Master of Arts / Department of Communication Studies / Sarah Riforgiate / Internships provide students with valuable learning experiences in their chosen fields. Considering that one of the most important components of students’ learning experiences during an internship is learning how to socialize and assimilate into organizational settings, an internship stage model should be able to account for this particular process – organizational assimilation. This study contends that existing internship stage models overlap and can be enhanced by organizational assimilation theory (Jablin, 1987). Therefore, this qualitative study includes data from 13 semi-structured interviews with students who participated in formal internships in order to explore students’ assimilation experiences during the course of their internships. Additionally, how interns view the host organization’s identity and its impact on their assimilation experience was examined. Findings indicate that students are more adaptive to socialization than individualization in terms of their responsibilities and roles during organizational assimilation. Further, the concept of organizational identity was so complex and intricate that students could not grasp their host organizations’ identity during the course of their internships; instead, through their organizational assimilation experience, participants learned the culture of the organizations.

The purpose of this dissertation was to examine the persuasive effects personal stories have on the university recruitment process. Specifically, this study explored how Fisher's (1984) concepts of narrative probability and fidelity influenced Ajzen's (1991) theory of planned behavior model using a four-staged quasi-experimental study. Jablin's (1982) anticipatory socialization phase of organizational assimilation theory acted as a context for this applied dissertation. This study evolved over four stages while working with the North Dakota State University Office of Admission. The first stage provided qualitative data exploring students' opinions of using story-based recruitment material. Focus groups also revealed what types of stories would be helpful for prospective students during the college admission process. Stage two developed and tested the narrative probability and fidelity scales based on Fisher's (1984) narrative paradigm. These newly created scales were used to determine the level of narrative probability and narrative fidelity in each of the experimental conditions. Stage three consisted of the creation and testing of the recruitment videos used in each experimental condition. The final stage tested the story-based recruitment and control videos on prospective students visiting North Dakota State University. The results of this dissertation were obtained using a series of ANOVAs, regression analyses, and path model testing techniques. Overall, the results suggested that high levels of narrative probability and narrative fidelity do positively influence prospective students' attitudes toward choosing a university and have a less powerful, but still positive, influence on their subjective norms beliefs and perceived behavioral control of choosing a university. The theory of planned behavior model was also supported by this data. The results of each stage of this study produced theoretical and practical implications. This dissertation concludes with a discussion of the results, implications, limitations, and future research opportunities.

Millennials are the newest generation to enter the workforce. When Millennials enter organizations, managers construct perceptions about Millennials’ communication behaviors, including their characteristics and adherence to organizational rules. These perceptions help managers decide Millennials’ organizational fit. A review of literature revealed a scarcity of empirical research in this area with little empirical research from communication scholars who apply communication frameworks, theories, and concepts. This research used the lens of social constructionism to understand the membership categorization devices and category-bound activities managers use to characterize Millennials. In order to better understand how Millennials conform to and change organizational culture, data were reviewed for those normative and code rules managers described Millennials violating. In this qualitative, exploratory study, 25 managers who were 31 years of age or older that worked in the hospitality industry and managed Millennial (18 to 30 years old) employees were interviewed through a snowball convenience sample. Interviews were transcribed and patterns were identified. Data analysis indicated that “kids,” “age group,” and “Millennials” and variations of the Millennial term were used to categorize Millennials. Analysis of category-bound activities showed patterns in Millennials’ desire for learning and training, mixed preference for teamwork often affected by their liking for peers, and needs for frequent, clear, personalized feedback. With respect to rule violations, data showed that some organizations were adapting their cell phone policies in response to Millennial rules resistance. However, organizations were not willing to accommodate Millennials’ rule violations in either the area of time-off requests or uncivil behavior due to organizational codes. iv Keywords: Millennials, social constructionism, membership-categorization devices, categorybound activities, communication rules, organizational assimilation