Using Giddens’s Structuration Theory as a lens, this article theorizes an organizational change perspective that emphasizes the role of the marginalized. The context for this work is the current changes within the Roman Catholic Church, with respect to its teaching and norms around homosexuality. The change perspective proposes the emergence of “Legitimate Alternative Structural Configurations” (LASC) from which organizational actors find guidance for enacting behaviors that promote greater inclusion of the marginalized in a global organization. Six propositions are offered for considering the ways in which marginal actors facilitate the emergence of LASC. This conceptualization of change provides a useful lens for recognizing, understanding, and promoting the transformation of oppressive organizational structures (in this case, the Roman Catholic Church), while emphasizing the role of marginal actors in the process of change.
AdlerP. S.KwonS.-W. (2002). Social capital: Prospects for a new concept. Academy of Management Review, 27, 17-40.
2.
AllenJ. (2005). Pope Benedict XVI: A biography of Joseph Ratzinger. New York, NY: Bloomsbury Academic.
3.
BanduraA. (1989). Human agency in social cognitive theory. American Psychologist, 44, 1175-1184.
4.
BieremaL. L. (2010). Implementing a critical approach to organization development. Malabar, FL: Krieger.
5.
BieremaL. L. (2015). Critical human development to enhance reflexivity, change discourse, and adopt a call-to-action. Human Resource Development Review, 14, 119-124.
6.
BoltonG. (2010). Reflective practice: Writing and professional development: Thousand Oaks, CA: Sage.
7.
BondC.O’ByrneD. J. (2014). Challenges and conceptions of globalization: An investigation into models of global change and their relationship with business practice. Cross Cultural Management, 21, 23-38.
8.
BourdieuP. (1986). The forms of capital. In SadovnikA. R. (Ed.), Sociology of education: A critical reader (pp. 83-95). New York, NY: Routledge.
BuchananM.DzelmeK.HarrisD.HeckerL. (2001). Challenges of Being Simultaneously Gay or Lesbian and Spiritual and/or Religious: A Narrative Perspective. American Journal of Family Therapy, 29(5), 435-449.
11.
CallahanJ. L. (2003). Organizational learning: A reflective and representative critical issue for HRD. In GilleyA. M.CallahanJ.BieremaL. (Eds.), Critical issues in HRD: A new agenda for the twenty-first century (pp. 161-177). Cambridge, MA: Perseus.
12.
CallahanJ. L. (2004). Reversing a conspicuous absence: Mindful inclusion of emotion in structuration theory. Human Relations, 57, 1427-1448.
13.
CallahanJ. L. (2012). Occupy . . . HRD? Expanding our vision of the field into nontraditional spaces. Human Resource Development Review, 11, 135-137.
14.
CallahanJ. L. (2013). “Space, the final frontier”? Social movements as non-traditional organizing spaces for applying HRD. Human Resource Development International, 16, 298-312.
15.
CallegherJ. D. (2010). Attitudes toward homosexuality among catholic-educated university graduates. Catholic Education: A Journal of Inquiry & Practice, 13, 306-328.
16.
Catholic Church. (2012). Catechism of the Catholic church. Vatican City: Libreria Editrice Vaticana.
17.
ClarkJ. M.BrownJ. C.HochsteinL. M. (1990). Institutional religion and gay/lesbian oppression. Marriage & Family Review, 14, 265-384.
18.
CollinsJ. C. (2014). Characteristics of “masculinized” industries: Gay men as a provocative exception to male privilege and gendered rules. Human Resource Development Review. 1-27., doi: 10.1177/1534484314559930
19.
CollinsJ. C.CallahanJ. L. (2012). Risky business: Gay identity disclosure in a masculinized industry. Human Resource Development International, 15, 455-470.
20.
D’AntonioW. V. (1994). Autonomy and democracy in an autocratic organization: The case of the Roman Catholic church. Sociology of Religion, 55(2), 379-396.
21.
D’EmilioJ.FreedmanE. B. (1988). Intimate matters: A history of sexuality in America. Chicago, IL: University of Chicago Press.
22.
den HondF.BoersmaF. K.HeresL.KroesE. H.van OirschotE. (2012). Giddens à la Carte? Appraising empirical applications of Structuration Theory in management and organization studies. Journal of Political Power, 5(2), 239-264.
23.
EdmondsonA. (1999). Psychological safety and learning behavior in work teams. Administrative Science Quarterly, 44, 350-383.
24.
EllemersN.JettenJ. (2013). The many ways to be marginal in a group. Personality and Social Psychology Review, 17(1), 3-21.
25.
EllermanD. P. (1999). Global institutions: Transforming international development agencies into learning organizations. The Academy of Management Executive, 13(1), 25-35.
26.
EmirbayerM.JohnsonV. (2008). Bourdieu and organizational analysis. Theory and society, 37, 1-44.
27.
FreireP. (2000). Pedagogy of the oppressed (30th anniversary ed.). New York, NY: Continuum.
28.
GarroL. C. (2000). Remembering what one knows and the construction of the past: A comparison of cultural consensus theory and cultural schema theory. Ethos, 28, 275-319.
29.
GiddensA. (1981). A contemporary critique of historical materialism. Volume 1: Power, Property and the State. London, UK: Macmillan.
30.
GiddensA. (1984). The constitution of society: Outline of the theory of structuration. Berkeley: University of California Press.
31.
GithensR. P. (2012). Organization change and social organizing strategies: Employee-initiated organization development. Human Resource Development Quarterly, 23, 487-518.
32.
GithensR. P. (2015). Critical action research in human resource development. Human Resource Development Review, 14, 185-204.
33.
HambrickD. C.FinkelsteinS. (1987). Managerial discretion: A bridge between polar views of organizational outcomes. Research in Organizational Behavior, 9, 369-406.
JenkinD.JohnstonL. (2004). Unethical treatment of gay and lesbian people with conversion therapy. Families in Society: The Journal of Contemporary Social Services, 85, 557-561.
40.
KatzensteinM. F. (1998). Faithful and fearless: Moving feminist protest inside the church and military. Princeton, NJ: Princeton University Press.
41.
KorteR. (2012). Exploring the Social Foundations of Human Resource Development A Theoretical Framework for Research and Practice. Human Resource Development Review, 11(1), 6-30.
42.
LipkaM. (2014). Young U.S. Catholics overwhelmingly accepting of homosexuality. Washington, DC: Pew Research Center.
43.
LoyalS. (2003). Sociology of Anthony Giddens. London, England: Pluto Press.
44.
MahaffyK. A. (1996). Cognitive dissonance and its resolution: A study of lesbian Christians. Journal for the Scientific Study of Religion, 35, 392-402.
45.
McFaddenC. (2015). Lesbian, gay, bisexual, and transgender careers and human resource development: A systematic literature review. Human Resource Development Review, 14, 125-162.
46.
McNeillJ. (1993). The church and the homosexual (4th ed.). Boston, MA: Beacon Press.
47.
McQueeneyK. (2009). “We are god’s children, Y’all”: Race, gender, and sexuality in lesbian- and gay-affirming congregations. Social Problems, 56, 151-173.
48.
MezirowJ. (1997). Transformative learning: Theory to practice. New Directions for Adult and Continuing Education, 1997(74), 5-12.
49.
NishidaH. (1999). A cognitive approach to intercultural communication based on schema theory. International Journal of Intercultural Relations, 23, 753-777.
50.
O’ByrneD.HensbyA. (2012). Theorizing Global Studies. Basingstoke, UK: Palgrave Macmillan.
51.
O’LoughlinT. (2013). The credibility of the Catholic church as public actor. New Blackfriars, 94, 129-147.
52.
PackerD. J. (2007). On being both with us and against us: A normative conflict model of dissent in social groups. Personality and Social Psychology Review, 12(1), 50-72.
RodriguezE. M.OuelletteS. C. (2000). Gay and lesbian Christians: Homosexual and religious identity integration in the members and participants of a gay-positive church. Journal for the Scientific Study of Religion, 39, 333-347.
58.
The Roman Catholic Church of the Diocese of Phoenix. (2006). Human resources policies and procedures. Phoenix, AZ: Author.
59.
ScheinE. (2004). Organizational culture and leadership (3rd ed.). San Francisco, CA: Jossey-Bass.
60.
SchnoorR. F. (2006). Being gay and Jewish: Negotiating intersecting identities. Sociology of Religion, 67, 43-60.
61.
SchoenherrR. A.SorensenA. (1982). Social change in religious organizations: Consequences of clergy decline in the US Catholic church. Sociology of Religion, 43, 23-52.
62.
SeidlerJ. (1986). Contested accommodation: The Catholic church as a special case of social change. Social Forces, 64, 847-874.
63.
SewellW. H.Jr. (1992). A theory of structure: Duality, agency, and transformation. American Journal of sociology, 98, 1-29.
StraussC.QuinnN. (1997). A cognitive theory of cultural meaning (Vol. 9). Cambridge, UK: Cambridge University Press.
67.
TajfelH.TurnerJ. C. (1979). An integrative theory of intergroup conflict. In AustinW. G.WorchelS. (Eds.), The social psychology of intergroup relations (pp. 33-47). Boston, MA: Brooks/Cole.
68.
TaylorS. E.CrockerJ. (1981). Schematic bases of social information processing. In HigginsE.T.HermanC.P.ZannaM.P. (Eds.), Social cognition: The Ontario symposium (vol. 1, pp. 89-134). Hillsdale, NJ: Erlbaum.
69.
United States Catholic Conference, National Conference of Catholic Bishops Committee on Marriage and Family. (1997). Always our children: Pastoral message to parents of homosexual children and suggestions for pastoral ministers. Washington, DC: Author.
70.
VallierI. (1971). The Roman Catholic church: A transnational actor. International Organization, 25, 479-502.
71.
Van De VenA. H.PooleM. S. (1995). Explaining development and change in organizations. Academy of Management Review, 20, 510-540.
72.
YipA. K. (1997). Dare to differ: Gay and lesbian Catholics’ assessment of official Catholic positions on sexuality. Sociology of Religion, 58(2), 165-180.
Supplementary Material
Please find the following supplemental material available below.
For Open Access articles published under a Creative Commons License, all supplemental material carries the same license as the article it is associated with.
For non-Open Access articles published, all supplemental material carries a non-exclusive license, and permission requests for re-use of supplemental material or any part of supplemental material shall be sent directly to the copyright owner as specified in the copyright notice associated with the article.
