- E-ISSN2288-2766
- KCI
E-ISSN : 2288-2766
The Feasible Linkage Between Organizational Commitment and Employee Communication
Abstract
Purpose – The current study will provide a cause-effect explanation that will reinforce the existing perception that effective communication fosters organizational communication. The findings will also empower organizations with information on why they must polish their communication strategies. Research design, Data, and methodology – This study has collected numerous textual datasets through ‘Qualitative Content Approach’ (QCA). The author of this research had a responsibility to develop comprehensible methods for categorizing and drawing inferences from raw data in addition to data collecting tactics that may effectively solicit representations. Result – The current study ultimately concludes that effective communication is the most cost-effective tool for motivating employees. Two-way organization communication allows employees to communicate the hardships they encounter in their job. The result of this is adjustments that are geared towards eliminating work-related challenges. Total four suggestions exist for practitioners in the main texts on ‘Results’ section. Conclusion – According to theoretical research, organizational commitment is anchored on the ability of an organization's leadership to communicate the organization's values to lower-level employees. Moreover, the findings reiterate the importance of creating leadership systems that embody an organization's core values. Communication systems that engender this ensure that management discloses the rationale for their business and corporate strategies to employees.
- keywords
- Organizational Commitment, Employee Communication, Qualitative Methodology
Reference
Alrawahi, S., Sellgren, S. F., Altouby, S., Alwahaibi, N., & Brommels, M. (2020). The application of Herzberg's twofactor theory of motivation to job satisfaction in clinical laboratories in Omani hospitals. Heliyon, 6(9), e04829.
Angle, H. L., & Perry, J. L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative science quarterly, 26(1), 1-14.
Ashkanasy, N. M., Ayoko, O. B., & Jehn, K. A. (2014). Understanding the physical environment of work and employee behavior: an affective events perspective. Journal of Organizational Behavior, 35(8), 1169-1184.
Carriere, J., & Bourque, C. (2009). The effects of organizational communication on job satisfaction and organizational commitment in a land ambulance service and the mediating role of communication satisfaction. Career development international, 14(1), 29-49.
Carver, L., & Candela, L. (2008). Attaining organizational commitment across different generations of nurses. Journal of nursing management, 16(8), 984-991.
De Ridder, J. A. (2004). Organisational communication and supportive employees. Human Resource Management Journal, 14(3), 20-30.
Fard, P. G., & Karimi, F. (2015). The Relationship between Organizational Trust and Organizational Silence with Job Satisfaction and Organizational Commitment of the Employees of University. International Education Studies, 8(11), 219-227.
Gagné, M. (2018). From strategy to action: transforming organizational goals into organizational behavior. International Journal of Management Reviews, 20(S1), 83-104.
Gorden, W. I., & Infante, D. A. (2001). Test of a communication model of organizational commitment. Communication Quarterly, 39(2), 144-155.
Gray, J., & Laidlaw, H. (2004). Improving the measurement of communication satisfaction. Management communication quarterly, 17(3), 425-448.
Han, S., & Kang, E. (2020). The marketing strategy to stimulate customer's interest in art-gallery business plan. Journal of Distribution Science, 18(8), 47-54.
Hur, Y. (2018). Testing Herzberg’s two-factor theory of motivation in the public sector: is it applicable to public managers?. Public Organization Review, 18(3), 329-343.
Jung. S. H., & Ahn, B. S. (2022). The Meaningful Relationship between Employee Reading Habits and Innovation Competency. The Journal of Industrial Distribution & Business, 13(11), 31-38.
Kang, E. (2020). The relationship between reinforcement of employee's customer-centric behavior and employee motivation factors. Advances in Social Sciences Research Journal, 7(7), 338-347.
Kim S. G. (2020). The marketing model applying the concepts of educational psychology in the private educational service sector. Journal of Distribution Science, 18(11), 15-22.
Knights, J. A., & Kennedy, B. J. (2005). Psychological contract violation: Impacts on job satisfaction and organizational commitment among Australian senior public servants. Applied HRM research, 10(2), 57-72.
Lester, D. (2013). Measuring Maslow's hierarchy of needs. Psychological reports, 113(1), 15-17.
McElroy, J. C., Morrow, P. C., & Laczniak, R. N. (2001). External organizational commitment. Human Resource Management Review, 11(3), 237-256.
Meyer, J. P., & Smith, C. A. (2000). HRM practices and organizational commitment: Test of a mediation model. Canadian Journal of Administrative Sciences, 17(4), 319-331.
Moldogaziev, T. T., & Silvia, C. (2015). Fostering affective organizational commitment in public sector agencies: The significance of multifaceted leadership roles. Public Administration, 93(3), 557-575.
Morrow, P. C. (2011). Managing organizational commitment: Insights from longitudinal research. Journal of vocational behavior, 79(1), 18-35.
Moynihan, D. P., & Pandey, S. K. (2007). Finding workable levers over work motivation: Comparing job satisfaction, job involvement, and organizational commitment. Administration & Society, 39(7), 803-832.
Nantharath, P., Kang, E. G., & Hwang, H. J. (2016). Investment analysis in the hydroelectric power sector of the Lao People's Democratic Republic (Lao PDR). Journal of Distribution Science, 14(8), 5-8.
Moyo, N. (2019). Testing the effect of employee engagement, transformational leadership and organisational communication on organisational commitment. Journal of Management and Marketing Review, 4(4), 270-278.
Putti, J. M., Aryee, S., & Phua, J. (2010). Communication relationship satisfaction and organizational commitment. Group & Organization Studies, 15(1), 44-52.
Richard, J., & Kang, E. (2018). Culture, competencies and compensation: A framework for pay for performance incentives. American Journal of Management, 18(4), 33-48.
Varona, F. (2002). Conceptualization and management of communication satisfaction and organizational commitment in three Guatemalan organizations. American Communication Journal, 5(3), 1-18.
Walden, J., Jung, E. H., & Westerman, C. Y. (2017). Employee communication, job engagement, and organizational commitment: A study of members of the Millennial Generation. Journal of Public Relations Research, 29(2-3), 73-89.
Wang, Y. (2008). Emotional bonds with supervisor and co-workers: Relationship to organizational commitment in China's foreign-invested companies. The International Journal of Human Resource Management, 19(5), 916- 931.
Welch, M. (2011). The evolution of the employee engagement concept: communication implications. Corporate Communications: An International Journal, 16(4), 328-346.
Woo, E. J. (2021). The relationship between green marketing and firm reputation: Evidence from content analysis. The Journal of Asian Finance, Economics and Business, 8(4), 455-463.
Woo, E. J., & Kang, E. (2020). Environmental issues as an indispensable aspect of sustainable leadership. Sustainability, 12(17), 7014.
Woo, H. (2022). The Importance of CEO's Sustainable Leadership to Distribute Environmental Education Culture in the Organization. The Journal of Industrial Distribution & Business, 13(8), 19-27.
Zwijze-Koning, K., & de Jong, M. (2007). Evaluating the communication satisfaction questionnaire as a communication audit tool. Management communication quarterly, 20(3), 261-282.
- Downloaded
- Viewed
- 0KCI Citations
- 0WOS Citations
