Testing Competing Models of Sales Force Communication

Based upon findings from the organizational communication, management, and marketing literatures, this study evaluates three competing models describing sales force communication. The results of the analysis suggest that the theorized PEO (Sales Manager Communication Practices? Sales Force Communication Environment? Salesperson Communication and Job Outcomes) Model best accounts for the relations between sales manager communication practices and salesperson communication and job outcomes. Specifically, the PEO Model holds that sales manager communication practices are positively associated with salesperson perceptions of communication quality. Communication quality is positively associated with salesperson satisfaction with communication; salesperson communication satisfaction is positively related to salesperson's job satisfaction and organizational commitment. These results and their implications for developing an effective sales force communication environment are detailed.     

THE ICA COMMUNICATION AUDIT AND PERCEIVED COMMUNICATION EFFECTIVENESS CHANGES IN 16 AUDITED ORGANIZATIONS

This study brings to light evidence on the benefits of a methodology for evaluation of organizational communication processes and outcomes—the ICA Communication Audit. The audit procedure was developed and tested by ICA (International Communication Association) Division IV, between 1974–1974. Sixteen field tests of the audit have been conducted from 1974–1977. This study undertook an “after” survey of the 16 audited organizations to determine the degree to which the audit was perceived to improve organizational communication effectiveness as well as overall organizational effectiveness. The findings confirmed the ICA Communication Audit as a valid diagnostic methodology and organization development intervention technique which improved both communication awareness and processes in a majority of audited organizations.     

Assessing the impact of organizational communication on job satisfaction and job performance

The present paper analyses the impact of organizational communication on job satisfaction and job performance. Data were collected from 380 employees working at different managerial levels in various organizations in India by using Organizational Communication Scale (Roberts & O’Reilly, 1974), Job Satisfaction Survey scale (Spector, 1985), and Job Performance scale (Rodwell, Kienzle & Shadur, 1998). It was found that organizational communication had a significant effect on job satisfaction and job performance of the employees. The analysis further indicated that the employees at different levels perceived job satisfaction differently. Thus, it can be inferred that in Indian organizations, job satisfaction and performance are very much dependent on the communication behavior of the organization.     

Communicating about the risks of terrorism (or anything else)

Communication is essential to preventing terrorists from achieving their objectives. Effective communication can reduce terrorists' chances of mounting successful operations, creating threats that disrupt everyday life, and undermining the legitimacy of the societies that they attack. Psychological research has essential roles to play in that communication, identifying the public's information needs, designing responsive communications, and evaluating their success. Fulfilling those roles requires policies that treat two-way communication with the public as central to ensuring that a society is strengthened, rather than weakened, by its struggle with terror. There are scientific, organizational, and political barriers to achieving those goals. Psychological research can help to overcome them-and advance its science in the process.     

THE ALPHA PERCENTAGE AND EXPERIMENTWISE ERROR RATES IN COMMUNICATION RESEARCH

Experimentwise error rates of the type proposed by Ryan (1959) are discussed and contrasted with anew measure of the likelihood that the results of a series of significance tests are Type I errors. This new measure, the Alpha Percentage (a%), shares the advantages of experimentwise error rates over individual alpha levels in reducing Type I errors in communication research, but the Alpha Percentage has much greater power than currently used experimentwise error rates to detect significant effects. Four arguments against the use of experimentwise error procedures are discussed and EW, EP, and a% rates are reported for Communication Monographs and Human Communication Research.     

Assessment of perceptual discrepancy: utility of the Primary Communication Inventory

The Primary Communication Inventory was factor-analyzed in order to validate the subscales of this instrument. These subscales were derived by Navran (20) on the basis of face validity and were labeled verbal and nonverbal communication subscales. The analysis yielded two factors. However, they could not be labeled verbal and nonverbal. Instead, the factors were interpreted as: (a) the individual's perceptions of own communication ability, and (b) the spouse's perceptions of the individual's communication ability. The scoring of the Primary Communication Inventory was revised and used as a measure of perceptual discrepancy between husbands and wives. Interestingly, discrepancy within the marital dyad was greater for the nondistressed participants than for the distressed participants. The results illustrate the potentially adaptive nature of positive perceptual distortion within the marital dyad and the potential utility for future research of calculating perceptual discrepancy scores for each spouse using the Primary Communication Inventory.     

AN INVESTIGATION OF THE INFORMATION PROCESSING FRAMEWORK OF ORGANIZATIONAL COMMUNICATION

The information processing framework of organizational communication is studied by introducing variables that reflect the individual's relationship to the organization; it is examined in terms of levels of information adequacy. This study focuses on explaining the variations in levels of information adequacy reported by organizational members. It emphasizes the importance of communicating sufficient information to employees irrespective of task-related communication needs. Findings from this study support an expanded information processing model of organizational communication. A revised model is proposed.     

Intraorganizational communication, perceived organizational support, and gender

Gender differences in the relationship between perceived organizational support and employee perceptions of their communication with top management, immediate supervisors, and coworkers are investigated in a university and in two engineering firms. Respondents were predominantly Caucasian Americans. Gender moderated the relationship between perceived organizational support and two communication variables (coworker communication relationship and coworker information quality). Males reporting a positive coworker communication relationship also indicated higher perceived organizational support. This pattern did not emerge for females. Males who perceived receiving higher quality information from coworkers reported higher perceived organizational support. While a similar pattern emerged for females, the relationship was weaker.     

INDIVIDUAL DIFFERENCES AMONG EMPLOYEES,MANAGEMENT COMMUNICATION STYLE,AND EMPLOYEE SATISFACTION: REPLICATION AND EXTENSION

Portions of three previous studies relating individual differences in employee satisfaction and one study relating Management Communication Style (MCS) to employee satisfaction were replicated across four organizational contexts. Major findings were supportive of the generalizability of the results observed in the previous studies. The interface of superior-subordinate relations and their impact on employee satisfaction were examined through perceptions of employees with regard to the MCS of upper management and the task behaviors (supervision and administration) of their immediate superiors. Results were supportive of the MCS conceptualization and indicated that MCS of immediate superior and MCS of upper management had their primary impact on different dimensions of employee satisfaction. Perceptions of superiors' task behaviors were found to have different impact on employees satisfaction for different organizational contexts. Variability in employee satisfaction predictable from individual employee differences and that predictable from superior-subordinate interface were found to have little overlap. It is recommended that both the individual differences (trait) and superior-subordinate interface (situational) approaches to the study of communication in organizational contexts be continued since the two generate independent predictions of unique variance.     

Counseling and the psychology of communication

The psychology of communication can bring to counseling greater clarification of verbal and nonverbal interview interactions. Various communication channels are discussed, including language and nonlanguage forms. It is suggested that each message conveys both content and a definition of relationship. Communication does not function in a linear manner but in a system of feedback loops, each of which is comparable to a stimulus-response-reinforcement sequence. Examples of communication patterns are given to illustrate the kinds of messages conveyed in language and nonlanguage channels. All communication modalities should be taken into consideration in studies of counseling interactions, and training programs should make counselors more sensitive communication participants.     

The Effect of Acceptance/Rejection Status, Status Notification, and Organizational Obligation Fulfillment on Applicant Intentions

Reactions to receiving or failing to receive rejection/acceptance letters were examined from the perspective of psychological contracts. In Study 1, a laboratory experiment, organizational obligation fulfillment was predicted by status (rejection/acceptance) and notification (no notification; notification only; notification plus explanation) such that those rejected without notification reported the lowest level of organizational obligation fulfillment. In Study 2, a field survey, applicants who were rejected with no rejection communication were more likely to believe that the organization failed to fulfill its obligations, and reported more negative intentions toward the organization compared to those who received a rejection communication. In both studies, organizational obligation fulfillment accounted for incremental variance in applicant intentions, beyond that of applicant status and type of rejection notification.     

ORGANIZATIONAL COMMUNICATION: 1978

With roots in social psychology, human relations, and organizational theory and behavior, the discipline of organizational communication has emerged in the last 25 years with its own content, methodology, and applications. Although one of the first major literature reviews of this field was produced about 15 years after much of the early foundation research had been completed (Guetzkow, 1965), the next major reviews were published in half the time (Porter & Roberts, 1972; Redding, 1972). As further evidence of the sheer quantity of research being completed in this new discipline, four additional reviews and syntheses were published during the next four years (Pietri et al., 1974; Goldhaber, 1975; Bernstein, 1976; Richetto, 1977). In fact, as Richetto closed his 1976 overview of the field, he predicted that there would “likely be continued attempts at integrating and synthesizing findings” (p. 336). Little did he realize that within two years, three additional reviews would appear (Dennis, Goldhaber, Yates, 1978; Farace, Taylor, Stewart, 1978; Monge, Edwards, Kirste, 1978). The present synthesis and review, with its emphasis on findings and implications, combines the results of recent North American and European research with those of the first 16 studies completed by the International Communication Association (1CA) Communication Audit. We have divided the review into three major sections: a historical overview of the major findings from both North America and Europe; major findings from the ICA Communication Audit; and implications of all major findings for future research.     

Citation Networks of Communication Journals, 1977–1985 Cliques and Positions,Citations Made and Citations Received

This article analyzes the pattern of citations among all communication journals covered by the first nine years of the Journal Citation Reports volume of the Social Sciences Citation Index (Garfield, 1977–1985). It approaches these analyses from two perspectives: (1) bibliometric analysis of citation flows, ratios, and impact factors, and (2) network analysis of both cohesion-based and position-based citation patterns. The field of communication exhibits clear clustering and inbreeding, consisting of cliques of interpersonal journals, mass media journals, and residual isolate journals. Citation patterns within and across these cliques have been very stable from 1977 through 1985. The cohesion analyses show that Human Communication Research and Communication Education provide weak ties from mass media journals to interpersonal communication journals. The Journal of Communication is cited the most strongly by the most journals, and provides, by means of citations, bidirectional channels for the flow of scientific information between mass media journals and interpersonal journals. The positional analyses show that the set of journals that has similar citing patterns is somewhat different from the set of journals that is cited similarly. In particular, the set of sources for the research reported in articles in these journals is not similar to the set of journals that refer to the articles in these journals.     

COMMUNICATION FEAR: A CORRELATIONAL STUDY OF TRAIT GENERALITY

Recent theoretical analyses of communication fear have employed the analogy of state and trait anxiety. Communication apprehension is considered to be representative of general trait anxiety which is a function of disordered personality processes. Public speaking fear represents state anxiety and is a function of normal social evaluation anxiety. Two studies are reported which correlate state-trait measures of anxiety with communication apprehension and public speaking fear. The data support the hypothesis that communication apprehension is associated with trait anxiety but, contrary to the theoretical analysis, public speaking anxiety is associated with both state anxiety and trait anxiety. The results are discussed in terms of the theoretical analysis of communication fear. The implications for future research on assessment and amelioration of communication fear are considered.     

Sex differences in intercultural communication apprehension,ethnocentrism, and intercultural willingness to communicate

Communication predispositions influence interactions between individuals from different cultures. Three such predispositions have been found to affect behavior in intercultural contexts: Apprehension about intercultural communication, ethnocentrism, and intercultural willingness to communicate. This study examined differences between men (n = 130) and women (n = 175) on those three predispositions. The analysis showed that men reported experiencing higher apprehension about intercultural communication, being more ethnocentric than women, and being less willing to communicate interculturally than women. Implications of these findings are discussed.     

INVOLVEMENT IN COMMUNICATION NETWORKS AS A PREDICTOR OF ORGANIZATIONAL COMMITMENT

This study examines the relationship between involvement in a job-related communication network and organizational commitment. The findings indicate a complex relationship that is moderated by the degree of job involvement. For employees who are not involved in their jobs, involvement in the job-related communication network functions to foster commitment to the organization. Two major conclusions are drawn: (1) the impact of involvement in communication networks on employee attitudes and behaviors may occur only for individuals with certain characteristics; and (2) previous studies that have reported main effects for individual variables on organizational commitment may need reinterpretation in light of the disordinal interaction obtained here. The possibility that different commitment processes operate for different kinds of employees is explored, with special emphasis on those employees for whom communication is a potent factor in determining attitudes. Implications for future research on the relationship between communication network involvement and other employee responses are discussed.     

青少年亲子沟通的特点研究

本研究采用整班随机抽样法选取兰州市两所普通中学的602名青少年及其父母,采用自编问卷探讨青少年亲子沟通的特点.结果表明:自编青少年亲子沟通问卷具有良好的信效度,达到心理测量学的要求,它可以分为青少年与父母沟通和父母与子女沟通两个方面.青少年与父母沟通方面,男生和初二学生与父母沟通较差,女生和其他年级学生与父母沟通较好;在父母与子女沟通方面,父母与女生,与初一、高一、高二学生沟通较好.相对父亲而言,母亲与子女沟通较好;这些差异表现在亲子沟通的不同维度.     

互动视角的组织社会化动态跟踪研究

以3项不同时间尺度的跟踪研究, 探索新员工组织社会化的动态与交互过程。首先, 通过在入职最初3个月每月为期1周的即时调研, 探索新员工与主管的沟通特征与机制; 然后通过为期3个月、时间间隔为1周, 针对新员工与其主管的配对短期跟踪调研, 探索社会化过程中学习与认同的动态特征与内部变化机制, 以及互动作用的动态变化特征; 最后通过为期1年、时间间隔为3个月的长期跟踪调研, 考察新员工主动参与组织社会化、领导者主动提供社会化支持的影响因素, 以及组织社会化的结果。     

What is the appropriate level of redundancy in federally sponsored education dissemination programs?

Educational policy is often based on the assumption that redundancy is a negative factor in dissemination and should be eliminated in order to achieve cost effectiveness. This article examines issues of redundancy in three dissemination contexts: knowledge acquisition and storage; knowledge synthesis; and knowledge utilization. Knowledge utilization and implementation, ultimately the goals of federally supported dissemination efforts, should rely on processes of planned and targeted redundancy of knowledge syntheses to various users. Barbara Lieb is research director, Research Applications Division of the Office of Educational Research and Improvement, U.S. Department of Education, where she formerly managed the the Regional Educational Laboratory Program. Having published and taught extensively in the areas of interpersonal, organizational, and instructional communication, she brings a communication perspective to issues of knowledge utilization. In addition to managing other federally supported dissemination programs for the National Institute of Education, she has served in executive capacities for both the Speech Communication Association and the American Society for Medical Technology, dealing with issues of professional development and knowledge use.     

Organizational Support,Job Resources,Soldiers’ Motivational Profiles,Work Engagement,and Affect

The authors examined the relationships between soldiers’ motivational profiles and work correlates. Results showed that the profiles differentially related to perceived organizational support and work engagement in both samples, as well as to communication, supervisor support, and positive and negative affect in Sample 2. Specifically, soldiers with the highest autonomous motivation scores displayed the highest levels of perceived organizational support and work engagement. Moreover, the highest levels of autonomous motivation were associated with the highest levels of communication, supervisor support, and positive affect. Finally, soldiers with low to moderate levels of autonomous motivation reported higher levels of negative affect than those characterized by high autonomous motivation scores. Theoretical and practical implications of the findings are discussed.