fire and found that individuals who observed acts of compassion experienced elevation and, thus, felt inclined to express compassion themselves: “Several faculty and staff members…”
Compassion organizing: Employees' satisfaction with corporate philanthropic disaster response and reduced job strain (2015, background): “Employee satisfaction with CPDR and perceived organizational support We consider CPDR to be an aspect of compassion organizing, because it involves a collective response to a disaster that entails the organization of individual compassion (Dutton et al., 2006).”
Compassion revealed: What we know about compassion at work (and where we need to know more) (2011, background): “Beyond utilization, the effectiveness of these programs could be gauged in terms of the speed, scale, scope, and customization of compassion vs. compassionate in responding to the needs of suffering employees (see Dutton et al., 2002, 2006), although we are not aware of any such published studies.”
Let's Dance! Elastic Coordination in Creative Group Work: A Qualitative Study of Modern Dancers (2014, methodology): “As in many inductive studies, our review serves as a set of “orienting points” that anchored our research questions, informed our methods, and provided direction for our analysis (Dutton et al., 2006; Nag, Corley, & Gioia, 2007).”