Exploring the interrelationship and roles of employee–organization relationship outcomes between symmetrical internal communication and employee job engagement

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ejae Lee ◽  
Minjeong Kang ◽  
Young Kim ◽  
Sung-Un Yang
Keyword(s):  
Latent Variables ◽  
Structural Equation ◽  
Online Survey ◽  
Practical Importance ◽  
Internal Communication ◽  
Equation Modeling ◽  
Job Engagement ◽  
Full Time ◽  
Validity And Reliability ◽  
Content Type

PurposeThis paper aims to investigate how employee–organization relationship (EOR) outcomes – types and qualities – are interrelated and how employees' perceptions of types (exchange and communal EORs) and qualities (trust, satisfaction, commitment, and control mutuality) play a role in their evaluations of symmetrical internal communication (SIC) and employee job engagement (EJE).Design/methodology/approachThis study conducted an online survey of full-time employees (N = 804) from major US industries. This study performed a confirmatory factor analysis to check the validity and reliability of the measurement model using latent variables and then conducted structural equation modeling.FindingsThe findings demonstrate that employees' perceptions of both exchange and communal EORs are associated with each of the four EOR qualities. The results also show that only communal EORs have a significant relationship with perceived SIC and that employees' perceptions about one of the EOR quality indicator, satisfaction with an organization, has a significant association with their perceived EJE.Originality/valueThis study contributes to relationship management theory within the internal context by examining the interrelationship between each of the EOR types and qualities that are perceived by employees. This paper also suggests the practical importance of developing not only communal but also exchange EORs to enhance EOR quality. Additionally, the results imply that SIC programs could help to enhance employees' perceptions of communal EORs and employees could be engaged in their workplace when they are satisfied with their organizations.

scholarly journals Achieving employee support during the COVID-19 pandemic – the role of relational and informational crisis communication in Austrian organizations

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Sabine Einwiller ◽  
Christopher Ruppel ◽  
Julia Stranzl
Keyword(s):  
Crisis Communication ◽  
Online Survey ◽  
Internal Communication ◽  
Equation Modeling ◽  
Relational Communication ◽  
Job Engagement ◽  
Organizational Resources ◽  
Content Type ◽  
Organizational Crises

PurposeBased on social exchange theory, the study examines the influence of informational and relational internal communication on cognitive and affective responses and job engagement during organizational crises caused by the COVID-19 pandemic.Design/methodology/approachData were collected by means of an online survey among people working in organizations with a minimum of 10 employees (N = 1,033) and analyzed using structural equation modeling.FindingsResults show that informational and relational communication as organizational resources have a significant but distinct influence on how employees support their employer during the crisis. While informational communication influences employees' acceptance of managerial decisions, relational communication exerts most influence on affective commitment, which is the strongest driver of job engagement.Research limitations/implicationsThe cross-sectional design, specific crisis situation and geographic location are limitations of the study.Practical implicationsDelivering relevant information to employees quickly and reliably is important. Yet, relationship-oriented communication that demonstrates appreciation and allows for participation has even stronger effects on job engagement, which is essential to mastering challenges arising from a crisis.Social implicationsDuring the COVID-19 pandemic, organizations demanded much from their employees. In exchange, organizations should provide the resources information, status and love (Foa and Foa, 1980) by means of internal crisis communication.Originality/valueThe study demonstrates the role of different types of internal communication during organizational crises used to convey organizational resources, and it highlights the mediating role of acceptance and commitment to enhance employees' engagement at work.

Trainers’ pedagogical competencies and trainees’ assimilation of training content

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Raphael Papa Kweku Andoh ◽  
Daniel Yeboah Mensah ◽  
Emmanuel Afreh Owusu
Keyword(s):  
Skill Acquisition ◽  
Significant Influence ◽  
Structural Equation ◽  
Online Survey ◽  
Body Language ◽  
Equation Modeling ◽  
Visual Aids ◽  
Validity And Reliability ◽  
Content Type ◽  
Training Content

Purpose Training cannot be effective if trainers are not pedagogically competent. However, the influence of trainers’ pedagogical competencies on employees’ knowledge and skill acquisition during training is not given the needed attention in the training literature. This study aims to examine the influence of trainers’ pedagogical competencies such as delivery, trainees’ involvement, use of visual aids and body language on trainees’ assimilation of training content. Design/methodology/approach The data are analyzed from 425 respondents in an online survey. This study uses structural equation modeling in testing the hypotheses following validity and reliability tests. Findings This study finds that trainers’ pedagogical competencies such as trainee involvement and body language have a significant influence on trainees’ assimilation of training content, but others such as the trainers’ delivery and use of visual aids do not have a significant influence on assimilation of training content. Practical implications Professionals responsible for training should endeavor to use trainers who have been proven to be pedagogically competent, especially involving trainees during training and use of body language and not just experts in the topics/areas they provide training. Trainers themselves should on their part do well to acquire pedagogical skills in addition to the content knowledge they possess to enhance their training effectiveness particularly, trainees’ assimilation of training content. Originality/value As a phenomenon rarely given attention, this study urges learning and development researchers and practitioners as well as human resource management professionals to give attention to the pedagogical competencies of trainers during training and trainees’ learning.

Employees’ challenge-hindrance appraisals toward STARA awareness and competitive productivity: a micro-level case

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Li Ding
Keyword(s):  
Work Engagement ◽  
Structural Equation ◽  
Online Survey ◽  
Job Insecurity ◽  
Equation Modeling ◽  
Appraisal Theory ◽  
Full Time ◽  
Content Type ◽  
Restaurant Employees ◽  
Quick Service

Purpose This study aims to examine the effect of restaurant employees’ challenge-hindrance appraisals toward smart technology, artificial intelligence, robotics and algorithms (STARA) awareness on individual competitive productivity (ICP) and explore the mediating roles of employees’ work engagement and organizational commitment on the relationship between challenge-hindrance appraisals and ICP. Design/methodology/approach Data were collected through an online survey. One hundred and ninety employees who worked at full-time and non-management positions in the USA quick-service restaurants participated. Partial least squares structural equation modeling was used for the data analysis. Findings The study identified that restaurant employees’ challenge appraisals toward STARA awareness positively influenced ICP. This relationship is positively mediated by employees’ work engagement. Practical implications This study makes practical contributions to human resource practices in restaurants. Employees’ challenge appraisals toward STARA awareness transmit the job insecurity stressor to a higher level of ICP. Restaurant managers should provide employees with adequate resources and support for non-management employees’ professional competency growth. Quick-service restaurants can enjoy a competitive advantage in the market by enhancing employees’ CP. Originality/value This study enriches the literature on the CP model, cognitive appraisal theory and person-environment fit theory. The study investigated employees’ challenge and hindrance appraisals toward emerging STARA awareness and emphasized their distinct characteristics to drive ICP in the quick-service restaurant sector.

How communication climate and organizational identification impact change

2019 ◽  
Vol 25 (2) ◽  
pp. 281-298
Author(s):  
Marlene S. Neill ◽  
Linjuan Rita Men ◽  
Cen April Yue
Keyword(s):  
Organizational Identification ◽  
Structural Equation ◽  
Online Survey ◽  
Internal Communication ◽  
Equation Modeling ◽  
Organizational Leaders ◽  
Communication Climate ◽  
Content Type ◽  
Employee Reaction ◽  
Employee Identification

Purpose The purpose of this paper is to examine why and how an open and participative communication climate matters for employee organizational identification and their change-specific responses, specifically employees’ attitudinal and behavioral reactions. Design/methodology/approach To test the hypothesized model, the authors conducted an online survey using a stratified and quota random sample of 1,034 US employees working in diverse industry sectors in June of 2018, with the assistance of a premier global provider of survey services, Survey Sampling International. To test the hypothesized model, structural equation modeling analysis was employed using AMOS 24.0 software. Findings An open and participative communication climate directly contributes to employee affective commitment to change and behavioral support. Communication climate featured by openness and participation boosts employee identification with the organization, which leads to positive employee reaction to change. When employees identify with the organization, they tend to believe in the inherent value of the change and are more likely to support the change initiative in action through cooperation and championship. Originality/value Theoretically, the study contributes to the change management and communication literature by focusing on the role of communication climate in inducing employee reaction to organizational change. Practically, the study offers insights for change managers, internal communication professionals and organizational leaders. Organizational leaders need to be open, create a trusting atmosphere and actively involve employees in the decision-making process. Organizational leaders and communicators should also strive to boost employee identification with the organization, especially during change.

scholarly journals Evaluating hospitality employees' various relationships and the effects on organizational commitment

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Stephanie Bae
Keyword(s):  
Organizational Commitment ◽  
Social Exchange ◽  
Organizational Support ◽  
Structural Equation ◽  
Hospitality Industry ◽  
Online Survey ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Hospitality Managers

PurposeThe purpose of this study is to investigate how various relationships an employee builds within the organization affect their willingness to stay with the company. Specific research objective was to examine impact of social exchange on organizational commitment in the hospitality industry.Design/methodology/approachAn online survey using Qualtrics' panel database was used to collect data. The target was full-time employees in the hospitality industry. A total of 245 surveys were collected and used for data analysis. The results were analyzed using structural equation modeling.FindingsResults of hypotheses testing showed that internal service quality and perceived organizational support have positive relationships with organizational commitment.Originality/valueThese findings can help hospitality managers develop programs and interact with employees in order to increase commitment and a sense of belonging with the company.

Emotional finance: determinants of phantasy

Kybernetes ◽  
2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Selim Aren ◽  
Hatice Nayman Hamamcı
Keyword(s):  
Factor Analysis ◽  
Structural Equation ◽  
Online Survey ◽  
Additional Data ◽  
Typical Feature ◽  
Important Variable ◽  
Equation Modeling ◽  
Validity And Reliability ◽  
Content Type ◽  
Additional Data Collection

Purpose In this study, scales are developed for phantasy and its determinants, which is accepted as an important variable in investment preference with an emotional finance perspective. The scales developed in this framework are narrative, divided mind, group feel, informed herding, uninformed herding and phantasy. In addition, the power of these determinants to explain phantasy was investigated. Design/methodology/approach For this purpose, the data was obtained between May 01, 2019 and November 30, 2019 via an online survey with convenience sampling. First, a pilot study consisting of 200 subjects was performed. Then, additional data was collected. The total number of subjects was 648. The authors used IBM SPSS Statistics and AMOS for analysis. Exploratory factor analysis and discriminant analysis were performed. In addition, confirmatory factor analysis was performed after an additional data collection process with structural equation modeling. Findings As a result of analyses, the validity and reliability of these scales were ensured statistically. It was also found that divided mind directly affects phantasy, but group feel and narrative indirectly affect by informed herding. The “unknown and new investment” preference, which is accepted as a typical feature of the bubble periods, is modeled with the relevant variables. In this framework, it has been found that the variables that refer individuals to the relevant investment preferences are phantasy, group feel, uninformed herding and divided mind. Originality/value The study is unique because of its findings and developed scales. The findings are valuable in that the theoretically alleged relations were also obtained empirically.

The antecedents of satisfaction and revisit intentions for full-service restaurants

2014 ◽  
Vol 32 (3) ◽  
pp. 311-327 ◽  
Author(s):  
Veljko Marinkovic ◽  
Vladimir Senic ◽  
Danijela Ivkov ◽  
Darko Dimitrovski ◽  
Marija Bjelic
Keyword(s):  
Economic Crisis ◽  
Latent Variables ◽  
Structural Equation ◽  
Equation Modeling ◽  
Full Time ◽  
Content Type ◽  
Revisit Intention ◽  
Perceived Price ◽  
Guest Satisfaction ◽  
Revisit Intentions

Purpose – The purpose of this paper is to identify the antecedents of satisfaction and revisit intentions for full-service restaurants. The economic crisis is known to have had a deep impact on consumer behavior with regards to restaurants and this study is primarily focussed on exploring the effects on the traditional antecedents of satisfaction and revisit intentions as full-time restaurants attempt to reposition their offer. Design/methodology/approach – The study involved 218 respondents who were guests of full-service restaurants. In terms of statistical analyses, confirmative factor analysis was used to test the suitability of the proposed model for measuring satisfaction and revisit intentions, while structural equation modeling was employed to analyze the relationship among variables of the conceptualized model. Findings – The results confirmed the significant impact of atmosphere and quality of interaction on guest satisfaction. It was interesting to notice that perceived price has no statistically significant impact on guest satisfaction. In addition, satisfaction, along with atmosphere and perceived price emerged as a significant trigger of revisit intentions. While measuring impact of atmosphere and perceived price on revisit intentions, both direct and indirect effects were measured. Originality/value – This study emphasizes in particular, the significance of revisit intention as an important behavioral reaction and reveals its antecedents. In a limited number of studies, models for understanding triggers of revisit intention were developed as separate variables, rather than as components of behavioral reactions. In that context, the tested model identifies causal relationships between latent variables. Restaurants involved in the survey are full-service restaurants dealing with the changing behavior of guests who are heavily impacted by the economic crisis. Guests show a tendency to reduce their visits to restaurants in these circumstances, forcing restaurants to reformulate their service offering in order to align with changing customers’ needs.

Engaging leadership in the job demands-resources model

2015 ◽  
Vol 20 (5) ◽  
pp. 446-463 ◽  
Author(s):  
Wilmar B. Schaufeli
Keyword(s):  
Structural Equation ◽  
Work Performance ◽  
Online Survey ◽  
Job Demands ◽  
Well Being ◽  
Organizational Outcomes ◽  
Job Resources ◽  
Equation Modeling ◽  
Cross Sectional ◽  
Content Type

Purpose – The purpose of this paper is to integrate leadership into the job demands-resources (JD-R) model. Based on self-determination theory, it was argued that engaging leaders who inspire, strengthen, and connect their followers would reduce employee’s levels of burnout and increase their levels of work engagement. Design/methodology/approach – An online survey was conducted among a representative sample of the Dutch workforce (n=1,213) and the research model was tested using structural equation modeling. Findings – It appeared that leadership only had an indirect effect on burnout and engagement – via job demands and job resources – but not a direct effect. Moreover, leadership also had a direct relationship with organizational outcomes such as employability, performance, and commitment. Research limitations/implications – The study used a cross-sectional design and all variables were based on self-reports. Hence, results should be replicated in a longitudinal study and using more objective measures (e.g. for work performance). Practical implications – Since engaged leaders, who inspire, strengthen, and connect their followers, provide a work context in which employees thrive, organizations are well advised to promote engaging leadership. Social implications – Leadership seems to be a crucial factor which has an indirect impact – via job demands and job resources – on employee well-being. Originality/value – The study demonstrates that engaging leadership can be integrated into the JD-R framework.

User experience sharing

2018 ◽  
Vol 52 (5/6) ◽  
pp. 1154-1184 ◽  
Author(s):  
Tom Chen ◽  
Judy Drennan ◽  
Lynda Andrews ◽  
Linda D. Hollebeek
Keyword(s):  
User Experience ◽  
Online Communities ◽  
Structural Equation ◽  
Online Survey ◽  
Mobile App ◽  
Equation Modeling ◽  
Content Type ◽  
Key Driver ◽  
The Relationship ◽  
Level Of Effort

PurposeThis paper aims to propose user experience sharing (UES) as a customer-based initiation of value co-creation pertaining to service provision, which represents customers’ level of effort made for the direct benefit of others in their service network. The authors propose and empirically examine a user experience sharing model (UESM) that explicates customer-to-customer (C2C) UES and its impacts on firm-desired customer-based outcomes in online communities.Design/methodology/ApproachBased on an extensive review, the authors conceptualize UES and UESM. By using online survey data collected from mobile app users in organic online communities, the authors performed structural equation modeling analyses by using AMOS 24.FindingsThe results support the proposed UESM, showing that C2C UES acts as a key driver of both firm-desired customer efforts and customer insights. The results also confirmed that service-dominant (S-D) logic-informed motivational drivers exert a significant impact on C2C UES. Importantly, C2C UES mediates the relationship between S-D logic-informed motivational drivers and firm-desired customer-based outcomes.Originality/valueThis study offers a pioneering attempt to develop an overarching concept, UES, which reflects customers’ initiation of value co-creation, and to empirically examine C2C UES. The empirical evidence supports the key contention that firms should proactively facilitate C2C UES.

Higher education amid COVID-19 pandemic: contributions from resilience, positive orientation and grit

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Afsaneh Ghanizadeh
Keyword(s):  
Academic Achievement ◽  
University Students ◽  
Structural Equation ◽  
Online Survey ◽  
Self Regulation ◽  
Academic Resilience ◽  
Equation Modeling ◽  
Positive Orientation ◽  
Major Purpose ◽  
Content Type

PurposeThe major purpose of the present study is to investigate the contribution of academic resilience in accounting for two motivational and attitudinal constructs ? Grit and positive orientation and also probe the predictive power of all these constructs in academic achievement of university students in the midst of the pandemic COVID-19.Design/methodology/approach521 university students participated in an online survey. To measure academic resilience, a scale designed and validated by Kim and Kim (2016) comprising 26 items was employed. The scale contains five sub-factors: perceived happiness, empathy, sociability, persistence and self-regulation. Grit was assessed via an 8-item scale comprising two facets: perseverance of effort (PE) and consistency of interest (CI). It was designed by Duckworth and Gross (2014). Positive orientation was determined through positivity scale developed by Caprara et al. (2010), consisting of eight items.FindingsThe results of structural equation modeling (SEM) revealed that resilience positively and significantly predicted both grit (β = 0.56, t = 6.41) and positive orientation (β = 0.54, t = 6.35). Resilience also predicted academic achievement directly (β = 0.71, t = 9.12) and indirectly via its impact on grit and positive orientation. It was also found that positive orientation and grit are positively and highly associated (β = 0.77, t = 9.28).Originality/valueThe pandemic COVID-19 brought about substantial changes in university students' education and their overall life style. Many university students around the globe experienced virtual education. Balancing personal and academic roles in these unprecedented conditions seems to be a tough challenge for every university student.

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