Theodore A. Avtgis’s research while affiliated with Western Illinois University and other places

This chapter presents the theory of independent mindedness, which explains how particular combinations of communication traits (i.e., argumentativeness, verbal aggressiveness, and communicator style) optimize or harm efficient communication exchange among collaborators. The chapter demonstrates the importance of argumentativeness, or the ability to articulate and defend a specific position on controversial issues, and approaches, such as crew resource management, because they enable members of interprofessional teams within prehospital healthcare to speak up and to hear the alternative perspectives of others. Empirical studies confirm the importance of independent minded communication for increased efficiency, improved hand-off communication accuracy, and lower rates of medical error. The chapter concludes with an analysis of how these communication exchanges play out in the context of rural first responder networks.

The purpose of this article is to review over three decades of research supporting the organizational communication management theory known as the Theory of Independent-Mindedness. The theory is especially productive in assessing superior-subordinate communication for organizations located within individualistic cultures. The article synthesizes extant research on the Theory of Independent-Mindedness. The research reviewed in this article provides empirical support for the theory’s premises in that cultural congruity must be present between the macro-culture (larger culture within which the organization operates) and the micro-culture (the culture developed within the specific organization). Several studies clearly indicate that independent-minded employees report being more satisfied and committed to their organization, and advocate communication skills training for organizational members at all levels.

This article discusses the work of Professor Andrew S. Rancer and his contributions to theory-building and application efforts of argumentative and aggressive communication. Germinal training efforts in constructive and destructive communication are presented, empirical efficacy and learning outcomes highlighted, and implications for training professionals are discussed. Finally, insights into argumentative and aggressive communication training are offered.

This study sought to investigate the effectiveness of an information exchange protocol (M.I.S.E.R) designed to increase the effectiveness of messages pertaining to rural trauma patients and triage prioritization. Trained coders were randomly assigned to three conditions; audio, transcript, and transcript and audio. Participants coded several hundred actual information exchanges between first responders and medical command operators. Findings confirm the effectiveness of the M.I.S.E.R. information exchange protocol as well as the effectiveness of exchanging crisis messages via two-way radio as compared to having a transcript of the call or both audio recordings and transcripts. Implications for communication design, healthcare practitioners, and effective modes for exchanging crisis communication messages are presented.

Email, social media, and other types of computer-mediated workplace communication tools can enhance flexibility in how employees perform their jobs, expand networking opportunities, increase profits, cut costs, and enable collaboration among diverse groups across the globe. Despite their advantages, these technology tools can also cause security breaches, financial loss, employee distraction, and lawsuits. To prevent such damaging consequences, many companies monitor their employees’ computer-mediated workplace communication. However, this surveillance is often met with resistance from employees as it taps into concerns over workers’ privacy rights, due process, and fairness. We examine these employee concerns through an empirical study of full-time working adults’ beliefs about their computer-mediated workplace communication privacy and their evaluations of organizational justice, trust in upper management, and commitment to the organization. Our results suggest that employees who perceive less computer-mediated workplace communication privacy tend to view their organization’s policies as less fair, trust upper management less, and demonstrate less commitment to their organizations. Furthermore, results indicate that procedural justice mediated the relationship between privacy and organizational commitment and moderated the relationship between privacy and organizational trust.

Texting has become popular, particularly among young adults. Texting while driving has been identified as a factor in accidents. Literature is lacking about the overall attitudes and utilization of texting. Understand attitudes and behaviors surrounding texting. A survey to evaluate attitudes and behaviors concerning texting was developed in conjunction with a social scientist. The survey (2009) was administered to university freshmen via an anonymous, web based program. The study was approved by the IRB. 426 university freshmen completed the survey. 67% reported texting was more useful than speaking by phone. 53% report they text more than 50 times per day. 24% report they text more than 100 times per day. 73% report they text while driving, though only 9% responded they do so frequently. 92% believe texting affects their concentration while driving. 84% reported they are passengers when the driver texts and 75% report they do not feel safe in the car when the driver is texting. 77% disagreed with the statement "It is no big deal to text while driving." 53% reported they can not safely text and drive and 60% agreed texting while driving should be illegal. 92% reported texting was less safe then talking on the cell phone while driving. Texting is commonly used by young adults, though many believe texting while driving decreases concentration and is unsafe. A majority report to texting while driving. Injury prevention and awareness programs are needed to decrease this behavior.

The Rural Trauma Team Development Course (RTTDC) was developed by the ad hoc Rural Trauma Committee of the American College of Surgeons, Committee on Trauma to address the increased mortality of the rural trauma patient. The effectiveness of the RTTDC in shortening the interval from patient arrival to decision to transfer and the effect on the transfer process of communication training emphasizing team building is the focus of this study. Rural level III and level IV trauma centers (N=18) were enrolled in a multiinstitutional 3-month longitudinal study of transferred trauma patients. Results were compared with institutions having hosted RTTDC versus those institutions not yet exposed to the course. One-way analysis of variance was conducted. Results indicated that RTTDC training alone and RTTDC including communication training resulted in a statistically significantly shorter (p<0.05) time for decision to transfer. Transferring squad arrival time was also significantly reduced (p<0.01) as was the number of transferring squads contacted (p<0.01). No differences were observed among the trauma facilities and the number of receiving facilities contacted, (p=0.64) or in the time required to find an accepting facility (p=0.72). The RTTDC alone and with the embedded communication module significantly reduce delays in the transfer process of the rural trauma patient.

Time delays in the treatment and transfer of trauma patients is a contributing factor responsible for many fatalities. Time delays are more characteristic of rural trauma systems due to factors such as greater distance, and delays in accident reporting. Efforts to reduce the trauma transfer process have resulted in many changes in protocol and use of technology, yet have resulted in little improvement in time reduction. The current investigation sought to test the effects of communication training on the trauma transfer process. Results indicate that personnel in trauma facilities that received both medical and communication training (effective and affirming communication) reported decreased patient transfer times.

To establish communication instructional goals and objectives (IGOs) adapted to a postgraduate surgical residency program. The curriculum that was tested in the current study is predicated on the following concepts: Leadership is a communication skill, not a medical skill; perception and interpretation are individual events and always will be imperfect; team is a relational-based concept, not a medical one; the concept of a perfect world is unrealistic and should not be the focus of any communication skills training; and change cannot occur locally if it is not nurtured globally. A communication curriculum designed to teach "affirming communication" as well as to focus on how acquiring the knowledge and skill associated with competent communication can result in positive organizational and clinical outcomes were tested using subjects from a rural trauma network. Statistically significant findings were observed regarding knowledge acquisition as well as perceptions and attitudes toward communication. Any communication curriculum designed to educate needs to be grounded theoretically in both communication and medicine. Personnel from both disciplines need to be consulted in efforts to design a curriculum based in the social sciences yet applicable to surgery.