The variables communication skills, state anxiety, communication apprehension, and level of integration are studied in relation to the assimilation of Alaskan Natives into a western-culture university. Specifically, the differences in communication skills between the two cultures and their effects on course grades are addressed. Results of the statistical analyses (ANOVA, MANOVA, discriminant function analysis, multiple regression) were not significant, most likely due to the small Alaskan Native sample size. The most significant relationship appeared between situational communication apprehension and the ethnicity of the interaction partner. Other results were directional, indicating that variables may be related to assimilation of Native students into a western university environment. Further research and replication is warranted, using an adequate sample of Alaskan Natives.

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.