The Role of Symmetrical Internal Communication in Improving Employee Experiences and Organizational Identification During COVID-19 Pandemic-Induced Organizational Change

2021 ◽  
pp. 232948842110506
Author(s):  
Ruoyu Sun ◽  
Jo-Yun Queenie Li ◽  
Yeunjae Lee ◽  
Weiting Tao

Integrating strategic internal communication research with organizational change literature and organizational support theory, this study proposes a theoretical model to understand the influence of symmetrical internal communication on employees’ cognitive and affective experiences and organizational identification in a COVID-19 pandemic-induced change situation. A quantitative online survey was conducted with 490 full-time employees in the United States in mid-April 2020. Results indicate that symmetrical internal communication during organizational change contributes to employees’ perceptions of change communication quality. In addition, symmetrical internal communication, along with perceived quality of change communication, enhances employees’ perceptions of organizational support and positive emotions during organizational change, which in turn leads to stronger organizational identification. Theoretical and practical implications of the findings are discussed.

2020 ◽  
pp. 232948842091406 ◽  
Author(s):  
Cen April Yue ◽  
Linjuan Rita Men ◽  
Mary Ann Ferguson

As one of the first empirical attempts investigating the emerging role of positive emotional culture within organizations, the study examined how a symmetrical internal communication system and leaders’ use of motivating language contribute to fostering a positive emotional culture featured by joy, companionate love, pride, and gratitude. Furthermore, the study examined the linkage between a positive emotional culture and employees’ organizational identification. A quantitative online survey was conducted with 482 full-time employees in the United States. Results showed that both symmetrical internal communication and leaders’ use of motivating language, including meaning making, empathetic, and direction-giving languages, induced employees’ perception of a positive emotional culture of joy, companionate love, pride, and gratitude, which in turn enhanced employees’ organizational identification. Positive emotional culture fully mediated the impact of corporate and leadership communications on employee identification with the organization. Theoretical and practical implications of the findings are discussed.


2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee ◽  
Jarim Kim

PurposeThis study aimed to examine how senior leadership influences corporate communication and employees' attitudinal and behavioral outcomes. Using two-way symmetrical communication model in public relations and leadership theory, it investigated the effects of CEOs' task- and relationship-oriented leadership on symmetrical internal communication, employees' organizational commitment and communicative behaviors.Design/methodology/approachAn online survey was conducted with 417 full-time employees working in various industries in the United States.FindingsThe results showed that CEOs' relationship-oriented leadership significantly influenced symmetrical internal communication, which, in turn, increased affective commitment and employees' scouting behavior. CEOs' task-oriented communication had no significant effect on symmetrical communication.Originality/valueThis study advances theoretical understanding of two-way symmetrical communication in relation to senior leadership and provides practical insights for corporate leaders and public relations practitioners regarding how to improve employee outcomes through CEOs' strategic leadership and internal communication practices.


10.28945/2227 ◽  
2015 ◽  
Vol 14 ◽  
pp. 161-178 ◽  
Author(s):  
Dana Ruggiero ◽  
Christopher J. Mong

Previous studies indicated that the technology integration practices of teachers in the classroom often did not match their teaching styles. Researchers concluded that this was due, at least partially, to external barriers that prevented teachers from using technology in ways that matched their practiced teaching style. Many of these barriers, such as professional support and access to hardware and software, have been largely diminished over the last twenty years due to an influx of money and strategies for enhancing technology in primary and secondary schools in the United States. This mixed-methods research study was designed to examine the question, “What technology do teachers use and how do they use that technology to facilitate student learning?” K-12 classroom teachers were purposefully selected based on their full-time employment in a public, private, or religious school in a Midwestern state in the United States, supported by the endorsement of a school official. There were 1048 teachers from over 100 school corporations who completed an online survey consisting of six questions about classroom technology tools and professional development involving technology. Survey results suggest that technology integration is pervasive in the classroom with the most often used technology tool identified as PowerPoint. Moreover, teachers identified that training about technology is most effective when it is contextually based in their own classroom. Follow-up interviews were conducted with ten percent (n=111) of the teachers in order to examine the relationship between teachers’ daily classroom use of technology and their pedagogical practices. Results suggest a close relationship; for example, teachers with student-centric technology activities were supported by student-centric pedagogical practices in other areas. Moreover, teachers with strongly student-centered practices tended to exhibit a more pronounced need to create learning opportunities with technology as a base for enhancing 21st century skills in students. Teachers indicated that external barriers do exist that impact technology integration, such as a lack of in-service training, a lack of available technology, and restricted curriculum, but that overcoming internal barriers, including personal investment in technology, attitude towards technology, and peer support, were a bigger indicator of success. Recommendations are made for restructuring professional development on strategies for contextualizing technology integration in the classroom.


2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Soumendu Biswas

PurposeDespite organizational socialization and support, contemporary managers often perceive employees to be less engaged and attached to their workplace, multiplying their workload with unsolicited vexations and worries. In this connection, the purpose of this paper is to explore and possibly confirm the ameliorative role of organizational identification as a mediator between employees' perceptions of organizational support and justice and their favorable association to their levels of engagement and attenuation of their intentions to quit.Design/methodology/approachSuitable theories such as the social exchange and fairness heuristics theories were examined to select and support the study constructs. Accordingly, the literature was reviewed to formulate the study hypotheses and connect them through a conceptual latent variable model (LVM). Data were collected from 402 full-time managerial executives all over India. The data thus collected were subjected to structural equation modeling (SEM) procedures.FindingsAll the measures used in this study had acceptable reliabilities as indicated by their Cronbach's Alpha values. Based on the SEM procedures all the study hypotheses and one of the competing LVMs labeled as LVM5 was finally accepted.Originality/valueThe distinctive feature of this study is the theoretical compilation of all the study constructs in one LVM and subsequent empirical verification of the same. This study is, perhaps, the first of its kind to examine the implications of such justice-based perceptions of social exchange relations between employees and their organizations in India more so, since it considers support and justice to complement each other as an interactive whole.


2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee ◽  
Weiting Tao ◽  
Jo-Yun Queenie Li ◽  
Ruoyu Sun

Purpose This study aims to examine the effects of diversity-oriented leadership and strategic internal communication on employees’ knowledge-sharing behavior during a crisis situation, coronavirus (COVID-19) outbreak in particular. Integrating knowledge sharing research with internal crisis communication literature as well as self-determination theory, the mediating roles of employees’ intrinsic needs satisfaction are also identified. Design/methodology/approach An online survey was conducted with 490 full-time employees in the USA across industry sectors during the COVID-19 outbreak. Findings Results suggest that diversity-oriented leadership contributes to transparent internal communication during a crisis and increases employees’ satisfaction of autonomy, competence and relatedness needs. Transparent internal communication also increases employees’ intrinsic needs satisfaction, which in turn fosters their job engagement and knowledge-sharing behavior during the crisis. Originality/value This study is one of the earliest studies to demonstrate the effectiveness of diversity-oriented leadership and strategic internal crisis communication in enhancing employees’ knowledge-sharing behavior, especially in the context of COVID-19.


2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jo-Yun Li ◽  
Yeunjae Lee

PurposeThis study seeks to address the question on the role of information-seeking behavior in dealing with uncertainty on workplace health disclosure from the perspectives of internal communication.Design/methodology/approachAn online survey was conducted with 409 full-time employees in large-sized companies in the United States.FindingsThe results showed that employees engage in proactive and passive information-seeking strategies when they are uncertain about their supervisors' reactions toward their health problems. Positive EOR and organizational climate would increase their intention to adopt inquiry strategy, whereas negative EOR and the climate would increase their intention to adopt monitoring strategy. Employees who adopt inquiry strategy tend to perceive the benefits of health disclosure, whereas those who adopt monitoring strategy tend to perceive the risks of health disclosure. If employees perceived increased benefits in terms of health disclosure, then they tend to disclose their health problems to their supervisors, and vice versa.Originality/valueThis study is among first to investigate workplace health disclosure decision-making from the perspectives of internal communication. These findings highlight the importance of excellent internal communications in employees' health disclosure decision-making process and support the proposition that proactive information-seeking is a strategy that contributes to uncertainty management in the workplace. This study also provides significant practical guidelines for corporate communication practitioners and leaders by establishing a safe and friendly environment where employees feel comfortable to disclose their health problems to supervisors.


2017 ◽  
Vol 35 (9-10) ◽  
pp. 2082-2106
Author(s):  
Sara A. McGirr ◽  
Heather D. Bomsta ◽  
Cortney Vandegrift ◽  
Katie Gregory ◽  
Beth Ann Hamilton ◽  
...  

Reproductive coercion (RC) is a form of intimate partner violence (IPV) that continues to lack adequate attention by both researchers and practitioners. RC is defined as “male partners’ attempts to promote pregnancy in their female partners through verbal pressure and threats to become pregnant (pregnancy coercion), direct interference with contraception (birth control sabotage), and threats and coercion related to pregnancy continuation or termination (control of pregnancy outcomes).” This type of partner violence can have serious consequences on a survivor’s health and well-being. Despite the fact that RC has been reported by many women experiencing IPV, and that this type of abuse appears to be disproportionately targeted against marginalized women, little is known about the extent to which advocates either proactively or reactively address it. To redress this, the current study involved a brief online survey sent to domestic violence victim service advocates across the United States and its territories. More than 700 advocates responded about their comfort, practices, and perceived barriers related to RC and survivors’ sexual health. Despite identifying (a) low levels of discomfort when discussing most topics relating to RC and (b) few barriers to discussing RC, few advocates reported regularly engaging in RC-related practices. Both greater levels of discomfort and identification of more barriers were associated with less frequent coercion-related practice. Study implications highlight the need for more specialized advocate training, and organizational support for advocates to comfortably and safely provide information and support about RC to survivors.


2020 ◽  
Author(s):  
Yeonhhon Jang ◽  
Myoungsoon You ◽  
Heeyoung Lee ◽  
Minjung lee ◽  
Yeji Lee ◽  
...  

Abstract Background To evaluate the current status of emotional exhaustion and peritraumatic distress of healthcare workers (HCWs) in the COVID-19 pandemic, and identify factors associated with their mental health status. Methods An online survey involving 1,068 HCWs that included nurses, physicians, and public health officers was conducted. Descriptive statistics and multivariate regression analyses were performed on the collected data. Results Although no significant difference in peritraumatic distress was observed among the surveyed HCWs, the workers’ experience of emotional exhaustion varied according to work characteristics. Respondents who were female, older, living with a spouse, and/or full-time workers reported higher levels of emotional exhaustion. Public health officers and other medical personnel who did not have direct contact with confirmed patients and full-time workers had a higher level of peritraumatic distress. Forced involvement in work related to COVID-19, worry about stigma, worry about becoming infected, and perceived sufficiency of organizational support negatively predict emotional exhaustion and peritraumatic distress. Conclusions Job-related and emotional stress of HCWs should not be neglected. Evidence-based interventions and supports are required to protect HCWs from mental illness and to promote mental health of those involved in the response to the COVID-19 pandemic.


2019 ◽  
Vol 24 (4) ◽  
pp. 670-685
Author(s):  
Charlotte Schulz-Knappe ◽  
Thomas Koch ◽  
Johannes Beckert

Purpose Past research has been concerned with finding reasons for failure of organizational changes and the role of employees in it. Whether employees hinder or support organizational change depends not only on the organizational context, but also on individual predispositions and the change communication employees experience during the process. The purpose of this paper is to test how these three categories affect employees’ attitudes toward the change as well as their tendency to show resistance or to support it. Design/methodology/approach An online survey (n=608) of German employees who were recently subject to a change in their workplace was conducted. Findings With respect to individual predispositions and organizational context, the results show that in particular skepticism, openness, engagement and influence on decisions are relevant predictors. Change communication variables (e.g. involvement, participation and appreciation) explain the largest share of variance, indicating that transparent communication and including employees in the process result in positive attitudes toward change and support. Originality/value This study adds to the discussion about which factors determine the support or resistance to organizational change by identifying relevant predictors, organizing them along three categories and testing them concurrently.


2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Yeunjae Lee ◽  
Katie Haejung Kim

PurposeTo advance the theoretical understanding of employees' advocacy on social media, this study aims to propose and test an integrative model that incorporates individual and organizational antecedents. Drawing from the relationship management theory in public relations and online behavior literature, the model specifically examines the collective impacts of the social media-related behavioral motivations of individuals and the quality of employee–organization relationship (EOR) on their positive information-sharing intentions about their company on personal social media.Design/methodology/approachAn online survey was conducted with 419 full-time employees in the USA who use social media.FindingsThe results of an online survey with full-time employees in the USA showed that the EOR influenced by symmetrical internal communication significantly increases employees' advocacy intentions and social media-related motivations. Considerable and distinct effects of individuals' positive behavioral motivations on social media (i.e. self-enhancement, altruism, enjoyment) on advocacy intentions are also found.Originality/valueThis study is among the first attempts to test the value of strategic internal communication and relationship management approach in enhancing employee advocacy on the digital environment, social media and their motives of using such channel for benefiting their company.


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