Edited by Chris Steyaert, Doctor in Psychology and Professor in Organizational Psychology, Julia Nentwich, Doctor and Associate Professor in Psychology and Patrizia Hoyer, Doctor in Organization Studies and Cultural Theory, University of St. Gallen, Switzerland

• Contents:Preface PART I INTRODUCTION1. Towards a Discursive Research Agenda for Organizational Psychology Patrizia Hoyer, Chris Steyaert and Julia C. Nentwich2. Mapping the Field: Key Themes in Discursive Organizational PsychologyJulia C. Nentwich, Patrizia Hoyer and Chris SteyaertPART II PARTICIPATION AND CHANGE 3. Divergence and Convergence in Multi-party Collaboration: ‘Moving the Paradox On’Anna-Katrin Heydenreich4. Performing Participation: Re-assembling a New MuseumChristoph Michels5. Maneuvering Acts: Inclusion and Exclusion in a Women’s Sports ClubJulia C. Nentwich and Anja OstendorpPART III RESISTANCE AND CHANGE6. Probing the Power of Entrepreneurship Discourse: An Immanent CritiquePascal Dey7. Part-time Work as Resistance: The Rhetorical Interplay Between Argument and Counter-argumentPatrizia Hoyer and Julia C. Nentwich8. Multilingual Organizations as ‘Linguascapes’ and the Discursive Position of EnglishChris Steyaert, Anja Ostendorp and Claudine GaibroisPART IV CREATIVITY AND CHANGE9. The Expectations Gap and Heteroglossic Practices of (Non-)Compliance in Banking Regulation Roland Pfyl10. Anticipating Intended Users: Prospective Sensemaking in Technology DevelopmentClaus D. Jacobs, Chris Steyaert and Florian Ueberbacher11. Career Change: The Role of Transition Narratives in Alternative Identity ConstructionsPatrizia HoyerPART V INTERVENTION AND CHANGE12. De-normalizing Subject Positions: How Different can Differences Be(come)?Anja Ostendorp and Chris Steyaert13. The Coaching Conversation as a Discursive HRM InterventionFlorian Schulz14. Discourse Analysis as Intervention: A Case of Organizational ChangingPascal Dey and Dörte ReschIndex

'Discursive approaches to issues such as creativity and participation are well established in management and organization studies but are much less developed in the field of Organizational Psychology. This book fills this gap in a timely and informative manner, providing much needed insights into how language does not simply represent the social world, but actively produces it. This book illustrates how the "turn to language" in the social sciences can be usefully applied to the field of Organizational Psychology.'