Larry E. Pate

An extension of source valence research using multiple discriminant analysis

Summary This study investigated the predictive capability of 14 source valence dimensions to dyadic communication contexts, a nominal level criterion variable. Friend, acquaintance, co-worker, and family contexts were examined. Multiple discrinimant analysis (MDA) models were used to evaluate field research utilizing questionnaire data from 194 Ss. Eleven of the 14 source valence dimensions met previous factor structures and were entered into the MDA equation. Nine of these 11 dimensions were significant predictors of dyadic communication contexts (p < .001).

Communication Apprehension: Implications for Management and Organizational Behavior

Over the past nine years, an enormous amount of research has been conducted on the communication apprehension construct; however, neither this research nor its implications have been discussed in the management or organizational behavior literature. The intention of this paper is to make management and organizational behavior researchers aware of the nature of the construct, research conducted to date, and some of the implications for on-going organizations. It is argued that an understanding of the workings of this variable offers rich potential for improving our understanding of behavior in work organizations. Eleven hypotheses for further research are suggested.

Group Processes in Solving Complex Novel Problems: Implications for Executives' Decision Making

This study examined the group problem-solving process with 115 subjects in face-to-face groups responding to complex novel problems. A working theory of group problem-solving behavior in organizational settings was partially tested in a role-play task simulating top executive decision-making. Two problem-solving conditions were examined, a search condition (joint problem-solving) and a no-search condition (authority, impose and vote/mechanistic procedures). No significant differences were found between conditions with respect to (a) type of issue resolutions (integrative versus win-lose), (b) individual goal attainment, and (c) individual members acceptance. Surprisingly, the direction of the results for completely achieved goals was opposite from that predicted. The findings may have been a result of perceived role ambiguity attributed to the confederate group leader.