Examines the relationship between self-construal and group effectiveness, responding to growing concern for understanding how diverse people work together in teams. Surveys 535 respondents who completed a 62-item questionnaire. Reveals five dimensions: independent self-construal, interdependent self-construal, task effectiveness, relational…

Discussion of organizational knowledge sharing focuses on a study of Korean public organizations that investigated factors affecting the individual's knowledge sharing behavior. Highlights include social exchange theory; self-efficacy; theory of reasoned action; and hypothesis testing that showed expected associations and contribution, rather than…

Defines knowledge management, particularly as it applies to government agencies, information centers, libraries, and non-governmental organizations. Topics include the dynamic nature of knowledge transfer; personal knowledge and organizational knowledge; identifying communities of practice; collaboration tools; and continuous organizational…

Finds that managers' communication openness was positively and significantly related to subordinates' motivation. Finds a positive, yet tentative, relationship between openness and immediacy, indicating that these variables occur together. (SR)

States that providing negative feedback to subordinates is one of the most difficult and stressful interactions in the workplace and may prompt hostility and retaliation. Examines managers' concerns and experiences with this process. Finds that most employee aggression following feedback is verbal, passive, and/or indirect in nature. Suggests…

Investigates three social network models of employee turnover: a structural equivalence model, a social influence model, and an erosion model. Administers a communication network questionnaire to all 170 employees of an organization. Finds support for all three models of turnover, with the erosion model explaining more of the variance than do the…

Describes the use of black communication style by African Americans in an organized environment. Uses a research method involving a multimethod approach of field data collection using direct observation and semi-structured interviews. Shows that, although the black employees felt they were changing their communication style to fit organizational…

Analyzes the discourse during a meeting of three diverse organizations as they attempt to resolve conflicting organizational interests. Explains that the three diverse groups were a waste disposal business, a grass-roots community organization, and a state regulatory agency. Notes that discourse analysis suggests that organizations with different…

Suggests communication auditors should be thought of as skilled and committed listeners to and within organizational communication processes. Distinguishes between functionalism and interpretivism in organizational communication. Describes a project based on a collaboration between scholars in sociolinguistics and organizational communication.…

Offers three "unabashedly normative" considerations for translating organizational communication scholarship to practice: identifying a problem, incorporating participant voices, and presenting research to practitioners. Suggests that by engaging in these practices scholars can create alternative organizational stories and in doing so create space…

Considers how the argument that communication is a "practical discipline" is compelling because it suggests that educators should be finding ways to make their research and teaching relevant to the world. Discusses a need to work through what the ideal of engagement is. Identifies 10 strategies that are most important to the authors, and considers…

A strategy for effective communication between the college public relations office and the governing board includes (1) developing a specific plan for analysis, communication, and action; (2) broadening the definition of the public relations office role to include many audiences; and (3) taking a personal role in helping trustees become more…

Examines the formulation of supervisory feedback messages as a function of attributions regarding poor subordinate performance and feedback goals. Finds that supervisors' goals determine the type of feedback generated and that attributions for poor performance have relatively few effects on the generation of feedback messages. (KEH)

Investigates the relationship between employee perceptions of communication behaviors and satisfaction with communication that occurred during a performance appraisal interview. Finds that perceptions of understanding and the quality of communication are significant predictors of satisfaction with communication during the appraisal interview. (KEH)

Argues that recited stories provide rich information about organizations, groups, cultures, and reciter. Suggests method for analyzing oral histories and reanalyzes organizational stories from "Administrative Science Quarterly" and versions of the Lewin story about origins of T Groups using this new technique. Suggests possible…