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This article examines morphophonemic alternation between the high vowels Ii y u/ and their glide counterparts Ij II wI. By their very nature glides lend themselves to two possible analyses: the glide can appear either as a semiconsonant associated with onset position, or as a semi-vowel associated with a syllabic nucleus (as part of a diphthong). Since the formation of nuclear diphthongs is no longer an active process in French, recent phonological treatments prefer the first of the proposed analyses. The active nuclear diphthongization hypothesis in Modem French has significant implications for phonological theory, yet empirical data from Verlan, from Spanish, and from non-standard varieties of French, strongly support such a hypothesis. Even though Phonological Government (PG) provides great insights into morphophonemic alternation, it nonetheless lacks the ability to explain adequately various aspects of medial glide formation in French.

ABSTRACTThis study investigates how student dissent behaviors are affected by student predispositions (i.e., math anxiety and self‐efficacy) in supply chain related courses. The data support a model in which students' vengeful dissent behaviors are indirectly induced by these predispositions through the mediation of perceived immediacy. It is critical for instructors to understand the relationship between these variables to help improve the classroom environment for students, which this study helps to accomplish. Instructors of quantitative courses may need to engage students with predispositions in communication outside of the classroom to foster effective relationship building away from an environment that triggers students' anxiety.

Communication dynamics within the business world dictate that the formality of interaction between supervisor and subordinate is determined by the supervisor. The present study investigates the influence of negotiated formality and closeness via supervisor-subordinate solidarity on subordinates' burnout, motivation, and job satisfaction. An online questionnaire was administered to subjects across various occupations and organizations in the United States. The data are consistent with a mediated model in which job satisfaction mediates the relationships between solidarity-motivation and solidarity-burnout. These results are novel in that, first, job satisfaction is identified as an input of motivation and burnout rather than outputs of a shared induction, And, second, the results place renewed emphasis on the role of supervisor communication in the workplace as subordinates are unable to initiate solidarity.

AbstractThe purpose of this study is to understand how instructor clarity and computer‐mediated behaviors influence students' affective learning and technology self‐efficacy in online supply chain management (SCM) courses, which show how the instructor–student relationship affects online learning experiences. Data were collected through an online questionnaire using the Prolific human subject's pool. The data supported a model in which instructors' clarity and computer‐mediated immediate behaviors indirectly influenced students' technology self‐efficacy and affect for the course through the mediation of perceived immediacy. Affect for the instructor did not fit into the final model. The findings in this study help SCM instructors navigate the pedagogical pivot that may be required for the next unexpected event (pandemic, etc.) without compromising student learning goals.

The face concerns a person holds dictates how they will approach conflict in the workplace. The present study sought to understand how these conflict orientations ultimately affected subordinate burnout. The data were consistent with a model in which self-face and mutual-face concerns affected employee burnout through the mediation of their job satisfaction and their willingness to self-censor communication with their supervisor. Most notably, self-face concerns were negatively associated with job satisfaction while mutual-face concerns were positively related to job satisfaction.

This study investigated the influence of supervisor communication on subordinates' articulated dissent behaviors. Through the guidance of construal level theory, it was proposed that supervisor communicative behaviors (solidarity, immediate, and humor) indirectly influenced subordinate articulated dissent through the mediation of subordinates' burnout and perceived immediacy with their supervisor. The data indicate that supervisor solidarity and immediate behaviors indirectly, positively influence subordinate articulated dissent through the mediation of burnout and perceived immediacy. However, perceived immediacy did not mediate the relationship between supervisor humor and subordinate articulate dissent. Further, supervisor humor increased subordinate burnout, decreasing articulated dissent intentions.

Purpose
The purpose of this study is to examine the relationships between face concerns, articulated (upward) dissent and organizational assimilation. In this study, articulated dissent was conceptualized as a type of dissent.


Design/methodology/approach
A questionnaire was distributed to 370 working adults in the USA via Qualtrics. The questionnaire measured five face concerns, namely, self, other and mutual-face, articulated dissent and organizational assimilation. Before hypothesis testing, each measure was subjected to a confirmatory factor analysis to ensure that the hypothesized factor structure held. Pearson correlation and ordinary least squares estimation were used to test the hypotheses.


Findings
Conceptualizing dissent as a type of conflict, the findings of the current study are as follows: self-face and assimilation are positively correlated, other-face and assimilation are positively correlated, mutual-face and assimilation are positively correlated, assimilation and articulated dissent are positively correlated and organizational assimilation mediated the relationship between mutual-face and articulated dissent.


Research limitations/implications
Theoretically, the self-presentation process (face) is more critical as a person becomes part of an organization; it is through assimilating into an organization that members become familiar with the norms of an organization and more comfortable dissenting to their superiors (articulated dissent); and the more the authors integrate with the work colleagues the more the authors engage in mutual face-saving.


Practical implications
The results of this study demonstrate that self-presentation is critical as a person becomes part of an organization, particularly when it comes to managing conflict.


Originality/value
This is the first study to link facework with organizational dissent. The results add to the understanding of how face affects whether we choose to express this kind of conflict behavior.