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Despite the prominence of cognitively oriented research in interpersonal communication, relatively little is known about the interplay of cognitive and communicative processes during conversation. For interpersonal communication scholars or at least those interested in interaction, the study of cognition is most useful if it reveals how interactants produce, monitor, modify, and process messages while engaged in conversation. The failure to collect data about in-process conversational cognition is partially due to excessive reliance on what have been identified as “implementation level” cognitive theories and models. Such theories are primarily concerned with specifying cognitive “architectures” and provide little guidance about how cognition is adapted to conversational tasks. However, a dearth of methodological creativity is also partially to blame for the lack of data about in-process conversational cognition. On encountering the admittedly formidable methodological difficulties of collecting data about conversational cognition, researchers have tended to rely on traditional but inadequate methods, or worse, have simply ignored theoretical questions pertinent to cognition in-process. This article suggests that claims about cognition can be made at four levels—biological, implementation, algorithmic, and rational—but that theoretical claims about conversational cognition can most usefully be pursued at the rational and algorithmic levels. In an effort to promote more research at these levels, criteria for studying conversational cognition are proposed, and promising methods are reviewed. 相似文献
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This research provides an examination of management and employee values as influential for organizational rule formation, that is, cultural theme formation. Specifically, the research demonstrates that management and employee values and management and employee perceptions of organizational rules are related over time and that the direction of that relationship can be specified. The findings indicate that management values are directly related to employee values but indirectly influence the evolution of organizational rules. Additionally, the findings support the interactional nature of management/employee relationships. Finally, this research provides evidence of rule emergence based on management and employee values and underscores the importance of communication-receiving activities for knowledge of rule emergence and a variety of organizational and work satisfactions. 相似文献
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DONALD DEAN MORLEY 《人类交流研究》1988,15(1):112-126
Jackson and Jacobs (1983) have argued that many of the findings in communication research could be specific to the particular messages used in a given study. As a solution, Jackson and Jacobs propose generalizing to message populations by treating messages as a random variable. This article argues that the Jackson and Jacobs solution is inappropriate for complex messages and that meta-analytic techniques represent an alternative that permits the detection of results that are specific to particular messages, researchers, or paradigms. 相似文献
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ANTHONY D. G. MARKS DONALD W. HINE GARY C. MANTON EINAR B. THORSTEINSSON 《Journal of applied social psychology》2012,42(1):151-169
This study examined the role of outcome expectancies in explaining sex differences in adolescents' inclination to engage in acts of aggression. Using a sample of Australian adolescents, 2 scales were developed to measure outcome expectancies of direct and indirect aggression. The data were used in subsequent mediation analyses. Sex differences in direct aggression were partially mediated by 2 types of aggression expectancies. Relative to females, males anticipated more overall benefits associated with acting aggressively and less fear of reprisals from authority figures. This pattern of expectancy beliefs predicted higher levels of self‐reported direct aggression. Sex differences in indirect aggression were fully mediated by anticipation of personal benefits, with males expecting greater personal benefits for engaging in this type of aggression. 相似文献