Jeffrey W Kassing | Arizona State University (original) (raw)

Organizational Dissent by Jeffrey W Kassing

This study examined whether employment status affected the amount and type of dissent employees e... more This study examined whether employment status affected the amount and type of dissent employees expressed to management. To address this full-time and part-time employees in separate data collections completed the Upward Dissent Scale. A comparison of participant scores indicated that full-time employees used comparatively more prosocial (direct-factual appeals and solution presentation) and repetition upward dissent tactics compared to part-time employees. Contrastingly, part-time employees relied more heavily on upward dissent expressions that involved circumventing their bosses and threatening to quit their jobs. The findings indicate that employment status has a notable effect on the expression of upward dissent— with full-and part-time employees relying on differing tactics.

This study explored relationships between organizational assimilation, organizational reputation,... more This study explored relationships between organizational assimilation, organizational reputation, and organizational dissent. Survey data collection using standard instruments was conducted with a sample of employees drawn from three countries (the United States, the United Kingdom, and Australia). Analysis revealed that the expression of dissent to management and to coworkers was significantly and positively correlated with both organizational assimilation and organizational reputation. In particular, findings suggest that employees who reported being more socialized within their respective organizations also expressed more dissent to managers and to coworkers. Similarly, employees who reported perceiving their organizations as more ethical and reputable were more likely to express dissent to managers and coworkers. Additional analyses indicated that the relationships identified between variables were immune to the effects of organizational tenure and national culture. In particular, the results show that organizational assimilation is a key determinant of organizational dissent and that organizational reputation is a key reason that employees express it.

Management Communication Quarterly, 2013

ABSTRACT The purpose of this study was twofold and involved examining the viability of using the ... more ABSTRACT The purpose of this study was twofold and involved examining the viability of using the Organizational Dissent Scale as an other-report instrument, and developing additional perceptual data related to dissent expression. A sample of 291 people completed survey questionnaire measures of organizational dissent. Equal-sized groups (n = 97) completed either a self-report, a workplace colleague other-report, or an organizational outsider other-report. Results indicated the Organizational Dissent Scale performed reliably as an other-report, but it showed some tendency for social desirability. In addition, findings suggested that certain indicators of proximity to the dissenter reduced discrepancy between self- and other-reports for upward dissent, but not lateral dissent. By comparison, lateral dissent produced the most discrepant reports of dissent expression, while displaced dissent produced the most coherent reports.

Communication Research Reports, 2013

This study examined how dissent expression related to employees' self reports of work engagement ... more This study examined how dissent expression related to employees' self reports of work engagement and intention to leave. A sample of full-time employees completed a multi-instrument questionnaire. Findings indicated that dissent expression related to both employees' work engagement and their intention to leave. In particular, dissent expressed to management and coworkers associated with work engagement, whereas dissent expressed to nonmanagement audiences associated with intention to leave. Additional analysis revealed that for managers, work engagement was primarily a function of refraining from expressing dissent.

Communication Research Reports, 2011

Journal of Business Communication, 2009

This study explores how employees accounted for their engagement in circumvention (i.e., dissenti... more This study explores how employees accounted for their engagement in circumvention (i.e., dissenting by going around or above one's supervisor). Employees completed a survey instrument in which they provided a dissent account detailing a time when they chose to practice circumvention. Results indicated that employees accounted for circumvention through supervisor inaction, supervisor performance, and supervisor indiscretion. In addition, findings revealed

This study explores how employees express dissent to management about the same issue on multiple ... more This study explores how employees express dissent to management about the same issue on multiple occasions across time (i.e., how they practice repetition). Employees completed a survey instrument reporting how often they used varying upward dissent tactics, how often and for how long they raised the same issue, and how they perceived their supervisors responded to their concerns. Results indicate that employees relied predominantly on competent upward dissent tactics but that they adopted less competent and more facethreatening tactics as repetition progressed. In addition, employees' perceptions of their supervisors' responses to repetition related to the overall duration of repetition but not to the frequency with which employees raised issues or the amount of time that elapsed between dissent episodes.

Communication Quarterly, 2008

In this study, full-time employees were surveyed to determine the degree to which different consi... more In this study, full-time employees were surveyed to determine the degree to which different considerations factored into their decisions to express upward or lateral dissent. Employees rated considerations similarly when reportedly dissenting to either supervisors or coworkers, with organizational climate and organizational attachment considerations being comparatively stronger than concerns associated with being perceived as adversarial and experiencing retaliation. A comparison across types of dissent revealed that organizational climate, organizational attachment, and adversarial perception=retaliation were more important considerations when employees expressed upward versus lateral dissent. Additionally, results suggested no significant differences in the way management and non-management employees weighed considerations when expressing dissent.

This study examined the relationship between employees' perceptions of justice within their organ... more This study examined the relationship between employees' perceptions of justice within their organizations and their tendencies for expressing dissent. A sample of full-time working adults (N = 141) completed a survey instrument. Results indicated that managers' perceptions of justice related positively to their use of upward dissent and negatively to their use of displaced dissent, and that non-managers' perceptions of justice related negatively to their use of latent and displaced dissent. Overall, the findings suggest that although managers and non-managers respond differently to perceptions of justice, how fair employees perceive organizational decision-making practices to be relates to their dissent expression.

This study explores outcomes associated with circumvention (i.e., dissenting by going around or a... more This study explores outcomes associated with circumvention (i.e., dissenting by going around or above one's supervisor). Employees completed a survey instrument in which they provided a dissent account detailing a time when they practiced circumvention. Several themes regarding relational and organizational outcomes emerged from an interpretive analysis of the data. Circumvention resulted predominantly in relational deterioration with one's supervisor, but in many cases it led to neutrality, compromise, relationship development, and understanding. Although organizational-level outcomes most often produce results that are favorable for dissenters, they also include triggering agent sanctions, organizational improvement, absence of corrective action, and disadvantageous outcomes for the dissenter.

Communication Reports, 2006

This study considered the degree to which employees' current and past work experiences related to... more This study considered the degree to which employees' current and past work experiences related to employees' expressions of upward dissent. A sample of full-time working adults completed a survey questionnaire that assessed workplace freedom of speech, current job tenure, employment history, and upward dissent. Findings indicated that perceptions of workplace freedom of speech and current job tenure related to upward dissent about other-focused issues, that employment history related to upward dissent about functional issues, and that perceptions of workplace freedom of speech and employment history related to upward dissent about protective issues.

Communication Research Reports, 2005

Recent dissent research indicates that employees report using several different strategies for ex... more Recent dissent research indicates that employees report using several different strategies for expressing their dissent to management and supervisors (i.e., upward dissent). The purpose of this study was to compare previously recognized upward dissent strategies in terms of perceived competence. Employees completed a survey instrument that asked them to assess the competence of different upward dissent strategies. Results indicate that employees perceived solution presentation to be the most competent upward dissent strategy, followed by direct-factual appeal, repetition, and circumvention. Threatening resignation was perceived as the least competent upward dissent strategy.

Communication Reports, 2004

When employees express displaced dissent their organizations do not hear and as a result forfeit ... more When employees express displaced dissent their organizations do not hear and as a result forfeit important critical feedback. The purpose of this study was to assess the conditions in which employees tend to favor expressing displaced dissent. To that end full-time employees who worked in a variety of organizations completed self-report survey instruments. Results indicated that age and total years work experience related significantly and negatively to the expression of displaced dissent and that nonmanagement employees expressed significantly more displaced dissent than management employees. Collectively these findings provide support for a workplace experience explanation of displaced dissent.

Management Communication Quarterly, Aug 1, 2002

The purpose of this study was to examine how the nature of dissenttriggering events influenced to... more The purpose of this study was to examine how the nature of dissenttriggering events influenced to whom employees chose to express dissent. This was accomplished by asking respondents to report the frequency with which they expressed upward dissent to managers and supervisors, lateral dissent to coworkers, and displaced dissent to people external to their organizations (i.e., family and nonwork friends) in response to different dissent-triggering events. Structural equation models were employed. Results revealed that employees were more likely to express dissent to supervisors and coworkers about issues related to their coworkers and about organizational functions such as decision making and organizational change than they were to express dissent about ethical practices and preventing harm to employees. Employees did not appear to differentiate the amount of dissent they expressed to people outside of their organizations as a function of dissent-triggering events.

Communication Research Reports, 2001

Page 1. Examining the Association of Job Tenure, Employment History, and Organizational Status wi... more Page 1. Examining the Association of Job Tenure, Employment History, and Organizational Status with Employee Dissent Jeffrey W. Kassing Arizona State University West Todd A. Armstrong Arizona State University West The ...

Communication Research Reports, 2001

... Cambridge, MA: Harvard University Press. Biondo, J., & MacDonald, AP (1971). Internal... more ... Cambridge, MA: Harvard University Press. Biondo, J., & MacDonald, AP (1971). Internal-external locus of control and response to influence attempts. ... Beverly Hills: CA: Sage. Conrad, C. & Ryan, M. (1985). Power, praxis, and self in organizational commu-nication theory. ...

Communication Research Reports, 2000

... Journal of Applied Communication Research, 23, 167-200. Collinson, D. (1994). Strategies ofre... more ... Journal of Applied Communication Research, 23, 167-200. Collinson, D. (1994). Strategies ofresistance: Power, knowledge and subjectiv-ity in the workplace. In JM Jermier, D. Knights, & WR Nord (Eds.), Resistance and power in organizations (pp. 25-68). London: Routledge. ...

Management Communication Quarterly, 2013

Communication Research Reports, 2013

Communication Research Reports, 2011

Journal of Business Communication, 2009

Communication Quarterly, 2008

Communication Reports, 2006

Communication Research Reports, 2005

Communication Reports, 2004

Management Communication Quarterly, Aug 1, 2002

Communication Research Reports, 2001

Communication Research Reports, 2000

The One World Futbol Project produces and sells an ultra-durable soccer ball that can be used in ... more The One World Futbol Project produces and sells an ultra-durable soccer ball that can be used in the harshest of environments. This case study provides a close examination of how the organization addresses paradox specifically within the context of sport-related interventions in underserved communities. The organization confronts the existing paradoxes of equipping and promoting soccer as the global game. But also contends with two paradoxes it introduces: the product as a technological fix and doing good while making a profit. An analysis of promotional videos, news segments and TEDx Talks reveals that the organization effectively manages the tensions formed out of these paradoxes through multiple and varied approaches.

Comprised of three former collegiate female soccer players, SoccerGrlProbs initially built a larg... more Comprised of three former collegiate female soccer players, SoccerGrlProbs initially built a large Twitter following before they began producing popular YouTube videos in 2012. Subsequently, SoccerGrlProbs has grown into a lifestyle brand, producing over 70 videos, and creating a complete line of apparel – designed 'to establish a sense of unity and sisterhood in the female soccer community'. This study considers how the amusing videos produced by SoccerGrlProbs confront the female athlete paradox endured by competitive female soccer players. An analysis of a purposive sample drawn from the group's YouTube channel video content revealed that SoccerGrlProbs addresses the female athlete paradox by ironically and humorously tackling femininity, competitiveness and aggression, and dedication and commitment. The proliferation of new media platforms and user-generated content has allowed for the development of outlets that cater to niche audiences. One such outlet for fans of women's soccer is SoccerGrlProbs, which produces intentionally entertaining and clearly comical YouTube videos that capture the complications and contradictions of being a competitive female soccer player. Given the potential impact of these videos and the sizeable viewership (cresting 5 million views), the intention of this study is to determine how SoccerGrlProbs uses humour and irony to address the female athlete paradox. Doing so responds to the call to 'investigate spaces of interruption to mainstream media narratives' that allow for 'creative representations of gender' and the cultivation of 'communities of interest' (Bruce 2013, 132). SoccerGrlProbs began with a simple Twitter feed (a social media platform that affords users the ability to send out abbreviated content that is limited to 140 characters or less to a cohort of followers) on which 3 former collegiate athletes aired complaints about being female soccer players. Later they produced a widely viewed set of humorous videos that are now compiled on their YouTube channel. Carly Beyar, Shannon Fay and Alanna Locast are from Long Island, New York and attended Fairfield University in Connecticut. This is where they began producing videos while they were still playing collegiately. They have subsequently built a website, produced dozens of videos, and developed an apparel line.

Journal of Sports Media, 2015

The purpose of this study was to examine dissent expressed by athletes. Seventy-three former high... more The purpose of this study was to examine dissent expressed by athletes. Seventy-three former high school or college athletes from a variety of sports completed an online survey. Results indicated that athlete status and coaches' openness to feedback associated with upward dissent expressed to coaches. And that for high school coaches a lack of openness to athlete feedback and less time spent in a starting role associated with lateral dissent expressed to teammates. Overall the findings suggest that dissent functions similarly within the coach–athlete/sport context as it does within the superior– subordinate/organizational context, particularly with regard to high school athletics.

Journal of Sport & Social Issues, 2012

Interim coaches have become commonplace in college athletics. With much at stake, they must act a... more Interim coaches have become commonplace in college athletics. With much at stake, they must act as leaders despite the constraints that accompany interim status. This case study provides an initial examination of interim leadership in the domain of college athletics by focusing on a specific high-profile interim coach's initial press conference. The authors specifically consider the content of The Ohio State University football coach Luke Fickell's first press conference after being named interim head coach. Their analysis reveals that Fickell strategically managed the interim label and the temporal nature of the interim role, balanced service goals and career-aspirant ones, and perfoi^med collective identity through a variety of means. The implications of these practices for interim coaches in college athletics are discussed. The stakes and the salaries have never been higher for college football coaches. As one of the top-five highest paid college football coaches in the nation, former Ohio State head football coach Jim Tressel made 3.9millionlastyear.ThepresidentofTressel′suniversity,E.GordonGee,isthehighestpaidpublic−universitypresidentinthenationandearned3.9 million last year. The president of Tressel's university, E. Gordon Gee, is the highest paid public-university president in the nation and earned 3.9millionlastyear.ThepresidentofTressel′suniversity,E.GordonGee,isthehighestpaidpublic−universitypresidentinthenationandearned1.3 million in total compensation in 2008-09 (^Stripling & Fuller, 2011). When the football coach is earning 2millionmorethanthepresident,whohappenstobethehighestpaidinthenation(theaveragecollegepresidentmakesroughly2 million more than the president, who happens to be the highest paid in the nation (the average college president makes roughly 2millionmorethanthepresident,whohappenstobethehighestpaidinthenation(theaveragecollegepresidentmakesroughly375,000), the significance of the football coach's role comes to the fore. Nick Saban, who is the head coach at the University of Alabama, is the highest paid college football coach at nearly $6 million per year. On the surface it is easy for some to complain about these exorbitant salaries when seemingly every school in the nation is facing cutbacks. Yet it is instructive to note that the football programs at these same universities help fund the non-revenue-producing sports and even potentially provide funding for the academic side of the institution. Consider, for example, the partnership established between the University of Texas and ESPN that created the Longhorn Network. For the first 5 years of the Browning is with the Dept. of Communication Studies, Baylor University, Waco, TX. Kassing is with the Div

This case study examines how fans can experience a major sporting event (cycling's Tour of Italy)... more This case study examines how fans can experience a major sporting event (cycling's Tour of Italy) through a particular new communication technology platform— Twitter. To explore this possibility the authors tracked the " tweets " sent out by a selection of American and English-speaking riders during the 3-wk race. Their analysis of these texts revealed that Twitter served to increase immediacy between athletes and fans. This occurred as athletes provided commentary and opinions, fostered interactivity, and cultivated insider perspectives for fans. These activities position Twitter as a powerful communication technology that affords a more social vs. parasocial relationship between athletes and fans. In the past fans' access to their sporting heroes was limited to what they could observe and consume from television, sports talk radio, and print media. This is no longer the case with the advent of new communication technologies. Internet technologies now provide fans with unprecedented access to professional athletes (Kassing & Sanderson, 2009; Sanderson, 2008b). For fans these technologies present new and novel ways to interact with sports celebrities. Fans can offer advice, display gratitude, and provide consolation to athletes. For sports celebrities these technologies function as a platform for self-presentation (Sanderson, 2008a) and expression of dissent (Sanderson, 2009). Athletes can use them to counter unfavorable media representations, to espouse their particular values, and to contest regulations. We contend that new communication technologies are reshaping fan–athlete interaction. Twitter is one communication technology that has spread quickly and prominently throughout the sports community (Kassing et al., 2004). This case study considers professional athletes' use of Twitter as a means of communicating directly with their fans. Parasocial interaction (PSI) serves as the theoretical backdrop for the case and provides a framework for conceptualizing the nature of interaction occurring on Twitter between athletes and fans. To better understand this phenomenon we examined the messages sent via Twitter from professional cyclists during the 2009 Tour of Italy. The case begins with an examination of PSI and then moves to a discussion of cycling's grand tours. Then

The community of sport is a powerful site for the construction of masculinity, male identities, a... more The community of sport is a powerful site for the construction of masculinity, male identities, and heterosexuality. Consequently, the increased entry of women into the sporting arena has been actively resisted, with women athletes either excluded or framed within traditional, sexualized discourses of femininity and heterosexuality. Yet Title IX and increased female participation have been used to suggest that women have achieved sporting empowerment. Thus, elite, professional female athletes provide an interesting position from which to explore the discourses available for women's construction of athletic identities. Using critical discourse analysis with an emphasis on rhetorical and discursive analysis (Potter, 1996), we analyzed 20 interviews with professional female athletes with a particular interest in exploring the problematic nature of performing female identities given the limited hegemonic forms and resources offered by a predominant and powerful male discourse. Analysis revealed limited ways to construct female athleticism that involved complex and contradictory gender work, including the problematic construction of female athleticism through the deployment of hegemonic discourses that framed ordinary women as nonsporting. Our findings suggest that women athletes remain at the peripheries of the community of sport.

is an Associate Professor of Communication Studies at Arizona State University West, Phoenix, AZ ... more is an Associate Professor of Communication Studies at Arizona State University West, Phoenix, AZ 85069-7100. Micah E. Pappas (B.A., Arizona State University West, 2005) is a graduate student in the CoMundus European master of Arts in Media, Communication, and Culture Studies program.

The purpose of this study was to examine identity and spectator/fan communication at youth sporti... more The purpose of this study was to examine identity and spectator/fan communication at youth sporting events. Data were collected through naturalistic observation of 44 youth sporting events. The median age range of the athletes was 6–11 years. Critical discourse analysis revealed the enactment of overlapping and conflicting identities (sports fan/spectator, coach, and parent) and the re/production of the ideology of winning (at all costs) and aggressive competition, rather than participation , support, and " unconditional " encouragement. In particular, the enactment or performance of sports identities, including identification with athletes, was observed to overlap with the enactment of parental identities and identification with children in ways that suggested that the salient issue was enhancement of parent self-categorization as sports spectator/fan, coach, and parent of a great athlete through the success of the child-athlete. That is, talk and identity performance were less about the children and more about parents' identities.

This study involved a content analysis of sportsmanship messages that a sample of coaches, parent... more This study involved a content analysis of sportsmanship messages that a sample of coaches, parents, and officials associated with youth athletics provided. Data were collected via highly structured interviews conducted before, after, and during youth soccer games. Results indicated that 9 different types of sportsmanship messages were provided to varying degrees and that the most prevalent types of messages offered were those that concerned enjoyment of the sport, respect and concern for opponents, and respect and concern for team/teammates.

Communication Research Reports, 1999

... Dominic A. Infante (Ph.D., Kent State University, 1971) is Emeritus Professor of Communicatio... more ... Dominic A. Infante (Ph.D., Kent State University, 1971) is Emeritus Professor of Communication Studies at Kent State University, Kent ... findings align with previous research that exam-ines both coaches' and athletes' preferences for positive feedback (Gould, Hodge, Peterson, & ...

Communication Research Reports, 2001

The purpose of this study was to examine how differences in organizational control expectancies a... more The purpose of this study was to examine how differences in organizational control expectancies affect superior-subordinate interaction and relational certainty. Employees (N = 280) from several organizations completed measures of perceived control, attributional confidence, and superior-subordinate interaction. Results indicated significant relationships between subordinates' work locus of control orientation with relational certainty and superior-subordinate relationship quality. A large effect was observed between subordinates' report of relational certainty with supervisor and supervisor leadership style.

Communication Research Reports, 1998

This^study examined the relationship between subordinate perceptions of supervisor communication ... more This^study examined the relationship between subordinate perceptions of supervisor communication skills (Le., communicator competence, communicative adaptability, interaction involvement) and.jt^ordiriatejevel of organizational identification. Participants were 135 undergraduate college students who reported on their summer work experience. Results indicated that (a) supervisor communication competence is the only significant predictor of subordinate organizational identification and (b) subordinates mth high levels of identification view their supervisors as being more competent communicators and more involved in interactions than subordinates unth moderate or low levels of identification.

Http Dx Doi Org 10 1080 08824090009388771, Jun 6, 2009

Page 1. Corporal Punishment and Communication in Father-Son Dyads Jeffrey W. Kassing Arizona Stat... more Page 1. Corporal Punishment and Communication in Father-Son Dyads Jeffrey W. Kassing Arizona State University West Kevin J. Pearce Bryant College Dominic A. Infante Kent State University This study was based on a communication ...

Communication Research Reports, 1999

Page 1. Exploring the Communicative Nature of Corporal Punishment Jeffrey W. Kassing Arizona Stat... more Page 1. Exploring the Communicative Nature of Corporal Punishment Jeffrey W. Kassing Arizona State University West Kevin J. Pearce Bryant College Dominic A. Infante Kent State University Susan M. Pyles Ohio Savings Bank ...

Environmental Communication: A Journal of Nature and Culture, 2010

Communication Research Reports, 1997

The.purpose of this researchjvas to investigatewhether or not people vary in titeir willingness t... more The.purpose of this researchjvas to investigatewhether or not people vary in titeir willingness to engage in intercultural interactions. To explore this possibility the Intercultural Willingness to Communicate Scale was developed. The 12-item scale was administered to a sample of 390 undergraduate students. A unidimensional factor structure emerged with a high alpha (.91). Two hypotheses were offered to generate evidence of validity for the measure. Results indicated that people high in intercultural willingness to communicate reported having significantly mare friends from foreign countries than people law in intercultural willingness ta cammunicate. Results alsa indicated that intercultural and intracultural mllingness ta cammunicate carrelated maderately, indicating that the canstructs are in fact related, hut nat redundant.

Communication Yearbook, 2004