Internal Communication and Job Satisfaction Revisited

2020 ◽  
pp. 173-192
Author(s):  
J. David Pincus ◽  
Janice E. Knipp ◽  
Robert E. Rayfield
Keyword(s):  
Job Satisfaction ◽  
Internal Communication

Employee Online Communities

2022 ◽  
pp. 425-440
Author(s):  
Shirin Alavi
Keyword(s):  
Job Satisfaction ◽  
Employee Engagement ◽  
Online Communities ◽  
Employee Retention ◽  
Mission Statement ◽  
Internal Communication ◽  
Corporate Values ◽  
The Past ◽  
The World

This chapter seeks to impart understanding of the role of employee online communities for enhanced employee engagement and retention in an organization. The highly engaged and motivated employees would contribute more towards accomplishing the organizations goals. The various research studies conducted in the past across the world identify job satisfaction as a major determinant of employee engagement and retention. The role of internal communication through employee online communities of organizations or intranets is theoretically suggested to be a major influencer for the enhancement of employee engagement efforts. This can help to enhance and support culture, corporate values, mission statement, and annual company goals. The purpose of this chapter is to investigate the role that the employee online communities of organizations play in order to support the twin objectives of employee retention and engagement. Engaging employees can be the catalyst for inducing positive change among employees and, as a result, boosting an organization's success.

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

scholarly journals Modelling the Relationships between Internal Marketing Factors and Employee Job Satisfaction in Oil and Gas Industry

2017 ◽  
Vol 13 (3) ◽  
pp. 135 ◽  
Author(s):  
Nazneen Islam Rony ◽  
Norazah Mohd Suki
Keyword(s):  
Job Satisfaction ◽  
Oil And Gas ◽  
Oil And Gas Industry ◽  
Internal Marketing ◽  
Internal Communication ◽  
Entrepreneurial Intentions ◽  
Gas Industry ◽  
Employee Job Satisfaction ◽  
The Individual ◽  
The Impact

Employees have long been playing the pivotal role in service organizations to achieve a success-oriented goal. The oil and gas industry is included in the high rising sectors in the world’s economy. Due to economic turmoil in this sector, a fear of being laid off remains in an employee’s mind. Thus, the goal of this study is to assess the impact between internal marketing factors (e.g., extrinsic and intrinsic employee rewards, leadership, internal communication, and training and development), and employee job satisfaction in the oil and gas industry. There were 215 complete and usable questionnaires received, and the answers varied among the demographic and functional designation within the oil and gas industry. Multiple regressions were utilized for analysis of data. Results revealed that internal communication is recognized to have the strongest effect on employee job satisfaction in the oil and gas industry. Organizations must emphasize on communicating to all level of employees by setting clear directions and key priorities in the organization, provided that the communications are not misled through upward and downward streams. Furthermore, organizations are to create a space for employees to give clear instructions via e-mail, paper, telephones, and face-to-face communication. A management can utilize the research results by conducting such internal marketing practices to keep their top rated employees within the organization. ut the individual differences related to entrepreneurial intentions, it is necessary to continue studying this phenomenon, considering that the results are still scarce and inconclusive.

scholarly journals The influence of communication satisfaction on job satisfaction: The case of employees in the Republic of Serbia

2021 ◽  
Vol 23 (2) ◽  
pp. 173-187
Author(s):  
Biljana Đorđević ◽  
Sandra Milanović ◽  
Jelena Stanković
Keyword(s):  
Job Satisfaction ◽  
Research Study ◽  
Positive Impact ◽  
Internal Communication ◽  
Communication Satisfaction ◽  
Bivariate Correlation ◽  
The Subject ◽  
The Republic ◽  
The Relationship ◽  
A Company

Communication is one of the processes that take place within a company. However, employees may be more or less satisfied with the communication that takes place in their work environment. Thus, if employees are satisfied with communication inside their company, such communication satisfaction can be expected to have a positive impact on job satisfaction (JS). Employee JS can initiate many other positive consequences in terms of their attitudes and behaviors. One way to achieve this is to increase satisfaction with internal communication. Starting from the above-mentioned, the subject matter of this paper is to examine the relationship between communication satisfaction (CS) and JS on the example of employees in companies in the Republic of Serbia. This research study is aimed at determining whether there is a connection between these phenomena or not. The sample consists of 202 employees. The results of the study have shown that the bivariate correlation between CS and JS is positive. In addition, the results of the study have shown that several dimensions of CS have a statistically significant impact on employee JS.

scholarly journals USE OF GAMIFICATION IN HUMAN RESOURCE MANAGEMENT: IMPACT ON ENGAGEMENT AND SATISFACTION

2018 ◽  
Author(s):  
Daiga Ērgle ◽  
Iveta Ludviga
Keyword(s):  
Job Satisfaction ◽  
Human Resource Management ◽  
Human Resource ◽  
Positive Impact ◽  
Internal Communication ◽  
Employee Job Satisfaction ◽  
Equation Modelling ◽  
Using Data ◽  
Hr Managers ◽  
Source Management

The use of games, also called gamification, is innovative an approach in contemporary human re-source management. The aim of this research is to assess whether gamification, if used in HR pro-cesses, can increase engagement and job satisfaction among employees, as well as to identify which HR processes respond better to gamification. Using data from CAWI interviews (n = 620) and Struc-tural Equation Modelling (PLS-SEM) method with smartPLS software, the researchers found a signifi-cant positive impact of gamification on employee job satisfaction, however, no impact on engage-ment. Teambuilding and internal communication were identified as HR processes which better re-spond to gamification and recommendations for HR managers provided.

Participation impacts IT workers’ organisational commitment through the mediating roles of internal communication adequacy, burnout and job satisfaction

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Keyword(s):  
Job Satisfaction ◽  
Bachelor's Degree ◽  
Internal Communication ◽  
Organisational Commitment ◽  
High Turnover ◽  
Related Services ◽  
Content Type ◽  
Knowledge Based ◽  
Communication Practices ◽  
It Workers

Purpose The author said it was important to study organisational commitment in knowledge-based sectors like IT, where the quality and commitment of employees was critical. In addition, IT workers can easily find new jobs and high turnover is costly for organisations. His goal was to establish the antecedents of EOC Design/methodology/approach Data came from a public IT company (PITC) owned by a large Midwestern US university. PITC employs around 300 people in IT-related services, including engineers, technicians, and systems support personnel. There were 111 completed surveys. Around 61% had a bachelor’s degree and 23% had a postgraduate diploma. Findings The results showed that the three proposed mediators – ICA, burnout and job satisfaction ? were all significantly correlated with organisational commitment. But the data also indicated that there was no direct relationship between EWP and EOC. Instead, the relationship was found to be indirect. Originality/value There are several important implications for IT managers: first, when participative communication practices fail to increase the adequacy of internal communication, employees? understanding of their jobs, they are unlikely to foster EOC. Second, for EWP to positively impact EOC, it has to reduce employees? emotional exhaustion to the extent that it also increases their job satisfaction. Third, employees should be involved in the design of participation communication practices.

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