“Putting on a Happy Face,” “Getting Back to Work,” and “Letting It Go”: Traditional and Restorative Justice Understandings of Emotions at Work

Coping with the emotional consequences of hurtful situations in the workplace can be problematic for organizational members. Traditional approaches depending on rationality and professionalism come with expectations that employees suppress or minimize emotion by focusing on their work and maintaining composure. However, an alternative approach to justice – restorative justice – is gaining notice in organizational scholarship and appears to offer a different approach to managing painful situations and their associated emotions. This study examines how the experience and management of emotion following hurtful events are connected with traditional and restorative principles in a workplace setting. The results of the study offer insight into the consequences of restorative justice in organizational life.Citation: Paul, G. D. & Riforgiate, S. E. (2015). “Putting on a happy face,” “getting back to work,” and “letting it go”: Traditional and restorative justice understandings of emotions at work. Electronic Journal of Communication, 25 (3 & 4)

“I Just Can’t Clean the Bathroom as Well as You Can!”: Communicating Domestic Labor Task Equity-resistance and Equity-restoring Strategies among Married Individuals

Women generally perform the majority of domestic labor despite changes in demographics and household income allocations, contributing to relational conflict and prompting the use of communication strategies to reallocate tasks. This study examines the strategies individuals use to reduce personal or increase partner domestic labor performance. Married individuals (N = 228) responded to a questionnaire assessing perception of hours spent on household tasks, global equity, relationship length, and equity-restoring and equity-resistance strategies specific to domestic labor. Data indicate that perception of time spent on household tasks is related to equity-restoring and equity-resistance strategies. Global assessment of relational underbenefitedness or overbenefitedness was not associated with equity-restoring and equity-resisting strategies when characterized as a continuous variable; however, significant results occurred when equity was characterized categorically, highlighting the importance of methodological choices in equity research. Marriage length was negatively associated in a curvilinear function with the use of equity-restoring and equity-resistance strategies.Citation: Riforgiate, S. E., & Boren, J. P. (2015). Communicating domestic labor task resistance and equity restoring strategies among married individuals. Journal of Family Communication, 15, 309-329. doi:10.1080/15267431.2015.107642

The Policy Communication Index: a theoretically-based measure of organizational policy communication practices

Despite recent scholarly contributions regarding policy communication, much remains to be known about policy communication processes. This article reports two studies that resulted in a survey instrument that measures policy communication in organizations. Study One included 197 full-time employees across occupations and industries. Exploratory factor analysis resulted in five factors of the Policy Communication Index: Meeting Discussions, Human Resources Communication, Coworker Interactions, Supervisor/Coworker Written Instructions, and Personal Expressions. Study Two included 245 full-time employees across job functions and industries. Confirmatory factor analysis confirmed a five-factor Policy Communication Index. Results are interpreted with structurating activity theory and implications are posed for future organizational communication research and practice

Functional forms of competence: Interviewing

Citation: Huffcutt, A. I., Culbertson, S. S., & Riforgiate, S. E. (2015). Functional forms of competence: Interviewing. In A. F. Hannawa & B. H. Spitzberg (Eds.), Communication Competence (Vol. 24) (pp. 431-448). Boston: De Gruyer Mouton.Employment interviews are ubiquitous in the workplace, providing a necessary step in the hiring process and influencing organizational composition and applicant employment. Research pertaining to professional interviewing is frequently conducted outside of the communication discipline, yet the nature of the interview interaction is highly communicative. The purpose of this chapter is to develop a solid foundation for understanding communication in employment interviews by utilizing the concept of communication competence as a theoretical basis. Specifically, we address aspects of communication effectiveness and appropriateness in employment interviews, including how they vary according to the degree of their standardization. For instance, both parties (interviewer and interviewee) have the goal of reducing uncertainty, although the nature of those goals differ (e.g., organizational perspectives regarding potential interviewee performance verses interviewee perceptions of job fit and the likelihood of being offered the job). Directions for future research are presented, including a pressing need for research examining how the two parties adjust communication during the interaction based on perceptions of the other’s communication behaviors

Organizing the Organizational Communication Course: Content and Pedagogical Recommendations

Organizational communication extends beyond communication that takes place in an organizational context to the ways communication is used to organize and facilitate activity. This article is designed to enhance organizational communication pedagogy practices by highlighting foundational concepts and content areas that should be included in undergraduate organizational communication courses. Additionally, four active learning assignments, including case studies, applied organizational communication theory papers, organizational audits, and media assignments, are described to enhance student engagement with class material and to assess student learning. Finally, the article includes common issues to help educators anticipate concerns and plan effective classroom strategies

Good Working Mothers as Jugglers: A Critical Look at Two Work-Family Balance Films

We examine the portrayals of two good working mothers in popular work–family balance films—Melanie in One Fine Day (1996) and Kate in I Don’t Know How She Does It (2011). Using a critical standpoint, we build on communication work–family/life scholarship to extend theoretical understanding of underlying ideological notions of the good working mother. In particular, we analyze Melanie and Kate’s performances that reflect the underlying cultural ideologies of being an ideal worker, a true domestic woman, and an intensive mother. Further, we explicate how this juggling of identities portrays good working mothers as perpetually defensive. We go beyond the analysis of ideologies to lay out some of the consequences of the performance portrayals of the good working mother, in that she should (a) accept “punishments” from her children, (b) conceptualize fathers as secondary parents, (c) solve problems on her own, and (d) choose family over work.Citation: Kirby, E. L., Riforgiate, S. E., Anderson, I. K., Lahman, M. P., & Lietzenmayer, A. M. (2016). Good Working Mothers as Jugglers: A Critical Look at Two Work-Family Balance Films. Journal of Family Communication, 16, 76-93. doi:10.1080/15267431.2015.111121

One more time with feeling: a rejoinder to Wood’s and Clair’s commentaries

In this rejoinder, we respond to the following claims regarding our integrated theory of domestic labor found in the commentaries by Julia T. Wood and Robin Patric Clair (2011, this issue): that we are establishing a ruler for the division of domestic; that our theory is biased toward the over-performer's rule or standard; that disagreements over domestic labor are primarily narrative constructions; and that our theory suggests a less than sanguine view of the potential for change in how men and women are socialized regarding the performance of domestic labor. In so doing, we argue that what Julia T. Wood describes as a “ruler” is not ours to create but rather is specific to each dyad and typically established by the partner with the lowest threshold level, be it a woman or a man. We also maintain that while a narrative approach provides a way to understand couples' interpretations of their experience, we believe a distinct value of our integrative theory is in helping to explain behavior and offer redress where such is needed. Finally, we argue that although our perspective regarding change may seem less than sanguine, that simply waiting for change to occur is of little benefit to those individuals and marriages/relationships suffering from lack of change in the here and now

The Nonprofit Assimilation Process and Work-Life Balance

Nonprofit organizations are a context where workers’ passion and commitment to their work may make it more difficult to negotiate between professional work and private life demands. Challenges in navigating work and life are important issues for individual sustainability and influence organizational sustainability in terms of retention and organizational commitment. As new employees join an organization, they are socialized into the rhythm and norms of the workplace; therefore, early employment provides an important juncture to study how new employees come to understand work-life expectations. This qualitative study considers 55 interviews with new employees (employed six months or less) at a nonprofit social welfare organization which was concerned with high employee turnover. Participants described how they came to the organization, how they learned the expected behaviors for their positions and messages received from organizational members (e.g., supervisors and coworkers) and social groups outside of the organization (e.g., family and friends) pertaining to managing work and life responsibilities. Findings highlight the importance of communication, extend organizational assimilation concepts, and offer practical implications to enhance sustainability for organizations and employees

Communication Technology and Social Support to Navigate Work/Life Conflict During Covid-19 and Beyond

Drawing on a national survey of 447 U.S. workers who transitioned to remote work during COVID-19, this study examined how different types of communication technologies (CTs) used for work and private life were associated with work/life conflicts and perceptions of social support across different relationship types (coworker, family, and friends). Findings indicated that work/life conflicts became aggravated when the use of CTs violated relational norms (e.g., mobile texting with coworkers and emailing with family and friends). On the other hand, uses of CTs that were perceived to offer access to social support (e.g., instant messaging with coworkers and friends) were related to lower work/life conflict. Social media (e.g., Facebook) had a direct relationship to higher work/life conflict, but an indirect relationship to lower work/life conflict through social support. Overall, findings suggest that individuals attempt to create work/life boundaries by selecting specific CTs when physical work/life boundaries are collapsed

Work as a source of positive emotional experiences and the discourses informing positive assessment

This study updates and extends current understandings of the organizational experiences likely to evoke positive emotions by examining 835 U.S. employees’ responses of their best workplace experiences. Responses included 17 positive experiences (recognition, relationships, reward, autonomy, appreciation, success, boss/mentorship, climate, opportunity, teamwork, resources, altruistic work, voice, social support, flexibility, challenge, triumph, and commitment) that typified five social discourses (power-empowerment, individualism-uniqueness, success-accomplishment, belonging-affiliation, and safety-security). Employee responses underscore the idea that the experiences at work evoking positive emotions are predominantly social (positive affective responses to others) and rooted in social, historical discourses or systems of meaning