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Full-Text Articles in Interpersonal and Small Group Communication
Empowering Nurses Of Minority In The Face Of Incivility And Bullying: Through The Lens Of Phenomenology, Corrine Floyd
Empowering Nurses Of Minority In The Face Of Incivility And Bullying: Through The Lens Of Phenomenology, Corrine Floyd
Dissertations
Abstract
Up to 85% of nurses have reported exposure to incivility in the workplace (Hunt & Marini, 2012). The often-subtle nature of incivility toward nurses in a minority population may partially explain why it remains a problem. Healthcare organizations realize the need for civility to counter the high turnover rate, staff shortages, and low job satisfaction reported by nurses, but lack understanding of how nurses of a minority population perceive incivility and bullying. This study aimed to answer the research question how do nurses with minority representation experience incivility and bullying versus empowerment in the workplace? A descriptive phenomenological design …
Supervisor-Subordinate Conflict Negotiation: Examining The Core Concerns In Light Of Communication Accommodation And Gender Roles, Piyawan Charoensap-Kelly
Supervisor-Subordinate Conflict Negotiation: Examining The Core Concerns In Light Of Communication Accommodation And Gender Roles, Piyawan Charoensap-Kelly
Dissertations
This quasi-experimental study examined a supervisor-subordinate negotiation of an emotion-laden conflict from the lens of the core concerns framework, communication accommodation theory, and gender roles research. Results empirically support CCF that, by accommodating or attending to the employees’ core concerns, managers can stimulate employees’ positive emotion and integrative intention. However, under- and overaccommodating the core concerns can lead to distributive intention. Additionally, the employees’ perception of manager goodwill can strengthen or attenuate the positive effect of core concerns accommodativeness on outcome variables especially for male managers. Thus, moderate accommodation is recommended for male managers. For female managers, the results show …