Predicting organisational commitment: The role of line manager communication, employee trust and job satisfaction

Purpose: This study examines the influence of line manager communication (LMC) on affective organisational commitment through the mediating mechanisms of employee trust and job satisfaction. The study further investigates the moderation effect of line manager communication and employee trust to explain affective organisational commitment.Design/methodology/approach: Data for the study were collected from employees at different organisational levels in the financial services sector of South Africa through an online survey hosted on Qualtrics. A covariance-based structural equation modelling (SEM) was performed to assess the various hypotheses by using Mplus. The moderation analysis used the latent moderated structural (LMS) model approach, which utilises the unique capabilities of SEM.Findings/results: The results show that LMC does not independently influence organisational commitment. However, LMC indirectly influences affective organisational commitment through employee trust and job satisfaction. Moreover, the findings indicate that LMC positively influences affective organisational commitment under conditions of high employee trust.Practical implications: Firms should develop the communication skills of line managers to foster employee trust and job satisfaction to contribute to employee commitment. Line manager communication should be nurtured, especially in high-paced financial services firm environments, for employee trust and job satisfaction to be enhanced, and in turn, improve organisational commitment.Originality/value: The findings demonstrate that LMC does not independently influence organisational trust. Instead, line managers should focus their communications on improving employee trust and job satisfaction if they seek to foster strong employee identification with firm goals and vision.

What Young Adults Want: A Multistudy Examination of Vocational Anticipatory Socialization Through the Lens of Students’ Desired Managerial Communication Behaviors

Without experience or in the face of limited work experience, refined expectations for what it means to work or what to expect in terms of communicative role behaviors from a manager may largely be composed of desires. Therein lies the tension; if young adults are unable or unwilling to see work processes and managerial behavior the way that they are, they may reorient their attention from realistic expectations to a focus on their individual desires and preferences. Through a sequential-explanatory mixed-method design (focus groups and exploratory and confirmatory factor analysis), prominent managerial archetypes are explored, categorized, and validated. The archetypes are composed of sets of corresponding communicative and relational behaviors that encompass common approaches to managing. Conversation regarding the overlap and divergence of desires with actual manager communication behaviors may better prepare matriculating students as they transition into the workplace.

The efficiency levels of the nurse managers in communication

Aim is to predicate efficiency levels of the nurse managers in communication. The sample constituted 108 nurses. The socio-demographical characteristics of the nurses and the nurse managers were inquired. The efficiency levels of the nurse managers in communication were evaluated with the ‘Communication Efficiency Scale’. SPSS for Windows 12.0 Program was used in the data evaluation. When the demographical characteristics of nurse managers have been compared with communication level, there was not found a statistically significant correlation (p ˃ 0.05). But the nurse managers who are over 40 ages, license grad and had a long time professional experience were found conspicuous because of their high communication scores. As a result, it was determined that the ‘Communication Efficiency Scale’ is reliable and valid and can be used in these studies and the efficiency levels of the nurse managers who work in a Training and Research Hospital in İstanbul are enough.Keywords: Nurse, manager, communication, scale

Emotional change management risks in manager communication styles

Purpose This paper aims to review the latest management developments across the globe and pinpoint practical implications from cutting-edge research and case studies. Design/methodology/approach This briefing is prepared by an independent writer who adds their own impartial comments and places the papers in context. Findings This research paper demonstrates how middle managers adopt an authoritative communication style when they perceive their organization to be under threat. This emotional response is even more true in managers who exhibit high levels of organizational commitment. Practical implications The paper provides strategic insights and practical thinking that have influenced some of the world’s leading organizations. Originality/value The briefing saves busy executives and researchers hours of reading time by selecting only the very best, most pertinent information and presenting it in a condensed and easy-to-digest format.

ПСИХОЛОГО-ПЕДАГОГІЧНА ПІДТРИМКА ОБДАРОВАНИХ УЧНІВ В ІНТЕРНЕТ-СЕРЕДОВИЩІ

On the basis of a Pilot study author highlighted the problem groups of the factors affecting the performance of competitive research projects by students. These groups of factors conventionally are divided into: physical (health, well-being, fatigue); psychological (negative emotions, feelings, anxiety); social (communication with the manager, communication with peers, responsibility, greater load); scientific and methodical (limitation of resources, literature, scientific guidelines regulations); others (lack of time, technical design of the research). This article states that gifted students need more close interaction among themselves and with their scientific mentors; they have a certain psychological difficulties and seek help of specialist, but do not realize this desire in social life. The author proves the necessity and feasibility of establishing an interactive network centre to provide psychological and educational support for gifted students.