Please use this identifier to cite or link to this item:
|Title:||Nadehado:a conceptualization from workplace witnesses’ accounts and perspectives.|
|Authors:||Manalo, James Clarence M.|
|Abstract:||The purpose of this study was to conceptualize nadehado from the witness’ perspective in the context of Filipino workplaces through providing the concept’s definition, boundaries, dimensions, and process. This study worked under the Constructivist paradigm. Ten employees were chosen purposively on the basis of them having witnessed a co-employee who was nadehado and their willingness to participate. A semi-structured interview was employed. Componential analyses of the transcripts of interviews were made. Nadehado is defined as an entity (person or organization) perceived to have been deprived of an opportunity they deserved or given less than what they deserved. It is also defined as an entity perceived have been inflicted (i.e., given) with something they did not deserve. Because no dimensions of nadehado were identified, it was concluded that nadehado is an absolute and indivisible concept. Nadehado is however a component or sub-division of the concept nalugi (an entity who lost something) which in turn is characterized by the witness’ perceived intentionality and fairness of the loss that occurred. Pagkadehado, the state of being nadehado, is a consequence of an unfair and intentional decision of a decision-maker, whether that be a person, group of persons, or an organization, leading to an undeserved loss of a particular entity. Consequently, pagkadehado was perceived by the respondents as a consequence of power differentials in the workplace.|
|Appears in Collections:||BA Organizational Communication Theses|
Files in This Item:
|F19.pdf||1.88 MB||Adobe PDF||View/Open Request a copy|
Items in DSpace are protected by copyright, with all rights reserved, unless otherwise indicated.