Internal crisis communication : the effects of negative employee-organization relationships and negative emotions on reputation and employees' unsupportive behavior

This study examines the role that negative employee-organization relationships (NEORs) play in determining crisis outcomes (organization's internal reputation and employees' unsupportive behavior). Moreover, the study aims to determine whether the timing of the communication message and the response strategies used in the message affect crisis outcomes. Finally, the role of negative emotions is investigated as mediating variables to explain the relationship between NEORs, crisis response strategies, and crisis timing strategies on crisis outcomes. This study employed an online experiment with 2 (crisis response strategy: rebuilding vs. defensive) x 2 (timing: stealing thunder vs. thunder) between-subjects factorial design with a total of 465 participants recruited from Amazon's market research tool, MTurk. The findings indicate that NEORs affect internal reputation negatively and increase the likelihood of unsupportive behavior. Timing does not affect the relationship between NEORs and crisis outcomes. Rebuilding strategies help in overcoming employees' unwillingness to support the organization during a crisis. Lastly, negative emotions influenced the effect of NEORs on the crisis outcomes. Both theoretical and practical implications are discussed.

People ManagementThrough HRM & Transformational Leadership: A Key Factor of Organizational Performance

This article investigates the relationship between internal reputation management, Human Resource Management and Organizational performance. In light of the past investigations in related field, it has been demonstrated that people management and a proper leadership style can impact the achievement and the economic development of both the organizations and employees. Therefore, the reason for this paper is to clarify the impacts of HRM and leadership styles on the organizational performance. Our fundamental spotlight is on reputation management, HRM and transformational leadership, and its job in empowering the expansion in organizational performance. Our main focus is on HRM and transformational leadership, and its role in enabling the increase in organizational performance.In this study we have found that HRM practices and transformational leadership has a significant and positive impact on job satisfaction, work efficiency, employee’s turnover and employee’s moral which leads towards organisational success.

WINNING THE TALENT WAR: UNDERSTANDING MALAYSIAN ISLAMIC FINANCE GRADUATE TALENTS JOB AND ORGANIZATION ATTRIBUTES PREFERENCES USING CHOICE BASED CONJOINT ANALYSIS

The talent crunch and consequent war of talent poses serious risk for the success and sustainability of industries all over the globe. This is most especially so in the Malaysian Islamic finance industry which has been witnessing huge talent gap and fierce competition for limited talent. This study, unlike past research, employs discrete choice conjoint analysis, a new quantitative method to provide information on the relative importance of identified job and organisation attributes in determining the job preference or choice of graduate talents of Insaniah university college Malaysia. All identified job and organisation attributes were found to positively significant in determining job choice of talents. Job security is relatively the most preferred attribute and donation to charity is the least preferred. Organization reputation attributes such as training and development which are internal reputation attributes are found to be relatively very important. In contrast, donation to charity, an external corporate reputation attribute, is found to be least relatively important. This study results strongly suggest that policy makers in Malaysian Islamic finance industry should incorporate the preferred attributes in the employee value proposition to attract the needed pool of talent.