Date of Award

9-24-2015

Document Type

Thesis

Degree Name

Master of Arts (MA)

Specialization

Communication and Leadership

School or Department

School of Leadership Studies

First Advisor

Dr. Michael Hazel

Second Advisor

Dr. Pavel Shlossberg

Abstract

Communication reticence has the potential to negatively impact an individual’s ability to succeed in organizational life (McCroskey & Richmond, 1979, Richmond, 2009). A probable reason for this impact stems from what research has identified as a cultural preference for extroverted temperament traits over introverted traits (Allik & McCrae, 2004, Cain, 2012, McCroskey, Richmond & McCroskey, 2009). This study reviewed the biological and environmental origins of reticence, linking reticence to the introverted temperament. From a symbolic interactionist perspective, it explored the relationship between organizational messages concerning preferred temperament traits and the persistence of reticent behaviors. A quantitative approach, employing a two-part survey instrument comprised of the Reticence Scale (Keaten, Kelly, & Finch, 1997) and open-ended question from the sensemaking theoretical perspective, indicates that reticent individuals believe that they receive less recognition in their organizations than others. Findings examined the perceptions of both high and low reticent individuals revealing that high reticents feel overlooked in organizational life whereas low reticents believe that members are recognized equally. Future studies are necessary to develop our understanding of the impact of organizational messages on the persistence of reticent behaviors and to more effectively target interventions.

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