scholarly journals Organizational Communication Practices of Toc Glycol Company Ltd., Thailand

2012 ◽  
Vol 40 ◽  
pp. 122-127 ◽  
Author(s):  
Yazan M. Jaradat ◽  
Maria Victoria U. Sy
Keyword(s):  
Organizational Communication ◽  
Communication Practices

Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers

2016 ◽  
Vol 56 (4) ◽  
pp. 530-559 ◽  
Author(s):  
Yannick C. Atouba ◽  
Elizabeth J. Carlson ◽  
John C. Lammers
Keyword(s):  
Job Satisfaction ◽  
Organizational Communication ◽  
Survey Data ◽  
Organizational Identification ◽  
Employee Voice ◽  
Hierarchical Regression ◽  
Mediation Analyses ◽  
Communication Practices ◽  
It Workers ◽  
The Relationship

This study explores how the dialogue—or lack thereof—between employees’ opinions and organization-wide communications relates to employees’ identification with the organization. Using survey data from a sample of 111 IT workers, we performed cross-level tests to explore how employee voice, the perceived adequacy of organization-wide downward communication, and job satisfaction related to employees’ organizational identification. The results of the hierarchical regression and mediation analyses revealed that higher levels of employee voice were associated with higher levels of organizational identification and fully mediated by job satisfaction. Similarly, higher levels of organization-wide communication adequacy were associated with higher levels of organizational identification and partially mediated by job satisfaction. The findings suggest that inclusive and participative organizational communication practices are most likely to foster organizational identification when they are viewed favorably by employees and positively impact their job experiences.

Organizational Communication Practices of a Multinational Company

2012 ◽  
Vol 3 (1) ◽  
Author(s):  
Yazan M. Jaradat ◽  
Maria Victoria U. Sy
Keyword(s):  
Organizational Performance ◽  
Organizational Communication ◽  
Primary Source ◽  
Multinational Company ◽  
New Era ◽  
High Productivity ◽  
Modern Business ◽  
Communication Practices ◽  
Communication Source ◽  
Source Of Information

Abstract - The modern business landscape can be characterized as complex, dynamic and evolving. Successful companies in their respective industries, are able to adapt internally to their external environment with the help of an effective organizational communication framework. The implementation of such mechanism is a tangible tool organizations can use in order to gain competitive advantage in this new era of constant innovation and reinvention of products and services. This study examines the effectiveness of the organizational communication practices of a multinational corporation and how the various components of the firm benefit significantly from the utilization of effective organizational practices. The organizational communication practices are clustered as: source of information, preferred mode of communication and delivery of information. The quantitative method of research specifically the descriptive normative survey was used. A researcher made questionnaire validated by a panel of experts was utilized as the primary source of information. Unstructured interviews were likewise conducted to support the data generated from the survey instruments. The findings revealed that the organizational communication practices of the company were generally viewed to be effective in cultivating an environment of mutual respect and high productivity. However, there were certain aspects of the said practices that needed to be reinforced so as to improve goodwill among the employees leading to excellent organizational performance. Keywords - Organizational Communication, Source of Information, Mode of Communication, Delivery of Information, multinational company, communication practices, excellent organizational performance.

Transformative Organizational Communication Practices

2018 ◽  
pp. 109-129 ◽  
Author(s):  
Philip J. Salem
Keyword(s):  
Organizational Change ◽  
Organizational Communication ◽  
Social Systems ◽  
Complex Adaptive ◽  
Communication Practices ◽  
Complex Adaptive Social Systems

Most efforts at transformational organizational change fail. In order to explain that failure and the potential for success, this chapter introduces the construct of organizational communication practices and develops a theory to explain how these processes constitute organizations as complex adaptive social systems. Five axioms anchor the theory, and the author derives theorems explaining the important features of attempting to change transformative organizational communication practices.

scholarly journals Multidisciplinarity in internal communication and the challenges ahead

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Milena Araújo ◽  
Sandra Miranda
Keyword(s):  
Public Relations ◽  
Organizational Communication ◽  
Design Methodology ◽  
Internal Communication ◽  
Corporate Communication ◽  
Content Type ◽  
Communication Practices ◽  
Professional Fields ◽  
The Impact ◽  
Practical Implications

PurposeConsidering the impact internal communication has on the performance of organizations, studies about internal communication are revisited in order to generate a deeper understanding about the disciplines that shape the topic and the main trends influencing both the academic and professional fields.Design/methodology/approachDeparting from a communicational background, the authors integrate dispersed contributions from disciplines such as organizational communication, public relations, corporate communication and marketing communications, to the literature on internal communication.FindingsThe significant role played by internal communication is supported by scholars with different theoretical backgrounds. Despite the clear differences between disciplines, the defense of a strategized internal communication and a focus on the employee is widely accepted.Practical implicationsBoth scholars and practitioners will need to keep adapting to a reality where: internal communication practices are not only managerial but also dependent on the inputs of the employees; the ability to listen and collect feedback is sacred, and internal communication plans are expected to be strategically implemented and measured.Originality/valueBy showing the plurality of disciplines that influence internal communication, a strategized multidisciplinary focus on the topic is encouraged.

Transformative Organizational Communication Practices

2021 ◽  
pp. 931-951
Author(s):  
Philip J. Salem
Keyword(s):  
Organizational Change ◽  
Organizational Communication ◽  
Social Systems ◽  
Complex Adaptive ◽  
Communication Practices ◽  
Complex Adaptive Social Systems

Most efforts at transformational organizational change fail. In order to explain that failure and the potential for success, this chapter introduces the construct of organizational communication practices and develops a theory to explain how these processes constitute organizations as complex adaptive social systems. Five axioms anchor the theory, and the author derives theorems explaining the important features of attempting to change transformative organizational communication practices.

New Lamps for Old

2017 ◽  
Vol 54 (2) ◽  
pp. 182-198
Author(s):  
Catherine Nickerson ◽  
Valerie Priscilla Goby
Keyword(s):  
Organizational Communication ◽  
Interpersonal Communication ◽  
Social Contexts ◽  
Leadership Communication ◽  
Gulf Region ◽  
Leadership Model ◽  
Communication Framework ◽  
Large Numbers ◽  
Discursive Leadership ◽  
Communication Practices

Our study aims to examine ways to counteract the arbitrary mix of organizational communication practices that has evolved in the Gulf Region as a result of the large numbers of different cultures that make up the workforce there. To this end, we attempt to develop a conceptual model of leadership communication, the Gulf Leadership Communication Framework. We see this as a crucial element in organizational communication practices that is of particular relevance for the process of localization in the Gulf Region. In this analysis, we refer to two sets of empirical data on discursive leadership and interpersonal communication that were collected from around 600 Emirati nationals. Our findings show that a leadership model for social contexts like the Gulf Cooperation Council may look very different from the models that obtain elsewhere; this is the case because in the region organizational communication may be most successful when people use strategies that privilege uniformity, rather than selecting strategies that celebrate diversity.

Supervision: A Case Study

1977 ◽  
Vol 8 (4) ◽  
pp. 256-263
Author(s):  
Roberta Chapey ◽  
Geraldine Chapey
Keyword(s):  
Organizational Communication ◽  
Behavioral Changes ◽  
Personal Problems ◽  
Clinically Significant

Occasionally, it is the responsibility of a supervisor to help a staff speech clinician resolve professional and or personal problems that interfere with the delivery of quality services. To deal with this situation, the supervisor must be equipped with the techniques and procedures for effective organizational communication. This article presents a case study in which a speech clinician demonstrated irresponsibility in various job areas. The supervisor’s philosophy and the procedures used in managing these problems are presented. The behavioral changes suggest that the supervisor’s interventive procedures were clinically significant and warrant further investigation.

How Communication in Organizations Is Related to Foci of Commitment and Turnover Intentions

2020 ◽  
pp. 1-12
Author(s):  
Sebastian Holzwarth ◽  
George Gunnesch-Luca ◽  
Roman Soucek ◽  
Klaus Moser
Keyword(s):  
Organizational Communication ◽  
Turnover Intention ◽  
Structural Equation ◽  
Affective Commitment ◽  
Turnover Intentions ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Confirmatory Factor ◽  
Communication In Organizations ◽  
Cohesion Theory

Abstract. The current study analyzes how two components of perceived organizational communication (vertical and horizontal) are related to employee turnover intentions via three types of affective commitment foci (organization, supervisor, and team). Using second-order confirmatory factor analysis and structural equation modeling techniques with a large cross-sectional dataset ( n = 3,317), our results show that, in line with social cohesion theory, vertical communication (e.g., supportiveness from the organization) is strongly related to affective organizational commitment, whereas horizontal communication (e.g., supportiveness from colleagues) is primarily related to affective team commitment. Additionally, both communication dimensions are related to affective supervisory commitment. Finally, these three foci of affective commitment incrementally explain and differentially mediate the relationship between perceived organizational communication and turnover intention.

Sign in / Sign up

Export Citation Format

Share Document