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Den icke verbala kommunikationen är den största formen av all kommunikation och är lika trovärdig som den verbala kommunikationen. Icke verbal kommunikation definieras genom vårt kroppsspråk, blickar och/eller ögonkontakt, beröring, tonlägen gester, ansiktsuttryck och skratt och detta sker ständigt. Syftet med litteraturstudien var att belysa icke verbal kommunikation ur ett sjuksköterskeperspektiv. Databearbetningen medförde fyra kategorier: sjuksköterskans icke verbala kommunikation skapar välbefinnande, kunskap genom icke verbal kommunikation, icke verbal kommunikation hjälper sjuksköterskan att skapa relationer samt icke verbal kommunikation mellan sjuksköterskor. Resultatet visade på att det är nödvändigt för sjuksköterskan att ha kunskap om den icke verbala kommunikationen och dess olika sätt att framträdas hos enskilda patienters specifika behov. Tidsbrist är dock något som har visat sig vara ett hinder för sjuksköterskan för hens utveckling av sin icke verbala kommunikation och sin professionella relation till patienten. Vidare forskning om sjuksköterskans icke verbala kommunikation och hens relation till tid kan gynna sjuksköterskans framtida professionsutveckling. / The nonverbal communication is the most common form of all communication and is as reliable as the verbal communication. Non-verbal communication is defined by our body language, glance and / or eye contact, touch, tone gestures, facial expression and laughter, and occur constantly. The purpose of the study was to examine non-verbal communication from a nurse perspective. The Data processing included four categories: Nursing's non-verbal communication creates well-being, knowledge through non-verbal communication, non-verbal communication helps the nurse to establish relationships as well as non-verbal communication between nurses. The result showed that it is necessary for the nurse to have knowledge of non-verbal communication and it is different ways of appearing individually with each patient and differ with their specific needs. However, lack of time is something that has come back as an obstacle to the nurse for the development of non-verbal communication and the professional relationship with the patient. Further research on the nurse's non-verbal communication and relationship with time can benefit the future of nurse`s professionals skills.

The purposes of the study were (1) to validate five selected supportive and five selected non-supportive nonverbal movements, and (2) to determine the effects of the nonverbal expressions upon subjects' learning of a gross motor skill. Subjects were twenty-eight college women who met the established criteria. The testing instrument was the Bachman Ladder. Fourteen subjects received the supportive-- non-supportive nonverbal treatment sequence; fourteen subjects received the reverse treatment sequence. Subjects numerically ranked the degree of treatment following each experimental session. Data were analyzed by analysis of variance method. Alpha was .05. Conclusions of this study were (1) that nonverbal supportive and non-supportive treatments do not significantly affect gross motor learning, and (2) the selected expressions are valid techniques for nonverbal communications.

The purpose of this study was to investigate the reliability and validity of the results of the Naglieri Nonverbal Ability Test (NNAT; Naglieri, 1997a) with a sample of English Language Learner (ELL) Mexican American children and to compare the performance on the NNAT of 122 ELL Mexican American children with children from the standardization sample. The rationale for conducting this study was the need to identify culturally sensitive and technically adequate nonverbal measures of ability for the fastest growing minority group within America’s public schools today, Mexican American children. The NNAT was administered to participants with parental consent. Statistical analyses of the scores did yield positive evidence of internal consistency for the Nonverbal Ability Index (NAI) total score of the NNAT. However, when individual clusters were analyzed, Pattern Completion, Reasoning by Analogy, and Serial Reasoning did not yield positive evidence of internal consistency. Only Spatial Visualization approached the reliability standard deemed acceptable for tests of cognitive ability. The mean differences of the NNAT scores between two independent groups were also assessed in the present study. Results of the statistical analyses did not yield statistically significant differences across age and grade factors between the scores of the ELL Mexican American sample and the standardization sample. Finally, the proposed factor structure of the NNAT was compared with the factor structure found with the ELL Mexican American sample. Goodness-of-fit test statistics indicate that the proposed four-factor structure does not fit well with the data obtained from this sample of ELL Mexican American students. Furthermore, although the NNAT is considered to be a unidimensional test of general ability, nine factors were extracted upon analysis, providing evidence that the items on each of the four clusters do not function together as four distinct dimensions with this ELL Mexican American sample. Given that the individual clusters that collectively combine to yield the NAI total score are not based on any particular model of intelligence, interpretation of specific strengths and weaknesses should be discouraged. Finally, the NNAT’s overall score should be interpreted with caution and may best be used in conjunction with multidimensional ability and/or intelligence measures.

Due to the lack of an operationalization that centers on communication, the communication field has needed a measure that captures the unique elements interaction plays in the formation of organizational identification (OI). This dissertation offers an alternate conceptualization and operationalization of organizational identification designed to be communication-centered, and labels it Communicative Organizational Identification (C-OI). C-OI is a type of behavioral identification that is defined as the manifestation of solidarity with the values of a collective through verbal and nonverbal behaviors expressed to internal and external others. This measure was theorized as having 4 subscales: internal verbal communication, external verbal communication, internal nonverbal communication, and external nonverbal communication. To validate this measure, three rounds of data collection were utilized, ultimately reducing the measure from 46 to 10 items with three subscales: internal verbal, external verbal, and nonverbal. Both confirmatory factor analysis and exploratory factor analysis were used in examining underlying dimensions. This measure was shown to have acceptable levels of internal consistency (Chronbach’s [alpha] = .87), comparable to alternate measures of OI. Through the use of hierarchical multiple regression the C-OI measure and its subscales were shown to have at least some incremental validity in comparison to the Mael and Ashforth (1992) in predicting communication competence of co-workers, perceived organizational support, organization-based self-esteem, intent to quit, and organizational tenure. The C-OI measure also had incremental validity in comparison to the Cheney (1982) Organizational Identification Questionnaire (OIQ) in predicting organizational tenure. The C-OI’s three subscales also showed incremental validity over several existing measures. Through Pearson product moment correlations convergent validity was illustrated for the C-OI and its subscales. The C-OI does not focus on the decision-making elements of OI’s conceptualization (Cheney, 1982), nor does it attend to its role in motivation. This dissertation also used self-report measures, and the issue of common method bias could apply here. Future research is needed to validate further the measure of C-OI particularly in terms of establishing discriminant validity, and measuring multiple targets of identification. / text