Effective Organizational Communication Research Articles

The Effectiveness of Organizational Communication in Improving Employee Performance at PT. Tirta Sibayakindo

This research aims to determine the effectiveness of organizational communication in improving the performance of PT. Sibayakindo employees. This research uses qualitative descriptive data analysis techniques. The data collection techniques used are observation, documentation and interviews with people and organization development. Based on the research results, it is concluded that communication is what binds the company together. Communicating well in a company is not easy, therefore communication strategies are needed. Organizational communication is the delivery and interpretation of messages between communication units in a particular organization. The main purpose of organizational communication is to convey thoughts, views and opinions, share information, express feelings and emotions, and work together. Organizational communication is not just about sharing information but also about building a strong foundation for progress and success. The strategies created and implemented are quite helpful and facilitate the performance of PT. Tirta Sibayakindo employees.

Effects of COVID-19 on accounting professionals’ job behaviors, focusing on the moderating effect of organizational communication

Effects of COVID-19 on accounting professionals’ job behaviors, focusing on the moderating effect of organizational communication

Analysis of the influence of communication, leadership, and work teams on nurse discipline

Introduction: The availability of quality health services for the community must receive attention from the government as one of the efforts to develop the health sector. Disappointing evidence regarding improvement in nurses' safe and quality care elevates the need to broaden our knowledge regarding the factors that enhance constant learning in nursing teams. Objective: Analyzes the effect of communication, leadership, and teamwork on nurse discipline. Methods: This quantitative research uses an analytical observational approach and a cross-sectional research design. With the analysis of the data, a linear regression test. The sample was selected using the cluster random sampling method with 36 respondents. Result: This shows the results of a linear regression test with a communication value of p = 0.024, a leadership p = 0.057, and a work team value of p = 0.004, so it can be supposed that there is an influence between the effectiveness of the work team and nurse discipline. So, it can be concluded that the point of communication and the effectiveness of the work team affect the discipline of nurses. Conclusion: the effect of the level of communication effectiveness and the effectiveness of the work team on the discipline of nurses. The story of the effectiveness of nurses can be increased by regulating the flow of information by sending authorized delegates. They are utilizing feedback to maintain organizational communication effectiveness by providing nurses with orientation, direction, and supervision.

EFFECTIVENESS OF ORGANIZATIONAL COMMUNICATION ON DECISION MAKING

EFFECTIVENESS OF ORGANIZATIONAL COMMUNICATION ON DECISION MAKING

Determinants of managerial perceptions of the impact of telework: The effect of information communication technology support, trust, and frequency of communication

Considering teleworking's pros and cons on organizational performance and the importance of managers on teleworking maintenance, this study aims to analyze three resources that influence managers' perceptions of teleworkers' effectiveness during the COVID-19 pandemic. Using a sample of 170 small and medium enterprise managers in Spain, the hypotheses were empirically tested through path analysis, and the model was estimated using the maximum likelihood method. Based on the job demands-resources model, this study contributes to the teleworking literature by demonstrating how the frequency of communication with teleworkers and managers' trust in employees are positively related to managers' perceptions of the organizational impact of teleworking. These relationships are not direct but are mediated by the perceived effectiveness of organizational communication. These findings have important managerial implications as they indicate the context that ensures managers' support for teleworking. Although this study has some limitations, such as its focus on a specific country or its cross-sectional nature, it lays the foundation for future studies considering individual, organizational, or sectoral variables that could moderate the analyzed relationships.

KINERJA PEGAWAI DILIHAT DARI KOMUNIKASI ORGANISASI DAN LINGKUNGAN KERJA

The purpose of this study was to determine the effect of organizational communication and work environment on the performance of the employees of the West Sumatra Province Investment and One Stop Service (DPMPTSP). The population in this study amounted to 60 employees. The sample taken is the entire population, which is 60 employees. The sampling technique in this study is a total sampling technique. Total sampling technique is a sampling technique in which the entire population is sampled. The analysis technique used in this research is validity, reliability, descriptive analysis, classical assumption test, multiple regression analysis, and t test. The results showed that organizational communication had a positive and significant effect on employee performance, while the work environment had a negative and insignificant effect on employee performance.

Effectiveness of Organizational Communication in Distribution of Village Funds to the Community in Air Joman District, Asahan Regency

Effectiveness of Organizational Communication in Distribution of Village Funds to the Community in Air Joman District, Asahan Regency

Perceived Communication Barriers With Career Management: An Assessment in Terms of Demographic Variables

The aim of this study is to investigate the relationship between perceived communication and career management of employees working at various levels in different sectors in Turkey in terms of demographic variables. The research covers 260 employees working in the public and private sectors in Istanbul. Results showed that employees’ perceived communication barriers have a significant negative and weak correlation with career management and also regression analysis indicated the same results. Further, differences were reported for participants’ age and work experience in terms of perceived career management and no significant differences were found for the other demographic variables in terms of employee communication barriers and career management. Based on the findings, it is suggested that to increase the positive perceptions of career management of employees, communication barriers should be eliminated and organizational communication effectiveness should be improved.

Organizational Communication for Excellent Education: A Model at Modern Islamic Elementary School Raudhatul Ma’arif, Bungo

This study aims to explore and discover the model of organizational communication effectiveness on learning in MI Modern Raudhatul Ma’arif, Muara Bungo, Jambi. Effective communication among teachers, school staff, and students plays a crucial role in formulating clear learning objectives and facilitating a better understanding of academic expectations. Communication enhances teaching quality by supporting open exchanges of knowledge and experiences. The involvement of parents is considered crucial, and strong organizational communication can strengthen collaboration between the school and families. Limited organizational communication can lead to misunderstandings, job dissatisfaction, and obstacles to achieving optimal educational outcomes. A qualitative method with the Grounded Theory approach was employed, involving various stakeholders such as teachers, students, parents, and administrative staff. This research is essential in understanding how organizational communication influences learning, teaching quality, and parental involvement in the continuously evolving education landscape. The study findings indicate that MI Modern Raudhatul Ma’arif has successfully established harmony between formal and informal communication, making organizational communication a cornerstone in achieving school objectives. The holistic and effective organizational communication model in MI Modern Raudhatul Ma’arif can serve as an example for other schools, providing a foundation for an inclusive, transparent, and positive educational atmosphere.

Komunikasi dalam Organisasi

The purpose of conducting this community service activity is to provide an understanding of communication within a good organization or its benefits to male and female students at the Yauma orphanage located on Paeban Street, Central Jakarta, on Mondays. After the completion of this activity, it is expected that male and female students will have an improved understanding of communication with humans and the connection with the divine, as servants of Allah among the people. This community service activity is held for one day. In the implementation of this community service activity, the problem found is that male and female students still lack an understanding of how to communicate effectively within an organization, following the principles of communication with a smile and greetings in accordance with the guidance of Allah and His Messenger, as stated in Surah An-Nisa: 59. The results of the community service activity show that there has been an increase in understanding among male and female students at the Yauma orphanage regarding effective organizational communication and its benefits. Overall, the community service activity received a positive and enthusiastic response from the Yauma orphanage in Paseban, Central Jakarta.

Influence of Teamwork on Humanitarian Aid Response in Arid and Semi-Arid Areas in Kenya

The study aimed to examine teamwork's influence on humanitarian aid responses in arid and semi-arid areas in Kenya. The study used a positivist approach and explanatory research design. The explanatory research design was deemed suitable for the study since the research aims to explain the causal relationship of the variables. The population was 5,996 and a sample size of 375 was obtained using the Yamane formula. The study used a stratified random technique to select the respondents. Structured questionnaires and interview guides were used to collect the data. Qualitative data was analyzed using content analysis and presented in prose form. Moreover, Statistical Package for the Social Sciences (SPSS) Version 25 was used to organize the quantitative data. Quantitative data was analyzed using descriptive and inferential statistics and presented in tables and figures. The correlation analysis indicates a positive and significant association between teamwork explaining and humanitarian aid responses (r = 0.452, p = 0.001). The regression analysis indicates teamwork can explain 20.4% of the variations in humanitarian aid responses. The F-value of 85.626 with a p-value of p = 0.000 emphasizes the model's statistical significance, while the regression coefficients show a positive and significant influence (β = 0.282, p = 0.000), indicating that a unit increase in teamwork increases humanitarian aid responses by 0.282 units. These statistics underline the importance of teamwork in enhancing humanitarian efforts in the studied areas. The study concludes that humanitarian aid responses in Arid and Semi-Arid areas in Kenya are significantly influenced by teamwork. The study recommends that the NGOs' management in the humanitarian aid responses should focus on teamwork. Organizations should establish effective communication to enhance the sufficient flow of information from one department to another. The study also recommended that management focus on developing soft skills to increase the employees' ability to express and communicate. Management should organize more activities, such as inter-departmental meetings, to create quality bonding among superiors and subordinates. Proper training and development plans should be established to realize effective organizational communication.

뷰티아카데미 강사의 커뮤니케이션과 직무스트레스 및 이직의도와의 상관성 연구

This study analyzed the effect of organizational communication on job stress and turnover intention for beauty academy instructors in the field of beauty. The results of this study are as follows: first, the sub-factors of communication within the organization, such as adaptability, appropriateness, efficiency, empathy, and conversation management, had a significant effect on job stress, and appropriateness had the greatest influence on job stress. Second, adaptability, appropriateness, efficiency, empathy, and conversation management, which are sub-factors of organizational communication, had a significant effect on turnover intention, and appropriateness had the greatest influence on turnover intention. Third, the job stress of beauty academy instructors had a significant effect on turnover intentions. Summarizing the above results, it was found that job stress increased when the communication level of beauty academy instructors was low. In addition, when the level of communication within the organization is low and the job stress is high, the intention to leave increases. Among the beauty professions, beauty academy instructors have the characteristic of having to face repetitive people for a long period of time, leading to various job stresses found in a limited environment in a relationship where they have to communicate repeatedly and for a long time, which affects instructors' turnover. As for the improvement plan of the study, first, the communication within the organization of beauty academy instructors should continue to be standardized as a way to cope with job stress. Second, the job stress of beauty academy instructors needs to be studied to find various methods that can be directly utilized to improve turnover intentions.
 This study has a limitation in collecting diverse opinions because instructors from particular brand academy were only examined. Therefore, there should be further studies, covering beauty high schools, beauty colleges and beauty graduate schools as well as beauty academies.

EMPLOYEES' PERFORMANCE, WORK ORGANIZATION CONDITIONS AND HUMAN RESOURCE MANAGEMENT PRACTICES IN THE ERA OF CRISIS: THE ROLE OF EMOTIONAL EXHAUSTION AND ORGANIZATIONAL COMMUNICATION

Job performance during a period of crisis as intense as COVID-19 can be challenging for employees. Besides the risk that this pandemic represented for their physical health and their life, they were also at high risk of emotional exhaustion, which can jeopardize their performance. We examine the direct and indirect effects of work organization conditions and human resource management practices on emotional exhaustion and job performance during COVID-19. We also analyze the moderating and the moderated mediation effects of organizational communication. Data were collected during COVID-19 in Canada within 13 companies from a sample of 146 employees. The results revealed that workload was associated with a higher level of emotional exhaustion. Organizational communication was associated with a lower level of emotional exhaustion. Organizational support was associated with a higher level of job performance. Organizational communication moderated the relationship between job insecurity and emotional exhaustion.

Driving organizational communication impact on social media: Understanding Information, Relational, and Action content for Effective Resource Mobilization and Awareness in Africa

The extensive utilization of social media for organizational communication across Africa underscores the undeniable importance of user interaction and perceived value. In response to this growing significance, researchers have directed their efforts towards understanding the user engagement, with a particular focus on service organizations. This study delves into the strategies employed by selected humanitarian service organizations in Africa, as they harness the power of communication content functions on LinkedIn to achieve their vital goals of raising awareness and mobilizing resources. By analyzing posts from 77 organizations operating in sub-Saharan Africa using bi-term topic modelling and a generalized linear regression model, the study's findings suggest that informational communication content functions are likely to increase awareness. However, action and relational or dialogic functions did not demonstrate significant effects on awareness creation or resource mobilization (fundraising). However, it is noteworthy that the impact of action and relational or dialogic functions on awareness creation and resource mobilization (fundraising) was not found to be statistically significant. On the other hand, the incorporation of captivating multimedia elements, most notably images, emerges as a highly influential factor in captivating the audience's attention and substantially boosting engagement for the purposes of awareness and fundraising. This study addresses a gap in the literature regarding non-profit services, specifically humanitarian services, by exploring new factors that contribute to effective organizational communication on social media. Moreover, it offers practical implications for online communicators, stakeholders, and public relations professionals.

Organizational Communication Analysis on Work Performance and Organizational Commitment to Student and Lecturer Satisfaction at the STIAMI Institute

This study aims to analyze the effect of organizational communication on work performance, organizational commitment, and student and lecturer satisfaction at the STIAMI Institute. A qualitative approach with case studies is used, and the variables tested include internal communication, openness, participation, recognition, and interpersonal communication. Survey methods and academic consultants are applied to strengthen communication and improve the teaching quality of lecturers. The results of the research show the importance of organizational communication in building a harmonious relationship between lecturers and students. This study recommends increasing the acceptance of input from students by lecturers, strengthening communication programs, maintaining the quality of interaction between lecturers and students, and improving services to students. The implication is increasing the effectiveness of organizational communication which has an impact on work performance, organizational commitment, and satisfaction of lecturers and students within the STIAMI Institute

Organizational capacity building of SMA Muhammadiyah III Yogyakarta through effective communication

Good communication between teachers and students will create a fun teaching and learning process and establish positive cooperation in efforts to develop school organizational capacity. In order to achieve this, the community service aims to support teachers in the learning process through effective organizational communication training. The implementation of this program begins with an initial assessment followed by increasing awareness regarding leadership and training in organizational capacity building with an effective organizational communication approach. The results of this program shows an increase in understanding and application of the importance of communication skills in school organizations by 85%. At the end of the program, a grant was given in the form of a sound system as an internal communication medium.

HOW DOES DEMOCRATIC LEADERSHIP EFFECT ORGANIZATIONAL TRUST IN HOSPITALITY BUSINESSES? THE MEDIATING ROLE OF ORGANIZATIONAL COMMUNICATION

The aim of the research is to determine the effect of democratic leadership perception on organizational trust and the mediating role of organizational communication in this relationship. In this context, a field study was conducted on the employees of three-, four-, and five-star hotels in Konya and Karaman provinces. A total of 394 questionnaires were collected by using the questionnaire technique and convenience sampling method. The data were analyzed using appropriate analysis programs. Consequently, it has been determined that there are strong positive relations among democratic leadership, organizational trust and organizational communication. As a result of the structural equation modeling, it was determined that democratic leadership perceived by employees has a positive effect on organizational trust and organizational communication. Besides, it has been determined that employees’ perception of organizational communication has a positive effect on the formation of organizational trust. Also, the mediating effect was checked with the bootstrap test and it was concluded that the mediating effect of organizational communication is significant in the effect of democratic leadership on organizational trust. Finally, the conclusions were handled within the scope of theoretical and practical contributions and some suggestions were made for future researchers and the sector.

PC ‘Aisyiyah Ngampilan institutional strengthening through effective organizational communication

The organizational problem of ‘Aisyiyah Branch Leadership (PCA) Ngampilan is the diversity of the community which is often referred to as the "abangan" area because there are still many people whose lifestyle is still dominated by pre-Islamic Javanese traditions. In dealing with this situation, PCA Ngampilan must have strong institutional values, one of which is strengthening organizational communication. The purpose of this activity is to increase the understanding of leaders within the organization and internal organizational communication regarding the use of social media. Activities are carried out in several stages, namely initial assessment, socialization, training, mentoring, and evaluation. The community service program went very well where PCA Ngampilan's knowledge related to leadership in organizational communication and the use of social media increased by up to 85%.

Emotional intelligence and organizational communication in perceived teamwork effectiveness among bank employees in Nigeria

PurposeThis study aims to examine emotional intelligence (EI) and organizational communication as predictors of teamwork effectiveness among bank employees in Nigeria. The Nigerian banking industry suffered financial crisis, leading to depression, following inability to meet standards of the regulatory body. With current emphasis on teamwork for business growth, literatures suggest EI and organizational communication as predictors for teamwork effectiveness.Design/methodology/approachA cross-sectional survey of 230 bank employees, selected through multistage sampling, using a valid and reliable structured questionnaire that incorporated all research variables was used for data collection. A questionnaire containing the research scales was administered and data were collected.FindingsPositive relationship was established between perceived teamwork effectiveness and components of EI, including self-emotion appraisal, other’s emotion appraisal (OEA), actual use of emotion and regulation of emotion (ROE) and perceived organizational communication effectiveness. Hierarchical regression analysis reveals that age, gender, job status and educational qualification jointly predicted teamwork effectiveness, although only educational qualification contributed significantly. The inclusion of EI dimensions showed that only OEA, actual use of emotion and ROE were significant predictors, along with organizational communication.Research limitations/implicationsData collected were based on self-report of the participants. It is advised that more objective measures could be devised. The findings are limited to the banking industry and cannot be generalized to other work organizations. The research was conducted in Nigeria, a developing country; thus, the findings may not be generalized to the developed nations.Practical implicationsEducational factor could be applied in engaging team members. On the alternative, commercial banks should invest in periodic training programs to enhance employee communication skills and EI. Human resources personnel could use these research outcomes to enhance the selection and placement of employees in commercial banks. By these research findings the adequacies of some psychological theories in explaining team effectiveness have been empirically implicated, and the literature on team effectiveness has been increased. Consequently, commercial banks should invest in periodic training programs to enhance employee communication skills and EI, and use these findings to enhance selection and placement in Nigerian banks. It is evident from the results of the present study that the more educated team members are the more likely their teams would be effective in the teamwork. However, periodic training (both off the job and on the job) on EI and its pertinent dimensions, and adoption of appropriate communication styles, could be used to compliment educational deficiencies. Thus, the less educated persons could function adequately in teams if they receive the empowerment. The human resources managers are to note that new bank employees would be better team players when there are adequate orientated on programs on how towards effective to communicate at teamwork functions.Social implicationsIt is evident from these research findings that EI and appropriate organizational communication are behavioral tools that could enhance team interaction and consequently improve team effectiveness.Originality/valueIt is revealed how teams could be made effective through the combined factors of EI and organizational communication, especially among bank employees in Nigeria. Unlike some other studies, this research discovered the specific EI factors that could enhance team effectiveness, not just general EI. It empirically validated some theories that are proposed in relation to EI and organizational communication. This study showcased how teams could be made more effective in the banking sector of the Nigerian economy.

DETERMINANTS OF LAWSUITS RELATED TO THE FINANCIAL RIGHTS OF HEALTH PRACTITIONERS A RETROSPECTIVE COHORT STUDY IN THE ASEER REGION

Background
 The employee’s sense of entitlement to the allowance despite the absence of a legal document; thinking about obtaining the financial allowance through the judiciary; lack of confidence in the financial and human resources staff at their workplace, low salaries, work pressure, and distinction from others; delay in promotions, courses, and development programs; ignoring the responsible person for responding to employees feeling injustice; and hearing unpleasant news and views from their society. Employees receive additional benefits, bonuses, or gratuities. The study uses data from court records of financial rights-related lawsuits filed by health practitioners in the Aseer Region over one year. The study identifies and analyzes the demographic and professional characteristics of the health practitioners involved in these lawsuits and the factors associated with the lawsuits, such as the type of health facility, the nature of the dispute, and the amount of money involved.
 
 Method
 The Aseer Health Research Ethics Committee approved this one-year retrospective cohort study under REC-19-11-2022. After the official request, the law department provided one year of data for all lawsuits in the Aseer health record. This study focused on litigation numbers, percentages, and types. All variables and data sources were changed to eliminate survey bias. We studied all financial rights lawsuits in the year we grouped. The statistical analysis employed frequency and percentage for all study variables. All correlated variables were subjected to bivariate analyses.
 
 Result
 In one year, there were 2,782 cases, 1,552 of which were infection risk and harm allowance (55.8%), 472 were normal exchange allowance (17%), and 7% were employee complaints. 2018 national issues involve total lawsuits yearly bonus 4%, roughly 2.2% to 3.5% request change or cancellation.
 
 Conclusion
 Overall, the research findings highlight the importance of creating safe and fair work environments, offering appropriate compensation and benefits, and ensuring effective organizational communication and management practices. Failure to do so can result