123,188 research outputs found

    The Interactional Styles Used by Male and Female Chairpersons in Petra Christian University Student Executive Board Meetings

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    This study examines the interactional styles related to the role of chairperson used by two female and two male chairpersons in the SEB-PCU meetings. There are three main theories used: interactional styles, gender, and chairpersons and their roles in a meeting. The method used is qualitative approach focusing on the process and the data. The findings reveal that both feminine and masculine interactional styles were used by the chairpersons. The masculine interactional styles were employed to play the roles of chairpersons. The use of interactional styles between female and male chairpersons differs in its ratio although the same linguistic clue was used for the same device. Here, conciliatory feature was not produced by the male chairpersons whereas referentially oriented feature was produced frequently by chairpersons. Overall, it proves that females use more feminine interactional styles while males use more masculine interactional styles. Thus, gender and power play an important role in meeting

    Linking pay level to interactional justice as a determinant of personal outcomes

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    Human resource development literature highlights that pay level is a crucial compensation design issue. The ability of the management to properly design the level of pay according to external and internal organisational factors may have a signifi cant impact on personal outcomes, i.e. job satisfaction, job commitment,and job performance. More importantly, a thorough review of such relationships revealed that effect of pay level on personal outcomes is indirectly affected by feelings of interactional justice. Although the nature of this relationship is interesting, little is known about the influence of interactional justice in compensation programme models. Therefore, this study was conducted to measure the mediating effect of interactional justice in the relationship between pay level and personal outcomes. A survey research method was used to gather 917 usable questionnaires from employees who have worked in Malaysian institutions of higher learning. The outcomes of stepwise regression analysis showed three important findings: firstly, the relationship between interactional justice and pay level would increase job satisfaction. Secondly, the relationship between interactional justice and pay level would increase job commitment.Third, relationship between interactional justice and pay level would increase job performance. This result confirmed that interactional justice does act as a full mediating variable in the pay system model of the organisation sample. In addition, the implications of this study on compensation theory and practice,conceptual and methodological limitations, and directions for future research are discussed

    Exploring teachers’ and learners’ overlapped turns in the language classroom: Implications for classroom interactional competence

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    The language choices that teachers make in the language classroom have been found to influence the opportunities for learning given to learners (Seedhouse, 2004; Walsh, 2012; Waring, 2009, 2011). The present study expands on research addressing learner-initiated contributions (Garton, 2012; Jacknick, 2011; Waring, Reddington, & Tadic, 2016; Yataganbaba & Yıldırım, 2016) by demonstrating that opportunities for participation and learning can be promoted when teachers allow learners to expand and finish their overlapped turns. Audio recordings of lessons portraying language classroom interaction from three teachers in an adult foreign language classroom (EFL) setting were analyzed and discussed through conversation analysis (CA) methodology. Findings suggest that when teachers are able to navigate overlapping talk in such a way that provides interactional space for learners to complete their contributions, they demonstrate classroom interactional competence (Sert, 2015; Walsh, 2006). The present study contributes to the literature by addressing interactional features that increase interactional space, and an approach to teacher and learner talk that highlights CA’s methodological advantages in capturing the interactional nuances of classroom discourse


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    Organizational justice is one of the least understood and underutilized tools to create a better and more effective workplace. In this article, we’ll focus on interactional justice, look at its impact, and offer strategies for creating a climate that will help employers reap the rewards and reduce their risks of their human capital. There are three forms of organizational justice known as distributive, procedural, and interactional justice. Distributive justice refers to the “bottom line” of justice, i.e., was the outcome of a decision fair? This assessment of fairness generally involves a comparison between what an employee is experiencing to what is happening to others in the organization. Interactional justice is up close and personal. It pertains to the behavior of the organization's leaders in carrying out their decisions, i.e., how they treat those who are subject to their authority, decisions, and actions. Interactional justice is a key to employee motivation, retention and organizational commitment. Organizations that create a sense of organizational justice will reap the human capital rewards in improved motivation, retention and fewer employment lawsuits. Unfortunately, companies who don’t may find themselves limping while their competition sprints ahead.organizational justice, interactional justice, employer, employee, leadership, lawsuit

    Culture and rapport promotion in service encounters: protecting the ties that bind

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    The present study aimed at investigating possible cultural effects on the perceived importance of interactional concerns in service encounters. Individual values were examined to establish an explanatory framework for any effects that might emerge. Hong Kong Chinese and Filipinos participated in the present study by rating the importance of 12 interactional concerns in five hypothetical scenarios involving service provision. “Rapport promotion” was the only consistent factor of interactional concerns to emerge from the five scenarios in each of the two cultural groups. The dimensions of individual values, labeled “Conservation” and “Self-Transcendence” by Schwartz (1992), significantly predicted a respondent’s level of rapport promotion across all scenarios, with self-transcendence partially unpackaging the cultural difference that emerged in one of the service scenarios. We use these results to support a model of communication in service provision that predicts communication concerns as arising from cultural socialization for personal characteristics and situational features of the encounter, leading to the petitioner’s being more dependent on the good will of the service provider

    ‘We represent, here, the interests of the free world’:Accountability in Israeli leaders’ media talk on the Gaza Crisis (2008-2009)

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    he Palestinian-Israeli conflict turned into an armed crisis from the 27th of December 2008 to 22nd of January 2009. Instances of such armed conflict make issues of accountability highly pertinent. In this paper we analyse media news interviews conducted with then Israeli political leadership after the start of the Gaza Crisis. From the analyses we show that: a) accountability is an interactional concern that interviewers and interviewees orient to within the interactional setting of a media news interview; b) Israeli politicians manage Israel's accountability for events in Gaza crisis via employing particular narratives and descriptions of both Israel and other parties; c) in managing their accountability they are seen to make avowals to peace and moderation which are then used for justifying extant military practices