Bradford William Hesse
The presence of large-scale data systems can be felt, consciously or not, in almost every facet of modern life, whether through the simple act of selecting travel options online, purchasing products from online retailers, or navigating through the streets of an unfamiliar neighborhood using global positioning system (GPS) mapping. These systems operate through the momentum of big data, a term introduced by data scientists to describe a data-rich environment enabled by a superconvergence of advanced computer-processing speeds and storage capacities; advanced connectivity between people and devices through the Internet; the ubiquity of smart, mobile devices and wireless sensors; and the creation of accelerated data flows among systems in the global economy. Some researchers have suggested that big data represents the so-called fourth paradigm in science, wherein the first paradigm was marked by the evolution of the experimental method, the second was brought about by the maturation of theory, the third was marked by an evolution of statistical methodology as enabled by computational technology, while the fourth extended the benefits of the first three, but also enabled the application of novel machine-learning approaches to an evidence stream that exists in high volume, high velocity, high variety, and differing levels of veracity.
In public health and medicine, the emergence of big data capabilities has followed naturally from the expansion of data streams from genome sequencing, protein identification, environmental surveillance, and passive patient sensing. In 2001, the National Committee on Vital and Health Statistics published a road map for connecting these evidence streams to each other through a national health information infrastructure. Since then, the road map has spurred national investments in electronic health records (EHRs) and motivated the integration of public surveillance data into analytic platforms for health situational awareness. More recently, the boom in consumer-oriented mobile applications and wireless medical sensing devices has opened up the possibility for mining new data flows directly from altruistic patients. In the broader public communication sphere, the ability to mine the digital traces of conversation on social media presents an opportunity to apply advanced machine learning algorithms as a way of tracking the diffusion of risk communication messages. In addition to utilizing big data for improving the scientific knowledge base in risk communication, there will be a need for health communication scientists and practitioners to work as part of interdisciplinary teams to improve the interfaces to these data for professionals and the public. Too much data, presented in disorganized ways, can lead to what some have referred to as “data smog.” Much work will be needed for understanding how to turn big data into knowledge, and just as important, how to turn data-informed knowledge into action.
Andrew M. Ledbetter
Owing to advances in communication technology, the human race now possesses more opportunities to interact with interpersonal partners than ever before. Particularly in recent decades, such technology has become increasingly faster, mobile, and powerful. Although tablets, smartphones, and social media are relatively new, the impetus behind their development is old, as throughout history humans have developed mechanisms for communicating ideas that transcend inherent temporal and spatial limitations of face-to-face communication. In the ancient past, humans developed writing and the alphabet to preserve knowledge across time, with the later development of the printing press further facilitating the mass distribution of written ideas. Later, the telegraph was arguably the first technology to separate communication from transportation, and the telephone enabled people at a distance to hear the warmth and intimacy of the human voice. The development of the Internet consolidates and advances these technologies by facilitating pictorial and video interactions, and the mobility provided by cell phones and other technologies makes the potential for communication with interpersonal partners nearly ubiquitous. As such, these technologies reconfigure perception of time and space, creating the sense of a smaller world where people can begin and manage interpersonal relationships across geographic distance.
These developments in communication technology influence interpersonal processes in at least four ways. First, they introduce media choice as a salient question in interpersonal relationships. As recently as the late 20th century, people faced relatively few options for communicating with interpersonal partners; by the early years of the 21st century, people possessed a sometimes bewildering array of channel choices. Moreover, these choices matter because of the relational messages they send; for example, choosing to end a romantic relationship over the phone may communicate more sensitivity than choosing to do so via text messaging, or publicly on social media. Second, communication technology affords new opportunities to begin relationships and, through structural features of the media, shape how those meetings occur. The online dating industry generates over $1 billion in profit, with most Americans agreeing it is a good way to meet romantic partners; friendships also form online around shared interests and through connections on social media. Third, communication technology alters the practices people use to maintain interpersonal relationships. In addition to placing traditional forms of relational maintenance in more public spaces, social media facilitates passive browsing as a strategy for keeping up with interpersonal partners. Moreover, mobile technology affords partners increased geographic and temporal flexibility when keeping contact with partners, yet simultaneously, it may produce feelings of over-connectedness that hamper the desire for personal autonomy. Fourth, communication technology makes interpersonal networks more visibly manifest and preserves their continuity over time. This may provide an ongoing convoy of social support and, through increased efficiency, augment the size and diversity of social networks.
A community of practice (CoP) situated in a health and risk context is an approach to collaboration among members that promotes learning and development. In a CoP, individuals come together virtually or physically and coalesce around a common purpose. CoPs are defined by knowledge, rather than task, and encourage novices and experienced practitioners to work together to co-create and embed sustainable outputs that impact on theory and practice development. As a result, CoPs provide an innovative approach to incorporating evidence-based research associated with health and risk into systems and organizations aligned with public well-being.
CoPs provide a framework for constructing authentic and collaborative learning. Jeanne Lave and Etienne Wenger are credited with the original description of a CoP as an approach to learning that encompasses elements of identity, situation, and active participation. CoPs blend a constructivist view of learning, where meaningful experience is set in the context of “self” and the relationship of “self” with the wider professional community. The result is an integrated approach to learning and development achieved through a combination of social engagement and collaborative working in an authentic practice environment. CoPs therefore provide a strategic approach to acknowledging cultural differences related to translating health and risk theory into practice.
In health and risk settings, CoPs situate and blend theory and practice to create a portal for practitioners to generate, shape, test, and evaluate new ideas and innovations. Membership of a CoP supports the development of professional identity within a wider professional sphere and may support community members to attain long range goals.
Brenda L. Berkelaar and Millie Harrison
Broadly speaking, cybervetting can be described as the acquisition and use of online information to evaluate the suitability of an individual or organization for a particular role. When cybervetting, an information seeker gathers information about an information target from online sources in order to evaluate past behavior, to predict future behavior, or to address some combination thereof. Information targets may be individuals, groups, or organizations. Although often considered in terms of new hires or personnel selection, cybervetting may also include acquiring and using online information in order to evaluate a prospective or current client, employee, employer, romantic partner, roommate, tenant, client, or other relational partner, as well as criminal, civil, or intelligence suspects. Cybervetting takes advantage of information made increasingly available and easily accessible by regular and popular uses and affordances of Internet technologies, in particular social media. Communication scholars have long been interested in the information seeking, impression management, surveillance, and other processes implicated in cybervetting; however, the uses and affordances of new online information technologies offer new dimensions for theory and research as well as ethical and practical concerns for individuals, groups, organizations, and society.
Brenda L. Berkelaar and LaRae Tronstad
How people negotiate the work–life interface remains a popular topic for scholars and the public. Work–life research is a large body of interdisciplinary scholarship that considers how people experience, navigate, and negotiate different roles, commitments, and boundaries within and across life domains—often with the goal of improving individual, organizational, and social well-being and success. Spurred by demographic, social, economic, and technological changes, scholars take difference perspectives on overlapping research areas which include work–life balance, work–life conflict, work–family conflict, boundary management, work–life enrichment or facilitation, as well as positive or negative spillover. Key issues addressed include the implications of framing work–life as a dichotomy, drivers of work–life outcomes, how ideals shape work–life negotiations, how individuals negotiate everyday work–life challenges and opportunities, and the influence of evolving information and communication technologies on the work–life interface. Research from multiple disciplines highlights the demographic, economic, moral, cultural, and national factors that affect work–life practices, processes, policies, tactics, and outcomes. This multidisciplinary perspective provides relevant insights for generative research and resilient practice for individuals, groups, organizations, or societies.
Brenda L. Berkelaar and Millie Harrison
This is an advance summary of a forthcoming article in the Oxford Research Encyclopedia of Communication. Please check back later for the full article.
Organizational socialization is the process by which people learn about and adjust to the knowledge, skills, attitudes, expectations, and behaviors needed for a new or changing role within an organization. Thus, organizational socialization focuses on organizational membership. This includes how people move from being organizational outsiders to being organizational members and how people move between organizational roles within and across organizations over time. To date, research has focused on the ways in which organizations encourage individuals to learn and to adjust to existing expectations for particular roles via tactics that encourage assimilation into a particular role. However, organizational socialization is a dynamic process. Individuals can also influence and shape the organization to align with what they want for the organization, via tactics that allow for personalization (or individualization) of the role. Thus, organizational socialization helps an individual assume a new or changing role that meets the organization’s needs as well as his or her own needs.
Most of the research on organizational socialization focuses on how newcomers enter into paid work environments. Much attention has been given to the tactics used by organizations to encourage people to assimilate into the organization. Research also focuses on the early stages of organizational socialization, in particular anticipatory socialization and entry and initial participation. Until very recently, less attention has been given to later stages in socialization, active participation, metamorphosis, and exit; non-work organizations; and transitions between roles within particular organizations. However there is a growing body of research on organizational socialization into volunteer roles; new or changing roles, within the same organization; and later stages of socialization, such as exit and disengagement. Scholars and practitioners increasingly recognize how individual, organizational, and contextual factors, including socioeconomic class, race, gender, new media technologies, globalization, and others, may alter how organizational socialization works; they offer insight into the underlying processes implicated in organizational socialization. Future areas of research related to context, time, boundaries, and communication are highlighted.