Organizational Communication Research Articles

The Effect of Organization Communication and Compensation on Employee Performance with Employee Engagement as A Mediating Variable

The Effect of Organization Communication and Compensation on Employee Performance with Employee Engagement as A Mediating Variable

Exploring Resilience and Meaningful Work in Rape Crisis Advocacy

Rape crisis advocates (RCAs) are high-stakes volunteers (HSVs) that provide advocacy services to survivors of sexual violence during forensic examinations. Given that supporting survivors can be emotionally difficult, practicing resilience is foundational to their volunteerism. Drawing on 23 interviews with RCAs, results demonstrate that RCAs communicatively construct resilience through practicing Buzzanell’s (2010) five communication processes of resilience. This interpretive analysis contributes theoretically and practically to feminist organizational communication research by illuminating how work meaningfulness is embedded within resilience in RCA volunteerism. In offering how RCAs distinctly practice each resilience communicative process, we reveal sources and mechanisms through which RCAs construct work meaningfulness. Thus, our results problematize previous resilience research by demonstrating its critical connection to meaningful work, yet lack of scholarly attention to it. We also offer theoretical implications for HSVs through suggesting that the motives attracting volunteers to high-stakes volunteerism help them communicatively enact resilience when they endure hardships at work.

Conversing in the shadow of echoes – a scale development and validation of the dark side of organizational internal communication

Purpose This study aims to develop and validate the scales on the dark side of internal communication (IC) that capture a more nuanced perception of ineffectiveness, manipulation and miscommunication from the employee perspective. This study also examines this scale's effects on employee outcomes (such as employee loyalty and quiet quitting). Design/methodology/approach The authors developed the dark side of the IC scale through qualitative interviews and a review of relevant literature. Statistical techniques such as exploratory and confirmatory factor analysis, convergent validity and nomological validity were performed on the newly produced scales. The authors also examined the predictive validity effects of these scales on employee loyalty and quiet quitting using participants from Hungary. Findings The scale development resulted in a 15-item measuring three dimensions of the dark side of IC. After several statistical examinations, the scale exhibited robust psychometric properties and is reliable and valid. Originality/value This study empirically supported the new phenomenon of studying the dark side of IC, and the scale can be used to measure employee outcomes, the effectiveness of organizational communication, etc.

Measuring the communication field of a successful organization

The article examines the practical aspects of measuring communication in modern organizations. The author reveals approaches to assessment, measurement and monitoring based on her professional experience in the area. The author reveals the new possibilities for generating reports on existing communications based on the Model of the Government of the Russian Federation in the field of quality. The purpose of the study is to construct criteria and indicators, both external and internal, to measure the effectiveness of providing information about the organization activities. The study was conducted using methods of document analysis and expert surveys of employees of organizations preparing the organization for the competition and assessing experts, and provides possibilities for measuring the quantitative characteristics of building the organizational communicative field. It is expected that the organization conducting the measurements will subsequently take corrective actions and review the approach being implemented. The article provides links to current official documents, international standards adopted on the territory of the Russian Federation, recommending indicators for assessing the communication field of a modern organization, as well as requirements for the competence of persons performing the assessment. Besides, the paper considers the forms of constructing the organizational communicative and information fields in relation to its own personnel, various levels of management, consumers, partners, suppliers, clients, state and municipal authorities.

Organizational Communication and Conflict Management

Communication in an organization is an interaction of activity within an organization. But in communication activities may go beyond the boundaries of the organization itself. Often the publications work rather than need to be known to people outside the organization. Become a publication of consumption and become a problem for the organization. Public issues become problematic for that organization. Therefore, the organization of communication problems within the joint organization is important for two things, it's the problem of self-communication and the organization problem. Conflicts within an organization can be avoided but can be eliminated. Conflict within an organization can occur between individuals, a group is an individual conflict between groups and other groups. Not all conflicts have negative and organizational disadvantages. Conflict is capable of making a profit for a well-controlled organization, on the contrary, if the conflict is opened in good control, it could be detrimental to the interests of that organization. All the problems that arise in the organization will soon be solved if it is with the organization and it has taken place within the organization can run healthy.

Whom Does Remote Work Make Happy? The Digital Divide in Remote Workers' Well-Being.

The global shift to remote work during the COVID-19 pandemic has intensified scholarly attention to remote workers' well-being. Although existing studies explore the varied impacts of remote work, there is a gap in understanding remote workers' well-being through the lenses of social disparity and the digital divide. Extending digital divide scholarship to the remote work context, this study disentangles why some remote workers experience better well-being than others. We conducted a two-wave longitudinal panel study in South Korea during the COVID-19 pandemic (Wave 1: February 2021, Wave 2: October 2021). Among the 501 participants who participated in both waves, we found that individuals with lower education levels were less likely to have remote work opportunities. We focused our further analyses on a subset of 144 employees who had remote work opportunities within organizations with typical hierarchical structures. We found that socioeconomic status (SES) did not directly influence remote workers' well-being but indirectly influenced it by contributing to the diversity in using information and communication technologies (ICTs). Workers with higher SES or more diversity in using ICTs demonstrated lower vulnerability and more effectiveness in maintaining their well-being in virtual organizational communication situations. This study highlights social disparities in remote workers' well-being, which arise from the complex interplay of SES either indirectly influencing the diversity in ICT usage or interacting with virtual organizational communication satisfaction and duration. This study advances remote work scholarship by restructuring theoretical discussions on social stratification and the digital divide reproduced within the evolving work environment.

Getting socialized but trying not to get stuck: early career professionals’ liminality in dual socialization processes

Abstract Early career professionals actively seek career advancement opportunities while undergoing socialization within their organizations. This study employs the concept of liminality to examine their experience of in-betweenness in dual socialization—simultaneous organizational socialization and vocational/organizational anticipatory socialization for the next career chapter. We conducted repeat interviews with 22 U.S. early career professionals (n = 65), employed full-time. This longitudinal study uncovers how participants construct liminality as either a planned or an emergent phase; factors contributing to their discursive tension in liminality over time; and how they communicatively manage the tension to move forward. We propose a refined model of socialization [Jablin, F. (2001). Organizational entry, assimilation, and exit. In F. Jablin & L. Putnam (Eds.), The new handbook of organizational communication (pp. 732–818). Sage], which integrates liminality as a phase in which individuals feel neither fully “in” nor “out” of their organization. This enhanced model theorizes dual socialization as dynamic and interconnected processes through permeable organizational boundaries, addressing the contemporary career landscape with an increasing number and types of employment options.

For Good’s Sake: Strategic Social Media Influencer Communication in Non-Profit Organizations

ABSTRACT Strategic social media influencer communication has become increasingly professionalised in recent years, as evidenced by the emergence of established processes and routines. The continued success and opportunities associated with social media influencer communication are also relevant for non-profit organisations. Theory suggests that both credibility and the social relationship with their followers – two central aspects of the success of social media influencers – are also mission-critical for non-profit organisations. However, the impact of these requirements on the processes of strategic social media influencer communication in non-profit organisations is almost unexplored so far. Therefore, this study uses expert interviews with non-profit organisations, agencies and social media influencers to investigate how the processes in non-profit organisations differ from those encountered in for-profit entities. The results show that the main process steps (planning, organisation and evaluation) are organised similarly to for-profit campaigns, e.g. with brands. Differences emerge with regard to the special communicative requirements of non-profit organisations, which necessitate specific changes in the design and weighing of the individual steps. These must already be taken into account in the conceptualisation stage of strategic social media influencer communication of non-profit organisations. The study also indicates that the social media influencers’ perspective as independent strategic actors (and businesses) in strategic communications deserve attention in further research.

Analysis of the Impact of Digital Communication Tools on Organizational Culture and Communication Effectiveness within Enterprises

The issue of improving the organizational culture of enterprises is becoming increasingly relevant in light of the need to enhance the effectiveness of human resources policy and employees’ motivation. Being aware of the importance of developing organizational culture and the effectiveness of internal communication, managers of enterprises very rarely have an information basis for a model of their effective construction. The study aims to analyze the current role of digital transformation tools within the communication process to optimize organizational culture and increase communication effectiveness. The research was conducted using the general methods of scientific cognition, in particular, analysis and synthesis, induction and deduction, abstraction, specification, and formalization. The study identified the potential of digital communication tools for the cultural and communication optimization of companies. The authors have analyzed the factors of insufficiently effective development of organizational culture. The article substantiates the need for the synergy of process, system-behavioral, adaptive-situational, psychodynamic, and competence approaches. The authors have proposed ways of digital transformation of organizational and communication culture. Based on this, the main vectors for optimizing the concept of organizational management of the transformation of the communication sphere of companies have been identified. It has been proved that the conceptual model of an effective organizational culture is based on long-term measures to implement the strategic goals of enterprise development through continuous self-development and continuous improvement of communication skills using modern and innovative digital tools.

The politics of transforming social relations of work: making sense of a coworking hub in an outer-urban region

ABSTRACT This paper investigates the efforts of a group of residents of an outer-metropolitan council area to develop a grassroots coworking hub that would improve the working lives of members and support a more inclusive, connected and sustainable local economy. It considers the collective sense-making required to stabilise new sets of social relations, at work, in an era of ‘reforming capitalism’. Using a CCO and governmentality approach, we focus on the rhetorics in play and foreground the interests, agency and decisions of these residents. Bringing the politics of transforming social relations of work to the fore contributes to understanding changes in how work is organised and governed, and understanding the constitutive role of organisational communication. The paper argues a rhetoric of community is problematic for bringing into being a coworking organisation aiming for significant change to work and the economies in which it is embedded.

Psychotherapeutische Sprechstunde am Arbeitsplatz: Zusammenhänge zwischen Unternehmensgröße und psychosomatischer Gesundheit

ZusammenfassungHintergrundDie Inanspruchnahme der psychotherapeutischen Sprechstunde am Arbeitsplatz (PT-A) wurde bislang in Großunternehmen (GU) untersucht. Diese unterscheiden sich strukturell von mittleren und Klein(st)unternehmen (KMU). Unterschiede der Nutzerprofile einer PT‑A hinsichtlich psychosomatischer Gesundheit, arbeitsbezogener Selbstwirksamkeit und Arbeitsfähigkeit sowie des psychosozialen Sicherheitsklimas (PSC) abhängig von der Unternehmensgröße wurden bisher kaum betrachtet.MethodenIn der Interventionsstudie „Frühe Intervention am Arbeitsplatz“ (friaa) wurden zwischen 09/2021 und 01/2023 an einer PT‑A interessierte Beschäftigte aus GU und KMU deutschlandweit befragt. Mittels t‑ und χ2-Tests wurden Unterschiede zwischen Beschäftigten in GU (n = 439) und KMU (n = 109) hinsichtlich F‑Diagnosen nach ICD-10 („International Statistical Classification of Diseases and Related Health Problems“; psychische und Verhaltensstörungen), Depressivität (PHQ-9), Ängstlichkeit (GAD-2), allgemeinen Funktionsniveaus (GAF), somatischer Symptombelastung (SSS-8), Gesundheit (VR-12), Arbeitsfähigkeit (WAI), Selbstwirksamkeit (SOSES) und psychosozialen Sicherheitsklimas (PSC-4) geprüft und mittels Korrelationsanalyse explorativ deren Zusammenhänge untersucht.ErgebnisseBeide Gruppen zeigten sich ähnlich stark beansprucht. In GU wurden aus Sicht der Beschäftigten psychosoziale Themen signifikant häufiger thematisiert als in KMU mit einer mittleren Effektgröße. Die Studie lieferte erste Hinweise, dass in GU positive Zusammenhänge des PSC‑4 mit SOSES und WAI sowie negative mit PHQ‑9 und SSS‑8 vorliegen.DiskussionDie vergleichbare psychische Beanspruchung der Beschäftigten in GU und KMU weist auf den Bedarf von verhältnis- und verhaltenspräventiven Maßnahmen unabhängig von der Unternehmensgröße hin. Vor allem in KMU sollte die Thematisierung psychosozialer Gesundheit einen größeren Stellenwert einnehmen.

Organization Communication for Leadership Training Program to Create Sustainability

Communication by a leader plays an important role in the process of conveying information, ideas and other things within an organisation. A leader's ability to communicate with employees, stakeholders, and clients in the most effective way is key. How organisational communication is applied in the training programme received by leaders. In the practice, decision-making, miscommunication, and ineffectiveness of activities still have the potential to occur. For this reason, research organization communication flow for leadership training program is needed. So that the company's business can be effective and sustainable. This research using a qualitative approach will deepen and analyse. The informants used as sources in this research are project leaders, expert instructors, organisational communication experts, user/client representatives and business development. The results showed the importance of having organisational communication to make training effective. The communication chosen should be in accordance with the culture of the organisation, and the success of the training also needs to be communicated to the public so that the organisation has good institutional value. Effective communication plays an important role in the success of leadership training programmes that aim to promote sustainability in business organisations.

FEATURES OF MANAGING THE PROCESS OF FORMING A FAVORABLE SOCIAL AND PSYCHOLOGICAL CLIMATE IN THE TEAM OF A MODERN ENTERPRISE

Introduction. The practice of modern enterprises shows that a favorable social and psychological climate in the team increases the efficiency of the enterprise, contributes to reducing staff turnover and improving the general atmosphere at the workplace. At the same time, knowledge of the features of the effective formation of the appropriate social and psychological climate allows managers to create conditions for the professional and personal development of personnel, which results in an increase in the effectiveness of the enterprise. The purpose of the article. The purpose of the article is to study the specifics of managing the formation of the appropriate social and psychological climate in the workforce of modern enterprises for the development of recommendations for an effective personnel management strategy. Methods. The research methodology is based on the analysis of scientific literature and empirical studies in the field of human resource management, organizational psychology and sociology. Such methods of scientific knowledge as the method of analysis and synthesis, comparison, and abstraction were also used. Such a comprehensive approach made it possible to understand not only the theoretical aspects of climate management in the team, but also the practical methods of its implementation in a real business environment. Results. The article considers the key aspects of managing the formation of a favorable social and psychological climate in the collective of a modern enterprise. The key factors affecting the formation of a positive working environment are considered. Various aspects of the impact of organizational culture on the formation of a favorable working environment have been studied. The importance of effective communication between management and staff, as well as between employees, is highlighted in order to create trusting relationships and promote collective success. Different leadership styles and their impact on staff morale and motivation are analyzed. The importance of effective conflict resolution at the workplace and the development of joint problem-solving strategies has been proven. The peculiarities of the application of these approaches in ensuring sustainable growth and competitiveness of enterprises in the modern business environment are studied. Conclusions. Based on the analysis of key aspects of organizational culture, communication practices, leadership and conflict management, practical approaches to the formation of a favorable social and psychological climate in the company's team have been determined. Specific practical methods are proposed for increasing employee satisfaction, reducing staff turnover and increasing labor productivity, which contributes to the sustainable development of the enterprise in the conditions of modern business.

The Influence of Organisational Culture on the Institutional Strengthening through a Resource-Based View

This study aims to conduct research that principally emphasises the influence of organisational culture on institutional strengthening through the application of a resource-based view. There are a great number of organisational behaviour experts who confirm that the fit level of the person and organisation is based on several factors, such as the work environment. Literature explains that organisational culture is associated with shared values, practices, and behaviours that contribute to the organisation’s psychological and social environment. organisational culture also fosters the development and improvement of adaptability and flexibility among organisation members in order to respond more efficiently and effectively to changing situations, which is critical for institutional strengthening. The organisation is helped to ensure that any individual who is attached to the organisation is aware of the objective and/or goal, policy management, as well as the expectations of the organisation, and eventually, effective and efficient communication is perceived as one of the critical factors for institutional strengthening.

Communication in organizations: An overview and provocations

AbstractThe role that communication plays in social organization and processes of organizing has received considerable scholarly attention from multiple disciplines over several decades. This paper provides a review of the diverse literature that has sought to contribute to the understanding of communication and its implication for management and organization studies. An analysis of the SCOPUS database for the period 1980–2022 enabled us to cluster reference material and identify five perspectives which emerge from a review of the literature: communication as transfer, discourse, conversation (analysis), narrative, and Communicative Constitution of Organizations. These categories are not intended to be exhaustive, but they do provide a useful critical heuristic for navigating a field of study that might otherwise appear overwhelming. To map the terrain's theoretical underpinnings, our study also adopted a problematizing approach to the review which revealed various conspicuous conceptual and empirical absences at a ‘field level’ which merit further attention. The paper offers provocations and suggestions that we expect will inform future studies of organizational communication. Possibilities for developing the field include paying attention to: (a) paralinguistic dimensions of communication; (b) communication in relation to actual work practices; (c) monologic communication and (d) organizational communication in non‐Western contexts.

МЕТОДы ПРОФИЛАКТИКИ МЕЖЛИЧНОСТНых КОНФЛИКТОВ В ОРГАНИЗАЦИИ

The purpose of the study was to develop effective methods for the prevention of interpersonal conflicts of specialists in the field of engineering design. The empirical basis of the study was: a methodology for assessing the psychological climate in the class (author L.N. Lutoshkin); test of aggressiveness — author L.G. Pochebut. The study showed that the surveyed target audience has an average degree of favorability of the socio-psychological climate. To improve the effectiveness of the presented recommendations, a unified preventive program “Corporate Social Intranet” was developed. The implementation of the proposed recommendations will prevent conflict interactions in the organization, improve the socio-psychological climate, increase motivation for selflearning, collective work, achieve personal and team results, reduce errors in the delegation process, increase loyalty, employee engagement, and establish internal organizational communications.

Batubara Police Organizational Communication In The Implementation Of Predictive, Responsibility And Transparent (Precise) Police: Islamic Communication Perspective

<table border="0" cellspacing="0" cellpadding="0"><tbody><tr><td valign="top" width="186"><p class="TableParagraph"><strong><em>Article Info</em></strong></p></td><td valign="top" width="388"><p class="TableParagraph"><strong><em><span style="text-decoration: underline;"> Abstract </span></em></strong><strong><em></em></strong></p></td></tr><tr><td valign="top" width="186"><p class="TableParagraph"><em>Received: </em></p><p class="TableParagraph"><em>Revised: </em></p><p class="TableParagraph"><em>Accepted:</em></p><p class="TableParagraph"> </p><p class="TableParagraph"><strong><em>Keywords:</em></strong></p><p class="TableParagraph"><em>Organizational Communication, Batubara Police, Predictive Police, Responsibility and Transparency (Precision), Islamic Communication.</em></p><p class="TableParagraph"><em>Introduction.</em></p></td><td valign="top" width="388"><p class="TableParagraph"><em>This research aims to analyze and interpret the communication of the Batubara Police organization in implementing predictive, responsibility and transparency (Presisi) police policies in Batubara Regency, using an Islamic communication perspective approach. This research adopts a descriptive qualitative method to observe the natural phenomenon of Batubara Police organizational communication. Research data was obtained through interviews with the Police Chief, Deputy Police Chief, Police Propam, Police Sumda Section, Police Binmas Unit, and Batubara Police Traffic Unit, as well as through documents relevant to the research focus, such as pictures, photos, notes or related writings. . Data collection was carried out through interviews, observation and documentation studies. Data analysis was carried out using reduction, presentation and conclusion techniques. The validity of the data was tested using triangulation techniques. The research results confirm that effective organizational communication, rooted in Islamic principles, and supported by the application of precision at the Batubara Police has a key role in fostering positive relations with the community. By presenting information openly and clearly and providing responsive and responsible services, the police can build a positive image and increase public trust. The synergy between effective communication, Islamic values, and precise application is a vital foundation for achieving the goal of quality public services and increasing the level of public trust. However, handling inhibiting factors, such as unprofessional behavior, is required through strict internal supervision and ongoing training to increase the competence of police officers.</em></p></td></tr></tbody></table>

Pengaruh Program Kesejahteraan Dan Komunikasi Organisasi Terhadap Semangat Kerja Karyawan

The company will retain employees who have high work morale. This is because employees who have work enthusiasm will contribute and be actively involved in the company's progress. Welfare programs and organizational communication are thought to be factors that have an influence on work morale. This research aims to analyze the influence of welfare programs and organizational communication on employee morale (study at PT. Permata Hijau Sawit Medan). The influence of the welfare program and organizational communication will be analyzed partially and simultaneously on employee morale. The form of research used for this research is quantitative with an associative approach. Sampling was carried out using a saturated sampling technique and used 40 respondents as samples. The results of the research conducted show that the welfare program variables (X1) and organizational communication (X2) have a significant effect on employee morale. The welfare program and organizational communication variables simultaneously influence employee morale (Y) with an R value of 0.955. Through the adjusted R square value, it is known that the welfare program and organizational communication variables contribute 91.2% to employee morale while 8.8% is influenced by the variables other.

The role of organizational culture and structure in implementing sustainability initiatives

AbstractTo address the multiple grand challenges facing humanity, there is an urgent need for businesses to become more sustainable. This study explores the implementation of sustainability initiatives through an interview‐based single case study of an organization in the food and beverage industry. Specifically, this study adopts a Natural‐Resource‐Based View of the firm to examine the role of organizational culture and structure in the implementation process. It argues that to successfully implement sustainability initiatives, a flexible structure and a green organizational culture grounded in a shared sustainability vision are essential. The findings reveal that, despite the in‐practice flat organizational structure of the case organization, there was limited knowledge of the organization's sustainability vision among organizational members across all organizational levels. This could be attributed to a lack of internal communication within the organization, which constitutes a barrier to the successful dissemination of green values throughout the organization's family‐like, inclusive, and diverse work environment. This study proposes a three‐part approach for practitioners attempting to implement sustainability initiatives: (1) enhance organizational awareness and communication of the sustainability vision; (2) cultivate a green organizational culture; and (3) advocate for a collaborative, inclusive and decentralized approach to fostering sustainability. This approach is vital not only for sustaining the organization's competitive advantage but also for achieving improved environmental and social outcomes.

PENGARUH KOMUNIKASI ORGANISASI DAN LINGKUNGAN KERJA FISIK TERHADAP KINERJA KARYAWAN DENGAN KEPUASAN KERJA SEBAGAI VARIABEL INTERVENING (Studi Pada PT. Anindya Wiraputra Konsult Cabang Banjarbaru)

Organizational success is based on organizational performance which largely depends on the performance of every employee in the company. Employees with good performance are needed to achieve organizational goals in a competitive advantage. This research has an effect on organizational communication and physical work environment on employee performance with job satisfaction being the intervention variable. Data on organizational communication, physical work environment, job satisfaction, and performance were obtained through the results of distributing questionnaires to respondents. The data obtained were then analyzed using Partial Least Squares (PLS). The results of statistical tests show (1) organizational communication has a significant positive effect on job satisfaction with a path coefficient of 0.299 and T-Stats of 3.473, (2) physical work environment has a significant positive effect on job satisfaction with a path coefficient of 0.269 and T-Stat of 3.473 (3) organizational communication proved to have a positive and significant effect on employee performance with a path coefficient of 0.269 and T Stats of 3.473, (4) the physical work environment proved to have a positive and significant effect on employee performance with a path coefficient of 0.269 and T Stats of 3.465, (5) Job satisfaction is proven to have a significant positive effect on employee performance with a path coefficient of 0.336 and T Stats of 5.295, (6) organizational communication has a significant effect on employee performance with job satisfaction as an intervening variable. The role of job satisfaction as a mediator is partial mediation, which means that organizational communication is able to directly influence employee performance with or without job satisfaction as an intervening variable and (7) physical work environment has a significant effect on employee performance with job satisfaction as an intervening variable. The role of job satisfaction as a mediator is partial mediation, which means that the physical work environment is able to directly affect employee performance with or without job satisfaction as an intervening variable.