Claude H. Miller and Reinaldo J. Cortes Quantip
Within a range of health communication contexts, anger can be either a detriment to the receptivity of health promotion messages when poorly controlled, or a benefit to information processing when appropriately directed. In the former case, anger can disrupt cognitive processing, leading to a range of negative outcomes, including emotional turbulence and a preoccupation with anger-eliciting events that can severely limit the receptivity of health promotion and risk prevention messages. However, when properly directed and elicited in moderation, anger can motivate greater purpose and resolve in response to health threats, stimulate more active processing of health warnings, sharpen focus on argument quality, and direct greater attention to coping-relevant information concerning harmful health risks.
Rachel A. Smith
A premise in health promotion and disease prevention is that exposure to and consequences of illness and injury can be minimized through people’s actions. Health campaigns, broadly defined as communication strategies intentionally designed to encourage people to engage in the actions that prevent illness and injury and promote wellbeing, typically try to inspire more than one person to change. No two people are exactly alike with respect to their risk for illness and injury or their reactions to a campaign attempting to lower their risk. These variations between people are important for health messaging. Effective campaigns provide a target audience with the right persuasive strategy to inspire change based on their initial state and psychosocial predictors for change. It is often financially and logistically unreasonable to create campaigns for each individual within a population; it is even unnecessary to the extent to which people exist in similar states and share psychosocial predictors for change. A challenging problem for health campaigns is to define those who need to be reached, and then intelligently group people based on a complex set of variables in order to identify groups with similar needs who will respond similarly to a particular persuasive strategy. The premise of this chapter is that segmentation at its best is a systematic and explicit process of research to make informed decisions about how many audiences to consider, why the audience is doing what they are doing, and how to reach that audience effectively.
John C. Meyer and Steven J. Venette
Humor is ubiquitous in communication and is thus worthy of study as part of messages relating to risks and health. Humor’s widely acknowledged effects invite systematic explanation and application by communication scholars interested in health and risk communication. Humor’s influence upon health and risk messages results from the theories of humor origin (incongruity, superiority, and relief), elements of humor perception (unifying or comic perspectives as opposed to tragic or divisive perspectives), and humor functions in social interactions (identification, clarification, enforcement, and differentiation). Humor can be used in messages to mitigate high ego involvement, high levels of fear, and a low sense of efficacy in terms of ability to respond to risk or health messages. Humor can serve to enhance relationships, allowing for more creative discussion of risks and health improvement, yet also can serve to pointedly tease or express a memorable perspective to capture attention regarding a risk or health issue.
Lily A. Arasaratnam
The phrase “intercultural competence” typically describes one’s effective and appropriate engagement with cultural differences. Intercultural competence has been studied as residing within a person (i.e., encompassing cognitive, affective, and behavioral capabilities of a person) and as a product of a context (i.e., co-created by the people and contextual factors involved in a particular situation). Definitions of intercultural competence are as varied. There is, however, sufficient consensus amongst these variations to conclude that there is at least some collective understanding of what intercultural competence is. In “Conceptualizing Intercultural Competence,” Spitzberg and Chagnon define intercultural competence as, “the appropriate and effective management of interaction between people who, to some degree or another, represent different or divergent affective, cognitive, and behavioral orientations to the world” (p. 7). In the discipline of communication, intercultural communication competence (ICC) has been a subject of study for more than five decades. Over this time, many have identified a number of variables that contribute to ICC, theoretical models of ICC, and quantitative instruments to measure ICC. While research in the discipline of communication has made a significant contribution to our understanding of ICC, a well-rounded discussion of intercultural competence cannot ignore the contribution of other disciplines to this subject. Our present understanding of intercultural competence comes from a number of disciplines, such as communication, cross-cultural psychology, social psychology, linguistics, anthropology, and education, to name a few.
Graham D. Bodie
Listening is recognized as a multidimensional construct that consists of complex (a) affective processes, such as being motivated to attend to others; (b) behavioral processes, such as responding with verbal and nonverbal feedback; and (c) cognitive processes, such as attending to, understanding, receiving, and interpreting content and relational messages. Research in the communication studies discipline has focused most heavily on the cognitive processes of listening with the least attention afforded to behavioral components. Although several models of listening have been put forward, scholars still struggle with basic notions of how best to define listening for research purposes and how to incorporate listening into mainstream theoretical frameworks. Contemporary scholarship explores intersections between listening and cultural studies research as communication scholars come to participate in larger discussions of the auditory environment. At the start of the 21st century, listening research is just one of the many sites where communication studies is making a contribution to interdisciplinary research across the humanities and social sciences.
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.
Self-affirmation theory posits that people are motivated to maintain an adequate sense of self-integrity. It further posits that the self-system is highly flexible such that threats to one domain of the self can be better endured if the global sense of self-integrity is protected and reinforced by self-resources in other, unrelated domains. Health and risk communication messages are often threatening to the self because they convey information that highlights inadequacies in one’s health attitudes and behaviors. This tends to lead to defensive response, particularly among high-risk groups to whom the messages are typically targeted and most relevant. However, self-affirmation theory suggests that such defensive reactions can be effectively reduced if people are provided with opportunities to reinforce their sense of self-integrity in unrelated domains. This hypothesis has generated substantial research in the past two decades.
Empirical evidence so far has provided relatively consistent support for a positive effect of self-affirmation on message acceptance, intention, and behavior. These findings encourage careful consideration of the theoretical and practical implications of self-affirmation theory in the genesis and reduction of defensive response in health and risk communication. At the same time, important gaps and nuances in the literature should be noted, such as the boundary conditions of the effects of self-affirmation, the lack of clarity in the psychological mechanisms underlying the observed effects, and the fact that self-affirmation can be easily implemented in some health communication contexts, but not in others. Moreover, the research program may also benefit from greater attention to variables and questions of more direct interest to communication researchers, such as the role of varying message attributes and audience characteristics, the potential to integrate self-affirmation theory with health communication theories, and the spontaneous occurrence of positive self-affirmation in natural health communication settings.