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Article
Publication date: 20 August 2019

Alessandra Mazzei, Alfonsa Butera and Luca Quaratino

This paper aims to explore the role of employee engagement for competitiveness. In particular, the role of employee communication to create engaging workplaces.

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Abstract

Purpose

This paper aims to explore the role of employee engagement for competitiveness. In particular, the role of employee communication to create engaging workplaces.

Design/methodology/approach

Two field surveys were conducted to assess, which are the most relevant leverages that contribute to create engaging (or disengaging) workplaces in Italy: the first one on a statistical sample of large companies, the second one on a snowball sample of employees.

Findings

Italian companies often miss the opportunity to create engaging workplaces and to exploit the potential of employee communication to foster employee engagement.

Research limitations/implications

Further research could focus on a survey on a sample of managers and employees belonging to the same company.

Practical implications

Companies should pursue an inclusive relational approach, using employee communication appropriately.

Originality/value

The study develops and tests a model showing the linkages among managerial approaches and engaging workplace contexts and examines the role of employee communication to foster employee engagement.

Details

Journal of Business Strategy, vol. 40 no. 6
Type: Research Article
ISSN: 0275-6668

Keywords

Article
Publication date: 16 November 2022

Vibeke Thøis Madsen

This article explores how employees in a public sector organization (PSO) make sense of the introduction of a social intranet and new employee communication roles. The aim…

Abstract

Purpose

This article explores how employees in a public sector organization (PSO) make sense of the introduction of a social intranet and new employee communication roles. The aim is to understand employee sensemaking and how sensemaking influences the change process within the organization.

Design/methodology/approach

The article is based on a case study in a Danish PSO with 30,000 employees. The empirical material includes strategic documents, online observations and seven focus groups with employees conducted before, during and after the introduction of a new social intranet.

Findings

The employees found that making sense of the purpose with the social intranet is difficult. A managerial approach to change communication could easily result in employees' frustrations and concerns being dismissed as signs of resistance to change. From a communication perspective, the findings reveal that the employees engaged in seven different sensemaking enactments.

Research limitations/implications

Change cannot be understood simply as something that employees are for or against. Instead, a change process should be perceived as a set of communication processes or sensemaking enactments happening in interactions between employees that can act in favor of, against or neutrally toward change.

Practical implications

Managers and communication professionals can interact with the seven sensemaking enactments, and some tentative initiatives are suggested in the article.

Originality/value

The article explores the employee perspective in a change process in a PSO and identifies seven employee sensemaking enactments highlighting that change happens in communication processes.

Details

Journal of Communication Management, vol. 26 no. 4
Type: Research Article
ISSN: 1363-254X

Keywords

Article
Publication date: 28 November 2022

Hassan Imam, Anu Sahi and Mobina Farasat

Organizations generally seek to achieve higher productivity and performance from employees but leave out the vital roles of engagement and communication. Employees' role…

Abstract

Purpose

Organizations generally seek to achieve higher productivity and performance from employees but leave out the vital roles of engagement and communication. Employees' role at the micro, meso and macro levels cannot be ignored in organizational growth. However, the question remains: how to engage employees to reap performance benefits? This study examines how leaders' support and communication increase subordinates' engagement and performance by applying social exchange theory (SET).

Design/methodology/approach

Dyadic data of 249 full-time (middle-level) employees and their leaders were collected from the Indian automobile sector through a survey. After achieving the goodness-of-fit indices, the hypothesized framework was analyzed.

Findings

The authors found that employees who perceived support from their leaders were engaged, which consequently adds to their performance. Similarly, the results of moderation analysis highlighted that internal communication is a crucial factor in engagement.

Practical implications

By measuring employee engagement across three dimensions (cognitive, emotional, and physical), this study adds to the business communication literature and calls attention to human resource professionals to update the organization's policies to enable managers to engage their subordinates for better performance. Organizational development specialists can improve internal communication, which further enhances the relationship between leaders' support and engagement.

Originality/value

This study advanced the literature by discussing the marginally discussed role of internal communication in the nexus of engagement–performance. Additionally, this study contributes to our understanding of the engagement–performance nexus as an outcome of leadership.

Details

Corporate Communications: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1356-3289

Keywords

Article
Publication date: 16 November 2022

Adamu Abbas Adamu, Syed Hassan Raza and Bahtiar Mohamad

Internal crisis communication (ICC) has become a burgeoning area of research in crisis communication. However, the importance of ICC as a tool to enhance employee positive…

Abstract

Purpose

Internal crisis communication (ICC) has become a burgeoning area of research in crisis communication. However, the importance of ICC as a tool to enhance employee positive communicative behaviour in crisis has not been explored. This study aims to develop a research model by drawing from the ideas of sensemaking and network theories. In addition, the study further examines how the elements of the proposed model drive ICC while assessing employee-related outcomes and the role of emotion exhaustion.

Design/methodology/approach

To assess the validity of the measurement and structural models, 316 employees from both public and private non-profit organisations in Pakistan were interviewed through online survey. The collected data were analysed using co-variance based structural equation modelling (CV-SEM).

Findings

The results of this research confirmed that mindfulness and internal listening positively affect employee perceptions towards internal communication during a crisis. Similarly, ICC positively influences employees' perception of loyalty, job insecurity and the organisation's reputation. The results also highlight the moderation roles of emotional exhaustion (EE).

Practical implications

The study suggests that applying ICC strategies will help crisis managers develop collaborative relationships with employees, which will help in identifying and managing a crisis. In addition, implementing effective internal communication in corporate practices and processes makes internal reputation and employee loyalty (EL) a reality and allows organisations to remain productive despite crises.

Originality/value

Through the lens of sensemaking theory, this research demonstrated that mindfulness and listening should be considered stimuli in organisations that can influence employees to be active communicators before and during crises. This study is the first to elucidate the essential outcomes for strategic internal crisis management that are often under-looked, such as emotional responses. The study also shows that sensemaking should not only focus on meaning-making in a crisis but also include emotional feelings that can wear out the meaning-making process.

Details

Corporate Communications: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1356-3289

Keywords

Article
Publication date: 12 September 2022

Jo-Yun Li, Yeunjae Lee and Dongqing Xu

The purpose of this paper is to explore how the excellent practice of public relations concerning strategic internal communication may help empower female employees to…

Abstract

Purpose

The purpose of this paper is to explore how the excellent practice of public relations concerning strategic internal communication may help empower female employees to cope with workplace gender discrimination. It constructs and empirically tests a theoretical model that investigates the role of transparent internal communication on diversity and inclusion in shaping female employees' sense of empowerment, and that empowerment may affect how they cope with such problems in the workplace.

Design/methodology/approach

An online survey was conducted with 402 full-time female employees in large-sized organizations in the United States. Structural equation models were conducted to test the proposed measurement model and hypothesized model.

Findings

The findings of this study offer support for the proposed model that featuring transparent internal communication regarding workplace gender discrimination increases female employees' empowerment to tackle the problems, which in turn encourages them to adopt problem-focused coping and participate in collective coping behaviors.

Research limitations/implications

Excellent internal communication not only facilitates organization-employee relationships as prior research widely demonstrated, but, according to the findings of this study, also creates a sense of empowerment among female employees, which encourage them to proactively address workplace gender discrimination issue.

Practical implications

Organizations should practice transparent communication regarding diversity and inclusion, ensuring employees receive sufficient information, clear guidelines, and opportunities to voice as well as aim to develop empowerment interventions that help employees address discrimination issues in the workplace.

Originality/value

To the best of the author's knowledge, this study is among the first empirical studies that present the importance of strategic internal communication, particularly transparent communication, in facilitating gender equality in the workplace.

Details

Corporate Communications: An International Journal, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 1356-3289

Keywords

Article
Publication date: 10 August 2022

Cen April Yue, Patrick D. Thelen and Justin Walden

The novel coronavirus (COVID-19) outbreak thrust a spotlight on organizational leaders and the challenges that employees face during periods of organizational change. The…

Abstract

Purpose

The novel coronavirus (COVID-19) outbreak thrust a spotlight on organizational leaders and the challenges that employees face during periods of organizational change. The purpose of the current study is to examine the influence of empathetic supervisor communication on employee turnover intention and the mediating role of affective trust toward supervisors and employee–organization relationship (EOR) quality. Informed by the social exchange theory and EOR literature, the authors develop a model in which affective trust toward supervisors and EOR quality mediates the relationship between empathetic supervisor communication and employee turnover intention.

Design/methodology/approach

This study recruited 417 employees based in the USA through an online panel operated by a professional survey company. Data collection that followed a quota sampling procedure lasted for about three weeks in October 2020. The authors used structural equation modeling to test the study hypotheses.

Findings

The findings of this study indicated that the extent to which supervisors adopted empathetic communication during organizational change had considerable repercussions on their supervisees' affective trust toward supervisors, relationship perception toward their organizations, and ultimately, their turnover intention.

Originality/value

This study is among the first that identifies empathetic communication as a pivotal force in driving employees' positive relational and behavioral reactions, reinforcing the growing expectation of supervisors in fulfilling communication functions during organizational change. Moreover, the authors contribute to understanding change management as an activity rooted in and enacted through communication between supervisors and subordinates. In addition, this study contributes to the organizational research of empathy during change.

Details

Management Decision, vol. ahead-of-print no. ahead-of-print
Type: Research Article
ISSN: 0025-1747

Keywords

Book part
Publication date: 7 November 2017

Donnalyn Pompper

The time is right for renewed and updated attention to the relationship between public relations (PR) and human resources (HR) departments in the context of corporate…

Abstract

The time is right for renewed and updated attention to the relationship between public relations (PR) and human resources (HR) departments in the context of corporate social responsibility (CSR) and sustainability. For too long, conflict between the two practice areas has obscured opportunities for collaboration which benefits organizations and stakeholders. This chapter offers theoretical underpinnings for examining an interdepartmental, cross-unit working relationship between HR and PR – and advances a vision for why it is needed now.

Details

Corporate Social Responsibility, Sustainability, and Ethical Public Relations
Type: Book
ISBN: 978-1-78714-585-6

Keywords

Book part
Publication date: 26 November 2020

Jana Brockhaus, Laura Dicke, Patricia Hauck and Sophia Charlotte Volk

The aim of this chapter is to shed light on a growing phenomenon in communication practice: employees speaking voluntarily for, about or on behalf of their organization…

Abstract

The aim of this chapter is to shed light on a growing phenomenon in communication practice: employees speaking voluntarily for, about or on behalf of their organization, hereafter labelled as corporate ambassadors. The goal of this qualitative study is to analyze the role of corporate ambassadors within an organization and explore the perceived benefits and risks from three perspectives: the communication department, other departments such as marketing or human resources, and corporate ambassadors themselves. The research is based on an interdisciplinary literature review and 25 qualitative in-depth interviews with employees in one large, internationally operating German organization. By combining the theoretical and empirical insights, a conceptual framework that depicts the benefits (e.g., joy, increased trust, positive impact on reputation) and risks (e.g., work stress, lack of integration, loss of quality) of integrating corporate ambassadors into the overall communication of the organization was developed. In addition, this chapter suggests two typologies that help to distinguish between different roles of communication professionals and of corporate ambassadors. The contribution of this study is to lay a groundwork for further discussions about corporate ambassadors in the field of corporate communications. The chapter outlines directions for future research and implications for practice on how the framework can be applied in organizations.

Book part
Publication date: 3 October 2019

Vibeke Thøis Madsen and Joost W. M. Verhoeven

The chapter develops a typology of eight different expected employee communication roles based on literature in public relations (PR), corporate communication and related…

Abstract

The chapter develops a typology of eight different expected employee communication roles based on literature in public relations (PR), corporate communication and related fields. As PR professionals are increasingly taking on a coaching and training role, and communication technology has made employees more visible and approachable, employees more and more take on active roles in the communication with external publics. While PR professionals’ roles are conceptualized fairly well, no framework exists that describes the many communication roles that employees play in contemporary organizations. In the chapter, it is found that employees externally (1) embody, (2) promote, and (3) defend the organization. In addition, employees use communication to (4) scout for information and insights about environmental changes, and (5) build and maintain relationships with stakeholders. Internally, employees use communication to (6) make sense of information, (7) initiate and stimulate innovation, and (8) criticize organizational behaviour and decisions. The typology highlights that employees increasingly fulfil the tactic communication roles as producers and executers of corporate communication as social media have made them more visible and approachable. The communication roles require considerable tactical skills and resources on the part of employees, which they may not always possess sufficiently. PR professionals can play a coaching role in terms of helping employees frame content and communicate in a manner appropriate for the organization, the context and the media. The chapter can help PR professionals and scholars understand the changed role of PR professionals, as well as the changed relationships between organizations and their environment, in the context of dissolving organizational boundaries.

Details

Big Ideas in Public Relations Research and Practice
Type: Book
ISBN: 978-1-83867-508-0

Keywords

Article
Publication date: 13 July 2022

Benno Viererbl, Nora Denner and Thomas Koch

This study aims to analyze the structures, forms and functions of informal communication in telecommuting settings. Previous research on telecommuting has not considered…

Abstract

Purpose

This study aims to analyze the structures, forms and functions of informal communication in telecommuting settings. Previous research on telecommuting has not considered the influence of telecommuting settings on informal communication, and research on informal communication has mainly focused on face-to-face communication while working in a physical office. This article aims to bring these two research strands together by analyzing the informal communication behavior of employees working from home.

Design/methodology/approach

The authors conducted qualitative interviews with 21 employees who were working from home. The participants were recruited using quota sampling and the data were analyzed following the procedure for examining qualitative data proposed by Mayring (2014).

Findings

The findings reveal similarities as well as differences between those working in an office and those working from home in terms of informal communication with co-workers: Informal communication fulfills similar functions in both cases, but remote work leads to less informal communication and hinders incidental exposure to other employees. Informal talks need to be planned in advance or strategically initiated. The authors identified five informal communication scenarios in telecommuting settings that partly, but not fully, overlap with scenarios in regular office settings.

Originality/value

The present study is one of the first to examine informal communication in telecommuting settings. Previous studies have either excluded the aspect of informal communication or the situation for employees working in telecommuting settings. The results provide new insights into informal communication behavior in remote work.

Details

Journal of Communication Management, vol. 26 no. 3
Type: Research Article
ISSN: 1363-254X

Keywords

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