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In the midst of the COVID-19 pandemic, this study aims to explore how working remotely might impact the superior–subordinate relationship. Specifically, this study examines how immediacy explains articulated dissent, considers how an individual’s attitudes toward online communication predicts immediacy and articulated dissent and compares these relationships in England, Australia and the USA.

Three nations were examined: Australia, England and the USA (n = 1,776). Surveys included demographic questions and the following measures: organizational dissent scale, perceived immediacy measure, computer-mediated immediate behaviors measure and measure of online communication attitude.

The results reveal supervisors’ computer-mediated immediate behaviors and perceived immediacy both positively predict dissent. Some aspects of online communication attitudes positively predict computer-mediated immediate behaviors and perceived immediacy. In addition, attitudes toward online communication positively predict dissent. National culture influences some of these relationships; in each case the effects were substantively larger for the USA when compared to the other nations.

This study is the first to cross-culturally analyze dissent and immediacy. In addition, this study considers the extent to which the COVID-19 pandemic influences the superior–subordinate relationship.

The argumentativeness measure has been used in more than a 100 studies since 1982. The measure was developed and validated within a US university/college student sample. Despite its intended use, the measure is regularly used outside of the US and outside of the university/college setting without tests of validity. There is also intense debate as to the dimensionality of the measure, with one camp defending the bi-dimensionality of the measure and another proposing uni-dimensionality. Therefore, the purpose of this study was to assess the utility of the measure outside of its intended population.

A total of seven samples were collected (n = 1860) from the UK, Germany, France, Turkey, the Philippines, Nicaragua and the US. In this study, Infante and Rancer’s (1982) original 20-item argumentativeness measure was used to assess argumentativeness. Confirmatory factor analyses was used to test content validity.

Fit statistics were consistently poor for the unidimensional factor structure. As there is debate as to whether the measure is uni or bi-dimensional, a bi-dimensional fit was also analysed. The measure performed slightly better in each sample using a bi-dimensional factor structure. However, fit statistics were still poor for each sample.

Specifically, the seven samples are convenience samples. While such a sampling technique does limit the generalizability of a study’s findings, convenience samples are common when using the argumentativeness measure. These results present avenues for exploring the dimensionality of the argumentativeness measure and for revisiting cross-cultural examinations of argumentativeness.

Factor structure is a critical issue in validity. Whether authors specify their prediction or not, factor structure is always hypothesized as part of a study when measurements are used, and therefore, should be examined in every study as part of the scientific process. Making claims about human behaviour based upon measures with mis-specified factor structures or other validity issues can lead to the perpetuation of misinformation within the literature.

This is one of the few studies to empirically explore the psychometric properties of one of the most used measures in argument/conflict research. In doing so, this study enhances the understanding of decades of argumentativeness research.

This study aims to first explore the extent to which argumentativeness changed during the adaptation process among Muslim immigrants to France from 2006 to 2015 and, second, to examine the cultural fusion process. The study investigates the influence of intercultural contact on communication traits by exploring the extent to which members of the dominant cultural group adapt their argumentativeness over time.

Through a longitudinal panel study, the paper investigates the influence of intercultural contact on communication traits by exploring the extent to which members of the dominant cultural group adapt their argumentativeness over time. Confirmatory factor analysis and structural equation modeling are used to assess the hypotheses and research question.

Results revealed a curvilinear relationship between argumentativeness and time. Argumentativeness increased from 2006 to 2009, remained constant from 2009 to 2012 and then decreased after 2012. Furthermore, data analysis revealed argumentativeness levels among members of the dominant culture did not change.

The results are potentially limited by the sample being a convenience sample and the presence of extenuating factors.

Argumentativeness is viewed by many researchers as a functional form of communication. However, few studies have longitudinally studied how this trait can change over time.

The purpose of this study is to examine the relationships between face concerns, articulated (upward) dissent and organizational assimilation. In this study, articulated dissent was conceptualized as a type of dissent.

A questionnaire was distributed to 370 working adults in the USA via Qualtrics. The questionnaire measured five face concerns, namely, self, other and mutual-face, articulated dissent and organizational assimilation. Before hypothesis testing, each measure was subjected to a confirmatory factor analysis to ensure that the hypothesized factor structure held. Pearson correlation and ordinary least squares estimation were used to test the hypotheses.

Conceptualizing dissent as a type of conflict, the findings of the current study are as follows: self-face and assimilation are positively correlated, other-face and assimilation are positively correlated, mutual-face and assimilation are positively correlated, assimilation and articulated dissent are positively correlated and organizational assimilation mediated the relationship between mutual-face and articulated dissent.

Theoretically, the self-presentation process (face) is more critical as a person becomes part of an organization; it is through assimilating into an organization that members become familiar with the norms of an organization and more comfortable dissenting to their superiors (articulated dissent); and the more the authors integrate with the work colleagues the more the authors engage in mutual face-saving.

The results of this study demonstrate that self-presentation is critical as a person becomes part of an organization, particularly when it comes to managing conflict.

This is the first study to link facework with organizational dissent. The results add to the understanding of how face affects whether we choose to express this kind of conflict behavior.

This study aims to examine the extent to which organizational dissent predicts perception of workplace bullying. As previous studies have reported inconsistent and sometimes contradictory results regarding the interaction between the reporting of bullying and demographic variables, these variables are examined in the New Zealand context. Organizational communication research provides considerable insight into the ways individuals make sense of and resist workplace bullying through juxtaposition with the concepts of dissent and intragroup conflict.

A nationally representative sample of managers in New Zealand (n = 239) was conducted. Surveys included demographic questions and the following measures: Organizational Dissent Scale and Negative Acts Questionnaire Revised Scale.

Key results and indications for further research are highlighted by the third model in this study. First, workers who reported they engaged in either articulated dissent or latent dissent were more likely to perceive workplace bullying. Second, workers who are more likely to express contrary opinions in the workplace are more likely to recognize, acknowledge and tolerate less positive interactions in the workplace such as bullying.

To the best of the authors’ knowledge, this study is the first to analyze dissent and bullying in the New Zealand context. Second, this research raises the question of whether there is a conflation of work-related bullying behaviors and bad leadership styles that may not be targeted (e.g. authoritative leadership and micromanaging). Finally, communication research provides a distinctive contribution by exploring the narrative form of worker responses to perceived bullying. In this manuscript, the authors examine potential predictors on the perception of workplace bullying in the context of New Zealand, particularly focus on the relationship between dissent and the perception of workplace bullying.

This qualitative study aims to provide insights and reflections of how the pandemic affected the identity and a sense of self of students, who completed undergraduate leadership learning academic program.

Interviews.

Findings of this study showed three major themes throughout the interviews. During the COVID-19 pandemic, participants identified experiences with self-reflection, building community and navigating issues of social justice.

These findings highlight how leadership learning enabled certain participants to navigate and seek to resolve these problems and how their leadership learning aided their own self-discovery.

Substance use disorder (SUD) frequently co-occurs with other psychological conditions, such as eating disorders (EDs). Psychological factors such as emotional dysregulation, rash impulsivity (RI) and reward sensitivity (RS) play a role in the etiology of each disorder, yet little is known about the combined effects of these on comorbid SUDs and EDs or disordered eating behaviours (DEBs). This study aims to examine the role of these psychological factors in comorbid DEBs and SUDs among individuals in treatment for SUDs. The role of gender is tested as a moderator.

A cross-sectional self-report survey was completed by 131 participants attending Australian residential substance use treatment centres. A binomial logistic regression analysis was performed to examine the effects of emotional dysregulation, RI and RS on comorbid DEB and SUD. Further, moderation analyses were used to examine the moderating effect for gender on the relationship between these three personality variables and comorbidity.

The most commonly reported primary substance of use was alcohol (43.5%), followed by amphetamines (38.6%). Findings showed that emotional dysregulation and RI were significantly related to an increase in comorbidity likelihood; however, RS was not. Gender moderated the relationship between comorbidity and RI only.

The significant positive relationship found between RI and comorbidity for females only was a novel finding for the current study. Further research is needed to develop an understanding of the etiology of comorbidity.

Institutional structures of professional career paths often support breadwinner–homemaker families, with a stay at home wife available full time to support the professional (and children), so the professional can devote complete energy and time to developing a career. This research examines how two partners in the same narrowly structured, fast track occupational culture such as those occurring for dual military officer couples shape how women and men negotiate decision making and life events. Data from interviews with 23 dual U.S. Navy officer couples build upon Becker and Moen’s (1999) scaling back notions. With both spouses in these careers, placing limits on work is extremely difficult due to fast track cultures that demand higher status choices and structures that formally do not reliably consider collocations. Trading off occurs, but with distress due to the unique demands on two partners in the fast track culture, which means career death for some. Two partners in fast track careers may not yet have given up on two careers as many peers may have, but they lose a great deal, including time together and their desired number of children. But they ultimately posit individual choice rather than focusing on structural change. The pressured family life resulting is likely similar to that for partners in other narrowly structured, fast track cultures such as in law firms and academia.