PREDICTING ORGANIZATIONAL EFFECTIVENESS FROM COMMUNICATION ACTIVITIES: A MULTIPLE INDICATOR MODEL

This study examines the effects of certain communication variables (member integration, boundary communication, environmental uncertainty, and system autonomy) on organizational effectiveness. While often discussed in the literature, these variables have not been precisely defined. As a result, a multiple indicator model using maximum likelihood estimates for each variable was created. Interviews with managers from 82 different organizations from a variety of industries are used to test the model. The results suggest that member integration and environmental uncertainty, when the latter is mediated by boundary communication, provide an excellent predictor of organizational effectiveness (R= .64). The results are discussed in light of the proposed theory along with implications for future research using intertypical sampling methods and LISREL analysis.     

Hannah Arendt,Feminism, and the Politics of Alterity: “What Will We Lose If We Win?”

Hannah Arendt's early biography of Rahel Varnhagen, an eighteenth-century German-Jew, provides a revolutionary feminist component to her political theory. In it, Arendt grapples with the theoretical constitution of a female subject and relates Jewish alterity, identity, and history to feminist politics. Because she understood the “female condition” of difference as belonging to the political subject rather than an autonomous self, her theory entails a “politics of alterity” with applications for feminist practice.     

Gender,negative affectivity,and observed social support behavior in marital interaction

Most prior research on social support in close relationships examines perceptions of support, failing to capture fully the helping behaviors that partners exchange while interacting. We observed 60 newly married couples each engage in two 10-minute interactions. with one spouse (the helper) responding while the partner (the helper) discussed a personal characteristic or problem that he or she wanted to change. Helper and helper behaviors were coded and examined in relation to gender and negative affectivity, which have been linked in prior research to perceptions of support. Husbands and wives did not differ in helper behaviors, but wives displayed more negative helper behavior than did husbands. Helper and helper behavior covaried with negative affectivity in expected directions, and helper behavior covaried with the partner's negative affectivity. Finally, analysis of negative reciprocity sequences showed that, as helpers, husbands were more likely to reciprocate negative behavior, and to have their negative behavior reciprocated, to the extent that they were high in negative affectivity. We emphasize the value of observational data in understanding social support in marriage, we discuss the implications of the findings in terms of prevailing beliefs about gender and social support, and we outline the specific links between negative affectivity and observed support behavior in marriage.     

RELATIVE CONTRIBUTIONS OF VERBAL, ARTICULATIVE, AND NONVERBAL COMMUNICATION TO EMPLOYMENT DECISIONS IN THE JOB INTERVIEW SETTING

Recruiter ratings of 338 on-campus interviews were used in a discriminant analysis procedure to determine the relative importance of the verbal, articulative, and nonverbal dimensions of communication during the job interview. Correlation of seven variables with the discriminant function indicated that appropriateness of content, fluency of speech, and composure were of greatest importance in contributing to a favorable employment decision. These findings were contrary to the recent literature which has emphasized the importance of nonverbal behavior. Implications for job-interview skills training are discussed, and suggestions for a comprehensive workshop model are presented.     

Personal Violence in the Schools: The Role of the Counselor

The authors discuss interpersonal violence in the schools, along with specific roles that counselors can assume in intervening and creating solutions for change at different system levels.     

Value Conflict Resolution: A Training Model for Counselors of Minority Clients

It is assumed that the employment counselor controls what happens in the counseling session by virtue of position and superior knowledge of what the counseling process can and cannot provide. When employment counselors counsel individuals who have cultural and racial backgrounds different from their own, the probability of value conflict in problem solving and decision making is increased. Counselor control over the counseling process suggests that these conflicts will often be resolved according to the value preferences of the counselor. Failure to consider the value input of the client leads to the development of plans for action that don't work. The Carkhuff helping model is presented to show where counselor-client value conflicts are likely to occur, and a value conflict resolution training model is provided to help counselors assess value conflicts and resolve them in ways that promote client-counselor success.