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ThistableappearsinadiscussionofResultsandDiscussionplusConclusionsectionsinresearcharticlesonProsWrite.com.
RhetoricalMove
1
Step TextfromSampleRA(Campbelletal.,2007)
Move1
Preparingthe
scene

Providebackgroundabout
theory/research
aims/methods
Toillustratehowrapportmanagementcanhelpusdeveloppropositions
abouttheorganizationaljusticenormsthatmaybeviolatedbymanagers
wheninteractingwithsubordinates,wetakeacloselookatrepresentative
narrativesintheremainderofthissectionofthearticle.
Move2
Reportingthe
results
Presentfindings
In9(8%)ofthe108narratives,likethefollowingone,wefoundviolations
ofsocialidentityfacewants:
Narrative148:AtimewhenIfeelangryatworkismoreorless
everyday.Theheadofmydepartmentthatironicallyknows
Move3
Commenting
onresults
Step1A Interpretfindings
Onceagain,weseethatalthoughcriticizingsubordinateperformancemay
beanecessaryevil,thewayinwhichmanagerscommunicatethatcriticism
iskeytounderstandinginterpersonalinjustice.
Step1B Refertopreviousresearch
Themanagersinappropriateremarksaboutwomenpromotethe
perceptionofinterpersonalinjusticerelatedtopropriety(Bies&Moag,
1986).
Step2
Commentonexpectedor
unexpectedfinding
Interestingly,wefoundthatfiveoftheidentifiedsocialidentityface
wantsviolations(morethanhalf)cooccurredwithviolationsofquality
facewants
Step3A Evaluatefindings
Despiteourinabilitytodrawdefinitiveconclusionsabouttherelationship
betweenrapportmanagementissuesandcategoriesofjustice,coders
dididentifybothinjusticeandrapportmanagementviolationsin108
(99%)ofthe109narrativesinvolvingasubordinatesangertowarda
manager.
Step3B Accountforfindings
followingProposition1alinkingthreatstoqualityfacewantsto
interpersonalinjustice,wewouldliketoconcludethatinterpersonal
injusticeisalwayslinkedtofacethreats.However,afewnarrativeswere
codedpositivelyforinterpersonalinjusticeandnegativelyforthreats
Move4
Summarizing
results
Providesummary
weattemptedtodemonstratethevalueofrapportmanagementtheory
forexplicatingtherelationshipmaintenancebehaviorsthatarecrucialin
theeffectiveperformanceofnecessaryevils(Molinsky&Margolis,2005).
Bylinkingrapportmanagementandorganizationaljusticetheory,we
advancedeightpropositions
Move5
Evaluatingthe
study
Step1A Describelimitations
Thereareseverallimitationstotheresearchwehavereportedinthisarticle.
First,thenarrativesareretrospectiveaccountsofinteractionsbetweenthe
narratorandhisorhermanager.
Step1B
Claimcontributionof
study
Wehopereaderswillagreethatrapportmanagementbehavior
appropriatelydescribestheinterpersonalnormsmanagersmuststriveto
upholdtoperformtheirorganizationalroleeffectivelywiththeir
subordinates.
Move6
Making
deductions
fromthestudy

Recommendfuture
researchdirections
Proposition1a:Managerswhothreatenasubordinatesqualityfacewants
willincreasesubordinateperceptionsofinterpersonalinjustice.