The Influence of Trust on Innovation: Mediated Moderating Effect of Planned Change through Organizational Communication

오주연;  Byungwoo Choi

doi:10.15843/kpapr.29.1.201503.35

The Effect of Organizational Communication Satisfaction on Organizational Commitment : Moderating Effect of Formalization

The Korean Academic Association of Business Administration ◽

10.18032/kaaba.2020.33.2.189 ◽

2020 ◽

Vol 33 (2) ◽

pp. 189-210

Author(s):

Jeongmin Kim ◽

Hyewon Koh ◽

Sangho Lee

Keyword(s):

Organizational Commitment ◽

Organizational Communication ◽

Moderating Effect ◽

Communication Satisfaction

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Moderating Effect of Job Characteristics on Organizational Communication.

Academy of Management Proceedings ◽

10.5465/ambpp.1982.4976562 ◽

1982 ◽

Vol 1982 (1) ◽

pp. 201-205 ◽

Cited By ~ 1

Author(s):

Robert Gatewood ◽

William Boulton ◽

John Hatfield ◽

Richard Huseman

Keyword(s):

Organizational Communication ◽

Job Characteristics ◽

Moderating Effect

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Komunikasi Organisasi, Stres Kerja dan Kinerja Karyawan: Dukungan Sosial Sebagai Variabel Moderasi

Jurnal Akuntansi Bisnis ◽

10.24167/jab.v17i1.2291 ◽

2019 ◽

Vol 17 (1) ◽

pp. 98

Author(s):

Benita Ruth Ayu Rudianto

Keyword(s):

Social Support ◽

Organizational Communication ◽

Job Stress ◽

Employee Performance ◽

Moderating Effect ◽

Negative Effects ◽

Good Communication ◽

And Performance ◽

Performance Results ◽

The Relationship

Abstract This study examine moderating effect of social support on the relationship between organizational communication and employee performance and also between job stress and employee performance. Results show that social support modify the effect of organizational communication to jo stress. This indicates that family and colleagues support are able to create good communication and mitigate stressful negative effects. In addition, this study also examine moderating effect of job stress on the relatiionship between organizational communication and performance. Results show that job stress mediate the effect organizational communication on employee performance. Effective communication among employees lead to a lower level of stress and thus increase employee performance.. Abstrak Penelitian ini bertujuan untuk menguji pengaruh moderasi dukungan sosial pada hubungan komunikasi organisasi dan stres kerja serta efeknya terhadap kinerja karyawan. Hasil penelitian menunjukan bahwa terdapat pengaruh dukungan sosial sebagai moderator efek komunikasi organisasi terhadap stres kerja. Dukungan yang diterima dari keluarga maupun rekan kerja mampu menciptakan komunikasi yang baik dan dapat menghadapi stres yang dialami. Hasil penelitian ini juga menunjukan bahwa terdapat pengaruh stres kerja sebagai mediator efek komunikasi organisasi terhadap kinerja karyawan. Komunikasi yang berjalan baik antar karyawan pada lingkungan organisasi menyebabkan tingkat stres yang dihadapi karyawan dapat turun sehingga kinerja karyawan meningkat

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Supervision: A Case Study

Language Speech and Hearing Services in Schools ◽

10.1044/0161-1461.0804.256 ◽

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.

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

Journal of Personnel Psychology ◽

10.1027/1866-5888/a000261 ◽

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.

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