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1 – 10 of 159Building on evolutionary emancipation theory, the purpose of this study is to investigate the impact of workplace fun on employees’ scouting behavior through the serial mediation…
Abstract
Purpose
Building on evolutionary emancipation theory, the purpose of this study is to investigate the impact of workplace fun on employees’ scouting behavior through the serial mediation of employees’ psychological empowerment and megaphoning.
Design/methodology/approach
A questionnaire survey technique is used to elicit the responses of 445 employees from service organizations.
Findings
The statistical results revealed that fun at work influences employees scouting behavior through the serial mediation of psychological empowerment and megaphoning. The direction relationship between fun and scouting was not statistically significant, thus a full mediation mechanism was proved.
Originality/value
The value of employees’ communication behavior has increased in the recent past, and it overweighs the conventional mediums (e.g. TV, radio and newspaper). But the antecedents and mechanisms through which communication behavior can be influenced are an area that has not gained researchers’ attention. This study proposes such a conceptual model and empirically tests it.
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This paper sought to understand the communication activities of employees who were required to work from home because of the COVID-19 pandemic. The authors examined the…
Abstract
Purpose
This paper sought to understand the communication activities of employees who were required to work from home because of the COVID-19 pandemic. The authors examined the relationship between these individuals' efficient and interrupting communication with their peers in other locations and with individuals who were colocated with them at home. The authors also investigated these workers' job engagement and willingness to speak out about organizational issues.
Design/methodology/approach
This paper drew upon a survey of 579 employees via an online panel.
Findings
Efficient communication positively predicted employees' job engagement, whereas interruptions negatively predicted job engagement. Additional analyses showed that efficient communication was positively associated with job engagement, which in predicted a higher level of employee voice. Managers showed significantly higher levels of job engagement and voice than nonmanagers.
Practical implications
Recommendations are made for communication managers to cultivate job engagement and to manage interruptions with home-based employees.
Originality/value
Scholars with an interest in job demands and resources have not fully examined how interpersonal communication shapes job engagement and voice scholars have often overlooked teleworkers' communication needs. This study adds depth to the communication management literature in both areas.
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Dominyka Venciute, Lukas Karalius, James Reardon and Vilte Auruskeviciene
This study aims to examine how employee advocacy, via the value and credibility of their professional social media content, affects their followers’ attitudes toward the brand…
Abstract
Purpose
This study aims to examine how employee advocacy, via the value and credibility of their professional social media content, affects their followers’ attitudes toward the brand through the mediating role of parasocial relationships.
Design/methodology/approach
A quantitative research was used, and questionnaires were answered by LinkedIn users who follow at least one person they consider to be an employee advocate. A total of 390 responses were analyzed using structural equation modeling.
Findings
The results suggest that the credibility of an employee advocate positively impacts the parasocial relationship between the user and the employee, which, in turn, impacts the user’s attitude toward the brand represented by the employee advocate.
Practical implications
The results of this study suggest that employee advocacy on LinkedIn can shape positive attitudes toward the advocate’s brand. These findings suggest that organizations should consider employee content and credibility as strategic tools in marketing communications.
Originality/value
This study delineates the linkages between the credibility and content value of the employee advocate, the parasocial relationship they have with followers and their attitude toward the brand. This research contributes to the literature on employee advocacy and studies on the concepts of parasocial interactions and relationships.
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Adamu Abbas Adamu, Syed Hassan Raza and Bahtiar Mohamad
Communication with employees during times of crisis has become a crucial aspect of crisis management for building organizational resilience knowledge. Thus, explaining how…
Abstract
Purpose
Communication with employees during times of crisis has become a crucial aspect of crisis management for building organizational resilience knowledge. Thus, explaining how internal crisis management promotes positive employee behaviour has become imperative. This study aims to investigate the relationship between internal crisis communication, job engagement, Organizational Citizenship Behaviour towards the Environment, Communicative behaviour for sensemaking and sensegiving and organizational resilience.
Design/methodology/approach
An online survey was conducted with 483 full-time employees in Pakistan. The structural equation modelling technique was employed to assess the study's hypotheses.
Findings
The findings of this study demonstrate that internal crisis communication can boost employee job engagement, organizational citizenship behaviour towards environment, sensemaking and sensegiving, which will also have a downstream effect on organizational resilience.
Practical implications
The findings of this study indicated that effective internal communication can aid managers in making well-informed decisions, coordinating response efforts and disseminating vital information to relevant stakeholders. As a result, this study contributes to the literature on internal crisis management by incorporating employee behavioural intention towards the environment. It provides managers and practitioners with knowledge on managing employees during a crisis.
Originality/value
Surprisingly, the conservation of resource theory (COR) does not explain communicative conduct (sensegiving) and environmental (e.g. organizational citizenship behaviour towards environment) components. This research combines the tenets of COR theory that have yet to be researched with the employees' environmental responses element. The mechanisms of cognition and communication were also ignored in earlier studies. This study sheds light on the process through which higher levels of job engagement, organizational citizenship behaviour towards environment and the capacity for comprehension (e.g. sensemaking) and meaning-transmission (e.g. sensegiving) ultimately help organizations navigate the crisis successfully.
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The primary purpose of this research is to conceptualise and validate the comprehensive framework for effectively measuring and managing employee-based brand equity (EBBE…
Abstract
Purpose
The primary purpose of this research is to conceptualise and validate the comprehensive framework for effectively measuring and managing employee-based brand equity (EBBE) benefits. The study endeavours to integrate professional and socio-emotional facets of employees' into the proposed model, lending it a more holistic approach.
Design/methodology/approach
The study focusses on the banking sector in Kosovo, employing structural equation modelling to analyse data from a sample of 325 employees.
Findings
Both professional and socio-emotional perspectives significantly influenced brand knowledge, positively impacting EBBE benefits such as employee satisfaction, retention and positive word of mouth (WOM). These findings provide empirical support for the theoretical assumptions concerning the role of professional and socio-emotional perspectives in building EBBE.
Research limitations/implications
Theoretically, this research could bridge marketing and organisational behaviour theories by highlighting employees' role in building brand equity. Moreover, it might expand the social identity theory within an organisational context, emphasising employees' identification with the brand as a crucial element.
Practical implications
The study offers practical implications for the banking industry and similar contexts, suggesting robust internal marketing strategies prioritising professional development and socio-emotional connectivity. Theoretically, this research could bridge marketing and organisational behaviour theories by highlighting employees' role in building brand equity. Moreover, it might expand the social identity theory within an organisational context, emphasising employees' identification with the brand as a crucial element.
Originality/value
The paper presents an original contribution to the field of brand equity research by proposing and validating a novel framework for EBBE that uniquely integrates both professional and socio-emotional dimensions of employees' experiences. This approach is particularly innovative within the context of the banking sector, offering new empirical insights.
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Cen April Yue, Yufan Sunny Qin and Linjuan Rita Men
This study is designed to bridge a gap in the existing leadership communication literature by delving into lesser-explored facets of the field. It particularly concentrates on…
Abstract
Purpose
This study is designed to bridge a gap in the existing leadership communication literature by delving into lesser-explored facets of the field. It particularly concentrates on investigating how the verbal aggressiveness of supervisors influences various aspects of the workplace, including workplace emotional culture, the quality of employee–organization relationships (EORs) and the prevalence of counterproductive work behaviors (CWB).
Design/methodology/approach
This study employed a quantitative research design to investigate the impact of supervisors' verbal aggressiveness on employee and organizational outcomes. The data were collected from 392 full-time employees across various organizations and industries in the USA using a self-report questionnaire. The researchers used structural equation modeling (SEM) to analyze the data and test hypotheses.
Findings
The findings of this study showed that supervisors' verbal aggressiveness had a significant positive association with negative emotional culture and employee CWB. However, it had no direct impact on employee–organization relationships. The effect of supervisor verbal aggressiveness on employee CWB was found to be mediated by a negative team-level emotional culture.
Originality/value
This study advances the literature on leadership communication by highlighting the detrimental influence of the dark side of leadership communication. More specifically, by identifying negative emotional culture and employee CWB as the direct outcomes of supervisor verbal aggressiveness, the authors add to the existing theoretical knowledge on verbal aggressiveness in the workplace. Additionally, this study provides empirical evidence of the impact of a negative emotional culture on eliciting employees' CWBs and diminishing relationship quality, adding to the body of knowledge on why managing emotional culture is crucial for organizations and workgroups.
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Enzhu Dong, Ruoyu Sun and Yeunjae Lee
With the growing concern for environmental and sustainability issues, especially in the aftermath of the coronavirus disease 2019 (COVID-19) pandemic, organizations feel compelled…
Abstract
Purpose
With the growing concern for environmental and sustainability issues, especially in the aftermath of the coronavirus disease 2019 (COVID-19) pandemic, organizations feel compelled to pursue green sustainability in their operations. In this regard, the active involvement of employees in pro-environmental behaviors (PEBs) is crucial for achieving organizational environmental sustainability goals (Saeed et al., 2019). To shed light on this important issue, this study aims to investigate the impact of interacting/engaging environmental corporate social responsibility (CSR) communication strategy on employees' PEBs through the mediating effects of communal relationship and employee empowerment.
Design/methodology/approach
A total of 443 full-time USA employees working across various industries participated in an online survey.
Findings
The interacting/engaging environmental CSR communication strategy fosters employees' perceived communal relationship with their organizations and empowers them to support their organization's environmental initiatives, which, in turn, positively influences employees' PEBs at work.
Originality/value
This study advances CSR and internal communication literature through the lens of relationship management and self-determination theories. The findings theoretically suggest the effectiveness of the interacting/engaging environmental CSR communication strategy in nurturing favorable employee–organization relationships (EORs), employee empowerment and PEBs at work. The practical implications of CSR communication are also elaborated.
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Cen April Yue and Patrick Thelen
This study aimed to examine the impact of servant leadership on employees' perception of organizational reputation by investigating the sequential mediating effects of employee…
Abstract
Purpose
This study aimed to examine the impact of servant leadership on employees' perception of organizational reputation by investigating the sequential mediating effects of employee psychological empowerment and employee thriving at work.
Design/methodology/approach
A quantitative online survey with 357 employees from Chile was conducted in this study.
Findings
Findings of this study showed that servant leadership both directly and indirectly relates to perceived organizational reputation. Employees perceiving servant leadership behaviors from the employees' supervisors report higher levels of psychological empowerment and, in turn, feel a greater sense of vitality and learning at work that eventually leads to higher ratings of perceived organizational reputation.
Originality/value
This study's novelty lies in extending the internal drivers of organizational reputation by adding behavioral and psychological factors rarely explored in past research.
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Üzeyir Kement, Bihter Zeybek, Sinem Soylu, Gül Erkol Bayram and Ali Raza
This study aims to investigate the impact of the transformational leadership style on the behaviour of restaurant employees. Also, it was aimed to investigate the effect of…
Abstract
Purpose
This study aims to investigate the impact of the transformational leadership style on the behaviour of restaurant employees. Also, it was aimed to investigate the effect of transformational leadership on trust and the effect of trust on altruistic intention and organizational commitment.
Design/methodology/approach
The study integrates insights from transformational leadership to provide a fresh perspective to advance comparative organizational behaviour research. To test the hypotheses, the authors conduct a multiple analysis with observations from Turkey getting staff in culinary department with a quantitative survey.
Findings
This study equips different professional entities in the food and beverage industry with useful, contextualized links between transformational leadership. According to results, the perspective of transformational leadership style affects the concepts of trust, altruistic value and organizational commitment positively. Charisma, moral modelling and individualized consideration had a significant effect on trust. Also, trust has a significant effect on altruistic intention and organizational commitment.
Research limitations/implications
The present study incorporated confidence as a mediating variable; however, it is recommended that alternative scales be used in subsequent research endeavours. Future research endeavours may incorporate theoretical frameworks such as theory of planned behaviour or stimulus-organism-response.
Practical implications
Transformational leadership style is a good acquisition for restaurant employees. There is a healthier and safer job sharing in these restaurants. This can be interpreted as a more satisfied customer. A good leader has a great contribution to the future and sustainability of the business.
Social implications
This research created a new model and examined employees’ views on the company and its management. As a result of the analysis, it was determined that charisma, moral modelling and individualized consideration had a significant effect on trust.
Originality/value
This assists in learning better service quality developing and business practices to augment culinary staff, thereby maximizing their valuable contributions to tourism growth. This research created a new model and examined employees’ views on the company and its management.
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Dixuan Zhang, Xiaohong Wang and Shaopeng Zhang
Drawing on self-determination theory, this study reveals the formative and functional mechanism of entrepreneurial leadership and constructs an integrated model that combines…
Abstract
Purpose
Drawing on self-determination theory, this study reveals the formative and functional mechanism of entrepreneurial leadership and constructs an integrated model that combines objective and subjective career success.
Design/methodology/approach
Using data from 189 leaders from China, this study examined the relationship among cognitive style, social norms, entrepreneurial leadership and career success. Using SPSS version 25.0 and AMOS version 23.0, factor analysis, correlation, path analysis and moderation analysis were performed.
Findings
The results indicated that innovative cognitive style is positively related to entrepreneurial leadership, and this relationship is reinforced by social norms. Adaptive cognitive style is negatively related to entrepreneurial leadership, but this relationship is not regulated by social norms. Besides, this study found a significantly positive relationship between entrepreneurial leadership and objective career success, while entrepreneurial leadership does not demonstrate a significant relationship with subjective career success.
Originality/value
By combining subjective and the objective career success into entrepreneurial leadership research, the findings provide a new perspective for understanding what other experiences entrepreneurship can bring to leaders. Furthermore, the current study analyzes the informal institutional environment's promoting and impeding roles between cognitive style and entrepreneurial leadership.
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