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

In some organizations four generations work together creating a unique culture. Millennials are the second largest generation currently in the workforce. Organizational culture is affected by interpersonal communication. Interviews were conducted with 17 workers between the ages of 19 and 30. Interviews consisted of 22 open-ended questions regarding daily tasks, organized activities, and interpersonal interaction. The perspective of organizational culture was evaluated through personal, task, social, and organizational rituals. Membership categorization was used to determine common vocabulary used to identify with coworkers. Duck’s theory on attraction was used to evaluate interpersonal behavior seeking to determine psychological attractors acting as catalysts for relationship building. Data found suggests that Millennials create a culture similar to the tribal example suggested in previous research. Rituals act as forms of cultural dissemination and strengthening. The use of membership categorization devices reflected the structure of the organization and relationships between coworkers. Using Duck’s attraction theory, an analysis reflected the identification factors that act as catalysts for relationships. Psychological attraction was linked to common interests

Existing literature has identified mothers as the primary reproductive educators of their daughters and has determined mother-daughter conversations about reproduction to be an indicator of daughters’ sexual and reproductive behaviors. The overturning of Roe v. Wade on June 24, 2022, had an immediate impact on the reproductive lives of many people, including daughters. Through one-on-one interviews with 10 daughters, this qualitative study identifies three changes in mother-daughter reproductive conversations that were influenced by the overturning of Roe v. Wade: (a) The initiation of conversations, (b) the topics of conversations, and (c) the tone of these conversations. The results of this thesis not only provide initial insight into how daughters felt that their conversations with their mothers about reproductive issues changed in the wake of this monumental event, but also have the potential to contribute to a more nuanced understanding of the larger impact of the event itself.

The purpose of this study was to investigate the reactions people experienced when engaged in extended eye contact with a stranger. Artist Marina Abramović and an organization entitled The Liberators International have demonstrated a spectrum of reactions, many emotionally-charged, that have occurred from the opportunity to sit across from and gaze into the eyes of a stranger. Current research on eye contact has been predominantly quantitative, with no available research that qualitatively investigates the scenario in focus. The design of this study involved interviewing 35 people who participated in "The World’s Biggest Eye Contact Experiment," where individuals paired with a partner and gazed into each other's eyes for one minute. The data revealed a significant overlap between negative and positive face, where individuals sought out the experience in order to exceed their comfort zones and to foster connections with other people. Participants reported feeling a sense of vulnerability, which was attributed to civil inattention and the simultaneous threat to and expansion of negative face.

This study explores the experiences of people who have lost loved ones due to socially stigmatized deaths. Drawing from eight individual interviews, the author argues that the stigma associated with death due to drug overdose, suicide, substance abuse, or murder can cause traumatic or prolonged grief and can complicate the way the bereaved talk about grief as a part of their healing process. With the mortality rate in the U.S. rising, there is an epidemic of disenfranchised grief affecting millions of bereaved individuals. Using Coordinated Management of Meaning and Communication Privacy Management theories, the author uncovers strategies the traumatically bereaved employ to manage interactions and relationships with others. A qualitative analysis of participant interviews revealed that social stigma, whether experienced or anticipated, affects the way the bereaved communicate and can cause self-silencing. Findings indicate a need for safe, supportive, and non-judgmental spaces for the traumatically bereaved to share their stories.

Since the inception of AI research, great strides have been made towards achieving the goal of extending natural language conversation as a medium of interaction with machines. Today, we find many Conversational Agents (CAs) situated in various aspects of our everyday life such as information access, education and entertainment. However, most of the existing work on CAs has focused on agents that support only one user in each interactive session. On the other hand, people organize themselves in groups such as teams of co-workers, family and networks of friends. With the mass-adoption of Internet based communication technologies for group interaction, there is an unprecedented opportunity for CAs to support interactive situations involving multiple human participants. Support provided by these CAs can make the functioning of some of these groups more efficient, enjoyable and rewarding to the participants. Through our work on supporting various Multi-Party Interactive Situations (MPIS), we have identified two problems that must be addressed in order to embed effective CAs in such situations. The first problem highlights the technical challenges involving the development of CAs in MPIS. Existing approaches for modeling agent behavior make assumptions that break down in multi-party interaction. As a step towards addressing this problem, this thesis contributes the Basilica software architecture that uses an event-driven approach to model conversation as an orchestration of triggering of conversational behaviors. This architecture alleviates the technical problems by providing a rich representational capability and the flexibility to address complex interaction dynamics. The second problem involves the choice of appropriate agent behaviors. In MPIS, agents must compete with human participants for attention in order to effectively deliver support and interventions. In this work, we follow a model of human group interaction developed by empirical research in small group communication. This model identifies two fundamental processes in human group interaction, i.e., Instrumental (Task-related) and Expressive (Social-Emotional). Behaviors that constitute this expressive process hold the key to managing and regulating user attention and serve other social functions in group interaction. This thesis describes two socially capable conversational agents that support users in collaborative learning and group decision making activities. Their social capabilities are composed of a set of behaviors based on the Social-Emotional interaction categories identified by work in small group communication. These agents demonstrate the generalizability of our methodology for designing and implementing social capabilities across two very different interactive situations. In addition to the implementation of these agents, the thesis presents a series of experiments and analysis conducted to investigate the effectiveness of these social capabilities. First and foremost, these experiments show significant benefits of the use of socially capable agents on task success and agent perception across the two different interactive situations listed above. Second, they investigate issues related to the appropriate use of these social capabilities specifically in terms of the amount and timing of the constituent social behaviors. Finally, these experiments provide an understanding of the underlying mechanism that explains the effects that social capabilities can achieve.

The Affectionate Gesture Planner (AGP) is a smartphone application (i.e., “app”) that aims to increase relationship satisfaction for couples in long-term relationships by prompting couples to complete loving acts for each other on a daily basis. The AGP app is informed by concepts from social exchange theory and the investment model (Rusbult, 1983), which predict that increasing the mutual exchange of beneficial investments to the relationship improves the quality and stability of the relationship. The present study is a formative evaluation on the prototype of the AGP app. Based on participant feedback, the AGP app will be improved prior to future trials. Future models of the AGP app will be used to compare the efficacy of using standardized suggestions versus personalized prompts.

This experimental study examined the effects of an instructor’s face threat mitigation tactics on student self-efficacy for learning and perceived emotional support from the instructor in a written feedback setting. Participants (N = 401) were randomly assigned to one of four feedback scenarios in which level of face threat mitigation and instructor age and status were manipulated. Student grade orientation and state feedback apprehension were measured prior to being exposed to the feedback scenario. Results indicate that high face threat mitigation is positively associated with student self-efficacy for learning and perceived emotional support from the instructor. Results also revealed that state feedback apprehension predicts self-efficacy for learning and perceived emotional support from the instructor. Grade orientation predicted self-efficacy for learning but did not significantly predict perceived emotional support from the instructor providing feedback. Finally, scenarios manipulated for instructor age and status did not significantly differ in self-efficacy for learning or perceived emotional support from the instructor. Implications regarding theory, the measurement of feedback apprehension, and student-instructor communication are discussed.

Video games have become a new platform for social interaction. I review the sociality of video games and the relationship between virtual- and real-world behaviors. I review and address the pros and cons of methods of measuring social behavior. Finally, I present two studies drawn from internet populations. In Study 1 (N = 250), I develop a scale, The Sociality in Multiplayer Online Games Scale (SMOG), which measures the frequency of social gaming behaviors in team-based, multiplayer online games. I hypothesized these to align on dominance and affiliation dimensions of social interaction (Kiesler, 1982). In Study 2 (N = 104), I conduct a confirmatory factor analysis, which supports a two-factor structure—Destructive and Constructive social behavior, resulting in the SMOG-6. I examine construct validity using measures of dominance and affiliation. Controlling for age, gender, and frequency of game-play, both factors predict dominance. SMOG-Destructive negatively, and SMOG-Constructive positively, predicted affiliation.

The purpose of this research study was to explore the topic of organizational communication in higher education and examine staff members’ perceptions about their level of communication and job satisfaction in their workplaces. This study was also designed to test the relationship between communication satisfaction and job satisfaction by analyzing the significance of different dimensions of Communication Satisfaction with the view that satisfaction is multifaceted. A total of 463 non-faculty staff members from different units of a single higher education institution participated in this study. This study included non-teaching staff, including student workers and both full-time and part-time staff members. A modified version of Communication Satisfaction Questionnaire (CSQ) developed by Downs and Hazen was used to collect data. The study used a Likert-type scale with a 7-point scale and had eight dimensions (personal feedback, relationship to supervisors, horizontal and informal communication, organizational integration, organizational perspective, communication climate, media quality, and job satisfaction). The statistical analyses of the data from eight research questions revealed some significant relationships and differences. The results found that staff members perceived their level of satisfaction with communication satisfaction dimensions personal feedback, relationship to supervisors, horizontal and informal communication, organizational integration, and media quality from somewhat satisfied to satisfied, and communication satisfaction dimensions organizational perspective and communication climate as somewhat satisfied. The results found significant differences among different dimensions of CSQ, indicating that communication satisfaction is multi-faceted. The staff members perceived their level of job satisfaction to be among somewhat satisfied to satisfied range. The results indicated that gender and number of years in service do not seem to make a significant difference among staff members’ level of satisfaction, but level of education and job classification does. There were strong positive relations found among all dimensions of CSQ. A strong positive relationship and statistically significant correlation was found between overall communication satisfaction and job satisfaction scores, indicating that when staff members feel satisfied with communication in their workplace, they also tend to feel satisfied with their job in their workplace.