This study surveyed the willingness of adolescents to self-disclose in different situations. One hundred and forty high school students were surveyed in a suburban, southwestern city. The survey included Gordon Chelune's Self-disclosure Situations Survey, Michael Leary's Social Anxiety Survey, and a 40-item situational survey created to test students' self-disclosure willingness in normal situations. It was hypothesized that students would more readily disclose to peers than parents or counselors; that they would more readily disclose in warm, informal settings than cold, formal ones; and that there would be a significant negative correlation between social anxiety and self-disclosure. There was a small but significant negative correlation between social anxiety and students' willingness to disclose only in a warm setting. The other hypotheses were proved.

This study sought to determine whether the change in the LDS Church practice of black Priesthood denial on June 8, 1978, was voluntary or was a result of external and internal pressures against the Church. Four official statements given by the First Presidency of the Church were examined using Karlyn Kohrs Campbell's seven elements of rhetorical action. It was determined that external and internal pressures from the NAACP, civil rights activists, and dissonant LDS believers, against the Church's practice of black Priesthood denial, were the motivations behind the change in Church practice.

The purpose of this study was to investigate the impact of the communication competence of supervisors upon an employee's job satisfaction. Results obtained supported the 5 hypotheses proposed. Findings indicated the importance of supervisory communication responsiveness in areas of listening, sensitivity, and expression of interest in subordinate's ideas and concerns in ensuring satisfaction with supervision received. Support was also generated for the value of an "open" communication climate where continual feedback and idea exchange interact to produce organizational identification. Significant relationships were found to exist between communication climate and dimensions of the JDI: satisfaction with supervisor, work satisfaction, pay satisfaction, satisfaction with promotion opportunities, satisfaction with coworkers. Finally, communication skills training for supervisors was recommended to animate organizational growth and development.

The idea of an inherent structure of meaning in human communication is identified as the message construct. Traces of the construct in textbook models of the basic communication process and in popular magazine images of communication are examined. The argument is raised that objectifying the message has resulted in a paradigm which focuses disproportionately on explicit, representational, and instrumental aspects of communication. An alternative conception is proposed which would take into account implicit, constitutive, and generative aspects.