The involvement of employees with their activities in the work environment can instigate higher levels of commitment to the organization in which they work. Employee commitment can be instigated by adequate levels of internal communication (Walden et al., 2017). In view of the growing concern with the commitment and engagement of employees, managers responsible for internal communication need to know the communication processes so that they can develop strategies that contribute to the construction of engagement (Welch, 2012). The engagement of individuals at work is frequently addressed in the literature as to its effects, but its background is little explored, especially in specific fields, such as in the public area. Thus, this study analyzes the influence of internal communication on task performance, mediated by the engagement of public servants. The study was carried out by means of a survey with 84 civil servants on active duty from a State Secretariat located in the Southern Region of Brazil. After data collection, analyzes were carried out using the Structural Equation Modeling technique, based on Partial Least Squares (PLS), which demonstrates the relationships between multiple variables and respective constructs. The estimation of structural equations was analyzed using SmartPLS 3. The results of the analyzes show a significant and positive effect of internal communication on engagement, which supports the confirmation of hypothesis H1, that there is a positive relationship between internal communication and engagement. This result is consistent with empirical studies that consider that internal communication inspires engagement (Karanges et al., 2015; Verčič & Vokić; 2017). According to Abdullah and Antony (2012), communication induces employees to realize its importance in the organization and to contribute to the organization's strategies and results, as long as they are aware of the strategies and expected results. There was also a positive association between engagement and task performance, which confirms the hypothesis H2, that there is a positive relationship between engagement and task performance. This result corroborates the findings of Shantz et al. (2013), who found a potential mediating role for employee engagement in the relationship between work design and performance, and that employee engagement positively influences task performance. A positive association was also found between internal communication and task performance, which confirms hypothesis H3. This result is in line with the findings of Tsai et al. (2009) and Abugre (2011), that internal communication can be a determinant of task performance. The literature recognizes the need for adequate levels of communication between management and its employees, in view of its positive effect on the performance of employees' activities (Tsai et al., 2009; Neves & Eisenberger, 2012; Rajhans, 2012). The structural model also confirms the partial mediating effect of the engagement variable in the relationship between internal communication and task performance, which supports H4. These findings are consistent with the assumptions of the literature, which considers that internal communication can improve employee performance through engagement, however, when internal communication is performed inappropriately, it can contribute to employee disengagement (MacLeod & Clarke, 2009). These results contribute to the literature by revealing positive and significant effects of internal communication and engagement in the performance of public servants' tasks, until then constructs analyzed in a dissociated way and generally in different fields of this study. They can also contribute with those responsible for internal organizational communication in the elaboration of strategies that instigate engagement and high performance of public servants' tasks.

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Demandas regulatórias incentivam empresas a incorporar aspectos socioambientais em suas decisões e a estender essa preocupação à seleção e avaliação de fornecedores, visto o reflexo da conduta destes na reputação das empresas compradoras. Nesse sentido, diante da crescente demanda por práticas de Responsabilidade Social Corporativa e divulgação de relatórios que contemplem informações às partes interessadas, este estudo objetiva investigar como a avaliação socioambiental de fornecedores é evidenciada pelas empresas participantes do Índice de Sustentabilidade Empresarial (ISE B3). Para atingir ao proposto, realizou-se análise de evidenciação, conteúdo e similitude dos relatórios de sustentabilidade das (38) empresas investigadas. Embora as empresas afirmem adequar-se aos padrões 308 e 414 do Global Reporting Initiative (GRI), referentes à avaliação socioambiental de fornecedores, apenas uma empresa evidenciou todos os requisitos específicos de relato. As informações são evidenciadas de forma dispersa nos relatórios e os impactos socioambientais possuem menor destaque, o que diminui a qualidade informacional. Como contribuições teóricas e práticas, esta pesquisa apresenta uma discussão sobre aspectos socioambientais nas relações interorganizacionais, Koch; Rengel; Castanha; Gasparetto 115 oferece insights para os gestores aprimorarem a comunicação com usuários externos sobre aspectos socioambientais relacionados à cadeia de suprimentos, e ressalta que as organizações devem melhorar a evidenciação de informações nos seus relatórios de sustentabilidade para atender os padrões GRI e fornecer informações oportunas aos stakeholders.

Objetivo: Analisar a influência da confiança interorganizacional no desempenho relacional mediada pela comunicação interorganizacional entre cooperativas agropecuárias e seus fornecedores. Método: Uma survey foi realizada com profissionais em cargos de níveis estratégicos e intermediários que atuam nas fronteiras organizacionais em cooperativas agropecuárias brasileiras e se obteve 96 respostas válidas. Para testar as hipóteses aplicou-se a técnica de modelagem de equações estruturais, com estimação por mínimos quadrados parciais. Adicionalmente, analisou-se o mapa de importância-desempenho (IPMA) para a variável endógena e seus preditores. Resultados: Influência positiva e significativa foi observada da confiança e da comunicação interorganizacional no desempenho relacional. Efeito mediador parcial da variável comunicação interorganizacional foi observado. Na análise IPMA, a confiança interorganizacional apresentou maior importância, enquanto a comunicação interorganizacional apresentou maior desempenho. Contribuições: Esses achados sugerem que a confiança e a comunicação interorganizacional podem levar a resultados relacionais positivos por meio de benefícios mútuos. Assim, podem contribuir em prol dos gestores envolvidos na melhoria da tomada de decisão pertinente a relacionamentos interorganizacionais.

Resumo O engajamento dos indivíduos no trabalho é abordado com frequência na literatura quanto aos seus efeitos, mas seus antecedentes são pouco explorados, principalmente em campos específicos, como a área pública. Assim, este estudo analisa a influência da comunicação interna no desempenho de tarefas, mediada pelo engajamento de servidores públicos. Pesquisa de levantamento foi realizada com 84 servidores públicos da ativa de uma Secretaria de Estado da Região Sul do Brasil. Os dados coletados foram analisados com aplicação da técnica de modelagem de equações estruturais. Os resultados da pesquisa mostraram que comunicação interna está associada diretamente com engajamento, e esse está diretamente associado com desempenho de tarefas. Associação direta entre comunicação interna e desempenho de tarefas também foi observada. Além disso, o engajamento apresentou mediação parcial na relação entre comunicação interna e desempenho de tarefas. Estes resultados contribuem para a literatura ao revelarem efeitos positivos e significativos da comunicação interna e do engajamento no desempenho de tarefas de servidores públicos, até então construtos analisados de forma dissociada e geralmente em campos diversos deste estudo. Também podem contribuir com os responsáveis pela comunicação organizacional interna na elaboração de estratégias que instiguem engajamento e alto desempenho de tarefas dos servidores públicos.Palavras-chave: Comunicação interna, engajamento, desempenho de tarefasAbstract The involvement of employees with their activities in the work environment can instigate higher levels of commitment to the organization in which they work. Employee commitment can be instigated by adequate levels of internal communication (Walden et al., 2017). In view of the growing concern with the commitment and engagement of employees, managers responsible for internal communication need to know the communication processes so that they can develop strategies that contribute to the construction of engagement (Welch, 2012).The engagement of individuals at work is frequently addressed in the literature as to its effects, but its background is little explored, especially in specific fields, such as in the public area. Thus, this study analyzes the influence of internal communication on task performance, mediated by the engagement of public servants. The study was carried out by means of a survey with 84 civil servants on active duty from a State Secretariat located in the Southern Region of Brazil. After data collection, analyzes were carried out using the Structural Equation Modeling technique, based on Partial Least Squares (PLS), which demonstrates the relationships between multiple variables and respective constructs. The estimation of structural equations was analyzed using SmartPLS 3.The results of the analyzes show a significant and positive effect of internal communication on engagement, which supports the confirmation of hypothesis H1, that there is a positive relationship between internal communication and engagement. This result is consistent with empirical studies that consider that internal communication inspires engagement (Karanges et al., 2015; Verčič & Vokić; 2017). According to Abdullah and Antony (2012), communication induces employees to realize its importance in the organization and to contribute to the organization's strategies and results, as long as they are aware of the strategies and expected results. There was also a positive association between engagement and task performance, which confirms the hypothesis H2, that there is a positive relationship between engagement and task performance. This result corroborates the findings of Shantz et al. (2013), who found a potential mediating role for employee engagement in the relationship between work design and performance, and that employee engagement positively influences task performance. A positive association was also found between internal communication and task performance, which confirms hypothesis H3. This result is in line with the findings of Tsai et al. (2009) and Abugre (2011), that internal communication can be a determinant of task performance. The literature recognizes the need for adequate levels of communication between management and its employees, in view of its positive effect on the performance of employees' activities (Tsai et al., 2009; Neves & Eisenberger, 2012; Rajhans, 2012).The structural model also confirms the partial mediating effect of the engagement variable in the relationship between internal communication and task performance, which supports H4. These findings are consistent with the assumptions of the literature, which considers that internal communication can improve employee performance through engagement, however, when internal communication is performed inappropriately, it can contribute to employee disengagement (MacLeod & Clarke, 2009).These results contribute to the literature by revealing positive and significant effects of internal communication and engagement in the performance of public servants' tasks, until then constructs analyzed in a dissociated way and generally in different fields of this study. They can also contribute with those responsible for internal organizational communication in the elaboration of strategies that instigate engagement and high performance of public servants' tasks.Keywords: Internal communication, engagement, task performance