Posted by & filed under Member Opportunities.

The following books are available for review at the Journal of Language and Social Psychology. If you are interested in reviewing one of them, please contact Jake Harwood (JLSP book review editor: indicating which book(s), providing additional information on your interest and qualifications for reviewing, and giving a mailing address. Reviews range in length but have an absolute maximum of six double-spaced pages.  I can supply a copy of the book. Please don’t request a book unless you can make a firm commitment to actually write the review within three months. Thanks!

Duped: Truth-Default Theory and the Social Science of Lying and Deception (Levine)

Contemporary language motivation theory: 60 Years Since Gardner and Lambert (Al-Hoorie and MacIntyre (Eds.))

How language makes meaning: Embodiment and Conjoined Antonymy (Colston)

Multilingual construction of identity: German-Turkish Adolescents at School (Erduyan)

Language conflicts in contemporary Estonia, Latvia, and Ukraine: A Comparative Exploration of Discourses in Post-Soviet Russian-Language Digital Media (Maksimovtsova)

Engaging and transforming global communication through cultural discourse analysis: A Tribute to Donal Carbaugh (Scollo and Milburn (Eds.))

Posted by & filed under Member Publications.

The (randomly) selected focus publication for December 2019 is:

Bernhold, Q.S., & Giles, H. (2018). Ethnic differences in grandparent-grandchild affectionate communication: An extension of affection exchange theory research. Communication Reports, 31, 188-202, 2018.


Researchers have repeatedly called for more careful attention to how ethnicity and culture influence grandparent–grandchild communication. Using affection exchange theory as our guiding lens, we examined how grandchildren’s perceptions of receiving affection from their grandparents differ according to grandparents’ ethnicity. After controlling for a range of potentially confounding factors, grandchildren of Asian American, European American, and Latina/o American grandparents differed in the love and esteem, caring, memories and humor, and celebratory affection they reported from grandparents. Grandparents’ ethnicity also moderated associations between love and esteem and closeness, as well as between memories and humor and closeness. Implications of these findings and directions for future research are considered.

Posted by & filed under Member Publications.

The (randomly) selected focus publication for November 2019 is:

Holtgraves, T., & Kraus, B. (2018). Processing scalar implicatures in conversational contexts: An ERP study. Journal of Neurolinguistics, 46, 93-108.


Scalar expressions are words that have both a semantic meaning (e.g., the semantic meaning of “some” is “more than one”) and a pragmatic meaning (e.g., the pragmatic meaning of “some” is “some but not all”). The majority of experimental research on scalar terms has focused on the quantity expression “some” and its use in nonconversational contexts. In contrast, in this research we examined five different scalar expressions that were embedded in a conversational context with varying degrees of face-threat. Participants read scenarios followed by a target utterance containing a scalar expression in the first half of the utterance (e.g., some), with a second half continuation of the utterance containing either the pragmatic meaning (e.g., not all) or the se- mantic meaning (e.g., all). ERPs in response to the scalar term and subsequent meaning were examined. Neural responses to the scalar term did not vary as a function of face-threat. However, the semantic meaning resulted in a larger P300 than did the pragmatic meaning, a difference that was greater when the situation was face-threatening than when it was not face-threatening. This pattern did not vary over the five different scalar expressions and suggests that in conversational contexts, it is the pragmatic meaning that is expected.


Posted by & filed under Member Opportunities.


Dear IALSP members, please see announcement below about a new, tenure-track faculty position at UC Santa Barbara.



JOB # COMM21A (JPF01652)



The Department of Communication invites applications for a tenure-track faculty position at the level of Assistant Professor in the area of communication and diversity. The appointment is expected to begin July 1, 2020. At a minimum, qualified applicants must have completed all requirements for a Ph.D. (or equivalent) in communication or a related field, except dissertation or equivalent, by the time of application. Candidates should have a Ph.D. in communication or a related field by the appointment start date. Preference will be given to candidates who have a strong social science background with a record of publishing innovative, empirical research, utilizing quantitative, qualitative, and/or mixed methods.

We seek applicants who conduct theoretically-driven, social scientific communication research centrally informed by cultural and/or racial experiences that are often ignored in current disciplinary knowledge. Applicants’ scholarly profiles should be centered in a commitment to issues of diversity, equity, and inclusiveness. The successful candidate will complement one or more of the Department’s core areas in interpersonal/intergroup, media and technology, and organizational communication, as well as any of our cross-cutting emphases in health, family, or global approaches to communication. Scholars whose research investigates communication phenomena as they engage with the needs and concerns of an increasingly diverse and multicultural society are encouraged to apply.

Candidates are expected to teach courses at the undergraduate and graduate levels and be active in professional and campus service. UCSB is ranked in the top 10 public universities in the United States, and the Department of Communication is ranked 5th in worldwide comparisons. It places great value on interdisciplinary research collaboration across campus, as well as diversity, equity, and inclusion.

UCSB is a designated Hispanic-Serving Institution and an Asian American and Native American Pacific Islander-Serving Institution. The Department is especially interested in candidates who can contribute to the diversity and excellence of the academic community through research, teaching, and service. The University offers several programs to support incoming faculty, including housing assistance (, various grant support mechanisms, and numerous family friendly policies and resources that can be found here: This institution also offers benefits to same-sex and to different sex domestic partners.

Applicants must submit: (1) a cover letter highlighting qualifications, (2) a curriculum vitae, (3) evidence of teaching effectiveness, (4) three samples of published or completed research, and (5) and arrange for 3 references to submit letters of recommendation on your behalf via the appropriate sections of the job search website. In addition, we strongly encourage applicants to submit an optional Statement of Contributions to Diversity. This statement, if submitted, will be reviewed for evidence of research, teaching, professional, and/or public service contributions that promote diversity and equal opportunity. This can include, for example, effective strategies used for the educational advancement of students in various under-represented groups; a research program with a demonstrated focus on issues associated with equitable access and diversity; and/or contributions furthering diversity and equal opportunity in higher education through participation in such activities as recruitment, retention, and mentoring of scholars and students.

All application materials should be submitted to the appropriate sections of the job search website:

Questions about this search should be directed to the Search Committee Co-Chairs, Dr. Walid Afifi  ( and Dr. Jennifer Kam ( or (805) 893-4479. This position will remain open until filled. For primary consideration, all application materials must be received by November 24, 2019.

The Department is especially interested in candidates who can contribute to the diversity and excellence of the academic community through research, teaching, and service.

The University of California is an Equal Opportunity/Affirmative Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability status, protected veteran status, or any other characteristic protected by law.