scholarly journals THE ROLE OF COMMUNICATION IN ENHANCING EMPLOYEES ORGANIZATIONAL COMMITMENT

2021 ◽  
Vol 9 (08) ◽  
pp. 1109-1124
Author(s):  
Olomu Abome Bright ◽  
Keyword(s):  
Organizational Commitment ◽  
Demographic Data ◽  
Communication Channels ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Informal Communication ◽  
Communication Climate ◽  
Academic Degree ◽  
The Impact

Purpose - The purpose of this paper is to determine the role of communication in enhancing employees organizational commitment. The general objective of the study involves examining the impact of communication satisfaction, communication climate, relationship with superiors, organization integration, media quality, horizontal and informal communication channels, organizational perspective, relationship with other employees, personal feedback and the flow of informationon employees organizational commitment.Design/methodology/approach –The study utilized quantitative research methodology toinvestigatethe reason why employeescommunicate with their superiors and subordinates, the role of communication, their satisfaction and commitment towards their organization. Data was collected using a survey of structured questionnaire. The data analysis was conducted through descriptive statistical analysis by using the Statistical Package for Social Sciences (SPSS). Demographic data such as gender, age, academic degree, experience years, and the management level were analyzed by using frequency distributions and Percentages with the results presented in charts and tables. Inferential statistics were obtained by carrying out correlation and regressions analyses, to test for the correlations between the variables and their influence on employees organizational commitment.Findings and conclusions of the study - The results of the study revealed that communication satisfaction has a significant positive correlation withorganizational commitment, communication climate was also positively correlated to commitment, organization integration and perspective was highly and positively correlated to employees commitment whilepersonal feedback, horizontal and informal communication channels, and relationship with superiors was minimally positively related to employees organizational commitment. Additionally, the regression analysis indicate thatcommunication dimensions, internal communication and organizational integration are closely associated with employees organizational commitment. Therefore, nine (9) hypotheses were developed and tested accordingly to conclude that communication has a significant and direct impact on employees organizational commitment. Furthermore, the main implication of this study is associated with the fact that, organizations could use the findings of this study to develop communication practices and channels that encourage commitment within the organization which might translate to increased innovation, productivity, opportunity, collaboration, and effective commitment. The study also shows that employees organizational commitment can be improved through job enhancement together with matching the individuals values to those of the organization rather than, finding ways and means of improving job satisfaction through different strategies that involves improving the standard of the supervision, decentralization of power and counseling.

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

Does good internal communication enhance life satisfaction?

2020 ◽  
Vol 24 (4) ◽  
pp. 363-376
Author(s):  
Dubravka Sinčić Ćorić ◽  
Nina Pološki Vokić ◽  
Ana Tkalac Verčič
Keyword(s):  
Life Satisfaction ◽  
Satisfaction With Life ◽  
Two Dimensions ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Common Source ◽  
Informal Communication ◽  
Communication Climate ◽  
Homogeneous Sample ◽  
Content Type

PurposeThe study explored the relationship between the two concepts—internal communication satisfaction (ICS) and life satisfaction. Additionally, the study analyzed the link between eight internal communication dimensions (satisfaction with feedback, satisfaction with communication with immediate superior, satisfaction with horizontal communication, satisfaction with informal communication, satisfaction with information about the organization, satisfaction with communication climate, satisfaction with the quality of communication media and satisfaction with communication in meetings) and life satisfaction.Design/methodology/approachTo exclude the potential impact of contextual factors, we conducted a quantitative field research on a homogeneous sample of 507 respondents, employed in a multinational organization. For the assessment of ICS, we used the Internal Communication Satisfaction Scale (UPZIK), developed by Tkalac Vercic et al. (2009). For the assessment of life satisfaction, we used the satisfaction with life acale (SWLS) developed by Diener et al. (1985).FindingsResults showed a very high, statistically significant correlation between ICS and life satisfaction. All dimensions of ICS are highly correlated with life satisfaction, but this relationship proved to be the strongest between life satisfaction and two dimensions of ICS (satisfaction with informal communication and satisfaction with communication climate).Research limitations/implicationsOur study has three general limitations: (1) the dataset is of cross-sectional nature, which prevents inferring causality between variables; (2) a common source bias is present (ICS and life satisfaction are measured from the same source) and (3) we used self-reports [given the subjective nature and others’ reports of life satisfaction yield weaker but similar results (Erdogan et al., 2012)].Originality/valueWe identified satisfaction with internal communication, as a work domain that has not yet received attention in the management literature, to have an important role in life satisfaction. Among others, we found satisfaction with informal communication and satisfaction with communication climate to be especially relevant ICS dimensions, implying that organizations should primarily cultivate non-formalized dimensions of internal communication—a positive communication environment.

scholarly journals An Integrated Framework on Service Recovery Performance: The Mediating Role of Organizational Commitment

2018 ◽  
Vol 6 (2) ◽  
pp. 263-279
Author(s):  
Munawar Javed Ahmad ◽  
Norzieiriani Ahmad ◽  
Nazlina Zakaria
Keyword(s):  
Organizational Commitment ◽  
Service Recovery ◽  
Employee Training ◽  
Internal Communication ◽  
Ongoing Research ◽  
Mediating Role ◽  
Service Recovery Performance ◽  
Recovery Performance ◽  
The Impact

This study aims to provide a summary review of what is already known about service recovery performance and recognizes some emergent issues that assume a vital part in it. By synthesizing extant service recovery literature, this article seeks further understanding of service recovery performance and offers priorities for ongoing research on this area in the telecom industry in Pakistan. Despite, there been a substantial amount of discussion done to address the service recovery performance issue that is featuring massive challenges, there is a certain paucity of information regarding the subject matter in Pakistan. This study provides a conceptual framework intended to broaden the comprehension of service recovery performance and the impact of the evolving role of selected internal marketing practices. For instance, internal communication, employee rewards, employee training, and employee empowerment. Finally, presenting the mediation role of organizational commitment in the proposed framework make an important contribution to the existing literature on service recovery performance by addressing both practical and conceptual aspects.

Organizational Justice and Employee Sustainability: The Mediating Role of Organizational Commitment

2020 ◽  
Vol 3 (3) ◽  
pp. 12-22
Author(s):  
Mehreen Fatima ◽  
Zeeshan Izhar ◽  
Zaheer Abbas Kazmi
Keyword(s):  
Organizational Commitment ◽  
Organizational Justice ◽  
Developing Country ◽  
Design Methodology ◽  
Direct Relationship ◽  
Banking Sector ◽  
Mediating Role ◽  
Research Gap ◽  
The Impact

Purpose- The primary purpose of the study is to determine the impact of organizational justice (OJ) on employee sustainability. Along with that, it also describes how organizational commitment mediates this direct relationship. This study includes all dimensions of OJ which are distributive, procedural and interactional (interpersonal & informational) within the context of a developing country (Pakistan). Design/Methodology- This study has considered employees working in the banking sector of Pakistan. Two hundred ten questionnaires were received back from employees. Regression analysis was used to analyze direct relationships between variables, while smart partial least squares (PLS) were used for mediation analysis. Findings- Results demonstrated that all hypothesis were accepted and it was also confirmed that organizational commitment (OC) mediates the direct relationship between OJ and employee sustainability (ES). Originality/value- Multidimensional construct of organizational justice was tested in this study, in the context of a developing country (Pakistan), to address the research gap.

scholarly journals The Effect of Using Social Media in the Modern Marketing Communication on the Shaping an External Employer’s Image

Energies ◽  
2021 ◽  
Vol 14 (14) ◽  
pp. 4177
Author(s):  
Agnieszka Izabela Baruk ◽  
Grzegorz Wesołowski
Keyword(s):  
World Literature ◽  
Statistical Tests ◽  
Empirical Studies ◽  
Communication Channels ◽  
Primary Data ◽  
Survey Method ◽  
Marketing Communication ◽  
Chi Square ◽  
The Impact

The aim of this article was to determine the significance of modern marketing communication channels used in the process of shaping the external image of an enterprise as an employer. An analysis of the world literature on marketing, management, marketing communication and human resource management was used to prepare the theoretical part. The results of the analysis indicate a cognitive and research gap regarding the use of modern communication channels for building the external image of an enterprise in the role of an employer. In order to reduce the gap, empirical studies were conducted among young Polish potential employees, in which the survey method was used to gather primary data. The collected data were subjected to statistical analysis, during which the following methods and statistical tests were applied: the analysis of average values, exploratory factor analysis, Kruskal–Wallis test (KW), Pearson chi-square independence test and V-Cramer coefficient analysis. The results of the analyses conducted indicate, inter alia, that statistically significant diversity was identified in the case of non-professional media in terms of respondents’ opinions on whether the employer’s image created by modern media is better than the employer’s image created on the basis of classical marketing communication channels. In the case of professional and non-professional media, the age of the respondents was not a differentiating feature. Moreover, neither for professional media nor for non-professional media were statistically significant dependencies identified between respondents’ opinions on the impact of actions undertaken by enterprises on shaping their positive external image as an employer and respondents’ opinions on whether the employer’s image created on the basis of modern marketing communication channels is more beneficial than the employer’s image created on the basis of classical marketing communication channels. The results obtained on the basis of the research have a cognitive and applicability value, characterized by originality. Until now, the importance of using modern marketing communication channels in shaping the employer’s external image has not been analysed. This also applies to enterprises operating on the energy market.

scholarly journals The Relationship among Emotional Leadership, Job Satisfaction and Organizational Commitment: Taking China’s Hotel Industry as an Example

2020 ◽  
Vol 218 ◽  
pp. 04014
Author(s):  
Yixing Jin ◽  
Peiying Wu ◽  
Cheng Lin ◽  
Yingda Wang
Keyword(s):  
Job Satisfaction ◽  
Organizational Commitment ◽  
Hotel Industry ◽  
Mediating Role ◽  
Positive Effects ◽  
Emotional Leadership ◽  
The Impact ◽  
The Relationship ◽  
Positive Effect

This study investigated the impact of emotional leadership of leaders on organizational commitment of hotel employees, as well as the mediating role of job satisfaction. The results indicate that: (1) Emotional leadership and job satisfaction have positive effects on organizational commitment. (2) Emotional leadership has a positive effect on job satisfaction. (3) Job satisfaction plays a mediating role between emotional leadership and organizational commitment.

scholarly journals PENGARUH SERVANT LEADERSHIP TERHADAP KOMITMEN ORGANISASIONAL DAN KINERJA PEGAWAI (Studi pada Pegawai Negeri Sipil di RSUD Wangaya Kota Denpasar)

2017 ◽  
pp. 2731
Author(s):  
I Gede Hendry Kamanjaya ◽  
Wayan Gede Supartha ◽  
IG.A. Manuati Dewi
Keyword(s):  
Organizational Commitment ◽  
Servant Leadership ◽  
Structural Equation ◽  
Employee Performance ◽  
Equation Model ◽  
Partial Least Square ◽  
Least Square ◽  
Inferential Analysis ◽  
The Impact

This study is focused to analyze the impact of servant leadership on employee performance in relation to the organizational commitment mediation. It is a causality research, providing an explanation and understanding about the impact of servant leadership on employee performance and the impact of servant leadership on organizational commitment. The sample of the research are 90 civil servants in Wangaya General Hospital as the respondents. In this study questionares are used as instuments of the research. Descriptive and inferential analysis were applied as method of analysis and Structural Equation Model-Partial Least Square (SEM-PLS) as a tool. The result is that servant leadership does not have any significant effect on employees performance, servant leadership has a positive and significant effect on organizational commitment, organizational commitment has positive and significant effect on employee performance, and the impact on servant leadership and employee performance through the role of organizational commitment as mediating variable is supported.

scholarly journals Pengaruh Komitmen Organisasional dan Etika Kerja Islami terhadap Performansi Kerja Para Staf Pengajar pada Perguruan Tinggi di Surakarta dengan Basis Institusi sebagai Variabel Moderator

2012 ◽  
Vol 3 (1) ◽  
pp. 73
Author(s):  
Amin Wahyudi
Keyword(s):  
Organizational Commitment ◽  
Job Performance ◽  
Faculty Member ◽  
Work Ethic ◽  
Islamic Work Ethic ◽  
The Impact ◽  
Moderating Role

The purposes of this study are: (1) examine the impact of organizationalcommitment to job performance of faculty member in Surakarta; (2) examine the impact of Islamic work ethic to job performance; and (3) examine the moderation role of institutional-base on the impact of Islamic work ethic to job performance. The results show that organizational commitment and Islamic work ethic had significance effect to job performance, but institutional-based had no moderating role in the effect of Islamic work ethic to job performance

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