Pub Date : 2022-07-01DOI: 10.1177/23294884221096973
J. Bloch
{"title":"Book Review: Talking to Strangers: What We Should Know About the People We Don’t Know by Malcolm Gladwell","authors":"J. Bloch","doi":"10.1177/23294884221096973","DOIUrl":"https://doi.org/10.1177/23294884221096973","url":null,"abstract":"","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":"59 1","pages":"450 - 453"},"PeriodicalIF":2.8,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"46031099","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-07-01DOI: 10.1177/23294884221106999
James Ndone
This study seeks to advance the literature in emotional crisis communication by comparing the effects of single emotional message framing to mixed emotional message framing in organizational crisis on organizational reputation and forgiveness. Through an online four (emotional message framing: control vs. negative emotion [sadness] vs. positive emotion [sympathy] vs. mixed-valence emotions [both sadness + sympathy]) by two (crisis type: preventable vs. victim crisis) between-groups experiment, this study investigated the effects of mixed-valence emotions, where the CEO expressed both positive and negative discrete emotions ( N = 424). Additionally, the current study sought to test the mediating effects of perceived sincerity and empathy toward the CEO on the relationship between the crisis type and message framing on both organizational reputation and forgiveness. The findings show that, during a preventable crisis, expressing mixed emotions results in a more positive organizational reputation and organizational forgiveness than expressing single emotions (sadness or sympathy). Also, both empathy toward the CEO and perceived sincerity mediated the relationship between a preventable crisis and organizational reputation as well as forgiveness. Both practical and theoretical implications of this study are discussed.
{"title":"Do Mixed Emotions Matter in a Crisis? The Impact of Expressing Sadness and Sympathy on Organizational Reputation and Forgiveness","authors":"James Ndone","doi":"10.1177/23294884221106999","DOIUrl":"https://doi.org/10.1177/23294884221106999","url":null,"abstract":"This study seeks to advance the literature in emotional crisis communication by comparing the effects of single emotional message framing to mixed emotional message framing in organizational crisis on organizational reputation and forgiveness. Through an online four (emotional message framing: control vs. negative emotion [sadness] vs. positive emotion [sympathy] vs. mixed-valence emotions [both sadness + sympathy]) by two (crisis type: preventable vs. victim crisis) between-groups experiment, this study investigated the effects of mixed-valence emotions, where the CEO expressed both positive and negative discrete emotions ( N = 424). Additionally, the current study sought to test the mediating effects of perceived sincerity and empathy toward the CEO on the relationship between the crisis type and message framing on both organizational reputation and forgiveness. The findings show that, during a preventable crisis, expressing mixed emotions results in a more positive organizational reputation and organizational forgiveness than expressing single emotions (sadness or sympathy). Also, both empathy toward the CEO and perceived sincerity mediated the relationship between a preventable crisis and organizational reputation as well as forgiveness. Both practical and theoretical implications of this study are discussed.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":" ","pages":""},"PeriodicalIF":2.8,"publicationDate":"2022-07-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44319876","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-22DOI: 10.1177/23294884221104794
C. Yue, Patrick D. Thelen, Aniisu K. Verghese
The extent to which employees convey or withhold useful information has important implications for organizational effectiveness. Nevertheless, employee voice is under-researched in the public relations literature. Grounded in social exchange theory and internal communication literature, the current study addressed this research gap by arguing that leaders’ communication style plays a pivotal role in employee voice behavior. Drawing data from the U.S. ( N = 441) and India ( N = 354), this study tests a normative model linking leaders’ motivating language, team culture, employee-team relationships, and employees’ voice behavior. Notably, in both samples, motivating language was positively related to a healthy team culture, which in turn, is positively associated with employees’ relationship quality with their working unit, and ultimately, employees’ voice. The Indian sample showed similar patterns as the U.S. sample, except that there was no direct relationship between leader motivating language and employee voice for the Indian sample.
{"title":"Should I Speak Up? How Supervisory Communication, Team Culture, and Team Relationships Determine Employees’ Voice Behavior","authors":"C. Yue, Patrick D. Thelen, Aniisu K. Verghese","doi":"10.1177/23294884221104794","DOIUrl":"https://doi.org/10.1177/23294884221104794","url":null,"abstract":"The extent to which employees convey or withhold useful information has important implications for organizational effectiveness. Nevertheless, employee voice is under-researched in the public relations literature. Grounded in social exchange theory and internal communication literature, the current study addressed this research gap by arguing that leaders’ communication style plays a pivotal role in employee voice behavior. Drawing data from the U.S. ( N = 441) and India ( N = 354), this study tests a normative model linking leaders’ motivating language, team culture, employee-team relationships, and employees’ voice behavior. Notably, in both samples, motivating language was positively related to a healthy team culture, which in turn, is positively associated with employees’ relationship quality with their working unit, and ultimately, employees’ voice. The Indian sample showed similar patterns as the U.S. sample, except that there was no direct relationship between leader motivating language and employee voice for the Indian sample.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":" ","pages":""},"PeriodicalIF":2.8,"publicationDate":"2022-06-22","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48195033","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-09DOI: 10.1177/23294884221104799
Fabienne Bünzli, Martin J. Eppler, K. Stanoevska-Slabeva, Alena Hofer
Due to an increased competition for volunteers, nonprofit organizations have intensified efforts to recruit members as volunteers. But how to effectively persuade members to volunteer using visual communication? Research suggests that images are most persuasive when they demand something from the viewer. A demand is expressed through the depiction of a person who directly gazes at the viewer, whereas an offer is expressed through the depiction of a face with an averted gaze. Demands and offers can also be expressed verbally. A verbal demand is articulated through commands, whereas a verbal offer is conveyed through statements. This study examines whether NPOs should address their members using demands or offers and whether correspondence between image and text increases persuasion. An experiment among 205 members of a Swiss NPO finds that direct gaze images are most effective. However, image-text matching increases persuasion for campaigns that feature an averted gaze image.
{"title":"Expressing Demands or Offers: How to Promote Volunteering Using Visual and Verbal Appeals","authors":"Fabienne Bünzli, Martin J. Eppler, K. Stanoevska-Slabeva, Alena Hofer","doi":"10.1177/23294884221104799","DOIUrl":"https://doi.org/10.1177/23294884221104799","url":null,"abstract":"Due to an increased competition for volunteers, nonprofit organizations have intensified efforts to recruit members as volunteers. But how to effectively persuade members to volunteer using visual communication? Research suggests that images are most persuasive when they demand something from the viewer. A demand is expressed through the depiction of a person who directly gazes at the viewer, whereas an offer is expressed through the depiction of a face with an averted gaze. Demands and offers can also be expressed verbally. A verbal demand is articulated through commands, whereas a verbal offer is conveyed through statements. This study examines whether NPOs should address their members using demands or offers and whether correspondence between image and text increases persuasion. An experiment among 205 members of a Swiss NPO finds that direct gaze images are most effective. However, image-text matching increases persuasion for campaigns that feature an averted gaze image.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":"1 1","pages":""},"PeriodicalIF":2.8,"publicationDate":"2022-06-09","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"41850382","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-06-07DOI: 10.1177/23294884221100800
Rebecca M. Chory, Lisa A. Mainiero, Sean M. Horan
The purpose of this study was to empirically answer the longstanding question regarding industry differences in reactions to workplace romance. Departing from prior research designs, and employing the largest workplace romance sample to date, close to 1,000 adults in major US cities reported their workplace romance experiences and beliefs through an internet survey. Beliefs about workplace romance’s career reputation effects, workplace romance occurrence, and comfort with workplace romance differed by industry, with Healthcare, Education, Administration, and Other Professional industries appearing to represent the most conservative workplaces, and Finance, Trade, and Sales; STEM; and Blue-Collar and Manual Labor industries the most liberal. Industry also interacted with employee sex, management status, and age to affect workplace romance outcomes. Furthermore, workplace romances were seen as more damaging to women’s than men’s careers. Results suggest that human resources professionals should develop workplace romance policies that match the norms and values of their workplaces. A “one-size-fits-all” policy will be ineffective and, in some industries, may be construed as infringing on privacy. Workplace romance’s effect on career reputations depends on the participant’s industry, management status, age, and gender, underscoring the need for awareness of cultural influences on evaluations of employee sexuality. This study empirically demonstrates, for the first time, that industry is associated with beliefs about workplace romance’s career reputation effects. Findings for Blue-Collar and Manual Labor work, previously overlooked, suggest particularly intriguing connections among masculinity, sexuality, aggression, and reputation effects.
{"title":"Workplace Romance and Career Reputation Effects across Industries","authors":"Rebecca M. Chory, Lisa A. Mainiero, Sean M. Horan","doi":"10.1177/23294884221100800","DOIUrl":"https://doi.org/10.1177/23294884221100800","url":null,"abstract":"The purpose of this study was to empirically answer the longstanding question regarding industry differences in reactions to workplace romance. Departing from prior research designs, and employing the largest workplace romance sample to date, close to 1,000 adults in major US cities reported their workplace romance experiences and beliefs through an internet survey. Beliefs about workplace romance’s career reputation effects, workplace romance occurrence, and comfort with workplace romance differed by industry, with Healthcare, Education, Administration, and Other Professional industries appearing to represent the most conservative workplaces, and Finance, Trade, and Sales; STEM; and Blue-Collar and Manual Labor industries the most liberal. Industry also interacted with employee sex, management status, and age to affect workplace romance outcomes. Furthermore, workplace romances were seen as more damaging to women’s than men’s careers. Results suggest that human resources professionals should develop workplace romance policies that match the norms and values of their workplaces. A “one-size-fits-all” policy will be ineffective and, in some industries, may be construed as infringing on privacy. Workplace romance’s effect on career reputations depends on the participant’s industry, management status, age, and gender, underscoring the need for awareness of cultural influences on evaluations of employee sexuality. This study empirically demonstrates, for the first time, that industry is associated with beliefs about workplace romance’s career reputation effects. Findings for Blue-Collar and Manual Labor work, previously overlooked, suggest particularly intriguing connections among masculinity, sexuality, aggression, and reputation effects.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":" ","pages":""},"PeriodicalIF":2.8,"publicationDate":"2022-06-07","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"47894279","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-23DOI: 10.1177/23294884221096673
Stephanie A. Smith, Cameron W. Piercy, Yaguang Zhu
Using the framework of uncertainty management theory (UMT), this study qualitatively explores the extent to which entry-level job seekers engage in online information seeking, or cybervetting, about employers, why they do it, and how cybervetting influences their subsequent communication. We conducted 19 focus groups, involving 100 participants across three universities, to capture the rich experiences of early-career job seekers. Findings offer evidence of cybervetting from the perspective of a potential employee, exploring how information-seeking foregrounds the modern employee-employer relationship. The findings indicate that many job seekers use social media and employee-generated review websites as an initial mode of communication to find organizational information that helps to manage their uncertainty and anxiety, prepare for interviews, engage with their existing interpersonal networks because of information they find online, and to aid in their decision-making about joining organizations. In line with UMT, many participants also use cognitive and behavioral alternatives to information seeking to manage their uncertainty.
{"title":"Exploring Early-Career Job Seekers’ Online Uncertainty Management","authors":"Stephanie A. Smith, Cameron W. Piercy, Yaguang Zhu","doi":"10.1177/23294884221096673","DOIUrl":"https://doi.org/10.1177/23294884221096673","url":null,"abstract":"Using the framework of uncertainty management theory (UMT), this study qualitatively explores the extent to which entry-level job seekers engage in online information seeking, or cybervetting, about employers, why they do it, and how cybervetting influences their subsequent communication. We conducted 19 focus groups, involving 100 participants across three universities, to capture the rich experiences of early-career job seekers. Findings offer evidence of cybervetting from the perspective of a potential employee, exploring how information-seeking foregrounds the modern employee-employer relationship. The findings indicate that many job seekers use social media and employee-generated review websites as an initial mode of communication to find organizational information that helps to manage their uncertainty and anxiety, prepare for interviews, engage with their existing interpersonal networks because of information they find online, and to aid in their decision-making about joining organizations. In line with UMT, many participants also use cognitive and behavioral alternatives to information seeking to manage their uncertainty.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":"60 1","pages":"611 - 634"},"PeriodicalIF":2.8,"publicationDate":"2022-05-23","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42874483","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-05-13DOI: 10.1177/23294884221091275
R. Gans, M. Zhan
Despite well-recognized organizational benefits when speaking up is normative employee behavior, employees often remain reluctant to speak up in organizational settings. To date, strategies to promote speaking up have largely focused on policy and environmental factors, with scant attention paid to development of successful promotional messages. To explore message strategies for promoting speaking up, we randomly assigned participants (N = 615) to four different message conditions and measured their voice intentions. Persuasive strategies incorporating storytelling were more effective in promoting speaking up than strategies without the storytelling component, with narrative transportation as a mediating factor. Transportation effects were inversely correlated with need for cognition and work engagement, suggesting the utility of story-based message strategies for impacting employees most likely to resist speaking up. This study contributes to the field as one of the first to connect the mechanisms of narrative persuasion to the effectiveness of storytelling in organizational communication.
{"title":"A Story About Speaking Up: Mediation Effects of Narrative Persuasion on Organizational Voice Intentions","authors":"R. Gans, M. Zhan","doi":"10.1177/23294884221091275","DOIUrl":"https://doi.org/10.1177/23294884221091275","url":null,"abstract":"Despite well-recognized organizational benefits when speaking up is normative employee behavior, employees often remain reluctant to speak up in organizational settings. To date, strategies to promote speaking up have largely focused on policy and environmental factors, with scant attention paid to development of successful promotional messages. To explore message strategies for promoting speaking up, we randomly assigned participants (N = 615) to four different message conditions and measured their voice intentions. Persuasive strategies incorporating storytelling were more effective in promoting speaking up than strategies without the storytelling component, with narrative transportation as a mediating factor. Transportation effects were inversely correlated with need for cognition and work engagement, suggesting the utility of story-based message strategies for impacting employees most likely to resist speaking up. This study contributes to the field as one of the first to connect the mechanisms of narrative persuasion to the effectiveness of storytelling in organizational communication.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":"60 1","pages":"865 - 891"},"PeriodicalIF":2.8,"publicationDate":"2022-05-13","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"44580395","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Through the guidance of construal level theory, this paper tested a model in which supervisor computer-mediated immediate behaviors indirectly increased subordinates’ relational maintenance communication at work and decreased their self-censoring behaviors in the presence of their supervisor. The influence of supervisor computer-mediated immediate behaviors was mediated through the affective construal variable of job satisfaction and the psychological construal variable of perceived immediacy. Results indicate that even in the virtual workplace, strategic use of supervisor communicative behaviors can promote healthy workplace communication practices for subordinates.
{"title":"Supervisor Computer-Mediated Immediate Behaviors: Fostering Subordinate Communication","authors":"Stephanie Kelly, Ayanna Dawkins, Kenneth T. Rocker, Shonai Someshwar, Travis Penny","doi":"10.1177/23294884221085724","DOIUrl":"https://doi.org/10.1177/23294884221085724","url":null,"abstract":"Through the guidance of construal level theory, this paper tested a model in which supervisor computer-mediated immediate behaviors indirectly increased subordinates’ relational maintenance communication at work and decreased their self-censoring behaviors in the presence of their supervisor. The influence of supervisor computer-mediated immediate behaviors was mediated through the affective construal variable of job satisfaction and the psychological construal variable of perceived immediacy. Results indicate that even in the virtual workplace, strategic use of supervisor communicative behaviors can promote healthy workplace communication practices for subordinates.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":" ","pages":""},"PeriodicalIF":2.8,"publicationDate":"2022-04-02","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"48114337","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-26DOI: 10.1177/23294884221093127
J. Mayfield, M. Mayfield
{"title":"Erratum to Business Communication Lessons in Agility: Introduction to the Special Issue on the COVID-19 Pandemic","authors":"J. Mayfield, M. Mayfield","doi":"10.1177/23294884221093127","DOIUrl":"https://doi.org/10.1177/23294884221093127","url":null,"abstract":"","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":"59 1","pages":"NP1 - NP1"},"PeriodicalIF":2.8,"publicationDate":"2022-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"42981370","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
Pub Date : 2022-03-26DOI: 10.1177/23294884221077813
J. Mayfield, M. Mayfield
This introduction explains our vision, inclusion criteria, and mission for a curated issue about business communication and COVID-19. We focus on the big picture of communication agility lessons from a VUCA (volatility, uncertainty, complexity, and ambiguity) environment. We also present a definition and a typology of agile business communication, largely drawn from the papers in this collection. These manuscripts investigate COVID-19 organizational communication measures and related strategies plus their outcomes across diverse stakeholders in multiple countries. Drawing from these contributions and other research, we conclude by outlining an agile business communication research agenda. Finally we inaugurate a new IJBC column, Spotlight on a Thought Leader in Business Communication.
{"title":"Business Communication Lessons in Agility: Introduction to the Special Issue on the COVID-19 Pandemic","authors":"J. Mayfield, M. Mayfield","doi":"10.1177/23294884221077813","DOIUrl":"https://doi.org/10.1177/23294884221077813","url":null,"abstract":"This introduction explains our vision, inclusion criteria, and mission for a curated issue about business communication and COVID-19. We focus on the big picture of communication agility lessons from a VUCA (volatility, uncertainty, complexity, and ambiguity) environment. We also present a definition and a typology of agile business communication, largely drawn from the papers in this collection. These manuscripts investigate COVID-19 organizational communication measures and related strategies plus their outcomes across diverse stakeholders in multiple countries. Drawing from these contributions and other research, we conclude by outlining an agile business communication research agenda. Finally we inaugurate a new IJBC column, Spotlight on a Thought Leader in Business Communication.","PeriodicalId":45593,"journal":{"name":"International Journal of Business Communication","volume":"59 1","pages":"163 - 173"},"PeriodicalIF":2.8,"publicationDate":"2022-03-26","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":null,"resultStr":null,"platform":"Semanticscholar","paperid":"43041924","PeriodicalName":null,"FirstCategoryId":null,"ListUrlMain":null,"RegionNum":3,"RegionCategory":"经济学","ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":"","EPubDate":null,"PubModel":null,"JCR":null,"JCRName":null,"Score":null,"Total":0}
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