Bibliography

Andersen, J., Andersen, P., & Jensen, A. (1979). The Measurement of Nonverbal
Immediacy. Journal of Applied Communication Research, 7(1), 153-178.
This article was highly relevant to the topic I chose to focus on the most,
which was nonverbal immediacy. Andersen is cited by other researchers like
Richmond and McCroskey in their own studies about nonverbal immediacy, so
I decided to find the article they cited. Andersen gave me great examples of
nonverbally immediate behaviors and the beneficial effects they have on
interpersonal closeness. (Kennedy).
Andersen, S., & Przybylinski, E. (2012). Experiments on Transference in
Interpersonal Relations:
Implications for Treatment. Psychotherapy, 49(3), 370-383.
doi:10.1037/a0029116
This study examined the concept of transference in interpersonal
relationships and how it takes place even outside of therapy situations.
Questions such as how and why it takes place, and what the consequences
are, are explored. The topic of transference can be useful when talking about
interpersonal relationships in general, but was not appealing for our topic in
particular. Also, the writing style of this article assumes that the reader
already has a great understanding of the topic. (Kennedy)
Balassi, E. (1973). Changing Concepts in Business Communication. Journal of
Business Communication, 10(4), 25-32.
College business communication courses were designed to what current
employers wanted. Yet, recently, employers have criticized the
communication skills of recent graduates. With this in mind, researcher
Eileen Costello Balassi of Fairleigh Dickinson University sees a need for
changes to be made in business communication courses.
Businesses often have open communication in workspaces and the need to
express verbally or nonverbally are part of the everyday routine. In Balassis
course adjustments, she placed a greater emphasis on nonwritten
communication. Starting with the seating arrangement, having students seat
in a circular display is the most beneficial for informal discussing and active
participation. Limiting class sizes to twenty or twenty-fives makes it easier to
subdivide into five-member group. Sitting in consistent groups encourages
enthusiastic cooperation and functions more effectively when problem solving
or working on assignments. Using activities to understand and overcome
communication barriers or using spontaneous entertaining speeches for
better listening skills will devote more times to communication learning.

Additionally, changing written aspects of courses to refine basic skills and

recognizing different types of letters will progress students in the written
area. Changing the way classroom and the course design will in turn, help
students help themselves to improve communication skills for the workplace
there after. (Congiusta).
Becker, F., & Steele, F. (1995). Workplace by Design: Mapping the High-Performance
Workscape. The Jossey-Bass Management Series, 228.
This book is about how to design and manage a workplace in which space is a
tool for achieving business goals. The book explains how workplace strategy
can be implemented through the design of the office layout and how the
office layouts can be used as a tool to positively influence collaboration and
communication. (Roulhac).
Belohlov, J., Popp, P., & Porte, M. (1974). Communication: A View From the Inside of
Business. Journal of Business Communication, 11(4), 53-59.
Good communication is needed at all levels of our daily lives. In the
workplace, businesses attempt to prevent weak communication in the
workplace by initiating training programs in communication skills for its
personnel and require the new personnel have specified minimum
communication skills upon entering the system. Researchers from the
University of Cincinnati surveyed individuals of various companies from
Fortune Magazine. The questionnaire-survey was 15 questions divided into 4
categories and the last part, the surveyor had the opportunity to ask a
question to a business communication professor. The sections were the
importance of communication skills, value of commotion skills, how
communications relates to an organizations success, and the importance of
communication skills with recruiting new employees.
The results showed that communication is one of the most important skill at
all levels within an organization. Such skills can benefit an individual and
their organization. Industry generally expect proficiency in all aspects of
communication including oral, written, and nonverbal. The value of such
skills is important when being recruited and then when contributing success
to the organization. Though, 60% of respondents felt that communication
courses are not currently designed to improve non-verbal skills of students
enough compared to oral and written skills. Recognizing what companies
want can help improve the communication system to better prepare
students. (Congiusta).
Bladel, D. (1993). Nonverbal Communication in the Career Interview. Florida
Communication Journal, 21(2), 54-62.
This journal did a great job at fully describing how what you wear and how
you look nonverbally communicates a message to your interviewer. It breaks

down every piece of clothing, grooming and position of both women and men
in the workplace. (Morrill).
Boysen, A., Richmond, A., & Gurung, R. (2015). Model Teaching Criteria for
Psychology: Initial Documentaiton of Teacher's Self-Reported Competency.
Scholarship of Teaching and Learning in Psychology, 1(1), 48-59.
doi:10.1037/stl0000023
This article seemed relevant at first because other studies useful to our
project have talked about studies being done in instructional and
organizational settings. In particular, articles discussing nonverbal immediacy
frequently refer to studies done in instructional settings which include selfand other-reports of teachers, similar to what is being done in this study.
(Kennedy)
Burgoon, J., & Dillman, L. (1995). Gender, Immediacy, and Nonverbal
Communication. In P. Kaldfleisch, & M. Cody, Gender, power, and
communication in human relationships (pp. 63-82). Hillsdale, New Jersey:
Lawrence Erlbaum.
When first developing the content of our workshop, I researched a lot about
emotional intelligence and the ability to encode and decode nonverbal cues.
There are many studies on how it affects interpersonal relationships and I
thought it could be useful in giving advice on how to maintain healthy
relationships in the workplace between managers and subordinates, which
was our first topic. In addition, I would assume many of the females in the
classroom may become managers, which is the focus on differences of the
gender effect would be helpful. (Kennedy)
Byron, K. (2008). Differential Effects of Male and Female Managers' Non-verbal
Emotional Skills on Employees' Ratings. Journal of Managerial Psychology,
23(2), 118-134. doi:10.1108/02683940810850772
This study used detailed vignettes to study the effects of gender in relation to
managers non-verbal emotion perception and their employees ratings. The
ratings included satisfaction, persuasiveness, and supportiveness. It was
hypothesized that more accurate non-verbal emotion perception by female
managers would lead to them appearing as more supportive than males, and
also having higher levels of employee satisfaction levels. Additionally, Byron
hypothesized that male managers who accurately perceived non-verbal
emotions would appear as more persuasive, as opposed to supportive. The
confirmation of these hypotheses suggests that it may be beneficial to abide
by gender stereotypes in order to have a successful relationship between
manager and employee. However, it also suggests a more androgynous set of
characteristics in terms of non-verbal emotion reading may be beneficial.
(Kennedy).

Cherry, K. (n.d.). How to Understand Body Language.

This article described how to interpret body language. It went into the depth
on each section of the body and how different position can determine
different things. The article talked about different arm gestures, leg
movements, eye movements, and changes in posture. (Roulhac)
Conomacos, T. (2015, March 12). Nonverbal Immediacy in the Workplace. (D.
Kennedy, Interviewer)
Tom Conomacos is my stepfather who has been in Marketing and Sales side
of business for decades. He now owns his own business, and has to deal with
many people who do not speak English as a first language on a regular basis.
Given his level of experience in business and having to communicate with a
language barrier, I thought he would have a lot of insight on nonverbal
immediacy. He wasnt aware of the term, but after explaining it to him he
started to immediately connect and point out examples where he consciously
utilize immediate behaviors in order to influence others. He helped me
determine nonverbal immediacy as a valid topic. (Kennedy)
Conomacos, T. I. (2015, March 12). Nonverbal Immediacy in the Workplace. (D.
Kennedy, Interviewer) Tommy Conomacos is my stepbrother is the VP of
Marketing and Sales at Josephs Middle East Bakery. He has been in the
business for a decade and was a psychology major in college, so I thought he
would be a good interviewee. I explained to him what nonverbal immediacy
was and he immediately recognized what it was and began giving me
examples of how he purposefully and conciously alters his level of immediacy
in order to get across different kinds of messages. He also vouched for the
importance of immediacy in creating positive relationships with coworkers
and with his subordinates. His insight and comments related directly to the
research I had been finding. (Kennedy)
Considine, A. (2011, March 20). On the Web, Every Day is Casual Friday. New York
Times, p. 6.
Mark Zuckerberg is arguably one of the most successful and influential
people in the world but his dress may not reflect that. Austin Considine
discusses how Zuckerbergs dress has contributed to his success although it
is unorthodox. His T-shirts, baggy-jeans and casual shoes attire proved he
had confidence in his company and made him stand out from his competition
as an investment seeking entrepreneur. Comparing the status quo of
business attire compared to individuals like Zuckerberg show insight to how
dress cannot always be a predictor of someones traits. (Congiusta).
Cuttino, B. (2015, February 15). Nonverbal Communication in the Workplace. (T.
Roulhac, Interviewer)

This was an over the phone interview about non-verbal communication.

Cuttino is a self-employed, with a transportation company that takes kids to
and from school. He spoke of the childrens slow change from day one of
school to the last day as they ride with him and become familiar with the
routine. (Roulhac).
Downes, D. (2015). Non-verbal Communication in the Workplace. (M. Morrill,
Interviewer)
This was an interview that was conducted over email, the questions that were
asked concerned the topics of non-verbal communication in job interviews,
day-to-day non-verbal communication, non-verbal communication during job
termination and non-verbal communication when quitting a job. The
interviewee, Dana Downes works as a marine underwriting manager at
Maritime Program Group, an insurance company. (Morrill).
Doyle, A. (2012). How to Use Nonverbal Communication to Impress: The Importance
of Body Language During a Job Interview. Retrieved from
jobsearch.about.com:
http://jobsearch.about.com/od/interviewsnetworking/a/nonverbalcomm.htm
This article stresses the importance of body language during the interview
process. It gives specific details including percentages and research
regarding body language. Most people think that the answers to interview
questions are the key factors of landing a job but often its the persons body
language and how they present themselves. It goes into further details about
what to bring and not to bring to an interview, what to do while you wait and
what to do during the interview. (Madoian).
Dynel, M. (2011). Turning Speaker Meaning on its head: Non-verbal communication
and intended meanings. Pragmatics & Cognition, 19(3), 422-447.
The author discusses the topic of intentionally conveyed meanings, using
Gricean conceptualisation theory. The article focuses on two goals of nonverbal communication. These two goals are described as non-verbal
communication as nonnatural but intentional communication and that nonverbal gestures are similar to utterances. Both of these goals are seen as the
focal point of Gricean research. (Morrill).
Edwards, L., & Torcellini. (2002). A Literature Review of the Effects of Natural Light
on Building Occupants. Golden, Colorado: National Renewable Energy
Laboratory.
This journal went into detail on the effect of lighting in the workplace, the
specific type of lighting that was discussed was natural lighting. Natural

lighting (light from the sun versus artificial light) was explained to increase
employee happiness and productivity. (Morrill).
Elfenbein, H., & Ambady, N. (2002). Predicting Workplace Outcomes From the Ability
to Eavesdrop on Feelings. Journal of Applied Psychology, 87(5), 963-971.
doi:10.1037/0021-9010.87.5.963
Elfenbein focuses on the topic of emotional intelligence, and in particular
studies whether or not being able to accurately read positive and negative
nonverbal signs would be helpful or detrimental in different organizational
and work structures. Emotional intelligence has often been considered a
valuable skill to have in the workplace, however it can have some negative
consequences if people are able to read emotions that were meant to be
concealed. In other words, knowing too much can sometimes be a problem.
The study explains the key factors in being able to accurately read nonverbal
messages, which include the face, vocalics, and gestures. The face is
considered the most controlled channel because we actively control the
muscles and what we choose to show, however we have less control over the
aspects of our voice and small gestures we may make. Being able to read the
leakier nonverbal channels can give insight to how the person may really
feel about something, whether it be positive or negative. (Kennedy).
Elfenbein, H., Foo, M., White, J., Tan, H., & Aik, V. (2007). Reading Your Counterpart:
The Benefit of Emotion Recognition Accuracy for Effectiveness in Negotation.
Journal of Nonverbal Behavior, 31(4), 205-223. doi:10.1007/s10919-007-00337
This article writes about how we find a consistent positive connection with
emotion recognition accuracy and goal-oriented performance. A lot of this is
the perceptions of employee performance which according to the article isnt
entirely accurate. The new research in this article is focused on objective
performance. The greater the recognition of posed facial expressions, the
better predicted the objective outcomes for the participants. (Madoian).
Erlandson, K. (2012). Stay out of My Space! Territoriality and Nonverbal Immediacy
as Predictors of
Roommate Satisfaction. Journal of College and University Student Housing,
38(2), 46-61.
This article identifies the study done that utilizes the direct observation to
explore the relationship between nonverbal communication variables and
roommate satisfaction. In the article it breaks down the methods in which
they studied and calculated nonverbal communication and immediacy and
also the results from these studies. It continues to go into detail about what

nonverbal immediacy is and how to identify it within another person.

(Congiusta)
Estrada, D. (2015). Nonverbal Communication in the Workplace. (T. Maiorano,
Interviewer)
Dave has been in the workforce as a Crossfit and Swim coach for the past 10
years. He has had many jobs and roles throughout his professional
experience which will help greatly to get many different views and sides of an
employee. His information was gathered and cited through our survey.
(Maiorano)
Garland, R. (2015, March 21). Nonverbal Communication in the Workplace. (A.
Madoian, Interviewer)
Currently a finance teacher at North Kingstown High School in Rhode Island,
Richard is a retired president of the IBM Corporation. After a very successful
business career he now teaches financial management and accounting. The
answers he gave give a wonderful outlook on the view of a top tier employee
in a large company. (Madoian).
Genard, G. (2004). Leveraging the Power of Nonverbal Communication. Harvard
Management Communication Letter, 1(2), 3-4.
In this research, the study of how speeches are more than words shows how
nonverbal communication will increase power and persuasiveness. People
carefully focus on nonverbal cues and enhancing these skills can shape a
presentation and the way people perceive what is said verbally. The topics
vocal dynamics, visual thinking, and gestures and facial expressions are the
three key areas in this. Vocals helps connect to individuals on an emotional
level and allow listeners to judge how much they trust a speaker. The four
important tools of vocal delivery are emphasis, pitch variety, pacing, and
rhythm. Visual thinking is the ability to command space and have fluid
mobility while speaking. Appearing confident through expansive movements
will give more credibility to the presentation. Gestures and facial expression
used naturally and unselfconsciously will properly enhance the speakers
message. Using physical gestures are essential components of effective
communication and facial expressions are even more revealing than
gestures. Regardless of how much the speaker or audience knows, these
three aspects show why many people conduct important business in person.
(Congiusta).
Goleman, D. (1998). Working with Emotional Intelligence. New York: Bantam Books.
This book discusses in detail the benefits of emotional intelligence in the work
place. Along with discussing the importance of emotional intelligence the

book breaks down how to effectively use emotional intelligence and how to
better your emotional IQ. (Madoian).
Gooden, A. (2011). The Heigh of Efficiency & Innovation: "The Alternative
Workplace". BBGM. Washington, DC, United States: BBGM.
This journal discusses how to construct the most efficient work space, it talks
about four main keys for workplace productivity and those are
supply/demand, information flow, enabling work and forming of relationships.
It then goes on to describe the measures that must be taken to achieve these
four keys. (Madoian).
Gorden, W., Infante, D., & Izzo, J. (1988). Variations in Voice Pertaining to
Dissatisfaction/Satisfaction With Subordinates. Management Communication
Quarterly, 88(2), 6-17.
When I first found this article, I thought the usage of the word voice would
be in the sense of vocalics. However, it is used to describe the ideas and
opinions they give to supervisors and how much supervisors listen to them. I
kept reading to try to find something I could use, but none of it was really
considered nonverbal communication. (Kennedy).
Graham, G., Unruh, J., & Jennings, P. (1991). The Impact of Nonverbal
Communication in Organizations: A Survey of Perceptions. Journal of Business
Communication, 28(1), 45-62.
The researchers, from Wichita State University and the National Institute for
Management, explored the importance of nonverbal communication in the
workplace. Specifically, they focused on perceptions since a persons
perceived ability to accurately decode nonverbal cues is positively correlated
with the persons actual decoding skills. By using this information, the
researchers can also find ways to improve nonverbal communication within
an organization.
Five hundred and five surveys were sent to various members within the top
50 employers in a Midwest city. The survey consisted of questions involving
the importance and ability to decode nonverbal communication in the
workplace. It was found that the better decoders would rely on facial
expressions for accurate results while less skilled decoders would rely on
voice level or tone. Women gave themselves a higher decoding ability rating
than men. Men agreed with the women that women were better decoders. In
the workplace, it was found that people felt age comes with better decoding
skills. With these results, it can be recommended that focuses on facial
expressions and engaging in more eye contact will result in improved
business communication. This is especially important for managers when
approaching a confrontational employee so they can prepare their behavior
beforehand. (Congiusta).

Halvorson, H. (2015). A Second Change to Make the Right Impression. Harvard

Business Review, 93(2), 108-111.
Researcher Heidi Grant takes a look at first impressions between individuals.
Much of the first interactions is shaped by unconscious social and cognitive
patterns relating to trust, power, and ego. People assess others based on
heuristics, stereotypes, and other assumptions but using non-verbal cues like
physical appearance and body language, can help fill in the missing pieces
during the first encounter. Understanding these patterns can help create a
more accurate and positive impressions of someone. (Congiusta).
Hiemstra, K. (1999). Shake My Hand: Making the Right First Impression in Business
with Nonverbal Communications. Business Communication Quarterly, 62(4),
71-74.
The researchers discuss the importance of the first impressions in the
business world starting with a professional handshake. The researcher was
done through a class exercise and discussion. The nonverbal routine of a
handshake reveals much insight about someone and teaching the subject is
useful for both the giver and the receiver.
Students in a class were asked to list what first impressions they wanted to
make which included items like honest, intelligent, competent, trustworthy,
experienced, educated, dependable, sincere, friendly, and confident. They
were then asked to shake hands with another student and then described
that experience. Sharing both good and bad experiences transitioned into
why a professional handshake is such an important part of making a good
first impression in business. Starting with the handshake, it gives someone
the ability to further read someones nonverbal cues like how someone
stands, sits, moves, their posture, gestures, pitch, and tone. Reading
nonverbal cues correctly is an important part of having success in the
business world. (Congiusta).
Hodge, K. (2015). Nonverbal Communication in the Workplace. (T. Roulhac,
Interviewer)
This was an an over the phone interview about nonverbal communication.
Hodge is an accountant who spent many years preparing taxes for others. In
the interview, she listed many examples of how body language helps her
interpret what questions she should ask the person whom shes doing taxes
for. (Roulhac).
Jannsen, M. (2009). The Importance of a Good Handshake. American Journal of
Health-System Pharmacy, 66(18), 1673.
Researcher Meredith Jannsen writes about how simple but important a
handshake is. It is a common practice in the business world therefore, it

should be practiced until the skill is learned. In a study, college students

were rated on their handshake based on mock interviews. Those who scored
high with the handshake raters were considered to be most hirable compared
to those with weak handshakes who were seen has more timid and less
impressive. Jannsen discusses the key points to a handshake in order to
increase the chances of being hired. (Congiusta).
Keyton, J. (2013). Investigating Verbal Workplace Communication Behaviors. Journal
of Business Communicatoin, 50(2), 152-169.
This journal takes a look at verbal communication behaviors in the workplace
and how these behaviors are evaluated. We used methods from this study to
compare and contrast to methods of evaluating nonverbal communication in
the workplace. (Congiusta)
Knapp, M. (1978). Nonverbal Communication: Basic Perpsectives. In 2nd (Ed.). New
York: Holt, Rinehart and Winston.
Researchers of Canisius College and West Virginia University focused on
understanding how the first impressions between roommates affect their
relationship thereafter. In college, an individuals direct roommate is a key
interpersonal relationship that can have significant impact on a students
college experience, especially the first year. Having poor relationships with a
roommate can lead to poor emotional adjustment and even a lower GPA.
Using Predicted Outcome Value (POV) theory, researchers can understand
how rewarding future relationships will be based on the current ones.
157 undergraduate students were participants in a survey. The first survey
method collected data from students enrolled in a communication course and
then that student recruited a friend, acquaintance, or roommate to complete
it as well. The second survey method collected data from students in a
housing lottery.
The results of the survey found that those who formed positive initial
impressions would be more like to live with a roommate again. The more the
positive initial impressions, the greater the satisfaction in their following
conversation. If there was conflict between roommates who had a positive
first impressions, they would use more productive conflict management
strategies. These results prove that starting a roommate relationship on the
right foot is crucial. It increases the chances of the relationship surviving as
well as having a successful relationship. Although this highlights college
students, the research has an overall theme of the importance of
communication-related factors and their impact on one type of relationship in
many individuals lives. Co-workers sharing office space or work in close
proximity will have a positive or negative relationship with each other based
the first impression. Often in the workplace, people do not have a choice of
whom they interact with but they can control how they interact. (Congiusta)

Krohn, F. (2004). A Generational Approach to Using Emoticons as Nonverbal

Communication. Journal of Technical Writing and Communication, 34(4), 321328.
Researcher Franklin B. Krohn at the State University of New York at Fredonia
sought to determine if using emoticons are considered true nonverbal cues.
Both variations of smiley faces and acronyms and abbreviations were
considered under emoticons. Emoticons are being dominantly used by
millennials which may cross over to the workplace, where there are four
different generations interacting: Traditionalists, Baby boomers, Generations
Xers and Millennials. Each have their own methods of communication with
Traditionalists being the least computer literate with millennials being the
most.
With the differences among generations, using Generational Recipient
Determinism (GRD) will ensure that millennials understand that recipients of
emoticons interrupt them differently. Additionally, someone who is not
familiar with emoticons may want to be more familiar with it when teaching
or interacting with millennials. While in some generations it is more
acceptable or expected to use emoticons than others, GRD will have
someone produce better messages for the receiver. In general, any
electronic communication needs to be written with the recipient mind.
(Congiusta).
Kuang Ching, H., Wong Ngan, L., & David, M. (2011). Communicating Disagreements
Among Malaysians: Verbal and Non-verbal? Language in India, 11(11), 442462.
This article gives us a great insight to the wonderful world of disagreements
from a verbal and a nonverbal communication point of view. This study
examines how Malay, Chinese and Indian Malaysians respond to
disagreements, which was done with a questionnaire that 655 applicants
filled out. Three domains in which disagreements take place were identified:
family (parents, siblings, spouses/partners), friendship (friends), and
workplace (bosses). This will help us not only see NVC and verbal
communication, but how it differs across cultures. (Morrill).
Lewis, M., & Reinsch, N. (1998). Listening in Organizational Environments. Journal of
Business Communication, 29(3), 49-67.
Various communication skills contributes to the success of an organization
which is why some organization provide education or training to improve
these skills. Yet, because this learning environment is different than a
traditional classroom, Abilene Christian University researchers wanted to
understand how listening differs in organizational environments. One
hundred-fifteen questionnaires were given to two organizations, a bank and a

medical center in Stillwater, Oklahoma. The individuals were asked to sort

elements into categories which described listening as effective or ineffective.
After the study, listening in an organizational settings included attentiveness,
verbal behavior, nonverbal behavior, attitudes, memory, and behavioral
responses. Time pressures, interruptions, and ongoing relationships have
influence in listening in work environments. The speaker form impressions of
the listener based on motivation, objectivity, comprehension, and interest
level. The messes sent and received also impact the listening in work
environments. Reducing interruptions by changing the office layout, skill
training, and impersonal communication and nonverbal behavior training can
be effective for the environment. This training should be tailored to the
makeup of the employees and the companys culture in order to be most
effective. (Congiusta).
Lighting in the Workplace. (2011). State University of Campinas Handbook, 1, 1, 1-7.
This resource specifically goes into the effects of lighting in the workplace on
office productivity. It discusses particular the benefits of natural light versus
artificial light and also mentions other workplace factors that affect the office
lighting. (Morrill).
Lopes, D. (2015, March 22). Nonverbal Communication in the Workplace. (T.
Roulhac, Interviewer)
This was an over the phone interview about non-verbal communication.
Lopes works for a interior design company that sends him house to house
showing merchandise that people may want installed. He listed many signs of
how he knows to go for the sell and how to push for other sells just from the
body language given off. (Roulhac).
Madlock, P. (2008). Employee Satisfaction: An Examination of Supervisors'
Communication Competence. Human Communication, 11(1), 87-100.
Researcher Paul E. Madlock of West Virginia University examined how the
competence of the communicator and their nonverbal immediacy is related
to their subordinates job and communication satisfaction. Prior research has
alluded to that competence and nonverbal immediacy of supervisors have
positive influence on subordinates satisfaction but organizational
communication has not fully studied this area. Nothing has really clarified
which factor has a greater impact. The nature of the job and the relationships
between employees are the most common that can lead to job satisfaction or
dissatisfaction. Communication satisfaction is important to employees
because it can determine the effectiveness of an organization. To determine
which has greater influence, 275 working adults of different genders, ages,
and positions within an organization participated in a survey. In the survey,

job satisfaction, communication satisfaction, nonverbal immediacy, and

communicator competence were measured.
The research found that supervisors communication competence was the
greatest predictors of employee job and communication satisfaction. The
nonverbal immediacy of a supervisor served as a mediating variable between
communicator competence and subordinates job and communication
satisfaction. Given this, organizations may want to develop supervisory
training programs to improve the communication skills of supervisors. In
turn, this can create greater employee satisfaction and increased
productivity. (Congiusta)
Madoian, C. (2015, March 15). Nonverbal Communication in the Workplace. (A.
Madoian, Interviewer)
Chris is currently a sales manager at a jewelry company called Crimson Rose.
There he is in charge of overseeing the sales operations of the company and
has many people reporting to him on a daily basis. Previously he worked as a
sales manager at Tanya Creations (a jewelry company) and Foster Grant. His
answers give insight in the perspective of a manager. (Madoian).
Madoian, S. (2015, March 20). Nonverbal Communication in the Workplace. (A.
Madoian, Interviewer)
Sue is currently a student relations officer at Johnson & Wales University. Her
work experience includes being a top manager at Caldor (a discount
department store). Her answers depict a womans perspective on the
interview process and overall day to day work relations. (Madoian).
Maiorano, G. (2015). Nonverbal Communication in the Workplace. (T. Maiorano,
Interviewer)
Guy Maiorano has owned and operated The Elms Retirement Home in
Westerly RI for the past 33 years. As a business owner he has had the job of
hiring, firing and leading his employees. Through the personal insight that he
gave us in our survey, we will be able to take his years of expertise and use it
in our workshop. (Maiorano)
Maiorano, L. (2015). Nonverbal Communication in the Workplace. (T. Maiorano,
Interviewer)
Loretta Maiorano owned and operated Fantasia Hair Salon in Mystic CT for 20
years prior to her selling her business. Currently she is an employee at one
of her previous employees new shop. With this two side experience of being
both the owner and worker at the same style company, her insight will be
very useful in understanding how the boss may interpret a situation
compared to an employee. Her data and insight was documented and filled
out through our survey. (Maiorano)

Maiorano, T. (2015). Nonverbal Communication in the Workplace. (T. Maiorano,

Interviewer)
Tristan has worked at 3 different Crossfit gyms in the past 4 years, and has
also owned and operated a small gym for an extended period of time. He has
had good boss experience and negative ones which will play a major roll in
examining the difference that nonverbal communication can have on a
positive working experience. His information was gathered through our
survey. (Maiorano)
Marek, C., Knapp, J., & Wanzer, M. (2004). An Exploratory Investigation of the
Relationship Between Roommates' First Impressoins and Subsequent
Communication Patterns. Communication Research Reports, 21(2), 210-220.
Researchers of Canisius College and West Virginia University focused on
understanding how the first impressions between roommates affect their
relationship thereafter. In college, an individuals direct roommate is a key
interpersonal relationship that can have significant impact on a students
college experience, especially the first year. Having poor relationships with a
roommate can lead to poor emotional adjustment and even a lower GPA.
Using Predicted Outcome Value (POV) theory, researchers can understand
how rewarding future relationships will be based on the current ones.
157 undergraduate students were participants in a survey. The first survey
method collected data from students enrolled in a communication course and
then that student recruited a friend, acquaintance, or roommate to complete
it as well. The second survey method collected data from students in a
housing lottery.
The results of the survey found that those who formed positive initial
impressions would be more like to live with a roommate again. The more the
positive initial impressions, the greater the satisfaction in their following
conversation. If there was conflict between roommates who had a positive
first impressions, they would use more productive conflict management
strategies. These results prove that starting a roommate relationship on the
right foot is crucial. It increases the chances of the relationship surviving as
well as having a successful relationship. Although this highlights college
students, the research has an overall theme of the importance of
communication-related factors and their impact on one type of relationship in
many individuals lives. Co-workers sharing office space or work in close
proximity will have a positive or negative relationship with each other based
the first impression. Often in the workplace, people do not have a choice of
whom they interact with but they can control how they interact. (Congiusta).
Mercier, M. (2015). Non-verbal Communication in the Workplace. (M. Morrill,
Interviewer)

This was an interview that was conducted over email, the questions that were
asked concerned the topics of non-verbal communication in job interviews,
day-to-day non-verbal communication, non-verbal communication during job
termination and non-verbal communication when quitting a job. The
interviewee, Marc Mercier works as the branch manager at Maritime Program
Group, an insurance company. (Morrill).
Mehrabian, A, and M Williams. 1969. "Nonverbal Concomitants of Perceived and
Intended Persuasiveness." Journal of Personality and Social Psychology 13 (1):
37-58. doi:10.1037/h0027993.
Mehrabian suggested several hypotheses that were intended to examine the
relationship between degree of liking and intended persuasiveness. These
two factors were communicated in a nonverbal fashion. This article wasnt
necessarily helpful in terms of improving relationships, but gave some
possible ideas to study or to focus on for our project. (Kennedy)
Morrill, D. (2015). Non-Verbal in the Workplace. (M. Morrill, Interviewer)
This was an interview that was conducted over email, the questions that were
asked concerned the topics of non-verbal communication in job interviews,
day-to-day non-verbal communication, non-verbal communication during job
termination and non-verbal communication when quitting a job. The
interviewee, David Morrill works as an inland marine underwriting manager at
Maritime Program Group, an insurance company. (Morrill).
Pirie, K. (2013). 5 Ways to Reverse a Bad Impression. Real Simple, 14(7), 57.
Researcher Kaitlyn Pirie focuses on advice from experts on how to reverse a
bad first impression. The articles goes into a variety of detail of how to
improve your image especially in terms of business etiquette. With
suggestions like changing body posture, avoiding nervous habits, and being
honest, such solutions can help guide people in finding ways to reserve a bad
impression. (Congiusta).
Pogue, L., & Ahyun, K. (2006). The Effect of Teacher Nonverbal Immediacy and
Credibility on Student Motivation and Affective Learning. Communication
Education, 55(3), 331-344. doi:10.1080/03634520600748623
This study examines how teachers using nonverbal immediacy can affect
students motivation and learning, as well as perceived credibility of the
teacher. It confirmed some relational outcomes of using nonverbal immediacy
which were already established in other studies. This study is another
example of the extent to which nonverbal immediacy is studied in the
instructional and organizational context and the benefits it can provide.
(Kennedy)

Ralston, S. (1989). An Exploratory Test of the Contingency Approach to Recruitment

Interview Decisions. Journal of Business Communication, 26(4), 347-362.
Effective communication of a candidate weighs heavily in an interview. Since
it contains such importance in recruitment decisions, Iowa State University
researcher, Steven Michael Ralston, wants to establish reasonable
interpretation for this view. Based on the job, it depends just how much
verbal and nonverbal communication skills matter to recruitment decisions.
This is due to how important these communication skills were to the specific
job. To test this, three independent variables, job description
(communication-relevant, communication irrelevant, and brief job
description), application (qualified and unqualified), and interview (effective
and ineffective) were tested. 240 professional recruiters conducted on
campus interviews at two Midwestern universities. The recruiters were told
that the study wanted to learn more about which factors influence selection
decisions. These recruiters were placed in 12 experimental groups which
varied in importance of communication skills to the position.
The results showed that recruiters were more willing to recommend an
effective over an ineffective interviewee regardless of the relevancy of
communication to the position. This confirms that a candidates
communication skills have vital importance to selection decision. As
recruiters are more impressed by these candidates. The experiment group
who did not know the job description but recommended effective
communicators reaffirmed this result. Recruiters also evaluate a candidate
more favorable when strong communication skills are presented.
Communication skills in an interview, regardless of the position, will
influence decisions made by the recruiter. (Congiusta).
Remland, M. (1981). Developing Leadership Skills in Nonverbal Communication: A
Situational Perspective. Journal of Business Communication, 18(3), 17-29.
The researchers from Ohio University addressed the importance for business
employees to develop their leadership skills through nonverbal encoding and
decoding. Their goal is to better understand how nonverbal communication
can be used to manage leadership impressions that are formed face-to-face
between superior and subordinate interaction. How effective of a leader and
the strength of communication skills of a manager in interpersonal
relationships at work can greatly contribute to the success or failure for a
manager to reach certain goals. By looking at interpersonal relationships, it
reveals what type of person a manager is rather than what authority they
have in regards to for leadership.
Superiors maintain their influence over subordinates by a behavioral
exchange that is equal to a subordinate. For example, a superior shares his
knowledge and experience in exchange for the esteem satisfaction that
comes with it. The exchange can be costly but if the superior keeps the
exchanged balance, the costs will be limited. This exchange t shows that
the behavior that communicates high esteem or regard for subordinates by

reducing the status discrepancy they perceive between themselves and their
superior. The behavior each display reflect how they feel about themselves.
Gestures and movements shows an image of ones self in relation to another.
Superior status is communicated nonverbally through on kinesics, proxemics,
and temporal norms. As a subordinate, being able to decode these cues will
help adapt their behavior to the situation while the superiors ability to
encode these cues will conduct better leadership in the workplace. Effective
management requires good communication since much of a managers time
is spent communicating face-to-face with employees. (Congiusta).
Richmond, V., & McCroskey, J. (2000). The Impact of Supervisor and Subordinate
Immediacy on Relational and Organizational Outcomes. Communication
Monographs, 67(1), 85.
This study focused on the immediacy theory, which states that people move
towards things that they like or perceive as favorable. They hypothesized and
confirmed that supervisors who are perceived as exhibiting higher nonverbal
immediacy will be also perceived as credible, interpersonally attractive, and
more positively. They also hypothesized that perceived supervisor immediacy
will be positively correlated with subordinate motivation and job satisfaction.
These hypotheses were confirmed which leads us to believe that nonverbal
immediacy will result in higher amounts of subordinates perceptions of
competence, goodwill, trustworthiness, and social and task attractiveness.
These perceptions may lead to increased willingness to positively perform
and work with/for supervisors with higher immediacy. (Kennedy).
Richmond, V., McCroskey, J., & Johnson, A. (2003). Development of the Nonverbal
Immediacy Scale (NIS): Measures of Self- and Other-Perceived Nonverbal
Immediacy. Communication Quarterly, 51(4), 504-517.
This source gave me the NIS-S Questionnaire that I utilized as an activity for
the workshop. It gives great examples of different nonverbally immediate
behaviors. It will allow for the students to analyze themselves and the level of
nonverbal immediacy they usually use. My goal is to create more selfawareness in the students and allow them to more consciously alter their
levels of nonverbal immediacy to create more positive relational outcomes in
the workplace. (Kennedy)
Sadatsafavi, H., Walewski, J., & Shepley, M. (2015). Physical Work Environment as a
Managerial Tool for Decreasing Job-Related Anxiety and Improving EmployeeEmployer Relations. Journal Of Healthcare Management, 60(2), 114-131.
This article discusses how to make employees more comfortable in their
environment. It was a study in hospitals on how to make caregivers and
nurses more comfortable to be able to be happy while doing their job. The

article takes about the certain places the employees use every day and how
to accommodate the place to ensure that works are happy with their job.
(Roulhac)

Santilli, V., & Miller, A. (2011). The Effects of Gender and Power Distance on
Nonverbal Immediacy in Symmetrical and Asymmetrical Power Conditions: A
Cross-Cultural Study of Classrooms and Friendships. Journal of International &
Intercultural Communication, 4(1), 3-22. doi:10.1080/17513057.2010.533787
This article focused predominately on the connection between nonverbal
immediacy and gender, and relational power. The article portrays the
methods and results of the study they did to determine which gender was
more immediate and under which type of power (symmetrical or
asymmetrical). Throughout the article it broke down how women were more
immediate then men under symmetrical power conditions, using more
nonverbal immediacy. On the other hand the article says that men are more
immediate when it comes to asymmetrical power conditions.
Schwartz, L. (2014). Nonverbal Communication with Workplace Interactions.
Retrieved from Small Business: http://smallbusiness.chron.com/nonverbalcommunication-workplace-interactions-844.html
This article stresses the importance of facial expressions, gestures and body
language in creating essential and successful relationships in the workplace.
The main points in this article include the importance of nonverbal
communication in the workplace, examples of nonverbal communication,
power and dominance, success as an employee and finally nonverbal
communication with clients. Each one of these topics gives great insight on
how to effectively utilize nonverbal communication. (Madoian).
Sommer, R. (2007). Spacial Orientation in the Cubicle. Journal of Facilities
Management, 5(3), 205-214.
This journal discussed how to signify employee openness to communication
while in an office environment without doors. The journal talked about signs
that expressed the desire to not communicate versus bodily actions that
indicated a desire for communication. (Morrill).
Stewart, J. (2013, March 15). Looking For a Lesson in Google's Perks. New York
TImes, pp. 15-21.
This newspaper article in the New York Times talked about the office
environment at Google East Coast Headquarters in New York. This article
talked about how Google uses open spaces and creative design techniques to
increase collaboration in the workplace. (Morrill).

Stillman, J., & Hensley, W. (1980). She Wore a Flower in Her Hair: The Effect of
Ornamentation on Nonverbal Communication. Journal of Applied
Communications Research, 8(1), 31-39.
This journal examines the effect of ornamental hair-work on nonverbal
communication. Perceptual differentiation resulting in slight changes in attire;
Importance of patron reactions. The article directly shows how small non
verbal cues will be picked up by others. (Morrill).
Straw, B. (1994). Employee Positive Emotion in Favorable Outcomes at the
Workplace. Organization Science, 5(1), 51-71.
This article explains how the expression of positive non-verbal cues leads to
favorable outcomes at work. To prove this theory they conducted an 18
month study of 272 employees. The results of the study were that positive
non-verbal cues on the job is associated with evidence of work achievement
(better supervisor evaluations and better pay). These positive demonstrations
of non-verbal cues were noted during times of interaction with other
employees. (Morrill).
Teven, J. (2010). The Effects of Supervisor Nonverbal Immediacy and Power Use on
Employees' Ratings of Credibility and Affect for the Supervisor. Human
Communication, 11(11), 69-85.
This study investigated the impact of supervisor power and nonverbal
immediacy on employees satisfaction, affect, and perceptions of supervisors
credibility. This study demonstrates that supervisors should maintain
immediacy and frame prosocial-type messages to preserve their credibility.
Understanding how NVC influences employees will help our group get both
sides of the workplace, which will help us better layout our workshop.
(Madoian).
Trott, V., MacLean, L., & Keashly, L. (1994). Abusive Behavior in the Workplace: A
Preliminary Investigation. Violence, 9(4), 341-357.
This chapter in the book goes into hostile interpersonal relationships in the
workplace and how it is a subject that receives little attention outside of
sexual harassment. They also conducted a study in which students
experienced non-verbal and non-sexual behaviors while working their jobs.
The results of the study indicated that students experienced mostly positive
non-verbal communication, however there was also an abundance of nonphysical and non-sexual behavior experienced as well. (Morrill).
Vega, J. (2011, February 4). Local Microsoft HQ Set Up as Model for Workplace of the
Future. Caribbean Business, pp. 22-33.

This newspaper article discuss the Microsoft Headquarters in Puerto Rico and
how they have gone through steps to make the workplace environment for
efficient for day-to-day communication. (Morrill).
Walther, J., Loh, T., & Granka, L. (2005). Let Me Count the Ways: The Interchange of
Verbal and Nonverbal Cues in Computer-Mediated and Face-to-Face Affinity.
Journal of Language and Social Psychology, 24(1), 36-65.
doi:10.1177/0261927X04273036
I found this article at the beginning of my research and thought it could be
useful if we decided to talk about computer mediated interactions, which is
prominent in todays world and workplaces. Given that there isnt much
research on this topic, I figured it wasnt a great topic to pursue as a topic for
our workshop. However, the focus on the absence of nonverbal cues is
relevant to our topic and could have been a legitimate and helpful source.
(Kennedy)
Witt, P., Schrodt, P., Wheeless, V., & Bryand, M. (2014). Students' Intent to Persist in
College: Moderating the Negative Effects of Receiver Apprehension with
Instructor Credibility and Nonverbal Immediacy. Communication Studies,
65(3), 330-352. doi:10.1080/10510974.2013.811428
This study was all about examining the connection between the perceptions
of instructors communication characteristics and students intentions to do
well in college. They found that instructor credibility and nonverbal
immediacy was directly and positively associated with students persistence.
This article went into great detail about nonverbal immediacy and what it is
and how it correlates to a communicative relationship between instructor and
student. (Madoian)
Workplace Ergonomics. (2010). Environmental Health and Safety Office. George
Mason University.
This resource goes into workplace characteristics that affect employee
productivity. Some of the characteristics mentioned include temperature,
desk layout, keyboard height and chair settings. (Morrill)