Top Management’s Communication and Employees’ Commitment to Change: The Role of Perceived Procedural Fairness and Past Change Experience

2020 ◽  
pp. 002188632097964
Author(s):  
Stefanie Faupel ◽  
Sevda Helpap
Keyword(s):  
Procedural Fairness ◽  
Communication Strategy ◽  
Commitment To Change ◽  
Participatory Communication ◽  
Fairness Perceptions ◽  
Change Communication ◽  
Quasi Experimental ◽  
The Relationship ◽  
Programmatic Change

Studies on the effects of communication strategies applied by top management during organizational change are scarce. While first research indicates that a participatory communication strategy is more effective in evoking employees’ commitment to change than a programmatic change communication strategy, how this effect occurs remains unclear. The present study addresses this gap by investigating perceived procedural fairness as mediating and past change experience as moderating factor in the relationship between communication strategy and commitment to change. Results of the quasi-experimental study indicate that participatory change communication strengthens fairness perceptions more than programmatic change communication does. Results indicate that perceived procedural fairness explains the effect of change communication strategy on commitment to change. No moderating but a direct effect of past change experiences was found. Results show the potential of participatory change communication, and the importance of procedural fairness early in change, which are valuable insights for managers who initiate change.

scholarly journals ENABLING ORGANIZATIONAL CHANGE – LEADERSHIP, COMMITMENT TO CHANGE AND THE MEDIATING ROLE OF CHANGE READINESS

2013 ◽  
Vol 14 (2) ◽  
pp. 348-363 ◽  
Author(s):  
Sinnappan Santhidran ◽  
V. G. R. Chandran ◽  
Junbo Borromeo
Keyword(s):  
Change Readiness ◽  
Change Leadership ◽  
Partial Least Square ◽  
Least Square ◽  
Asian Countries ◽  
Leadership Change ◽  
Commitment To Change ◽  
Mediating Role ◽  
The Relationship

There has been little empirical analysis on the complex relationship between leadership, change readiness and commitment to change in the context of Asian countries. In this paper, we propose a research model to analyze the interrelationship between leadership, change readiness and commitment to change using the partial least square technique. Results of the study suggest that leadership positively and significantly affect change readiness but not commitment to change. Consequently, change readiness is found to significantly affect commitment to change. In other words, change readiness is found to mediate the relationship between transformational leadership and commitment to change. This may suggest that the influence of leadership is a sequential process affecting change readiness, and in turn, the commitment to change as opposed to the conventional belief that it affects both change readiness and commitment to change simultaneously. The implication of the study is further discussed.

scholarly journals Humor Daily Events and Well-Being: The Role of Gelotophobia and Psychological Work Climate

2021 ◽  
Author(s):  
Ana Junça Silva ◽  
António Caetano ◽  
Rita Rueff Lopes
Keyword(s):  
Positive Affect ◽  
Well Being ◽  
Work Climate ◽  
Psychological Climate ◽  
Moderated Mediation Model ◽  
Daily Events ◽  
Quasi Experimental ◽  
The Relationship ◽  
Moderating Role

This study aims to: (1) analyze the relationship between humor-daily events and well-being; (2) test the mediating role of positive affect in this relationship; (3) analyze the moderating role of gelotophobia between humor-daily events and positive affect, and; (4) explore the moderating role of psychological climate between positive affect and well-being. To test these goals, we conducted a quasi-experimental study with 93 participants. We used regressions and bootstrapping analyses to test the moderated mediation model. The relationship between the humor-daily events and well-being was mediated by positive affect and this relation was moderated by psychological work, such that this relationship was stronger when a positive psychological work climate was identified. Gelotophobia did not moderate the relationship between humor daily-events and positive affect, however, it significantly and negatively predicted positive affect. This paper adds considerable evidence of the relationship between humor-related daily events and its impact on well-being. Psychological work climate strengthens the association between positive affect and well-being, after humor daily events.

Internet i nastava književnosti: digitalni modernizam

2021 ◽  
Author(s):  
Mladen Stanić ◽  
Keyword(s):  
New Media ◽  
The Internet ◽  
Change Communication ◽  
Teaching Aids ◽  
Wide Range ◽  
Methodological Principles ◽  
Continuous Work ◽  
Teacher's Knowledge ◽  
The Relationship

The wide range of questions that this topic raises lead us to think about the training of teachers, their continuous work and improvement. Following this paragraph, we conclude that a textbook/manual, which would deal with the relationship between the Internet and teaching, or the continuous organization of seminars and trainings, is a necessity for literature teachers. In addition to the teacher's knowledge of the coexistence of literature and new media, it is necessary to pay special attention to the critical attitude of students towards Internet content and to point out the purposeful use of newspapers in the teaching process. The role of teachers in modern timesis not favorable because things related to their profession are rapidly developing: new genres appear, tendencies in study and creation change, communication media are continuously changing, and on the other hand teaching it self must undergo changes and transformations. Nevertheless, proven methodological principles always exist, at least as the essence of teaching, regardless of which teaching aids were used and in what way in class. The Internet content and the opportunities it provides have proven to be stimulating and close to the students, so the teacher can use them, with the awareness that the teaching aid must not overshadow the content that is being processed.

Promoting fearlessness of change through social intelligence: mediating role of collective efficacy and moderating role of management commitment to change

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Meghna Goswami
Keyword(s):  
Collective Efficacy ◽  
Structural Equation ◽  
Social Intelligence ◽  
Mediation Effect ◽  
Commitment To Change ◽  
Content Type ◽  
Management Commitment ◽  
The Relationship ◽  
Moderating Role

Purpose This study aims to investigate the influence of social intelligence and collective efficacy on the fearlessness of change. Furthermore, this study investigates the mediation effect of collective efficacy and moderating role of management commitment to change in the relationship between social intelligence and fearlessness of change. Design/methodology/approach The analysis is based on data collected from 296 members of information technology and Banking Financial Services Industry organisations using a survey questionnaire. Hypotheses have been tested using structural equation modelling. Findings The findings show that social intelligence and collective efficacy positively influence fearlessness of change. Social intelligence also impacts collective efficacy positively. Further, collective efficacy acts as a mediator and management commitment to change acts as a moderator in the relationship between social intelligence and fearlessness of change. Research limitations/implications This study highlights the relevance of social intelligence in fostering a fearless attitude towards change for easy transition from the current organisational state to a new or desired state. Practical implications Organisational leaders must strive to develop a climate of fearlessness in organisations undergoing change so that the employees acquire this attitude of fearlessness and face the hurdles that come with change with a positive mind set. Originality/value This study is amongst the few such studies that examined the relationship amongst variables of this study.

Employee Voice, Employee Involvement, and Organizational Change Readiness: Mediating Role of Commitment-to-Change and Moderating Role of Transformational Leadership

2021 ◽  
pp. 227853372110439
Author(s):  
Rama Krishna Gupta Potnuru ◽  
Rohini Sharma ◽  
Chandan Kumar Sahoo
Keyword(s):  
Transformational Leadership ◽  
Organizational Change ◽  
Employee Involvement ◽  
Change Readiness ◽  
Employee Voice ◽  
Equation Modeling ◽  
Commitment To Change ◽  
The Relationship ◽  
Moderating Role

This study explores the antecedents for organizational change readiness for altering the status quo and empirically validates few potent tools which facilitate change. By drawing on change management literature, this study examines the influence of employee voice (EV) and employee involvement (EI) on commitment-to-change (CTC), considering the latter as a mediating variable in the relation between antecedent human resources practices (EV and EI) and organizational change readiness (OCR). Subsequently, the moderating role of transformational leadership was analyzed on these posited relationships. The hypotheses proposed in the research model are tested on a sample of 516 employees from an Indian public sector organization, applying Baron and Kenny’s (1986) technique for establishing mediation and Ping’s approach to moderated structured equation modeling for moderation. The findings suggest that CTC partially mediates the relationship between EV and OCR, but it does not mediate between EI and OCR. Likewise, the study results also empirically validate that the relationship between EV and CTC is enhanced if leadership is transformational, also the hypothesis positing the moderating role of transformational leadership between EI and CTC was supported.

Role of virtues in the relationship between shame and tendency to plagiarise

2019 ◽  
Vol 33 (1) ◽  
pp. 66-85 ◽  
Author(s):  
Deepika Pandoi ◽  
Sanjaya Singh Gaur ◽  
Anup Kumar Gupta
Keyword(s):  
Structural Equation ◽  
Partial Least Square ◽  
Least Square ◽  
Path Model ◽  
Content Type ◽  
External Shame ◽  
Quasi Experimental ◽  
The Relationship ◽  
Practical Implications

Purpose Plagiarism is an epidemic for scholars that needs to be managed. Penalties do not seem to be able to stop people from indulging in it. Manipulation of emotions and values may help in discouraging people from plagiarism. Therefore, the purpose of this paper is to understand the association between felt emotion and plagiarism outcome behaviours. Another objective of the study is to see the role of virtues in discouraging people from plagiarism. Design/methodology/approach A scenario-based quasi-experimental method is used to collect the data. Graduate students from various Indian universities were invited for the experiment. The partial least square based structural equation modelling is used to test the measurement as well as path model. Findings The authors found that manipulated shame resulted in feelings of both international and external shame. When individuals feel internal shame, they avoid and discontinue plagiarism. They also try to repair the damage that they cause by plagiarism. However, feeling of external shame only encourages individuals to discontinue plagiarism behaviour. Virtues such as influence, competitiveness and equality weaken the relationship between internal shame and plagiarism-related outcome behaviour. At the same time, these virtues do not affect the relationship between external shame and outcome behaviours. Practical implications This study has important implications for the institutions of higher education. The study suggests that universities should provoke the emotion of shame through various communications to students to control the act of plagiarism by their students. Originality/value No study seems to have examined if the manipulation of emotions and values can help reduce the problem of plagiarism. This is an attempt towards bridging this important gap in literature. Therefore, findings of this study are of great value to scholars and content developers.

The relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change

2017 ◽  
Vol 30 (4) ◽  
pp. 610-631 ◽  
Author(s):  
Parul Malik ◽  
Pooja Garg
Keyword(s):  
Knowledge Sharing ◽  
Structural Equation ◽  
Affective Commitment ◽  
Learning Culture ◽  
Mediating Effect ◽  
Commitment To Change ◽  
Content Type ◽  
Mediating Role ◽  
The Relationship

Purpose The purpose of this paper is to empirically investigate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Also, the paper examines the mediating effect of employee resilience on the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Design/methodology/approach The sample comprised of responses from 510 employees’ working in information technology companies based in India. Confirmatory factor analysis was employed to analyse the proposed measurement model and structural equation modelling was used to test the study hypotheses. Additionally, the study utilized mediation analyses proposed by Preacher and Hayes (2004) to investigate the mediating role of employee resilience. Findings The results show significant relationship between the study variables. Employee resilience was found to partially mediate the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change. Practical implications Examining the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and employee resilience can have significant implications for organizations. The proposed study framework can be utilized by the researchers and human resource practitioners to frame organizational practices and interventions to develop a pool of resilient and change committed workforce. Originality/value First, the general understanding of the relationship between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change is scant in literature. Second, the study extends the previous research by investigating the mediating role of employee resilience between learning culture, inquiry and dialogue, knowledge sharing structure and affective commitment to change.

Crisis communication in key account relationships

2014 ◽  
Vol 19 (3) ◽  
pp. 234-246 ◽  
Author(s):  
Satu Nätti ◽  
Suvi Rahkolin ◽  
Saila Saraniemi
Keyword(s):  
Crisis Communication ◽  
Communication Strategy ◽  
Content Type ◽  
Future Studies ◽  
Account Management ◽  
Key Account ◽  
The Relationship ◽  
Business To Business ◽  
Practical Implications

Purpose – A deliberate and planned crisis communication strategy is an important part of key account management. The purpose of this paper is to draw links between key account managers (KAM) and crisis communication and explore the elements critical to crisis communication in key account relationships. Design/methodology/approach – The approach is qualitative. Data were gathered from people experienced in crisis communication and responsible for strategic accounts. The paper analysed managers’ stories of crisis processes and related communication in relationships. Findings – Successful crisis communication requires an open and active crisis communicator, one willing to solve problems, and also the company being a partner worth trusting and the retention of the relationship being worthwhile for the customer. Research limitations/implications – The present study focuses on the managerial view, and therefore a dyadic approach is suggested for future studies. Practical implications – The role of the KAM as a crisis communicator and primary identifier of the crisis is emphasized. Originality/value – Existing crisis communication discussions have been very media focused. This study focuses on the key account relationship and the related crisis communication. In addition, although earlier studies examine the influences of crises on business relationships (e.g. Salo et al., 2009; Thiessen and Ingenhoff, 2010; Tähtinen and Vaaland, 2006), research on crisis communication in business-to-business key account relationships is still scarce. The results will help to understand the characteristics of crisis communication in key account relationships and enhance communication with strategic accounts.

scholarly journals Strategi Komunikasi Pembangunan Pertanian pada Komunitas Dayak di Kalimantan Barat

2016 ◽  
Vol 25 (2) ◽  
pp. 117 ◽  
Author(s):  
Gontom Citoro Kifli
Keyword(s):  
Agricultural Development ◽  
Technology Innovation ◽  
Communication Strategy ◽  
Dry Land ◽  
Small Group Communication ◽  
Participatory Communication ◽  
West Kalimantan ◽  
Liaison Person ◽  
Information And Technology

<strong>English</strong><br />West Kalimantan is inhabited by multi-ethnicity communities, such as Dayak, Melayu, and Java.  Dayak community is the major ethnic and spread out in West Kalimantan province. At present, Dayak community has many restricted accesses for specifically agricultural information and technology innovation.  The objective   of this article is to identify the role of Dayak community chief and their communication strategy for agricultural development.  The method used in this article was literature review about Dayak culture and their development communication. Dayak community was initially dwelling in Kalimantan region with main occupation as dry land farmers. Strategies   to improve accessibility of Dayak community on information and technology innovation are suggested as follows: (a) empowering the role of community chief as liaison person (contact person), (b) revitalizing mass media using radio and television with Dayak culture attributes, and (c) establishing small group communication by participatory communication within and outside the community.<br /><br /><br /><strong>Indonesian</strong><br />Penduduk Kalimantan Barat terdiri dari berbagai komunitas masyarakat (multi-etnis), dimana tiga etnis terbesar adalah etnis Dayak, Melayu dan Jawa. Komunitas  Dayak memiliki populasi yang terbesar dibanding yang lain dan hidup menyebar di wilayah   Kalimantan Barat.  Komunitas Dayak  merupakan suku asli Kalimantan dan    memiliki budaya bertani sebagai petani ladang. Tujuan dari penulisan ini adalah untuk mengidentifikasi dan merumuskan strategi komunikasi pembangunan pertanian pada komunitas Dayak di Kalimantan Barat yang lebih sesuai, dengan memanfaatkan eksistensi tokoh-tokoh adat. Tulisan ini merupakan review literatur berbagai bahan tertulis berkenaan dengan aspek adat, peran tokoh adat Dayak, dan komunikasi pembangunan pertanian.  Strategi pendekatan komunikasi yang  sebaiknya dilakukan dalam kaitan tersebut adalah melalui pemberdayaan tokoh adat Dayak sebagai liaison person atau penghubung, revitalisasi komunikasi massa melalui pemanfaatan media radio dan televisi dengan atribut  adat Dayak, serta pendekatan komunikasi kelompok melalui komunikasi  partisipatif di dalam  dan  luar komunitas Dayak.

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