Makes three main points in response to their critics. Suggests multiple methodologies are appropriate for the study of almost any communication phenomenon and that organizational assimilation is akin to or encompasses many issues that have been stated as outside its parameters. Identifies with disagreements in the use of several concepts. (SC)

Approaches the study of emotions in organizations holistically, based on a proposed framework. Provides descriptive data that suggests the presence of the framework's major elements. States that future examination of emotions based on this framework should assist in understanding emotions, which are frequently ignored in a rational model. (PA)

This study examined pilots' (N at T1 = 140; N at T2 = 126; N at T3 = 104) reactions to communication and uncertainty during the acquisition of their airline by another airline. Quantitative results indicate that communication helped to reduce uncertainty and was predictive of affective responses to the acquisition. However, contrary to…

Develops, based on social exchange theory, a typology of six strategies for exchanging information. Finds that unsolicited information-receiving is positively related to job satisfaction and organizational knowledge, in addition to being negatively related to intention to quit, and that information-giving through modeling is also negatively…

Proposes a reconceptualization of uncertainty reduction theory (URT) providing a theoretical framework for examining organizational communication at various levels of analysis and providing some integration of the field. Shows how a "Model of Motivation To Reduce Uncertainty" could be used to examine organizational communication…

Finds that supervisor relationships have a significant impact on the feedback and social support transferees report experiencing during their first year at new locations; on transferees' physical, psychological, and cognitive adjustment to their new roles; and on the type of peer relationships they develop. Shows the middle-group supervisor…

This study examined the culture of a university by analyzing its stories. Stories were collected over a period of five years at a large midwestern research university. Results suggest that a strong student subculture is frequently in conflict with the organization's dominant tradition-based culture. Stories illustrate the conflict between these…

Examines the impact of peer communication on transferees within organizations. Uses uncertainty reduction theory to examine the impact of the frequency of peer communication, the quality of peer communication, and network multiplexity on transferees' adjustment to their new positions. Suggests that quality of peer communication is associated with…

Uses social exchange theory to explore communication in the adjustment process of transferees during the first three months at new locations. Develops descriptions of the process by which transferees learn their roles. Explores the impact of feedback and communication relationships on adjustment and the impact of social support as a buffer against…

Uses social exchange theory to examine the process by which employees are dismissed from organizations. Examines interview data from an exploratory study that suggests managers are influenced by information from group members as they calculate a cost-benefit ratio for the employer-employee relationship. Indicates a progression of communication…