Engaging employees through internal communication

Verčić, Ana Tkalac; Vokić, Nina Pološki

doi:10.1016/j.pubrev.2017.04.005

Cited by 102 publications

(53 citation statements)

References 47 publications

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“…Yapılan çeşitli araştırmalar dönüşümcü liderlik uygulamalarının çalışanlar üzerinde olumlu sonuçlar yarattığını ortaya koymaktadır (Pawar & Eastman, 1997;Eisenbach, Watson, & Pillai, 1999;Wong & Cummings, 2009;Bass & Avolio, 2004;Al-Qura'an, 2016). Benzer şekilde kurumsal değişim sürecinde kurumsal iletişimin önemini tartışan çeşitli çalışmalar da mevcuttur (Johansson & Heide, 2008;Pitt, Murgolo-Poore, & Dix, 2001;Rawlins, 2008;Verčič & Vokić, 2017).…”

Section: Gonca Yıldırımunclassified

Halkla İlişkilerde Şeffaf İç İletişim ve Dönüşümcü Liderliğin Kurumsal Değişim ve Kurumsal Güven İnşasındaki Rolü

Yıldırım

2021

Erciyes İletişim Dergisi

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The role of public relations and communication is an undeniable reality -especially under the condition of change and crisis. However, after all, the necessity of the approaches of public relations and communication during the institutional change is ignored by various institutions. In this sense, change management and transformational leadership mostly discussed under the sphere of business and management-organization will be discussed in terms of public relations and transparent communication in this study. The role of transformational leadership and transparent communication in the management of institutional change and providing institutional trust, collectively examined for the first time within the scope of this study. The purpose of this research is to introduce the relationship between creating institutional trust and management of institutional change and transparent communication. Another purpose of the study is to test the relationship between transformational leaders and employees' openness to corporate change and creating corporate trust. The research base of the study is based on survey data among 423 people were obtained through the simple random sample method. Results indicate that transparent communication and transformational leadership is related to the institutional trust of employees positively so that this affected positively the openness of employee for the change.

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Section: Gonca Yıldırımunclassified

Halkla İlişkilerde Şeffaf İç İletişim ve Dönüşümcü Liderliğin Kurumsal Değişim ve Kurumsal Güven İnşasındaki Rolü

Yıldırım

2021

Erciyes İletişim Dergisi

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“…Positive outcomes such as increased job satisfaction are associated with employee engagement (Mishra et al, 2014;Vercic and Vokic 2017). Teimouri et al (2016) conducted a study to assess the impact of employee engagement on organisational engagement.…”

Section: Employee Engagementmentioning

confidence: 99%

“…Mishra et al (2014) supported that the executives select communication strategies to create trust and engagement with employees. In addition to the study by Mishra et al (2014), in their research, Vercic and Vokic (2017), explored the relationship between internal communication satisfaction and employee engagement. The researchers found that internal communication satisfaction in an organisation is positively correlated with increased employees' engagement (Vercic and Vokic, 2017).…”

Section: Role Of Internal Communication and Employee Engagementmentioning

confidence: 99%

Examining the role of internal communication and employee engagement in Cyprus-based medium-sized organisations in times of challenging strategic changes

Komodromos

2020

JGBA

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In response to the 2013 financial crisis in Cyprus, employers made uninformed decisions to downsize and restructure as techniques for maximising profit and decreasing cost. The employers did not consider the change management issues associated with change. The purpose of conducting this study is to: a) examine the employees' perceptions to determine whether there exists any relationship between internal communication and employee engagement in medium-size organisations during challenging economic conditions; b) determine the impact of internal communication on the employees' engagement. Using the purposive sampling technique, 343 participants were recruited. In this qualitative study, a thematic analysis of the interview responses was conducted to help in retrieving insightful information from the collected data. Applying pattern coding facilitated in proving that the hypotheses should be accepted. The findings of the study were that the top management in medium-sized organisations should use effective internal communication and employee engagement to support strategic change.

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“…Metode pengumpulan data pada penelitian ini ialah melalui penyebaran kuesioner dengan tipe kuesioner persepsi diri. Robinson et al, 2004;Verèiè & Vokiae, 2017).…”

Section: Pengukuranunclassified

Peran Kesejahteraan di Tempat Kerja terhadap Kesiapan untuk Berubah

2020

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Salah satu kunci keberhasilan perubahan organisasi ialah faktor sumber daya manusia yang dimilikinya, terutama pada sikap kesiapan untuk berubah (readiness for change). Di sisi lain, perubahan organisasi biasanya menimbulkan emosi negatif bagi karyawan, sehingga karyawan perlu didukung dengan kesejahteraan karyawan di tempat kerja (workplace wellbeing). Oleh karena itu, penelitian ini menguji pengaruh kesejahteraan karyawan di tempat kerja terhadap kesiapan untuk berubah, dengan hipotesis penelitian bahwa terdapat pengaruh kesejahteraan di tempat kerja terhadap kesiapan untuk berubah. Metode penelitian ini menggunakan pendekatan kuantitatif. Penelitian ini dilakukan di salah satu perusahaan BUMN di Indonesia yang sementara ini sedang melakukan beberapa perubahan, dengan jumlah responden penelitian sebanyak 98 karyawan pelaksana yang dipilih menggunakan teknik simple random sampling. Alat ukur penelitian ini menggunakan kuesioner Kesejahteraan di Tempat Kerja dari Maulana (2018) yang diadaptasi dari Workplace Well-Being Index dari Page ( 2005), dan kuesioner Kesiapan untuk Berubah yang diadaptasi langsung dari Readiness for Change Questionnaire dari Holt et al. (2007). Analisis data menggunakan analisis regresi. Hasil penelitian ini menunjukkan terdapat pengaruh yang signifikan (.00 < .05) dari kesejahteraan di tempat kerja terhadap kesiapan untuk berubah sebesar 35.5%. Kata Kunci: kesejahteraan di tempat kerja, kesiapan untuk berubah, sumber daya manusia

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Engaging employees through internal communication

Cited by 102 publications

References 47 publications

Halkla İlişkilerde Şeffaf İç İletişim ve Dönüşümcü Liderliğin Kurumsal Değişim ve Kurumsal Güven İnşasındaki Rolü

Halkla İlişkilerde Şeffaf İç İletişim ve Dönüşümcü Liderliğin Kurumsal Değişim ve Kurumsal Güven İnşasındaki Rolü

Examining the role of internal communication and employee engagement in Cyprus-based medium-sized organisations in times of challenging strategic changes

Peran Kesejahteraan di Tempat Kerja terhadap Kesiapan untuk Berubah

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