Rehumanising Knowledge Work through Fluctuating Support Networks A grounded theory
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Abstract
Through the basic social structural process of fluctuating support networks, knowledge workers self-organise to overcome the dehumanising impact of a rapidly changing workplace context. Such networks operate outside the formal organisation. They are epiphenomenal – self-emerging, self-organising, and selfsustaining. Participation is voluntary and intuitive. The growth of fluctuating support networks facilitates a rehumanising process which serves to counterbalance the dehumanisation that knowledge workers experience in the face of persistent and unpredictable change.
The core variable of the theory, the basic social psychological process of rehumanising, is characterised by authenticity, depth and meaning, recognition and respect, safety and healing and kindred sharing. Rehumanising gives meaning to work while sustaining energy and commitment. Fluctuating support network relationships offer members validation and subtle support. Members pursue shared interests and passions. Activities are characterised by challenge, experimentation, creativity and learning. The resultant sense of achievement renews energy and builds confidence, enhancing commitment and bonding thereby sustaining network engagement.
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