No abstract

No abstract

Although much research on organization-public relationship (OPR) has been conducted in public relations, negative relational features have been researched less extensively. It is imperative to identify negative relational components for restoring the damaged relationships between organization and publics and to understand how negative OPR (NOPR) can hamper public relations efforts. This study focused on exploring dimensions of NOPR through a systematic scale development process. In this study, four dimensions of NOPR-dissatisfaction, distrust, control dominance, and dissolution-were identified and the twenty-two-item scale was statistically reliable and valid. It was also shown that NOPR influenced Public's Communication Behavior (PCB).

Purpose The purpose of this paper is to identify associations amongst organizational justice, supervisory justice, authoritarian culture, organization-employee relationship quality and employee turnover intention. Design/methodology/approach An online survey (n=300) was conducted in South Korea. Findings Organizational justice and supervisory justice are positively associated with organization-employee relationship quality, while authoritarian organizational culture is negatively associated with it. In addition, there is a positive association between authoritarian organizational culture and turnover intention. Organizational justice and organization-employee relationship quality are negatively associated with turnover intention. Originality/value This study contributes to the lack of research on organization-employee relationship quality as a predictor of employee turnover intention and a mediator between authoritarian organizational culture and turnover intention.

Organizational culture has long been considered as a key factor that can influence strategic communication practice such as public relations. However, little empirical research dealing with organizational culture can be found in public relations. In this study, we define employee communication as a special practice area of public relations and examine how it is affected by organizational culture. An attempt is made to develop reliable and valid measurement scales for both employee communication and organizational culture. Through review of literature on organizational culture, we closely examine one of the conceptual frameworks-Competing Values Model (CVM)-that can be applied to public relations research. By conducting a survey research, we test the reliability and validity of CVM measures and further test their relationships with employee communication strategies. The article ends by discussing implications of the study results for public relations professionals.