Leadership and Internal Communication: Linking Servant Leadership, Communication Satisfaction, and Employee Advocacy

2021 ◽  
pp. 1-23
Author(s):  
Patrick D. Thelen
Keyword(s):  
Servant Leadership ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Leadership Communication

The networked enterprise and legitimacy judgments: why digital platforms need leadership

2019 ◽  
Vol 40 (6) ◽  
pp. 33-39
Author(s):  
Chong Wang ◽  
Peter Wilson Cardon
Keyword(s):  
Organizational Performance ◽  
Statistical Significance ◽  
Internal Communication ◽  
Organizational Legitimacy ◽  
Leadership Communication ◽  
Content Type ◽  
Digital Platforms ◽  
Significant Contributor ◽  
Innovation Culture ◽  
Executives And Managers

Purpose In recent years, scholars, business practitioners and consultants frequently talk about building the networked enterprise. The purpose of this paper is to examine the connections between networked enterprises, organizational legitimacy and organizational performance. Design/methodology/approach A survey was developed that measured the following aspects of a networked enterprise: employees who network and communicate extensively via internal digital platforms across their organizations; leaders who actively use internal digital platforms to communicate with employees; leaders who actively communicate with stakeholders via external digital platforms; and an innovation culture. The survey measured the following forms of legitimacy judgments: moral; instrumental; and relational. Altogether, 501 executives and managers were surveyed (207 executives, 147 senior managers and 147 managers) in mid-to-large sized (over 500 employees) companies. Findings The analyses showed strong statistical significance for nearly all relationships. Internal communication on digital platforms, networked employee communication and an innovation culture all contributed to moral, instrumental and relational legitimacy. Leadership communication on external digital platforms (social media) was not a significant contributor to moral or relational legitimacy but was a significant contributor to instrumental legitimacy. Higher organization legitimacy was correlated with higher profit growth. Practical implications Leaders and communicators should prioritize a networked enterprise in several ways. They should actively communicate with employees on internal digital platforms. To be absent on internal digital platforms is a significant missed opportunity by leaders to build organizational legitimacy. Further, leaders and communicators should actively promote networked communication among employees as much as possible. Finally, leaders and communicators should communicate, model and reward an innovation culture. Originality/value There are no known scholarly studies that accomplish the following: empirically examine a model of networked enterprises comprised of vertical and horizontal communication and an innovation culture; and make connections between leadership communication on digital platforms in networked enterprises with legitimacy judgments. The large sample of contemporary executives and managers bolsters the strength of the findings.

Measuring internal communication satisfaction: validating the internal communication satisfaction questionnaire

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ana Tkalac Verčič ◽  
Dubravka Sinčić Ćorić ◽  
Nina Pološki Vokić
Keyword(s):  
Construct Validity ◽  
Psychometric Properties ◽  
Discriminant Validity ◽  
Factor Model ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Cross Sectional ◽  
Satisfaction Questionnaire ◽  
Content Type ◽  
Causal Direction

PurposeThe study examines the psychometric properties of internal communication satisfaction questionnaire (ICSQ), an instrument originally developed in Croatian. A need for a contemporary instrument validated among a non-English-speaking population of employees who use English as their second language motivated the authors to translate the scale.Design/methodology/approachICSQ was validated on a sample of 507 employees of a large Croatian subsidiary of a multinational bank, where English is the official corporate language.FindingsICSQ displayed satisfactory levels of psychometric properties, retaining the psychometric properties of the original version of the instrument. A confirmatory factor analysis revealed the acceptable model–data fit of the eight-factor model. Additionally, findings supported the reliability and construct validity of the English version of the instrument. Good internal consistencies of all eight internal communication satisfaction (ICS) dimensions and the total ICSQ and an adequate level of scale homogeneity according to the inter-item and inter-total correlations were found.Research limitations/implicationsIn order to generalize the study’s results to other business areas and industries, the study should be replicated in other contexts. Additionally, construct validity was tested by applying cross-sectional design, and therefore, no conclusion can be drawn on the causal direction of the relationship. Finally, the discriminant validity of ICSQ was not tested and should be examined in future studies.Practical implicationsThe resulting 32-item instrument, in English, can be used for empirical and practical purposes in improving internal communication.Originality/valueThe study confirms that internal communication is a multidimensional construct and should be measured as such.

Internal communication satisfaction and employee engagement as determinants of the employer brand

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Anja Špoljarić ◽  
Ana Tkalac Verčič
Keyword(s):  
Employee Engagement ◽  
Internal Communication ◽  
The Body ◽  
Communication Satisfaction ◽  
Common Source ◽  
Cross Sectional ◽  
Content Type ◽  
Employer Brand ◽  
Employer Attractiveness ◽  
The Relationship

PurposeThis study aims to contribute to the understanding of internal communication and its connections to engagement and employer brands. The authors wanted to test the relationship between the three variables and explore if employees' perception of employer brands is affected by internal communication satisfaction and engagement. Creating a desirable employer brand can have significant benefits for organizations, such as higher employee satisfaction, employee engagement and retention. It is crucial to have a clear grasp of how the determinants of these relationships affect each other.Design/methodology/approachA total of 1,805 employees participated in a large communication survey that measured internal communication satisfaction, employee engagement and perception of employer brand (operationalized as employer attractiveness). To test the relationship between variables, the authors used multiple regression analysis.FindingsThe results show internal communication satisfaction and employee engagement as significant predictors of employer brand. All of the internal communication satisfaction dimensions and two out of three employee engagement dimensions have been identified as determinants of at least two employer attractiveness dimensions.Research limitations/implicationsLimitations include using a cross-sectional dataset, which reduces the possibility of determining causality, using self-reports and a common source bias.Originality/valueThe authors added to the body of knowledge by analyzing the effects of workplace attitudes on attitudes toward the organization. The authors found that both internal communication satisfaction and employee engagement significantly shape the perception of employer brands.

The impact of internal communication satisfaction dimensions on job satisfaction dimensions and the moderating role of LMX

2013 ◽  
Vol 39 (5) ◽  
pp. 563-565 ◽  
Author(s):  
Milan Nikolić ◽  
Jelena Vukonjanski ◽  
Milena Nedeljković ◽  
Olga Hadžić ◽  
Edit Terek
Keyword(s):  
Job Satisfaction ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
The Impact ◽  
Moderating Role

Engaging Startup Employees via Charismatic Leadership Communication: The Importance of Communicating “Vision, Passion, and Care”

2021 ◽  
pp. 232948842110204
Author(s):  
Linjuan Rita Men ◽  
Yufan Sunny Qin ◽  
Renee Mitson
Keyword(s):  
Public Relations ◽  
Employee Engagement ◽  
Mainland China ◽  
Charismatic Leadership ◽  
Strategic Communication ◽  
Need Satisfaction ◽  
Internal Communication ◽  
Leadership Communication ◽  
Psychological Need ◽  
Employee Relationships

This study explores how startup leadership communication influences employee outcomes. Specifically, drawing upon interdisciplinary insight from public relations, leadership, and managerial psychology, this study tests how startup CEO charismatic leadership communication, which is characterized by envisioning, energizing, and enabling behaviors help nurture quality employee relationships with the startup and engage startup employees. Employees’ psychological need satisfaction was examined as a potential mediator in this process. This study sets its context in mainland China where startups are rapidly developing alongside increased governmental policy and financial support encouraging innovation. Through a quantitative survey of 1,027 Chinese startup employees from a variety of industries in China, this study showed that startup leader charismatic communication meets employee psychological need for autonomy, competence, and relatedness, which ultimately contributes to quality employee-startup relationships and employee engagement. This study provides important theoretical implications for public relations, internal communication and management scholars and offer practical insights for entrepreneurs and startup leaders on how to utilize strategic communication to engage startup employees.

scholarly journals Servant Leadership dan Kompetensi Komunikasi:Dampaknya terhadap Kepuasan dan Kinerja Pendamping Program Keluarga Harapan (PKH) di Aceh Utara

2021 ◽  
Vol 5 (1) ◽  
pp. 32
Author(s):  
Muhammad Sahem ◽  
Ichsan Ichsan ◽  
Naufal Bachri
Keyword(s):  
Job Satisfaction ◽  
Servant Leadership ◽  
Sampling Method ◽  
Communication Competence ◽  
Total Sample ◽  
Primary Data ◽  
Analysis Model ◽  
Leadership Communication ◽  
Communication Competency ◽  
And Performance

ABSTRACTThis study aims to analyze the influence of servant leadership and communication competence on the performance of Conditional Cash TransfersCoordinatorsin North Aceh with job satisfaction as an intervening variable. This study uses primary data with a total sample of 150 respondents. The sampling method used is the census method. The data analysis model used is SEM-AMOS. The results show that servant leadership does not affect job satisfaction and performance. Communication competence has a significant effect on job satisfaction and performance. Job satisfaction has a significant effect on performance. Job satisfaction does not mediate the effect of servant leadership on performance. Meanwhile, job satisfaction mediates the effect of communication competence on performance. The implications of this research is that Conditional Cash TransfersCoordinatorsin North Aceh should be able to improve the communication competency because it has the greatest influence on the Conditional Cash Transfers Coordinators performance in North Aceh Regency.Keywords:     servant leadership, communication competence, job satisfaction, employeeperformance

scholarly journals THE SEARCH FOR NEW MEASURES IN ORGANISATIONAL COMMUNICATION: A SYSTEMATIC LITERATURE REVIEW

2019 ◽  
Vol 7 (1) ◽  
pp. 469-477
Author(s):  
Gibriel Badjie ◽  
Armanu Thoyib ◽  
Djumilah Hadiwidjojo ◽  
Ainur Rofiq
Keyword(s):  
Literature Review ◽  
Systematic Literature Review ◽  
Internal Communication ◽  
Systematic Research ◽  
Communication Model ◽  
Leadership Communication ◽  
Organisational Communication ◽  
Operational Level ◽  
Managerial Roles ◽  
Central Pillar

Purpose of the study: Communication is a central pillar in organisation, yet little genuine communication takes place in the organisation. The purpose of the paper is to craft communication model that promotes routine information availability and accessibility by simplifying the approach to organisational communication through the leadership level, functional level and operational level. Methodology: The study applied systematic literature review (SLR) or systematic research synthesis (SRS) as the approach to gather data, analyse to address the research query. The study method embraces the definition of SLR by Rousseau et al. (2008). The conditions for literature search electronically was done through multiple journal sites. The gathered published material dated between 1961-2018. Main Findings: The paper put forward three propositions to establish the argument for organisational communication. The findings show that there is no definitive agreement what constitute organisational communication as it is given many names like internal communication, employee communication, corporate communication etc. There is total lack of structural approach to organisational communication. Applications of this study: The paper refocuses organisational communication towards a three-tier approach and challenges leadership to communicate in tandem with managerial roles as purported by Mintzberg in order to give prominence to organisational communication. Novelty/Originality of this study: The paper introduces three new dimensions as measures of organisational communication with a new perspective on leadership communication, where Mintzberg’s managerial roles were used as reference for leadership communication responsibility which is missing in today’s organisation. The new measures of organisational communication are leadership level, functional and operational level.

scholarly journals The influence of communication satisfaction on job satisfaction: The case of employees in the Republic of Serbia

2021 ◽  
Vol 23 (2) ◽  
pp. 173-187
Author(s):  
Biljana Đorđević ◽  
Sandra Milanović ◽  
Jelena Stanković
Keyword(s):  
Job Satisfaction ◽  
Research Study ◽  
Positive Impact ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Bivariate Correlation ◽  
The Subject ◽  
The Republic ◽  
The Relationship ◽  
A Company

Communication is one of the processes that take place within a company. However, employees may be more or less satisfied with the communication that takes place in their work environment. Thus, if employees are satisfied with communication inside their company, such communication satisfaction can be expected to have a positive impact on job satisfaction (JS). Employee JS can initiate many other positive consequences in terms of their attitudes and behaviors. One way to achieve this is to increase satisfaction with internal communication. Starting from the above-mentioned, the subject matter of this paper is to examine the relationship between communication satisfaction (CS) and JS on the example of employees in companies in the Republic of Serbia. This research study is aimed at determining whether there is a connection between these phenomena or not. The sample consists of 202 employees. The results of the study have shown that the bivariate correlation between CS and JS is positive. In addition, the results of the study have shown that several dimensions of CS have a statistically significant impact on employee JS.

Sign in / Sign up

Export Citation Format

Share Document