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

Abstract

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.

Evaluating the Mediator Role of Organizational Identification in the Relationship between Symmetrical Internal Communication and Individual Performance of Hotel Employees

“…Therefore, this study is in line with other studies previously conducted that found a relationship between symmetric internal communication and organizational identification (Sun et al 2021;Yue et al 2021). It can also be found that adopting practices geared towards good internal communication can improve employee performance in the organization (Ahmed and Rafiq 2002;Latham et al 2002;Gomes et al 2021Gomes et al , 2023.…”

“…Taking a closer look, the second contribution concerns the understanding of how employees can be one of the most significant work forces in the routine of organizations, since their attitudes affect both individual productivity and business effectiveness (Men and Stacks 2014;Gomes et al 2021). This study brings clarification to organizations regarding the benefits of implementing internal communication actions through human resource management.…”

“…In the reality of many organizations, the employees may represent one of the most important work forces and their attitudes contribute to individual productivity and organizational performance (Men and Stacks 2014;Gomes et al 2021). Following the suggestions of Sinčić Ćorić et al (2020) it is important to observe how strategies that use internal communication produce positive impact over life satisfaction of the employee and contributes to better and higher performance at work.…”

“…In this sense, many organizations and their managers are trying to better understand work performance and its relationships with other variables (Ribeiro et al 2021;Gomes et al 2021;Duarte et al 2021;Yücel et al 2020). On the other hand, some scholars recognize that factors such as continuing education, proactivity, encouraging teamwork and the advancement of technology can be some of the indicators of success and reflect on good work performance (Latham et al 2002).…”

“Searching for Gold” with Sustainable Human Resources Management and Internal Communication: Evaluating the Mediating Role of Employer Attractiveness for Explaining Turnover Intention and Performance

“…Organizational studies are quite wide in terms of research interests for studies into the employee-organization relationship (e.g., Duarte et al 2019;Ribeiro et al 2020a;Balaskas et al 2020;Gomes et al 2021;Wiefek and Heinitz 2021). Within the wide plethora of relevant and current remits of investigation, the subjects of avoiding turnover intention and stimulating employee performance present themselves as key matters for promoting organizational success.…”