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This paper used communication theory of resilience (CTR) and high-reliability organization (HRO) theory to investigate the influence of resilience processes on disruption management outcomes (DMOs) at both the individual and team levels and at two points in time. Perceptions of individual and team stress, efficacy, and performance were examined longitudinally in surveys with working adults (N = 192, 151). Results indicated (a) communicative resilience was significantly related to improvements in DMOs at time 1 (T1), (b) highly-reliable organizing was significantly related to improvements in DMOs for individuals and teams at both collection times, and that (c) high-reliability organizing practices were generally more predictive of positive DMOs than communicative resilience; however, the two forms of resilience are compatible and complementary. [ABSTRACT FROM AUTHOR]

This project explores how team resilience enacted in the work domain shapes and is shaped by resilience practices in the non-work domain – a process we label, domain diffusion of resilience. Weather forecasters' team, organizational, and professional work give rise to a resilient mentality, which then tends to manifest in their own non-work contexts. Qualitative data collected from a National Weather Service (NWS) forecaster team revealed that a strain created by a U.S. Government shutdown, which resulted in a five-week stoppage in compensation, was absorbed with minor disruption to both team (work) and family (non-work) functioning. This study draws upon high-reliability team (HRT) and organization (HRO) theory as well as the communicative theory of resilience (CTR) to describe the diffusion of resilience across domains. Implications for cross-boundary theorizing of resilience conclude the article. [ABSTRACT FROM AUTHOR]

Marked by repetitive and negatively valenced disclosures, verbal rumination is a common strategy used to cope with challenges or manage complex situations that often have detrimental consequences for individuals and the organizations to which they belong. To investigate factors that might encourage or inhibit verbal rumination in organizations, the present study examined the quality of coworker and supervisor communication and perceived stress in workplace settings. Results revealed the interconnected nature of workplace relationships in terms of encouraging or inhibiting verbal rumination. These findings also emphasized the importance of relationships with supervisors as a deterrent to verbal rumination and reinforced the strong connection between stress and rumination, offering important implications for theoretical work related to interpersonal communication in organizations. [ABSTRACT FROM AUTHOR]