BRIDGING DIFFERENCE THROUGH DIALOGUE: A CONSTRUCTIVIST PERSPECTIVE

Differences in culture invariably underpin the communication failures and misunderstandings that lead to social conflict and dissension. In contemporary organizations, for example, conflicts in values between different occupational groups have the potential to create significant organizational dysfunction. Equally, however, bridging between these conflicts may present an opportunity for organizational learning and insight. Dialogue provides a means of bridging between such differences, but it is notoriously difficult to implement. In this article, we explore the potential of Personal Construct Theory as a way into dialogue. We illustrate our argument with the results of a workshop that involved senior managers and clinicians from a large public hospital.     

Predictors of friend approval for romantic relationships

Three studies (1 correlational and 2 experiments) applied the investment model to explain social network approval for others' romantic relationships. Study 1 supported the prediction that friends' perceived satisfaction and perceived alternatives were predictive of their approval for target relationships, while perceived investments was not a significant predictor. Studies 2 and 3 employed experimental manipulations of perceived satisfaction to test its causal impact on relationship approval, and in these studies, perceived satisfaction was a significant predictor of relationship approval. Taken as a whole, these findings supported the prediction that perceived relationship satisfaction is a causal factor influencing friends' approval of target romantic relationships.     

Refusals and Rejections Designing Messages to Serve Multiple Goals

This experiment was conducted to test a rational model of the elaboration of themes found in rejection messages. The experiment involved a situation in which a candidate for membership in an organization must be rejected by an agent of the organization. The model proposed that five themes would be found in the rejection messages, elaborated selectively as a function of the relationship between organizational agent and candidate (friend vs. stranger) and the basis for the rejection (qualified vs. unqualified candidate). The experiment was replicated with American and Japanese participants in the role of organizational agent; no differences due to nationality were anticipated. Results showed partial support for the initial rational model, but the findings also pointed toward two key revisions of the hypothesized model: First, two new themes in rejection messages were identified; and second, there were substantial differences in the way Americans and Japanese elaborated themes to serve their goals.     

EAT MY FLESH AND DRINK MY BLOOD

Disgust or horror is our natural attitude to eating human flesh and drinking human blood. How can this attitude not transfer itself to the Christian Eucharist, in which the bread is said to be Christ's body and the wine his blood? And if the aversion must transfer itself, then how can God have been, as Christians have to think, the founder of the rite? I discuss these questions with reference to several different theories of the Eucharist, one Calvinist, the others of a would‐be Roman Catholic kind.     

UNDERSTANDING SELF-OTHER AGREEMENT: A LOOK AT RATER AND RATEE CHARACTERISTICS, CONTEXT, AND OUTCOMES

This study investigated (a) the relative importance of a number of biographic (e.g., age, race, gender) and contextual (e.g., span of control, functional area) variables and their interactions on self-other agreement and (b) the relationship between self-other agreement and outcome variables such as performance and compensation. Usable data were collected from 3,217 managers and their multi-source raters in 527 organizations. Multivariate regression procedures (as opposed to categorization procedures) were used to determine the sources of rating disagreement. Results indicated that a significant portion of variance in self-other ratings was accounted for by the set of background/context variables. Self-other agreement was also related to performance, compensation, and organizational level, though rating patterns differed.     

Graduate attributes of the 4‐year Australian undergraduate psychology program

This paper outlines the background, process and outcomes for a project that delineated a set of graduate attributes of the 4‐year Australian undergraduate psychology program. The nature of the current undergraduate psychology program and its quality assurance system is described, followed by a consideration of current issues in psychology education and training. The processes involved in delineating the six graduate attributes (i.e., knowledge and understanding, research methods, critical thinking, values, communication, and application) are then described. Some issues and suggestions related to their implementation are then outlined. Finally, the authors summarise what has been accomplished in delineating the graduate attributes, and what still needs to be achieved.     

Message Design Logic and Message Goal Structure Effects on Perceptions of Message Quality in Regulative Communication Situations

O'Keefe has suggested that variations in the goal sets individuals choose to pursue and the form of reasoning they employ are sources of variation in message designs. She offered an analysis of the specific consequences of differences in goals (“message goal structure”) and in forms of reasoning (“message design logics”), and shouted how this analysis could be used to describe systematically functional variations in regulative messages. The study reported in this article explored the consequences of differences in message design logic and goal structures for success in regulative communication situations; Messages that differed in these properties were presented to subjects for evaluation on a number of functionally significant dimensions. Level of message design logic was straightforwardly associated with every type of effectiveness that was assessed. Differences in message goal structures had more selective effects on message evaluations, often involving interactions with the level of construct differentiation of the message evaluator.