There is NO more traditional library function for instruction librarians than teaching information literacy. Without sacrificing expected librarian services such as demonstrating searching and citation management, the Association of College and Research Libraries (ACRL) Framework for Information Literacy in Higher Education allows us to orient students with a high-level, integrated view of how the seemingly disparate pieces and requirements of graduate research form an integrated whole.

Librarians at East Tennessee State University conducted a voluntary focus group of international students to better understand the academic needs of the growing population. Students participated in a full-day discussion concerning academic staples such as planning and studying, finding and reading, and writing and citing. After a long exchange on communication and cultural differences, the students endorsed a new workshop on academic writing proposed by the librarians. This workshop will become part of the existing sequence of nine graduate-level research support offerings given by the Library for graduate students and faculty.

The number of international graduate students continues to rise at American universities nationwide. While academic librarians wish to serve this student population effectively, few of us have received formal training or meaningful exposure to this sector of our student populace. This panel will provide first-person experiences from academic librarians who are actively engaging with and researching international students. Acknowledging and encouraging cultural diversity fosters the awareness of building inclusivity into graduate programming. Rather than viewing international students as a challenge to be resolved with a one-size-fits-all approach, cultivating cultural intelligence makes us more thoughtful and effective instructors and service providers for all students. This panel will discuss Tailoring services and support from the perspective of inclusivity for all students. Empirical best practices and lessons learned from focus groups with international students Tips for providing sessions tailored to multicultural audiences across the disciplines Partnerships with International offices, programs, and groups on campus The problem of academic writing Shared aspects of the graduate student experience Plagiarism and the academic honor code Thoughts about future engagement A current list of professional resources will be provided. We anticipate audience discussion will be generated by this topic and will encourage participation through informal polling and direct questions.

All too frequently, instruction librarians’ only opportunity to teach students distills down to the fifty-minute, one-shot, make-or-break experience. We disseminate the essential information as requested—how to use the library, how to search the databases, and so on—with little time to explain why all the pieces fit together and why they are important. Worse, well-intentioned librarians often strive to cover as much as possible in these sessions, oversaturating and frustrating their student audience. Even in settings of brief duration with no follow-up, another approach is possible. Rather than attempting to demonstrate everything at once, we can interject effective, real-life motivational tactics into the session by highlighting the underlying purpose of the process demonstrated. In other words, we can focus not simply on “what” or “how” but on “why.” Providing this context and structure not only grounds students, it clarifies and demystifies the process. Understanding that purpose and method are as important as data better empowers students with strategies to pursue their own needs independently. This chapter focuses on graduate students, particularly those in doctoral programs, but with a little creative thinking, these strategies could also be adapted for application with undergraduate learners.

Orientador: Maria Eugênia Porém / Resumo: A comunicação é elemento edificador da sociedade. Por meio dela as sociedades foram e vão se constituindo e se organizando. Dessa forma, a comunicação perpassa e conecta todos os elementos constitutivos sociais. E assim como na sociedade, a comunicação também funda as organizações, além de ser o elo que as mantém conectadas com o contexto onde estão inseridas. Diante disso, uma transformação comunicacional social resvala na organização e nas suas relações comunicativas. O fenômeno da midiatização inicia-se com a introdução das tecnologias digitais e da internet no cotidiano das sociedades. Esse movimento comunicacional promove a reformulação de estruturas, de simbologias e de interações, trazendo para as organizações novos contextos comunicacionais, novos meios de comunicação e novas relações comunicativas. Diante do exposto, este estudo tem como objetivo analisar e identificar as transformações nas relações comunicacionais organizacionais em organizações inseridas no contexto em midiatização. Para atingir o objetivo foi realizado um estudo conceitual e aplicado, com fins descritivos, exploratórios e interpretativos tendo como técnica metodológica de coleta de dados a entrevista semiestruturada junto a gestores de comunicação atuantes em empresas de Tecnologia de Informação (TI) da cidade de Bauru/SP. Diante dos dados coletados foi aplicada a análise de conteúdo para categorização e interpretação dos resultados. Com os resultados pode-se concluir que a principal transformação... (Resumo completo, clicar acesso eletrônico abaixo) / Abstract: Communication is a building element of society. Through their communicative sharing, societies were and are being constituted and organized. In this way, communication permeates and connects all social constituent elements. And just as in society, communication also founds organizations, as well as being the link that keeps them connected with the context in which they are inserted. Given this, a social communicational transformation slips into the organization and its communicative relations. The phenomenon of mediatization begins with the introduction of digital and internet technologies in the daily lives of societies. This communicational movement promotes the reformulation of structures, symbols and interactions, bringing to the organizations new communicational contexts, new media and new communicative relations. Given the above, this study aims to analyze and identify the transformations in organizational communication relations in organizations inserted in the context of mediatization. In order to achieve the objective, a conceptual and applied study was carried out, with descriptive, exploratory and interpretative purposes. The semi-structured interview with communication managers working in IT companies in the city of Bauru / SP was the methodological technique of data collection. Given the collected data was applied the content analysis methodology for categorization and interpretation of results. Based on the results, it can be concluded that the main organization... (Complete abstract click electronic access below) / Mestre

This study was undertaken to determine the dominant cultural metaphors at work in American and Japanese organizational culture, to examine the ways in which each society interprets these metaphors, and to assess the importance of the metaphors relative to intercultural communication. Using a combination of qualitative content analysis, rhetorical criticism, contextual analysis, and non-participant observation, two of the most dominant metaphors in both cultures, business-as-war and business-as-family, were discovered and examined. The research data comes from a variety of books, scholarly and popular articles, pamphlets, unpublished papers, films, and miscellaneous documents. These materials cover many disciplines: communication, history, popular culture, sociology, psychology, business management, and literature. Additional written and verbal information obtained from personal interviews conducted at a Japanese-owned American-staffed manufacturing facility supplements these materials. By applying Osborn's (1967) theory of "archetypal metaphors," or metaphors which strike deep into the human subconscious, Gozzi's (1990b) concept of "minimetaphors" which arise from these archetypal metaphors. and Hall and Trager's (Hall, 1973) "major triad" (formal, Informal, and technical) of behavioral modes, the following conclusions were derived (1) many metaphors appear in both societies, but the familial and military metaphors dominate the business cultures, (2) viewing business as a war developed out of the violent histories of both cultures and perpetuates harmful attitudes, (3) viewing business as a family developed out of the homogeneity of the Japanese culture, but it did not develop as readily in the more heterogeneous United States. (4) each society interprets these metaphors in different ways, making them culturally unique but not culturally exclusive, (5) different interpretations may arise from the ways in which the cultures transmit the metaphors, (6) many of the minimetaphors associated with both of these archetypes no longer refer to their original meanings, and (7) multinational corporations will transmit their own unique cultural metaphors to their foreign employees.

Over 1700 employees of the General Motors Corporation defined trust and described personal work experiences that affected their trust toward the organization. These employee comments were factor analyzed to determine the dimensions of organizational trust. An instrument was developed from employee comments to measure the level of trust in a GM location. With the level of trust quantified, the demographic effects on trust and the relationship between trust and management's communication effectiveness were investigated. This approach provided new knowledge of trust in an industrial environment. Three dimensions of organizational trust were identified: Openness/Congruity, Shared Values, and Autonomy/Feedback. Age, length of service, and whether or not an employee had experienced a lay-off had significant effects on trust. A linear relationship was found between trust and employee perceptions of management's effectiveness in communicating. A conceptual model of organizational trust was developed using Maslow's Hierarchy of Needs as a framework.

Eating disorders (EDs) are strikingly common among American adults. Past research has indicated that athletes in general are particularly vulnerable to developing EDs due to media pressure, athletic drive, and the population’s proclivity to perfectionism. Most ED research, both in athletic and non-athletic populations, is female-focused, as women are more likely to develop EDs. However, men are still susceptible to develop EDs and are understudied. Links between lack of autonomy and EDs exist in familial settings, but have yet to be applied in organizational settings. This quantitative thesis sought to bridge a research gap by assessing ED levels in male NCAA Division 1 athletes and examining the relationships with perceived levels of concertive, institutional, and simple control present in athletic settings. Findings indicated that although athletes perceived different forms of control in their sport, these forms of control did not negatively affect their eating habits. Implications and direction for future research are explored.

This study consists of two surveys administered sixteen months apart in a large (1000 employee) Fortune 100 organization which was sold to a Japanese company during the period under study and underwent several other chaotic changes. The purpose of the study was to assess the perceived differences brought about by training and participation. Six factors that were assessed for differences were: productivity, communication, employee participation, work teams, management leadership, and mergers/acquisitions. Results were compared from the two time periods across all six factors. Productivity and communication proved statistically significant at p(.05, while employee participation and work teams prove statistically significant at p<.10. Management leadership showed a slight difference but no statistical significance. Mergers/acquisitions showed no difference or statistical significance. Pertinent responses from each factor are categorized to identify the important perceptions that contributed to significance. The items categorized specify areas that employees believe most important relative to the factor assessed. The results of the study support training and participation as a means to improve organizational performance. Although this organization which had previously gone from authoritarian to participative management and moved again, the trends appear to support the value of training and participation. This study exposes some concrete factors that organizations can develop and measure to improve organizational performance.

The purpose of this study was to explore faculty/staff identification with their employing university and how that, in turn, may influence their decision to financially support the institution, or not. This study employed a case study approach and a mixed methods research design utilizing both qualitative and quantitative data. An online survey using Cheney’s (1982) Organizational Identification Questionnaire measured faculty/staff members’ identification with the organization and with their specific departments. The survey also collected data on faculty/staff past charitable giving. Following the survey, qualitative focus groups and interviews were conducted with faculty/staff members to explore what factors contributed to their decisions to support the university, or not. The survey data revealed that faculty and staff members identify more highly with their departments and staff members identify more highly overall than faculty members. Yet, the survey also revealed that faculty members gave more financially to the university than did staff members. A thematic analysis of the qualitative data revealed three overarching factors that influenced faculty/staff decisions to give, or not: affinity, capacity to give, and awareness. These findings offer insight to higher education universities and institutions about how identification between the faculty/staff members and the organization can affect their decisions to support the university. This case study makes a contribution to the literature on charitable giving, employee giving, and specifically, faculty/staff giving. It also extends extant literature on organizational identification, particularly targets of identification in a higher education context. Finally, this study offers practical implications for other universities, suggests directions for future research, and acknowledges the limitations.