Communication

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End date: 2009Subject: search.filters.subject.Mass Communications

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    A MODEL OF WORK-LIFE CONFLICT AND QUALITY OF EMPLOYEE-ORGANIZATION RELATIONSHIPS: TRANSFORMATIONAL LEADERSHIP, PROCEDURAL JUSTICE, AND FAMILY-SUPPORTIVE WORKPLACE INITIATIVES
    (2009) Jiang, Hua; Aldoory, Linda; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    Good relationship management between organizations and their strategic employee publics contributes to organizational effectiveness. This dissertation built and tested a new model of employee-organization relationships by introducing time-based and strain-based work-life conflict as variables leading to employee-organization relationship outcomes, and by investigating the possible effects of transformational leadership, organizational procedural justice, and family-supportive workplace initiatives upon employees' perceived work-life conflict and relationships with their employers. This dissertation is an example of multilevel research in which all the theoretical constructs were conceptualized at the individual level, but data were gathered by conducting a survey of 396 employees in 44 U.S. organizations. The multilevel structure of collected data was addressed by using hierarchical linear modeling (HLM) as the major analytical method. The findings suggested that the amount of time-based work-life conflict employees perceived significantly predicted their perceived quality of relationships with their employers. The lower the level of time-based work-life conflict that employees perceived, the better the quality of employee-organization relationships they had. When immediate supervisors respected their subordinates as individuals with unique characters and needs and treated them differently but fairly, employees perceived high levels of trust, commitment, satisfaction, and control mutuality. In addition, employees who perceived that they were treated fairly by their organizations developed quality relationships with their employers. This dissertation also identified fair formal procedures used to make work-life policies and decisions as a significant antecedent leading to high trust, commitment, satisfaction, and control mutuality that employees perceived. Moreover, the extent to which organizations administered fair procedures for work-life conflict-related policies and decisions greatly affected employees' perceptions of the time-based and strain-based interferences between work and nonwork. Lastly, it was revealed that time-based work-life conflict partially mediated the association between quality of employee-organization relationships and procedural justice referencing work-life policies, decisions, and procedures. Interpretations and implications of the findings, the limitations of the dissertation, and directions for future research were discussed.
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    Public meetings and communication excellence: Exploring the intersection of public affairs and public involvement
    (2009) Patterson, Michael Aaron; Toth, Elizabeth L.; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    This study explores how public meetings are currently used by government agencies and examines the meetings' effects on agency-public relationship outcomes (Hon and Grunig, 1999). The data consisted of 20 in-depth telephone interviews with public affairs practitioners in government agencies. The results suggest that practitioners perceive a fundamental incongruence in public affairs and public involvement efforts which extends to their frequent non-involvement in public meetings. The data suggests that this relates to contending responsibilities to both specific and general audiences. The discussion seeks to link these perceptions of publics and communication responsibilities to the relevant contextual factors of the public sector in order to examine theoretical prescriptions. The relevant theory suggests that the segregation of public affairs and the vehicles for public engagement limits the informational value of public input and relegates agency-public relationships to the role of process measures rather than communication goals.
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    PUBLIC RELATIONS AND SENSEMAKING DURING ORGANIZATIONAL CHANGE IN MULTINATIONAL ORGANIZATIONS IN CHINA
    (2009) Luo, Yi; Toth, Elizabeth L.; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    This study explored the role public relations plays in the sensemaking process during planned organizational change within multinational organizations in China. Three areas were examined. First, this study examined the sensemaking process during change within the participating multinationals. Second, this study explored how the multinationals used public relations to communicate about change with their employees. Third, the influence of uncertainty avoidance upon sensemaking during change within the multinationals was probed. Weick's (1995) sensemaking framework was used to explain the individual differences in the way events are understood and how those differences are translated into sensible collective behaviors. A total of 60 face-to-face interviews were conducted with managerial and non-managerial employees from nine multinational corporations. Several significant findings emerged from the study. First, change management can be viewed as management of meanings. This view helped explain why some change programs are accepted over others. The acceptance of change is both facilitated and constrained by the extent to which management is able to impose a plausible sense of change on events. Second, power plays a major role in creating an environment ready for change as well as resolving disparities of meanings. Top management sort out information and highlight it to employees so that their mental frameworks are framed to see the environment in certain ways. Third, negative expressions or behaviors by employees need not be perceived as acts of rebellion against change. Rather, these negative expressions reflect the difficulty that organizational members have while switching rapidly their sense of the organization during change. This study also found that the public relations function can facilitate sensemaking during change. Poorly planned communication programs during change can result in confusions from employees regarding change as well as distrust of management. Findings also suggested that cultivating dialogic communication with employees during change can help managers develop a shared understanding with front-line employees about change. Findings also showed that when employees could not reduce their uncertainties, they stopped processing information from the organizations. This study demonstrated the value of public relations to change management. It illustrated how public relations can help members of an organization understand the meaning of change.
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    INTEGRATING STRATEGIC RELATIONSHIP MANAGEMENT: EVALUATING PUBLIC RELATIONS AS RELATIONSHIP MANAGEMENT IN INTEGRATED COMMUNICATION
    (2009) Smith, Brian G.; Toth, Elizabeth L.; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    There is a gap in public relations and marketing communication literature. In spite of increasing professional use of integrated communication--a process by which organizations coordinate the communication functions and activities for stakeholder impact--public relations roles have been under-developed in scholarship. In fact, most insights on public relations and integration appear to be opinion-based and normative. Hallahan (2007) has argued that the literature is "fragmentary and hardly conclusive" (p. 308), and other scholars claim that integrated communication research is still in its pre-paradigmatic stages of development (Kerr, et al., 2008) as research emphasizes definitions and perceptions (Kliatchko, 2008, p. 133). This research--a multi-case study of three organizations that carry out varying levels of integration--addresses the need to outline and evaluate public relations and integrated communication from a theoretical perspective. This study considers public relations a strategic relationship management function, consistent with Grunig (2006a), Ledingham (2006) and other public relations scholars. This perspective is in contrast with that of marketing communication scholars, who consider public relations a marketing support function (Keh, Nguyen, Ng, 2007; Debreceny & Cochrane, 2004; Hendrix, 2004). This study demonstrates that concerns that integrating public relations and marketing may lead to marketing imperialism and "an inferior technical role" for public relations, as Hallahan's (2007) review of the literature discovered (p. 305), may be based in opinion only, and may not represent professional practice. In fact, higher levels of integration yield a greater emphasis on public relations as a strategic relationship management function. This research also demonstrates that integration occurs naturally, regardless of organizational structure. In spite of varying levels of integration evident at each organization (based on the structure outlined by Duncan and Caywood [1996] and Caywood [1997]) integration is a natural process based on internal relationships and connections--a process I refer to as "organic integration." This multi-case study fulfills three challenges facing public relations and integrated communication proposed by Hallahan (2007). It provides a research-based definition of integrated communication, considers the theoretical convergence of public relations and integrated communication, and it conceptualizes organizational communication and department structures (p. 309-313).
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    How teen girls and parents make meaning of a cervical cancer vaccine campaign: Toward a feminist, multicultural critique of health communication
    (2008-12-17) Vardeman, Jennifer Eileen; Aldoory, Linda; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    The purpose of this study was to understand how teen girls and parents of teen girls make meaning of an HPV/cervical cancer vaccine communication campaign. Factors that were considered in investigating meaning-making were personal, familial, educational, sociopolitical, and technological and media factors. Other cultural concepts explored were identity, difference, communication preferences, and medicalization. Using a cultural study approach and feminist, qualitative methods, 40 teens between the ages of 13- and 18-years old and 14 parents of teen girls were interviewed using focus groups, dyad interviews, and individual interviews. The study employed the grounded theory approach to data analysis. Overall, parents and teens hold resolute beliefs about the Gardasil vaccine and media about it, and participants are divided as to their favorability toward the vaccine and its promotion to them. More specifically, the data suggest that teen girls largely make meaning of the HPV/cervical cancer vaccine campaign through the sociopolitical and mediated relationships in their lives, and in particular, how the girls perceive and act around difference in their lives largely contribute to the ways they view communication about sexual health topics like HPV, cervical cancer, and the vaccine. Differently, parents largely make meaning of the campaign through the personal, familial, and educational aspects of their lives, for how they understand their roles as parents reflects a contradiction between their sexual lives growing up compared to their perceptions of how the media represent sexuality and health threats to their daughters. Overall, the data suggest that this campaign provides some empowering ideas and opportunities for teen girls and parents. However, the data also largely suggest that campaigns as such complicate not only decisions teen girls and parents must make about teen girls' health, but such campaigns also obscure how teen girls and parents know themselves individually, in relationship to one another, and in relationship with social and authoritative bodies outside their comfort zones. These data confirm previous studies findings in public relations, feminist media, and cervical cancer intervention research. The data also extend and combine extant research about culture, women's health topics, and communication campaigns in ways that suggest a feminist, cultural-centered health communication critique that encourages communicators to wholly reconsider traditional approaches to the origination, development, deployment, and involvement of communication campaigns involving women and teen girls and important health topics to them. Implications for health communication practice as well as feminist methodology are considered for similar future projects.
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    When the Organization-Public Relationship is More Than Just Calculation: What We Can Learn from the Case Study of an Exemplar Community-based Intervention
    (2008-05-09) Austin, Lucinda; Aldoory, Linda; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    Working with publics and organizations at the community level has become increasingly important for government and non-governmental organizations, although, little is known about how to foster development of these relationships. Through the case study of an exemplar relationship between a national organization and a community-based organization, organization-public relationship theory is used to explore relationship type, antecedents, cultivation strategies, and relationship outcomes. Methods within the case study include in-depth interviews with organizational members, participant observation, and documentation. Strong support is found for the covenantal relationship type; capacity, readiness, and climate antecedents; cultivation strategies of networking, sharing of tasks, and access; and all relationship outcomes. Admiration, received support as an additional outcome and as a relational antecedent. Additionally, themes of customer service and researching and understanding publics emerged as cultivation strategies. This study has implications for forming relationships with publics and organizations at the community level, especially in health and social contexts.
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    The Roles of Internal Public Relations, Leadership Style, and Workplace Spirituality in Building Leader-Employee Relationships and Facilitating Relational Outcomes
    (2008-04-25) McCown, Nancy; Aldoory, Linda; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    Through a qualitative case study, this dissertation's purpose was to explore the confluence of internal public relations, leadership styles, and organizational culture--specifically in a spiritually based workplace--in order to better understand their influence on leader-employee relationship management. The organization researched was a bank with approximately 110 employees including several branch locations. Data collection triangulation included in-depth interviews, participant observation, and document analysis of relevant internal publications and communications. Analysis employed grounded theory strategies using the constant comparison method. Results indicated that this confluence, driven by the founder/top leader's faith and vision, enacted authentic/transformational/principle-centered/servant leadership style, spiritually based organizational culture, and open, two-way symmetrical communication to foster intentional, positive, people-driven cultural maintenance, interpersonal communication, and employee empowerment/growth strategies. In turn, this hybrid environment fostered strong relationship building between employees and organizational leaders as well as between employees across the organization. The confluence also promoted organizational unity as well as intentional leadership development among employees through both specific career goal planning and opportunities for honing individual employees' leadership skills. These outcomes feed back into the leadership, culture, and communication processes to perpetuate a cycle of organizational success. This study extended previous research in internal public relations, leadership styles, and organizational culture by examining their confluence and resulting outcomes to produce a model for internal public relationship building. Ultimately, this model and the understanding enhanced by it offers value to organizational leaders and public relations practitioners as they seek to build more successful leader-employee relationships as well as relationships between employees across the organization through heightened trust, control mutuality, job satisfaction, and commitment. The research also offers value by describing a model that encourages greater empowerment and leadership development among employees at various organizational levels, potentially serving to increase productivity and reach organizational goals.
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    Exploring the Empowerment Effects of the Internet on Active Publics
    (2007-12-10) Halvorson, Erik; Toth, Elizabeth; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    The purpose of this study was to explore the effects of the Internet on the power of active publics using qualitative in-depth interviews with 19 human rights advocates. The study examines how the participants make meaning of power, use the Internet to achieve their goals, and the extent to which they feel empowered by the Internet. The results suggested four types of power in human rights advocacy, while advocates themselves rely primarily on the power of persuasion to achieve objectives. While the Internet has led to empowerment in some limited instances, no uniform empowerment for advocates was suggested by the data. The findings suggest numerous practical uses for Internet technologies in advocacy as well as important themes and theories to be incorporated into future studies.
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    Relationship Management and Member Retention: A Case Study of an Advocacy Organization
    (2007-12-05) Derville, Tiffany Lynn; Aldoory, Linda; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    A case study of a grassroots advocacy organization was conducted to test and expand relationship theory and to explore perceptions about the relationship between members and the organization. The case study included interviews with 39 staff members at national, state, and affiliate levels; 58 members; and 5 former members, for a total of 102 participants. Additional methods included 49 hours of participant observation and an examination of both internal and external documents. The primary relationship type between the organization and its members was communal, and strategies were presented to cultivate communal relationships. This study empirically justified the critic's perspective for classifying relationship types due to one case in which three relationship types emerged, depending on whether the former member's, affiliate staff member's, or my interpretation was used, which also resulted in a new relationship type. Due to these differences in perceptions, this study used the terms intended and perceived when identifying relationship types, which is a clarification for future studies to use. Cultivation strategies were organized in a new way by classifying them as either organizational management strategies or as interpersonal strategies. This study also discussed cultivation strategies by characterizing some as particularly important to either the early stage of the relationship or to the mature stage of it. Several new cultivation strategies were presented, such as priming, problem parking, and insulation. This study also opened a new area for relationship theory through a conceptualization and exploration of relationship stresses. This category is organized by stresses that are internal to the organization and those that are external to it. Examples of relationship stresses include the emotion tax, relationship speeding, and relationship stalling. Cultivation strategies are suggested for mitigating relationship stresses. In addition, this study produced significant insights outside of the research questions by identifying new relationship outcomes, such as co-production, and by claiming capacity to be a higher goal than survival for systems theory. Furthermore, this study clarified the difference between an advocacy and an activist organization. This study also provided rich insights for public relations practitioners, such as presenting strategies to diversify an organization's membership.
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    Identity, power, and difference: The management of roles and self among public relations practitioners
    (2007-10-09) Tindall, Natalie T.J.; Aldoory, Linda; Communication; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)
    Public relations is important to organizations because this function has boundary spanning roles and responsibilities. Public relations practitioners work between the organization and various publics to communicate messages in an effort to inform and influence the organization's leadership and dominant coalition and to inform and effect change among the organization's stakeholders. According to public relations theory, the communicators in the public relations department must match the diversity in the internal and external populations the organizations serve (e.g., L. A. Grunig, J. E. Grunig, & Dozier, 2000; Sha & Ford, 2007). However, public relations has been called a "lily-white profession" (Layton, 1981) and has been classified as "gay industry" (Woods & Lucas, 1993). Recent surveys about the field have indicated modest changes in the profession's demographic makeup (cf. 2005 PR Week Diversity Survey). The aim of this dissertation research is to examine and explore how power and identity merge and diverge in the everyday, professional lives of minority public relations practitioners. This research identified how these practitioners navigate through organizational networks, how they manage identity in their organizations, and how these practitioners interpret the concept of power. To recognize how practitioners interpret their experiences in organizations and to examine the meaning-making of practitioners, I needed the resulting product to be descriptive data that could be unraveled and clarified, then bracketed back to the Excellence Theory of public relations. Therefore, I utilized qualitative methodology. I conducted in-depth interviews with 51 public relations practitioners of various backgrounds--African American and Hispanic heterosexual practitioners; white lesbian, gay, and bisexual (LGB) practitioners; and African American and Hispanic gay male practitioners. The findings revealed some particularly distinct themes. Black and Hispanic public relations practitioners and lesbian, gay male, and bisexual (LGB) public relations practitioners encountered heterosexism, racism, sexism, and occasionally all of these prejudices at the same time. As research participants encountered these barriers, they said they simultaneously resisted and enacted countermeasures to avoid those pitfalls. Power was perceived as having access to knowledge; access and control of financial resources; holding a seat in the dominant coalition; and having a high-ranking position in the organization. Participants achieved power and empowerment in their organizational roles through various avenues--avenues such as mentoring, seeking social support, and reaching out.