Internal Communication Practices Research Articles

Komunikasi Interpersonal Dan Budaya Kerja Dalam Meningkatkan Hubungan Dengan Pegawai Di Klinik Pelangi Bunda Medika

Internal communication can be understood as the foundation and building blocks of an organizational culture. The existence of an organizational culture that is firmly adhered to by employees will greatly support the process of achieving the company's main goals (Agustini & Purnaningsih, 2018). This research was conducted using a qualitative approach, which is descriptive in nature and Human Relations Theory. The data collection method was carried out using in-depth interviews and observation methods. (Isniyunisyafna, & Isfiantie S, 2020). For employees, the role of effective internal communication in improving good and sustainable relationships is very important. Because good internal communication can strengthen social relationships, increase collaboration, solve problems, develop leadership skills.This research explores the urgency of internal communication in building a strong organizational culture, strengthening social relationships, and improving company performance. Carried out using a qualitative approach and Human Relations Theory, with in-depth interview and observation methods.The importance of internal communication in building a strong organizational culture and supporting the achievement of company goals. The role of internal communications in improving social relationships, collaboration, and leadership skills. A qualitative approach and Human Relations Theory are used to understand the role of internal communication in organizational culture. Data collection methods through in-depth interviews and observation.Analyze the urgency and role of internal communication in building a strong organizational culture. Investigate the impact of internal communications on social relationships, collaboration, and leadership skills. Enrich understanding of the importance of internal communication in the context of organizational culture. Provides insight into effective internal communication practices in improving company performance. Provides a framework for the development of more effective internal communications strategies.

What is the link between internal communication, organizational culture and environmental strategy? The context of company size and employee perception

PurposeThe article explores the linkages between the type of environmental strategy (ES), the use of internal communication (IC), and the greening of organizational culture (OC). Moreover, the article empirically examines whether company size matters in the use of environmental IC practices in the green context. Additionally, the article considers differences between people employed at different organizational hierarchy levels. The basis for such a comparison is their opinions about the effectiveness of communication practices.Design/methodology/approachEmpirical research employed a survey method done on 199 organizations in 2020. Statistical analyses used the chi-squared test, Kendall’s Tau-b correlation coefficient, and the Mann–Whitney U test.FindingsThe research showed that companies with a proactive green strategy more often use different communication practices related to ES and have a greener culture. The study proved that larger companies more often use the analyzed communication practices. However, we found no significant difference in opinion between middle managers and line employees about the effectiveness of these practices.Practical implicationsThe main contribution to business practice is the exploratory model based on the empirical study, which allows organizations to successfully implement the ES.Originality/valueStudies rarely combine the three organizational elements: IC, OC, and ES. This article provides new empirical evidence on relationships between features of OC, green strategy types, and communication practices.

Internal Communication and Employee Relations Management for Effective Staff Performance in Nigeria Customs Service

In the contemporary global landscape, organizations have transitioned from conventional approaches to communication towards developing comprehensive communication strategies that center around employee motivation and engagement. This shift emphasizes the pivotal role of strategic internal communication, a relatively nascent but increasingly vital subject of study and application in the business world. The contemporary corporate environment observes a shift in employee roles, with employees increasingly undertaking responsibilities traditionally associated with public relations. Expectations of roles are pivotal in comprehending this transformation in PR practice, as expectations and norms greatly influence communication behavior and, consequently, organizational performance. Within this context, a content analysis of secondary data was done for the interpretation of the data. This allowed for the evaluation of existing knowledge for the purpose of relevance, consistency, replication and refutation. The paper argues that internal communication practices within paramilitary agencies, such as the Nigeria Customs Service, diverge from conventional corporate organizational models. This divergence is particularly pronounced given the agency's multifaceted role in revenue generation, the suppression of smuggling, trade facilitation, and other functions. The paper concludes that employee participation and job satisfaction played the mediating role in the relation between internal communication and job performance of the employees.

Internal crisis communication practices and job performance during the COVID-19 pandemic: the mediating effects of internal crisis communication satisfaction

ABSTRACT The study examines the influence of internal crisis communication practices on internal crisis communication satisfaction and the job performance of frontline employees. Also, the mediating effects of internal crisis communication satisfaction are considered. Data were collected from 284 frontline employees working in the UAE public service organisations, and SmartPLS was used to test the proposed hypotheses. The results indicate that internal crisis communication practices are positively related to internal crisis communication satisfaction. Also, the relationships between internal crisis communication satisfaction and the identified work outcomes (job satisfaction, employee engagement and affective organisation commitment) were statistically significant. This study will assist service organisations in converging their attention on communication practices, particularly during crisis time to enhance employees’ work-related outcomes and achieve desired job performance. Our research extends work on organisational communication in an emerging economy context. This study offers solutions to advance communication practices in service organisations.

Online Employees Communication Behaviours During Crisis in Jordanian Public Hospitals: The Value of Internal Communication Practices

The present study examined symmetrical communication (SC) and transparent communication (TC) by studying crisis employee-organization relationships (EOR) and their causes and effects. The study utilised relationship management theory (RMT) to evaluate crisis-related online employee communication. It examined RMT antecedents and consequences, including EOR, SC and TC. The study conducted an online survey through a questionnaire collecting data from 392 full-time employees at three public hospitals in Jordan. It tested the hypotheses using PLS-SEM. It supported the link between TC and online ECB. The results did not support the hypothesis that SC directly affected online employee communication. The relationships between SC, TC and EOR were also supported. SC, TC, and online employees’ communication behaviour (ECB) were fully mediated by the role of the employee-organization relationships. This study could contribute new knowledge to the literature on internal communication, EORs, and ECB in online settings. Hence, the study examined the theoretical framework of RMT in the context of the healthcare sector and its practical effects on online employee communication during a crisis.

Efficient internal communications in the banking sector: significance, functions, and techniques of their implementation

Purpose. The objective of the research is to evaluate the internal communications process within Ukrainian banks using a critical literature analysis methodology. This analysis aims to examine the structure and essential functions of internal communication, as well as strategies for enhancing communication while considering the nature of this process.
 Results. Communication is crucial for the survival of financial institutions, as it helps them gather, analyze, and organize information about the external environment and transfer processed messages to the external environment. By addressing the challenges faced by employees in the banking sector, banks can create a positive internal and external image, fostering employee motivation, engagement, and success. Communication is the process of signals interchanging between the sender and receiver through a coding-decoding system, aiming to influence the recipient’s knowledge, attitudes, and behavior. The SMCR model, which includes the components of Source (or Sender), Message, Channel, and Recipient, is fundamental in communication studies. Effective communication involves receiving information from the receiver and responding to the sender’s prognosis. To improve the overall efficacy of the communication system, it is necessary to eliminate obstacles such as individual-personal, social, and cultural filters. The SMCR model identifies critical conditions for effective communication, including communication objectives, application preparation, channel selection, and appeal effectiveness. In banks, communication is related to both interpersonal processes and the social-organizational framework, resulting in predictable and stable communication between subordinates and managers. The analysis of communication networks in banks allows for an examination of the system’s integrity, connection with the external environment, and susceptibility to innovation.
 Scientific novelty. The primary contribution of this work is its comprehensive elucidation of the concept and significance of external and internal communication within the context of financial institutions, along with the strategies employed to attain effective communication. The banking industry has a well-defined classification system for internal communication, which allows for the systematic analysis of the key advantages and disadvantages associated with such communication methods. This paper presents a comprehensive analysis of the strategies used to build efficient internal communications inside a banking institution.
 Practical value. The study provided has practical value, as it helps in evaluating internal communication inside Ukrainian banks, specifically in terms of communication quality and the efficacy of tools used for its implementation. The findings of this study have the potential to inform future advancements in the integration of internal communication practices inside banking institutions.

Effects of an external crisis: How internal communication influences employer brands

AbstractThis study explores how a major external crisis, like the COVID‐19 pandemic, affects employees' perception of their employers, as a result of changes in internal communication practices. A total of 3457 employees filled out a questionnaire on internal communication satisfaction and employer attractiveness; 1805 just before the first COVID‐19 outbreak in Europe and 1652 after the first outbreak. Multi‐group structural equation modelling was conducted to examine how the relationship between internal communication satisfaction and employer attractiveness changed as a result of the crisis. The effect of different internal communication aspects on employer attractiveness was altered. Horizontal communication remained only significant determinant of positive employer perception even after the crisis. Channels of internal communication and informal internal communication lost their significant influence on employer perception, whereas communication climate and level of available corporate information gained significant influence. This study elucidates how an external crisis alters the relationship between internal communication and employer branding and can help organizations optimize their communication strategies during and after a major crisis to retain and attract desired employees.

The Mediating Role of Work Satisfaction in the Relationship between Organizational Communication Satisfaction and Organizational Commitment of Healthcare Professionals: A Cross-Sectional Study.

The factors that influence the organizational commitment of healthcare professionals, particularly organizational communication and work satisfaction, are essential for all healthcare organizations. This is particularly important for those who are under the pressure of high demand, economic constraints, and staff shortages. This study examined the relationship between organizational communication satisfaction and organizational commitment among healthcare professionals and the mediating role of work satisfaction in the relationship. A validated self-administered questionnaire and a universal sampling approach were used to conduct a cross-sectional survey of 235 healthcare professionals in the Gaza Strip, Palestine. The data were analyzed using SPSS version 25 and SmartPLS software to perform partial least squares structural equation modeling (PLS-SEM). A STROBE checklist was used to report the results. The results show a significant positive correlation between all measured variables. Work satisfaction partially mediates the relationship between organizational communication satisfaction and organizational commitment. The results of the PLS-SEM analyses suggest that communication satisfaction and work satisfaction account for 61% of the variation in organizational commitment. This study reveals that work satisfaction and communication satisfaction are imperative to building a sense of commitment in healthcare professionals. These results reinforce the existing evidence on the factors that influence the organizational commitment of healthcare professionals. Strategies to better shape internal communication practices and improve the work environment through regular feedback to healthcare professionals are essential to strengthening their organizational commitment.

Internal Communication Practices Impact on the Institutional Brand During Institutional Transition

Progressive higher education institutions, in a competitive environment, evaluate brand positioning to navigate through communication, economic and globalization challenges. Literature in Sub-Saharan Africa hardly interrogates how public universities manage institutional brand for competitive advantage (Sulkowski, Wozniak, & Seliga, 2019) from an internal communication perspective. In Kenya, rapid university expansion and funding reduction enhanced competition. In a complex and dynamic context, vibrant institutions align corporate strategy to internal communication and position institutional brand. Thus, this study interrogates how the internal communication practices of an emerging university in Kenya impact institutional brand during transformation. A total of 153 Questionnaires were administered and 18 in-depth interviews were undertaken. Data as collected from 18 middle-level management who were purposively selected and the 153 self-administered questionnaires using stratified random sampling were administered on MMU faculty and administrative staff. The findings suggest that effective communication be through employee participation in decision-making (90%), conflict management (73%), brand management (mean 3.3), and corporate storytelling for institutional memory. However, management communication practices did not effectively communicate corporate objectives, marketing and branding strategy during university transition which negatively influenced image building and employee trust. The study recognized the importance of an internal communication policy, during transition, to provide a systematic and structured process which incorporates employee participation and empowerment. Employee participation strategy that integrates induction, interpersonal activities and interactive channels such as social media to communicate institutional strategic elements and enhance relationship management. Empowerment contributes to institutional brand management through mid-manager training, information inclusion, diversity management through internal stakeholder sessions, the use of mediated communication embracing social media, intranet and website to sensitize institutional management and employees. Upcoming public universities, like organisations, are expected to survive and thrive, through strong corporate branding to counter progressive forces arising from global, curricular, policy, technological and generational transformations. The study recommends an internal communication policy and management practice for effective communication of institutional messages to enhance employee participation and empowerment to improve brand positioning during institutional transformation.

The state of internal communication in Latin America: An international Delphi study

The amount of internal communication research has flourished during the past decade, and scholars have examined the role of internal communication in affecting employee and organizational outcomes. Despite the increasing literature, knowledge, and research of internal communication in Latin America is largely missing. Given this reality, this study explored the status of internal communication in Latin America through the lens of 20 experienced internal communication professionals from nine Latin American countries. Taking a multi-iteration consensus-building approach, this Delphi study enabled the expert panel to individually elaborate and collectively evaluate shared observations regarding the definition, characteristics, importance, and current reality of the field. Specifically, this study examined how practitioners define and understand internal communication, the skills and knowledge needed to perform internal communication, the value of internal communication, and the state of internal communication practice in Latin America. The findings of the current study enriched and diversified the extant body of knowledge that is U.S. and European-centered.

Internal crisis communication and Nordic leadership: the importance of transparent and participative communication in times of crisis

ABSTRACT This multiple case study investigates internal crisis communication in Finnish and Norwegian hotels and restaurants during the COVID-19 pandemic, contributing a Nordic leadership perspective to the research area. Due to the exploratory nature of the study, a qualitative research design was chosen, and 16 semi-structured interviews were conducted with hospitality leaders, middle managers, and employees. The multilevel analysis revealed that existing internal communication practices were challenged due to the urgency and uncertainty of the crisis. The findings show that managerial transparency and presence facilitated sensemaking processes and contributed to trust in the managers. Yet, limited autonomy among middle managers and lack of employee consultation when communicating about decision-making indicated a conflict between internal crisis communication and aspects of Nordic leadership such as cooperation, consensus-seeking, and delegation of responsibility. However, the findings suggest that the openness and transparency of Nordic leadership prevailed in the crisis and contributed to managerial learning and solution-finding through crisis communication and management. Furthermore, leaders should find a balance between control and participation when communicating about internal decision-making during a crisis. We conclude that transparency and participative communication are essential when striving for effective internal crisis communication, facilitating employees’ sensemaking, and building trust relationships during a crisis.

Effects of Top-Down, Bottom-Up, and Horizontal Communication on Organizational Commitment: Evidence From Chinese Internet Firms

<bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Background:</b> An organization's internal communication is an important factor shaping employees’ organizational commitment. Internal communication practices can be classified into three types according to the direction of information flow: top-down, bottom-up, and horizontal communication. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Research questions:</b> 1. What are the relationships between the three types of internal communication and organizational commitment? 2. Are there any mediating routes that bridge the relationship between internal communication and organizational commitment? 3. Do the effects of internal communication on organizational commitment vary for different jobs? <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Literature review:</b> Based on the social exchange theory, we uncover the underlying mechanism of the relationships between the three types of internal communication and organizational commitment. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Methodology:</b> A structural equation model using partial least squares was employed to analyze survey data from 12,817 full-time employees in the Chinese internet sector. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Results and conclusions:</b> The results suggest that top-down, bottom-up, and horizontal communication affect organizational commitment positively and significantly via the mediating routes of employees’ perceived job attractiveness or perceived customer service performance. The study also reveals a fit between employees’ job characteristics (e.g., information-processing demands) and internal communication types to improve organizational commitment. These findings generate theoretical and practical implications for professional communication management.

(Re-)Positioning and recognising the influence of internal communication on employee engagement for maximum organisational performance

Research on how communication contributes directly to high levels of employee engagement within the workplace is still relatively under-prioritised in public relations and corporate communication literature. Although some evidence exists on the relationship between internal communication strategies and employee engagement outcomes, the accentuated value that can bederived from internal communication practice is yet to be fully explored. The purpose of this study is to reposition and recognise the strategic nature of internal communication in maximising and cultivating high levels of employee engagement for organisational performance and success. The study explores the strategic importance of internal communication in accordance with amanagement philosophy anchored on collaborative, open and transparent communication. By using semi-structured interviews with managers and focus group discussions with employees, the study found that organisational engagement emanating from a strong management philosophy as part of the internal communication strategy empowered employees to perform beyond prescriptive expectations. Also, employees viewed the management philosophy as an avenue for the attainment of organisational goals, enabledthrough ‘one-on-one caring’ interviews with managers, which centered on the sensitivity of collaborative internal communication efforts. The efficacy level of internal communication was a key determinant of the organisation’s engagement efforts. More so, internal communication was also used to facilitate the dialogic exchange of information and often cultivated diverse opinions to improve operational efficiency through the attainment of strategic communal relationships.

Personality traits and organizational leaders' communication practices in the United States: perspectives of leaders and followers

PurposeThis study aims to examine the relationship between leaders' personality traits and their internal communication practices from the leaders' and the followers' perspectives. The effectiveness of leader communication on the followers' perceived relational quality with their organization is also tested.Design/methodology/approachTwo survey studies in the United States were conducted focusing on leaders' and followers' perspectives on communication practices, respectively.FindingsResults of Study 1 showed that leaders' self-reported extraversion, conscientiousness, agreeableness, emotional stability and openness to experience are all significantly and positively associated with their symmetrical and transparent communication practices. From the followers' perspective (Study 2), extraversion and agreeableness positively influenced symmetrical leader communication, while agreeableness and conscientiousness were positively related to transparent leader communication. Both symmetrical and transparent leader communication enhanced the followers' perceived relationship quality with their organization.Originality/valueThe current study is among the first attempts to incorporate the trait theory of leadership in understanding organizational leaders' effective and ethical communication practices with their followers.

The impacts of CEO leadership behaviors on employees' affective commitment and scouting behavior: the mediating role of symmetrical internal communication

PurposeThis study aimed to examine how senior leadership influences corporate communication and employees' attitudinal and behavioral outcomes. Using two-way symmetrical communication model in public relations and leadership theory, it investigated the effects of CEOs' task- and relationship-oriented leadership on symmetrical internal communication, employees' organizational commitment and communicative behaviors.Design/methodology/approachAn online survey was conducted with 417 full-time employees working in various industries in the United States.FindingsThe results showed that CEOs' relationship-oriented leadership significantly influenced symmetrical internal communication, which, in turn, increased affective commitment and employees' scouting behavior. CEOs' task-oriented communication had no significant effect on symmetrical communication.Originality/valueThis study advances theoretical understanding of two-way symmetrical communication in relation to senior leadership and provides practical insights for corporate leaders and public relations practitioners regarding how to improve employee outcomes through CEOs' strategic leadership and internal communication practices.

When COVID-19 Is the Invader and Internal Communication Is the Hero: Understanding the Influence of Internal Communication on Individual Performance and Evaluating the Mediating Role of Perceived Support

Objective: The main objective of this study was to evaluate the impact of internal communication (IC) of organisations on the quality of the individual–organisation relationship, specifically with regard to the effects generated with respect to individual performance (IP) in a pandemic framework. In this sense, the study intends to evaluate the effects of IC on the employee’s IP, having as a mediator perceived organisational support (POS). Methodology: To achieve the aforementioned objectives, a cross-sectional quantitative study was prepared, data for which were collected during a period of confinement that took place between 9 February and 15 March 2021. A total of 340 individuals of both sexes participated in the study. Genders were 67.6% female and 32.4% male, with ages ranging from 25 years to over 61 years, from all districts of Portugal and the Islands. Results: The main results obtained showed that IC was positively and significantly correlated with POS and also with IP, and that there was also a total mediation effect of POS in the relationship between IC and IP. Practical implications: These results seem to support the need for organisations to invest in their internal communication practices as a way of stimulating strong and fruitful relationships between workers and the organisation. Internal communication seems to be a relevant indicator for the management of proximity relationships with workers, especially in adverse contexts, like the ones experienced during the pandemic crisis. Well-developed internal communication supports and practices seem to be a valid path towards developing bonds leading to improved performance.

Exploring internal organisational communication dynamics in the professional football industry

PurposeRelative to the increasing focus on organisations’ outward communication consistency and coherency, the internal communication taking place between different organisational functions is under-explored. The study aims to address the following two research questions: What form does cross-functional communication take within organisations? How do features of the communication work climate influence the form of cross-functional communication?Design/methodology/approachThe study draws on qualitative data generated from semi-structured interviews with media and marketing managers from 33 professional football organisations operating in the English Premier League.FindingsThematic patterns between internal communication practices and different communication climates lead to the development of a new internal organisational communications typology, comprising: Type 1: collaborative symmetrical communication (cohesive climate); Type 2: unstructured informal communication (friendly climate); and Type 3: cross-functional silos (divisive climate).Originality/valueInternal organisational communication practices are deemed fundamental to organisational success, yet there remains limited empirical evidence of the form such practices take or how they interact with features of an organisation’s communication climate. The study introduces a new internal organisational communications typology to develop and extend the theory and practice of internal marketing communications.

Internal brand management in the public sector: the effects of internal communication, organizational practices, and PSM on employees’ brand perceptions

ABSTRACT Challenged by demanding contextual conditions, public sector organizations struggle to succeed in internal branding. The purpose of this study is to investigate the effects of value congruence in internal communication and positive organizational practices on employees’ brand perceptions. The study examines the impact of PSM on these variables. The results of a survey demonstrate the importance of value congruence and positive organizational practices for facilitating employees’ brand identification, brand pride, and brand commitment. The findings show that PSM directly impacts employees’ opinions about value congruence and positive organizational practices, and indirectly influences their affective responses to the organizational brand.

Unravelling processes of alliance capability development: longitudinal processual insights from an emerging country multinational enterprise

PurposeThe purpose of this paper is to explore and unbundle the complex processes underpinning development of alliance capabilities, particularly in the context of emerging country multinational enterprises. More specifically, this paper focuses on how firms internalize and translate knowledge generated from experiences gained by participating in international collaborations.Design/methodology/approachThe authors adopt an exploratory case study approach to undertake in-depth processual analysis of alliance capability development in an Indian biopharmaceutical company. The authors focused their analysis on the initial four international alliances the company formed and identified key elements pertaining to alliance capabilities that the company internalized and those that it could not, as this was key in understanding alliance capability.FindingsThe research shows that based on experiences from previous alliances, the Indian organization was able to overhaul its negotiation and governance designing processes and practices as well as made robust changes to its internal communication and coordination practices. Interestingly, the company organization, however, did not make any significant changes to its processes and practices regarding partner selection.Practical implicationsThe results from our study can be used by managers to develop processes and practices when it comes to developing alliance capabilities.Originality/valueThe paper is novel, as it addresses two specific gaps in the nascent alliance capability literature. First, it provides insights on how different constituent elements/aspects of alliance capability actually develop and integrate within the organizational system over time, and in the process, the paper identifies that some aspects are better internalized as compared to other aspects. Second, by focusing the attention on an Indian biopharmaceutical company, the authors attempt to address a gap in alliance capability development research, which has been neglected in emerging country multinational entities.

The impact of employee engagement, organisational support and employer branding on internal communication satisfaction

For modern organizations, attractiveness, profitability and future operations depend on their readiness to put employees and potential employees first and recognize them as the most important stakeholders for organizational development (Aggerholm, Andersen, & Thomsen, 2011). This study intends to provide further insight into the relationship between the various concepts connected to internal communication practices. To do this, 1805 employees from 12 large corporations participated in a national study exploring the relationship between employee engagement, employer brand, perceived organizational support and internal communication satisfaction. The results showed a significant and positive relationship between all measured variables. Regression analysis suggests that three independent variables (employee engagement, employer brand measured through employer attractiveness, and perceived organizational support) predicted and explained 78.9 per cent of the variation in internal communication satisfaction. These findings have practical and theoretical implications and underline the importance of understanding what influences employee satisfaction as well as helping shape better internal communication practices.