Social media continues to gain prominence as an information resource. However, little is known about how people perceive trust and credibility in social media messages, particularly in terms of abstract dispositions toward organizations. The current experiment examines the role of speed of updates on a twitter feed with perceptions of trust. The experiment is also used to address the convergent validity of the RAND Public Health Disaster Trust Scale. The results do not provide evidence of a direct relationship between speed of twitter feed updates and trust, but do support a mediation model in which cognitive elaboration mediates the relationship. Further, the convergent validity of the RAND Public Health Disaster Trust Scale is discussed, along with its utility for future studies of this type.
This study investigated how perceptions of supervisor communication competence and source credibility were affected by the valence and synchronicity of a feedback message and the channel used to deliver the feedback message. Results indicated that those receiving feedback preferred phone calls rather than text messages as a channel for managers to deliver feedback. Also, supervisors delivering positive feedback were identified as more positive in general than those delivering negative feedback. Further results and implications are discussed.
Because organizations may increasingly utilize a variety of different methods to communicate with employees both on-and off-site, performance feedback may not continue to be bound to traditional face-to-face interaction. Knowing how channel and synchronicity may affect perceptions of feedback may be very useful to organizations and supervisors as the use of alternative work arrangements increases. This study was conducted to learn more about the delivery of performance feedback to employees and what would cause them to feel justly versus unjustly treated by their supervisors. Synchronicity, channel, and valence effects on perceptions of justice in feedback delivery were examined through a fully crossed 2 × 2 × 2 design of 447 participants. Findings suggest that positive feedback and delivery via phone call rather than text message were associated with higher perceptions of organizational justice. Practical implications for organizations are also addressed.
Since the introduction of brainstorming as an idea‐generation technique to address organizational problems, researchers have struggled to replicate some of the claims around the technique. One major concern has been the differences in the number of ideas generated between established groups as found in industry versus the non‐established groups used in the laboratory. The impact of group establishment on idea quality has also been an area of interest. This study addresses these issues by using a more in‐depth induction to establish groups and testing some discrepancies in the relationship between idea quality and idea quantity using 42 three‐person brainstorming groups. Results indicate that brainstorming groups, given an adequate amount of time (10 weeks) to become established, did generate more ideas and higher quality ideas than non‐established groups. Also, a relationship between idea quality and idea quantity was found. Further discussion of results and implications follows.
Managing private health information in the workplace has become a salient communication issue for employees, supervisors, and organizations. The primary objective of this investigation is to explore employees' perceptions of and preferences for communicating about health information in the workplace. A qualitative focus group study was conducted using Communication Privacy Management Theory (CPM) as a framework to organize the questions employees face about sharing personal health information. Forty-nine workers were recruited to participate in nine focus groups. The results demonstrate a variety of contextual influences and behaviors relating to employees' preferences for discussing health information at work. Specifically, the researchers identified five emergent themes in the data: rules for sharing private information, boundary coordination, reasons for permeable boundaries, reasons for impermeable boundaries, and organizational environment and conditions. The data parallel CPM and have practical implications for managers aiming to improve the regulation of health information in the workplace.
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