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Research proposal of sohail tariq (ms management science) uol SohailTariq16
This document provides information about a research study investigating the relationship between internal social media usage, employee engagement, organizational citizenship behavior (OCB), and power distance. The study aims to determine if internal social media engagement employees and affects OCB, and if power distance moderates the effects of the relationships between internal social media, employee engagement, and OCB. The document outlines the research questions, theoretical model, literature review on the key constructs, and hypotheses. The proposed methodology will target the service sector population but details of the sampling and data collection are not provided.
MEDIATING EFFECT OF OCB ON RELATIONSHIP BETWEEN JOB ATTITUDES AND KNOWLEDGE S...IAEME Publication
This document summarizes a research paper that studied the relationship between job attitudes, organizational citizenship behavior (OCB), and knowledge sharing behavior among employees of Add Soft Technologies in Bangalore, India. The study found:
1) There was a significant relationship between employee knowledge sharing and their job attitudes. Employees with more positive job attitudes were more likely to share knowledge.
2) There was also a significant relationship between job attitudes and OCB. More positive job attitudes led to greater OCB among employees.
3) OCB had a mediating effect on the relationship between job attitudes and knowledge sharing behavior. Positive job attitudes increased OCB, which then increased knowledge sharing.
Organization citizenship behaviour as a determining Factor in Business outcomeAI Publications
The aim of this research was to look at an organization's citizenship behavior as a deciding factor in business success. The aim of the study was to assess private businesses in Kurdistan, especially in Erbil. To allow the study to measure business outcomes, the researchers used five different dimensions of organizational citizenship behavior. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. Both workers had an equal chance of being chosen for the survey using a random sampling technique. The research was conducted in Erbil's private sector. The researchers distributed 85 questionnaires, but only 75 were returned, and only 67 of the 75 questionnaires were completed correctly. The researcher used multiple regression analysis to measure the established research hypotheses, and the results revealed that all five hypotheses are supported, with the highest value being for fairness perception, as organization citizenship behavior element has a significant influence on business outcome, and the lowest value being for job satisfaction, as organization citizenship behavior element has a significant influence on business outcome. This instrument will be used in future research to further our understanding of organizational learning.
This document discusses organizational communication and its relationship to organizational commitment. It examines how effective communication between management and employees can help build commitment. The document reviews different theories of organizational communication, including classical, human relations, human resources, systems, and cultural approaches. It discusses how each approach views the role of communication in organizations. The key point is that multidirectional communication that shares information and allows employee input and feedback can help improve problem-solving, innovation and employee trust/commitment. Effective communication is seen as vital for organizational success.
Based on the social capital theory, this article takes the Chinese inland scholars’ co-authorship network in the field of information science as the case, and investigates the influence of periphery authors’ network embeddedness on research impact by applying Poisson regression model. The empirical results indicate that: (1) Degree centrality positively affect the net citations, (2) an inverted U-shaped relationship exists between the degree centrality and the net citations, which confirms the existence of the optimal collaboration size, and (3) structural hole positively affect the net citations.
Effects of internal_social_media_and_ocb____research_proposal[1]SohailTariq16
This research proposal aims to examine the impact of internal social media on employee engagement and organizational citizenship behavior. The student proposes to investigate whether internal social media engages employees, the effect of positive voice behavior on employee engagement, and whether internal social media affects organizational citizenship behavior. The proposal outlines the research questions, contribution, objectives, theoretical model relating internal social media to employee engagement and citizenship behavior, and provides a literature review on internal communication, social media, and their benefits and challenges.
Hospitality Supervision And Management
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call: 9971223030
Research proposal of sohail tariq (ms management science) uol SohailTariq16
This document provides information about a research study investigating the relationship between internal social media usage, employee engagement, organizational citizenship behavior (OCB), and power distance. The study aims to determine if internal social media engagement employees and affects OCB, and if power distance moderates the effects of the relationships between internal social media, employee engagement, and OCB. The document outlines the research questions, theoretical model, literature review on the key constructs, and hypotheses. The proposed methodology will target the service sector population but details of the sampling and data collection are not provided.
MEDIATING EFFECT OF OCB ON RELATIONSHIP BETWEEN JOB ATTITUDES AND KNOWLEDGE S...IAEME Publication
This document summarizes a research paper that studied the relationship between job attitudes, organizational citizenship behavior (OCB), and knowledge sharing behavior among employees of Add Soft Technologies in Bangalore, India. The study found:
1) There was a significant relationship between employee knowledge sharing and their job attitudes. Employees with more positive job attitudes were more likely to share knowledge.
2) There was also a significant relationship between job attitudes and OCB. More positive job attitudes led to greater OCB among employees.
3) OCB had a mediating effect on the relationship between job attitudes and knowledge sharing behavior. Positive job attitudes increased OCB, which then increased knowledge sharing.
Organization citizenship behaviour as a determining Factor in Business outcomeAI Publications
The aim of this research was to look at an organization's citizenship behavior as a deciding factor in business success. The aim of the study was to assess private businesses in Kurdistan, especially in Erbil. To allow the study to measure business outcomes, the researchers used five different dimensions of organizational citizenship behavior. The current study used a quantitative analysis approach in which a questionnaire was adapted from academic sources. Both workers had an equal chance of being chosen for the survey using a random sampling technique. The research was conducted in Erbil's private sector. The researchers distributed 85 questionnaires, but only 75 were returned, and only 67 of the 75 questionnaires were completed correctly. The researcher used multiple regression analysis to measure the established research hypotheses, and the results revealed that all five hypotheses are supported, with the highest value being for fairness perception, as organization citizenship behavior element has a significant influence on business outcome, and the lowest value being for job satisfaction, as organization citizenship behavior element has a significant influence on business outcome. This instrument will be used in future research to further our understanding of organizational learning.
This document discusses organizational communication and its relationship to organizational commitment. It examines how effective communication between management and employees can help build commitment. The document reviews different theories of organizational communication, including classical, human relations, human resources, systems, and cultural approaches. It discusses how each approach views the role of communication in organizations. The key point is that multidirectional communication that shares information and allows employee input and feedback can help improve problem-solving, innovation and employee trust/commitment. Effective communication is seen as vital for organizational success.
Based on the social capital theory, this article takes the Chinese inland scholars’ co-authorship network in the field of information science as the case, and investigates the influence of periphery authors’ network embeddedness on research impact by applying Poisson regression model. The empirical results indicate that: (1) Degree centrality positively affect the net citations, (2) an inverted U-shaped relationship exists between the degree centrality and the net citations, which confirms the existence of the optimal collaboration size, and (3) structural hole positively affect the net citations.
Effects of internal_social_media_and_ocb____research_proposal[1]SohailTariq16
This research proposal aims to examine the impact of internal social media on employee engagement and organizational citizenship behavior. The student proposes to investigate whether internal social media engages employees, the effect of positive voice behavior on employee engagement, and whether internal social media affects organizational citizenship behavior. The proposal outlines the research questions, contribution, objectives, theoretical model relating internal social media to employee engagement and citizenship behavior, and provides a literature review on internal communication, social media, and their benefits and challenges.
Hospitality Supervision And Management
We Also Provide SYNOPSIS AND PROJECT.
Contact www.kimsharma.co.in for best and lowest cost solution or
Email: amitymbaassignment@gmail.com
Call: 9971223030
This research proposal examines how internal social media impacts employee engagement and organizational citizenship behavior (OCB). The researcher aims to investigate whether internal social media increases employee engagement, whether engagement leads to higher OCB, and if voice behavior moderates these relationships. The proposal outlines three research questions, contributions of the study, four objectives, and a theoretical model showing relationships between internal social media, employee engagement, OCB, and voice behavior. The methodology will survey employees from service sector organizations using internal social media to test five hypotheses.
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
Assessment of Neural Network and Goal Programming on Cross Cultural ManagementYogeshIJTSRD
For achieving success in a global arena cross cultural training should be provided to employees to settle down between the global business environment and culture as one of the factors contributing to economic success, revenue generation, surplus booking, goodwill enhancement, market fame and many more. More the revenue, more the profit booking leads to rise company’s goodwill and builds customers faith as well as provides employee satisfaction which motivates employees to be more productive, more efficient, more energetic, more enthusiastic, and never let employees to get stressed from their work.AI ANN and goal programming is being used a method to find something fruitful to mitigate cross cultural issues in an organization. Shefali G | Dr. Rajesh Singh "Assessment of Neural Network and Goal Programming on Cross Cultural Management" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41217.pdf Paper URL: https://www.ijtsrd.comcomputer-science/computer-network/41217/assessment-of-neural-network-and-goal-programming-on-cross-cultural-management/shefali-g
Employee voice and the regulation of employment relations johnstoneNuBizHRMWE
The document discusses different forms of employee voice in industrial relations, including self-management, employee involvement, and employee representation via trade unions. It argues that while union membership has declined, collective representation through trade unions remains important for regulating social and economic interests in the workplace. Union-management partnership strategies that involve cooperation and problem-solving have potential benefits, though critics argue they can be fragile. The document concludes that effective representative employee voice should be supported by public policy and contemporary human resource management.
Topic proposal the topic i have chosen for my research is how sSALU18
The document proposes a research topic examining how employers' monitoring of employees' social media can influence employee privacy and organizational work environment. It discusses gaps in the literature around how violations of employee privacy on social media negatively impact work environment. The purpose is to qualitatively examine this issue from employees' perspectives. Two research questions are proposed that ask how employer monitoring of social media violates employee privacy and harms organizational climate according to employees. The methodology will involve online surveys and interviews of 20-25 US-based employees.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
Volume 35 i number 3ijuly 2oi3ipage$ 211-227text messaging aSALU18
1) The document discusses ethical challenges and guidelines for using text messaging in private mental health practice. It reviews literature on the use of technology in practice and benefits and limitations of text-based communication.
2) While text messaging can provide benefits like flexibility, lower costs, and convenience, it also raises ethical concerns around confidentiality, documentation, competence, and misinterpretation.
3) The article provides guidelines for developing personal best practices when using text messaging to help counselors make informed decisions about its use.
Network relationship is positively correlated with enterprise development and performance, which is an important
basis for studying enterprise development and judging enterprise development situation. In this paper, complex
network theory and methods are used to study enterprise network relationships. Based on graph theory, a graph
model of enterprise network relationships is constructed, and the Laplacian matrix of the graph model is used to
analyze important indicators of network relationships, relationship strength, stability, reciprocity, centrality and other
indicators of numerical analysis methods.
Impact appraisal of organizational culture on employee’s performanceAlexander Decker
This document summarizes a study that examined the impact of organizational culture on employee performance at a Nigerian NGO called CUBS. Two hypotheses were tested: 1) there is a positive relationship between organizational culture and employee performance, and 2) organizational culture impacts employee performance. Both hypotheses were supported by the results. A correlation analysis found a strong positive relationship between organizational culture and performance. A regression analysis showed that organizational culture accounted for 50.2% of the variance in employee performance and was a significant predictor. However, other unexplored factors also impact performance. In conclusion, organizational culture positively influences employee performance.
Corporate efficiency through cultural narrativesQuinn Thurman
This document provides a literature review and proposed methodology for a study examining how cultural narratives contribute to corporate efficiency at Southern Utah University. The literature review discusses previous research showing that strong organizational culture and internal communication can improve efficiency. The proposed methodology is to interview university staff involved in recruitment to identify common narratives told to students. These narratives will then be analyzed using grounded theory methods to develop categories of stories and evaluate which types of stories align with factors known to increase efficiency, such as those identified in the literature review. The goal is to determine what narrative themes and types are most effective for establishing an efficient organizational culture.
This document outlines the steps to designing an effective survey:
1. Determine the research question by clarifying the purpose of the survey, why the data is being collected, and who can provide the data.
2. Identify the outcomes or goals the survey aims to measure in relation to the research question.
3. Define indicators that will quantitatively or qualitatively measure each outcome.
The document provides examples of applying these steps to case studies about evaluating an education nonprofit and women's self-help groups. Properly defining the research question, outcomes, and indicators upfront ensures high quality data collection and analysis.
Communicating for Engagement, presented at Bledcom 2012Kevin Ruck
Research into internal communication - are practitioners able to do the type of communication that leads to employee engagement? Full report is on the PR Academy website
This document contains summaries of multiple research studies related to knowledge management. The studies examine topics such as:
- Differences in KM perceptions between Italian and American workers and how these relate to cultural dimensions. No significant differences were found.
- A model for predicting inter-organizational knowledge satisfaction using task characteristics and knowledge conversion processes. The model accounted for 35.3% of variance.
- Strategies for information sharing between companies to improve operations management, customer base, and competitive advantage. Certain factors like value proposition and culture were found to play significant roles.
- The integration of tacit and explicit knowledge types in KMS to maximize returns on IT investments by overcoming problems like adverse selection and moral hazard.
Knowledge Management: A Literature ReviewOlivia Moran
Is technology the key critical factor, which determines the success or failure of a
Knowledge Management (KM) implementation initiative? Are there other factors,
which contribute to its success or failure?
KM is concerned with sharing and managing information. People need to be seen as
the primary key to its success, as they play a very crucial role. People hold substantial
amounts of information and they need to be encouraged to share it. Technology is
available to support knowledge sharing, but this does not mean that people will
automatically give it up.
This paper examines the human element of knowledge management
Employee voice: An antecedent to organisational engagement?Kevin Ruck
Some findings from Dr Kevin Ruck's PhD thesis related to the association between employee voice and organisational engagement, presented at Bledcom 2016 by Kevin and his PhD supervisor Dr Mary Welch.
This document summarizes a study examining how team diversity, communication technology, and task characteristics influence conflict and performance in global virtual teams. The study analyzes conflict episodes in global virtual teams to understand the antecedents and effects of conflict. Prior literature suggests that cultural and functional diversity can lead to task and relationship conflict in teams. Asynchronous communication and lack of feedback can also contribute to task conflict. Additionally, the impact of task and relationship conflict on performance may depend on factors like task complexity and interdependence. The study aims to develop a model integrating how team, technology, and task elements relate to conflict and performance in global virtual teams.
This document provides annotations for two scholarly articles related to increasing minority recruitment. The first article examines diversity management best practices at top companies and finds common themes around recruitment of minorities. The second article discusses how hiring managers' focus on certain demographic categories can unintentionally lead to bias and offers suggestions to reduce discrimination. It also calls for further research on the topic. The document also summarizes two public relations articles. One discusses how a diverse public relations field benefits organizations and offers suggestions for increasing diversity. The other examines how corporate language around diversity can negatively impact minority employees through stigma and offers an inclusive communication strategy.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
This document summarizes a study that examined the impact of organizational communication on organizational commitment and job satisfaction among public employees in Namibia. The study reviewed relevant literature on organizational communication, organizational commitment, and job satisfaction. It then proposed and tested a research model and two hypotheses: 1) open organizational communication is positively associated with organizational commitment, and 2) there is a positive relationship between open organizational communication and job satisfaction. An empirical study was conducted among 100 public employees across 25 Namibian government ministries. Statistical analysis of the data found support for both hypotheses, with open organizational communication showing significant positive correlations with both organizational commitment and job satisfaction.
Jiezhen Zhu
COMM 100
Shelly Spratt
Oct 25, 2019
Annotated Bibliography
The Role of Communication in Business Relationships
1. Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.
This article was written by Dennis Tourish that mainly represents the importance of communication in different business relationships (Tourish, 2014). Leadership plays a great role in this context. According to the author, better leadership has remained a popular solution for climate change and business problems. However, communication is one of the best solutions procured by a leader to solve any type of conflict or problem in a business. There has been a growing concern regarding traditional approaches to the subject that have some oppressive power relationships. The main goal of this article was to determine different deficiencies in the leader through which they cannot occupy formal leadership roles.
The methods used by the researcher are based on observation and organizational research methods (Tourish, 2014). Different theories and models have been observed by the researcher to understand the implication of communication in leadership. Different organizational actors have played some formal leadership roles. According to the author, different followers of leader agency have been using false methods to address the problems in the business. There is a need to understand a better method related to communication to solve these matters. A wide range of literature has been conducted by the author in which she has taken different journal articles and books to prove her arguments.
According to the findings of the research, communication of organization are suggested to be the best approach that can be practiced by leaders (Tourish, 2014). Communication is compatible with certain social and business structures. It plays a great role in the construction of organizational actors in which facilitation of disagreement creates conflicts. The author has also emphasized the traditional stress that is created due to the achievement of cohesion in some cases. Communication can be the best resolution for every type of need in the business setting.
2. Lam, C. (2015). The role of communication and cohesion in reducing social loafing in group projects. Business and Professional Communication Quarterly, 78(4), 454-475.
This article, written by Chris Lam is basically related to the role of communication in reducing social loafing (Lam, 2015). Social loafing is a tendency to put less effort when an individual is a part of a group. It basically occurs when there is poor communication between the members of the group. Communication plays a great role in the determination and encouragement of team members. The goals of the project cannot be achieved without the practice of communication in a team. The main aim of the following research article was to investigate the influence of soc ...
This study investigates the relationships between communication satisfaction, employee engagement, job satisfaction, and job performance among faculty and staff in universities in Thailand. A survey was administered to 400 faculty and staff across public and private universities. The results of regression analyses show that communication satisfaction positively impacts job satisfaction and employee engagement. Job satisfaction positively impacts employee engagement and job performance. Employee engagement positively impacts job performance. However, there is no significant relationship between communication satisfaction and job performance.
This research proposal examines how internal social media impacts employee engagement and organizational citizenship behavior (OCB). The researcher aims to investigate whether internal social media increases employee engagement, whether engagement leads to higher OCB, and if voice behavior moderates these relationships. The proposal outlines three research questions, contributions of the study, four objectives, and a theoretical model showing relationships between internal social media, employee engagement, OCB, and voice behavior. The methodology will survey employees from service sector organizations using internal social media to test five hypotheses.
This research measures relationship among employee participation and organizational commitment in targeted organizations. Organizational Commitment is measured through open interval model results, rational model results and human relations model results. Data collected from Textiles, Pharmaceutical and Telecom companies operating in Mumbai by using questionnaire with sample size of 219. Correlation and regression analysis is used to establish relationship amongst the variables and to prove the hypotheses. Results confirmed that Organizational Commitment increases when there is active participation of employee in organizations.
Organizations which delegate the authority to employees perform well as compared to those who don’t. Organizations who allow their employees to work in teams proved/shows more performance level than those who have non-team based/individualistic structure. This study has identified two kinds of direct participation which is associated with organisational commitment. It therefore has clear significance for proving a positive relationship between Employee participation and organisational commitment. The outcome of this research supports the argument for more participation of employees in decision making and work autonomy. No negative effect of Employee participation was found to exist in either prior research or this study.
Assessment of Neural Network and Goal Programming on Cross Cultural ManagementYogeshIJTSRD
For achieving success in a global arena cross cultural training should be provided to employees to settle down between the global business environment and culture as one of the factors contributing to economic success, revenue generation, surplus booking, goodwill enhancement, market fame and many more. More the revenue, more the profit booking leads to rise company’s goodwill and builds customers faith as well as provides employee satisfaction which motivates employees to be more productive, more efficient, more energetic, more enthusiastic, and never let employees to get stressed from their work.AI ANN and goal programming is being used a method to find something fruitful to mitigate cross cultural issues in an organization. Shefali G | Dr. Rajesh Singh "Assessment of Neural Network and Goal Programming on Cross Cultural Management" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-5 | Issue-4 , June 2021, URL: https://www.ijtsrd.compapers/ijtsrd41217.pdf Paper URL: https://www.ijtsrd.comcomputer-science/computer-network/41217/assessment-of-neural-network-and-goal-programming-on-cross-cultural-management/shefali-g
Employee voice and the regulation of employment relations johnstoneNuBizHRMWE
The document discusses different forms of employee voice in industrial relations, including self-management, employee involvement, and employee representation via trade unions. It argues that while union membership has declined, collective representation through trade unions remains important for regulating social and economic interests in the workplace. Union-management partnership strategies that involve cooperation and problem-solving have potential benefits, though critics argue they can be fragile. The document concludes that effective representative employee voice should be supported by public policy and contemporary human resource management.
Topic proposal the topic i have chosen for my research is how sSALU18
The document proposes a research topic examining how employers' monitoring of employees' social media can influence employee privacy and organizational work environment. It discusses gaps in the literature around how violations of employee privacy on social media negatively impact work environment. The purpose is to qualitatively examine this issue from employees' perspectives. Two research questions are proposed that ask how employer monitoring of social media violates employee privacy and harms organizational climate according to employees. The methodology will involve online surveys and interviews of 20-25 US-based employees.
Employee Engagement and Internal Communication- A United Arab Emirates StudyMariam Al Mazrouei
This summary provides an overview of the key points from the document:
[1] The document is a literature review for a study that explored which internal communication channels contribute to employee engagement in the United Arab Emirates.
[2] It defines employee engagement as the emotional commitment an employee feels toward their organization and its goals. Highly engaged employees are more productive, innovative, and loyal.
[3] Face-to-face communication, trust in leadership, and feeling pride in one's work are identified as major drivers of employee engagement. Cultural influences can also impact communication channel preferences.
Volume 35 i number 3ijuly 2oi3ipage$ 211-227text messaging aSALU18
1) The document discusses ethical challenges and guidelines for using text messaging in private mental health practice. It reviews literature on the use of technology in practice and benefits and limitations of text-based communication.
2) While text messaging can provide benefits like flexibility, lower costs, and convenience, it also raises ethical concerns around confidentiality, documentation, competence, and misinterpretation.
3) The article provides guidelines for developing personal best practices when using text messaging to help counselors make informed decisions about its use.
Network relationship is positively correlated with enterprise development and performance, which is an important
basis for studying enterprise development and judging enterprise development situation. In this paper, complex
network theory and methods are used to study enterprise network relationships. Based on graph theory, a graph
model of enterprise network relationships is constructed, and the Laplacian matrix of the graph model is used to
analyze important indicators of network relationships, relationship strength, stability, reciprocity, centrality and other
indicators of numerical analysis methods.
Impact appraisal of organizational culture on employee’s performanceAlexander Decker
This document summarizes a study that examined the impact of organizational culture on employee performance at a Nigerian NGO called CUBS. Two hypotheses were tested: 1) there is a positive relationship between organizational culture and employee performance, and 2) organizational culture impacts employee performance. Both hypotheses were supported by the results. A correlation analysis found a strong positive relationship between organizational culture and performance. A regression analysis showed that organizational culture accounted for 50.2% of the variance in employee performance and was a significant predictor. However, other unexplored factors also impact performance. In conclusion, organizational culture positively influences employee performance.
Corporate efficiency through cultural narrativesQuinn Thurman
This document provides a literature review and proposed methodology for a study examining how cultural narratives contribute to corporate efficiency at Southern Utah University. The literature review discusses previous research showing that strong organizational culture and internal communication can improve efficiency. The proposed methodology is to interview university staff involved in recruitment to identify common narratives told to students. These narratives will then be analyzed using grounded theory methods to develop categories of stories and evaluate which types of stories align with factors known to increase efficiency, such as those identified in the literature review. The goal is to determine what narrative themes and types are most effective for establishing an efficient organizational culture.
This document outlines the steps to designing an effective survey:
1. Determine the research question by clarifying the purpose of the survey, why the data is being collected, and who can provide the data.
2. Identify the outcomes or goals the survey aims to measure in relation to the research question.
3. Define indicators that will quantitatively or qualitatively measure each outcome.
The document provides examples of applying these steps to case studies about evaluating an education nonprofit and women's self-help groups. Properly defining the research question, outcomes, and indicators upfront ensures high quality data collection and analysis.
Communicating for Engagement, presented at Bledcom 2012Kevin Ruck
Research into internal communication - are practitioners able to do the type of communication that leads to employee engagement? Full report is on the PR Academy website
This document contains summaries of multiple research studies related to knowledge management. The studies examine topics such as:
- Differences in KM perceptions between Italian and American workers and how these relate to cultural dimensions. No significant differences were found.
- A model for predicting inter-organizational knowledge satisfaction using task characteristics and knowledge conversion processes. The model accounted for 35.3% of variance.
- Strategies for information sharing between companies to improve operations management, customer base, and competitive advantage. Certain factors like value proposition and culture were found to play significant roles.
- The integration of tacit and explicit knowledge types in KMS to maximize returns on IT investments by overcoming problems like adverse selection and moral hazard.
Knowledge Management: A Literature ReviewOlivia Moran
Is technology the key critical factor, which determines the success or failure of a
Knowledge Management (KM) implementation initiative? Are there other factors,
which contribute to its success or failure?
KM is concerned with sharing and managing information. People need to be seen as
the primary key to its success, as they play a very crucial role. People hold substantial
amounts of information and they need to be encouraged to share it. Technology is
available to support knowledge sharing, but this does not mean that people will
automatically give it up.
This paper examines the human element of knowledge management
Employee voice: An antecedent to organisational engagement?Kevin Ruck
Some findings from Dr Kevin Ruck's PhD thesis related to the association between employee voice and organisational engagement, presented at Bledcom 2016 by Kevin and his PhD supervisor Dr Mary Welch.
This document summarizes a study examining how team diversity, communication technology, and task characteristics influence conflict and performance in global virtual teams. The study analyzes conflict episodes in global virtual teams to understand the antecedents and effects of conflict. Prior literature suggests that cultural and functional diversity can lead to task and relationship conflict in teams. Asynchronous communication and lack of feedback can also contribute to task conflict. Additionally, the impact of task and relationship conflict on performance may depend on factors like task complexity and interdependence. The study aims to develop a model integrating how team, technology, and task elements relate to conflict and performance in global virtual teams.
This document provides annotations for two scholarly articles related to increasing minority recruitment. The first article examines diversity management best practices at top companies and finds common themes around recruitment of minorities. The second article discusses how hiring managers' focus on certain demographic categories can unintentionally lead to bias and offers suggestions to reduce discrimination. It also calls for further research on the topic. The document also summarizes two public relations articles. One discusses how a diverse public relations field benefits organizations and offers suggestions for increasing diversity. The other examines how corporate language around diversity can negatively impact minority employees through stigma and offers an inclusive communication strategy.
This document provides an introduction and literature review for a comparative study of employer provided training and organizational performance in the UK and Bangladesh. It discusses relevant theories like human capital theory and Hofstede's cultural dimensions model. For the UK context, it summarizes studies finding mixed results on the relationship between human resource management practices like training and organizational performance. Cultural dimensions show some differences between the UK and Bangladesh that could impact work attitudes and performance.
This document summarizes a study that examined the impact of organizational communication on organizational commitment and job satisfaction among public employees in Namibia. The study reviewed relevant literature on organizational communication, organizational commitment, and job satisfaction. It then proposed and tested a research model and two hypotheses: 1) open organizational communication is positively associated with organizational commitment, and 2) there is a positive relationship between open organizational communication and job satisfaction. An empirical study was conducted among 100 public employees across 25 Namibian government ministries. Statistical analysis of the data found support for both hypotheses, with open organizational communication showing significant positive correlations with both organizational commitment and job satisfaction.
Jiezhen Zhu
COMM 100
Shelly Spratt
Oct 25, 2019
Annotated Bibliography
The Role of Communication in Business Relationships
1. Tourish, D. (2014). Leadership, more or less? A processual, communication perspective on the role of agency in leadership theory. Leadership, 10(1), 79-98.
This article was written by Dennis Tourish that mainly represents the importance of communication in different business relationships (Tourish, 2014). Leadership plays a great role in this context. According to the author, better leadership has remained a popular solution for climate change and business problems. However, communication is one of the best solutions procured by a leader to solve any type of conflict or problem in a business. There has been a growing concern regarding traditional approaches to the subject that have some oppressive power relationships. The main goal of this article was to determine different deficiencies in the leader through which they cannot occupy formal leadership roles.
The methods used by the researcher are based on observation and organizational research methods (Tourish, 2014). Different theories and models have been observed by the researcher to understand the implication of communication in leadership. Different organizational actors have played some formal leadership roles. According to the author, different followers of leader agency have been using false methods to address the problems in the business. There is a need to understand a better method related to communication to solve these matters. A wide range of literature has been conducted by the author in which she has taken different journal articles and books to prove her arguments.
According to the findings of the research, communication of organization are suggested to be the best approach that can be practiced by leaders (Tourish, 2014). Communication is compatible with certain social and business structures. It plays a great role in the construction of organizational actors in which facilitation of disagreement creates conflicts. The author has also emphasized the traditional stress that is created due to the achievement of cohesion in some cases. Communication can be the best resolution for every type of need in the business setting.
2. Lam, C. (2015). The role of communication and cohesion in reducing social loafing in group projects. Business and Professional Communication Quarterly, 78(4), 454-475.
This article, written by Chris Lam is basically related to the role of communication in reducing social loafing (Lam, 2015). Social loafing is a tendency to put less effort when an individual is a part of a group. It basically occurs when there is poor communication between the members of the group. Communication plays a great role in the determination and encouragement of team members. The goals of the project cannot be achieved without the practice of communication in a team. The main aim of the following research article was to investigate the influence of soc ...
This study investigates the relationships between communication satisfaction, employee engagement, job satisfaction, and job performance among faculty and staff in universities in Thailand. A survey was administered to 400 faculty and staff across public and private universities. The results of regression analyses show that communication satisfaction positively impacts job satisfaction and employee engagement. Job satisfaction positively impacts employee engagement and job performance. Employee engagement positively impacts job performance. However, there is no significant relationship between communication satisfaction and job performance.
Running head The Importance of Communication in the Workplace.docxtoltonkendal
Running head: The Importance of Communication in the Workplace
The Importance of Communication in the workplace
Project
Introduction
The lack of interpersonal communications between public administrators and their staff members can have a number of consequences in the workplace. One of the consequences is disorganization and disorder among the employees about their duties and tasks ascribed to them. Another consequence is a failure to pursue organizational objectives in an effective manner, which has repercussions in serving the greater public. A lack of communication between public administrators and their staff members can also create conditions of chaos and division in regards to pursuing what is best for the public constituents (Denhardt, R.B., Denhardt, J.V. & Aristigueta, M.P., 2013). The research question to be addressed in this study is: Does good communication between leaders and employees improve employee productivity?
In organizations the lack of communication and how it impacts on the teamwork has a negative relation with the organization goals. For instance, Dekay (2012 ) asserts that a major pitfall in organizational workplaces is the lack of knowledge and skills in regards to interpersonal communications. This author embarks on a research effort to clarify that many employers fail to place any value on improving written communications, and in addressing oral communications, many of their approaches are insufficient or inadequate. It is found in this research effort that interpersonal communication skills are critically important for productive, successful employees, while those who have less developed or inadequate interpersonal communication skills struggle to achieve positive outcomes. Delcambre (2010) clarifies the nature of interactions, transactions, and exchanges in an organizational setting to distinguish the value of interpersonal communications. By focusing in on the exact nature of these interactions, transactions, and exchanges in organizational settings, this author attempts to demonstrate the positive impacts of interpersonal communication skills. It is evident that when managers and employees deploy interpersonal communication skills effectively that they have much greater success. Bonaccio and colleagues (2016) research they often-overlooked dimension of non-verbal communications in the social worlds of organizations. It is discovered by these researchers that management has lagged behind in understanding the crucial importance of their non-verbal behaviors on their subordinates. It is asserted that nonverbal behavior by management has extensive impacts on the productivity of their subordinates. Choren (2015) asserts that interpersonal communication skills are vital for professional development and personal growth in organizational settings. This author explains that interpersonal communication skills are vital for employees in any organizational context to transmit useful, valuable information to eac ...
A Study on Perception of Work Culture and Its Impact on Employee Behavior.pdfChristine Maffla
- The document discusses a study on the perception of organizational culture and its impact on employee behavior. It aims to understand the relationship between various aspects of organizational culture (like openness, trust, collaboration, etc.) and employee behavior.
- A literature review found that factors like openness, trust, employee involvement and empowerment positively impact employee behavior and engagement. Organizational culture plays an important role in shaping employee attitudes and performance.
- The study used a survey methodology with a sample of 60 employees to understand their perceptions of various cultural factors and behaviors. Statistical analysis found several cultural factors like decision making, recognition, learning to be positively correlated with behaviors.
A Study Of Effectiveness Of Organizational CultureStephen Faucher
This document summarizes a study on the effectiveness of organizational culture at Bhawsar Chemical PVT LTD in India. The study involved distributing questionnaires to 50 employees and laborers to understand their perceptions of the company's culture. It was found that the organization strongly emphasizes safety measures for employees and laborers. Employees and laborers reported being satisfied with the organizational culture overall but wanted more financial assistance to better support their families. The document reviews several other studies on how organizational culture impacts employee satisfaction, resistance to change, supply chain performance, teamwork, job performance, knowledge work effectiveness, and performance measurement.
A Comparative Analysis of Organizational Structure and Effectiveness between ...inventionjournals
The nature of services in institutions of higher learning requires that all stakeholders play
positive roles in the sustainability of the institution’s survival and effectiveness in giving quality teaching,
research and learning. Structure and processes are core requirements for understanding organizational
effectiveness. The actual scenario in the field, however, raises concerns as to whether cases of pending work,
inefficiency, conflicts among others can be arrested by having proper structures and processes. The purpose of
the study was to assess the effect of organizational structure on organizational effectiveness, in public and
private universities in Kenya, using the case of Moi University and University of East Africa (UEA)-Baraton.
Based on the study, this paper undertakes a comparative analyisis of organizational structure and
organizational effectiveness between UEA-Baraton and Moi University and the extent to which the nature of
formalization and level of horizontal integration are antecedents to level of communication and locus of
decision-making. The study utilized a cross-sectional survey design that was descripto-explanatory in nature to
identify attributes of the study population using a small sample of individuals. Independent samples t-test was
used to test whether there was any significant difference in organizational structure and organizational
effectiveness between public and private universities. Further, the study used hierarchical regression analysis to
test the hypotheses. Based on the sample of 365 participants (300 from Moi University and 65 from UEABaraton),
the independent samples t-test confirmed that there were significant differences in organizational
structure and organizational effectiveness between public and private universities. The regression results
indicated that the locus of decision-making had positive and significant effects on productivity, stability,
resource acquisition and human resource satisfaction and development. The results highlight the need to
improve organizational structure which has positive impacts on organizational effectiveness under the
moderation of organizational processes. This move is necessitated by the accelerated pace of business
complexity today.
COMMUNICATION FOR ORGANISATIONAL AGILITY: The Case of Jigawa State Polytechn...TANKO AHMED fwc
Organisations are living systems sustained by communication processes in circulatory lifeline configuration. This paper describes, explains and stresses the importance of organisational communication. General literature on the subject points to need for using communication to raise performance for organisational agility. Theories driving this approach tend to construct organisations as living systems heightened activities for healthy and robust work environments. The Jigawa State Polytechnic routinely operates on a well-established mandate, clear vision, and specific mission in providing much needed human resource asset. The paper treats communication as a critical component in the management and execution of service delivery in a given work environment. It is descriptive in nature and designed for interactivity and simulation exercise for practical understanding and ownership of ideas by the learned audience.
This document summarizes a study that analyzed the effectiveness of upward communication as a technique for improving employee participation and performance in selected hotels in Ado-Ekiti, Nigeria. The study utilized a survey research design and questionnaire to collect data from 87 hotel staff. Regression analysis revealed that upward communication, through feedback, employee participation, and suggestions/opinions, positively impacts employee performance. Specifically, feedback had a 45.5% impact, participation 42.9%, and suggestions 74.3% on performance. The study thus concluded that upward communication effectively enhances employee performance in the selected hotels.
Assignment Content1. Top of FormPurpose of AssignmentAll p.docxwilliejgrant41084
Assignment Content
1.
Top of Form
Purpose of Assignment
All products/services go through a lifecycle of NPI (new product introduction), growth, maturity, and decline. These various stages affect the marketing strategy and promotional efforts for a particular product or service. In Week 3, you will incorporate a product strategy that addresses at least 3 areas of the product lifecycle. The primary objective of this assignment is to allow you to demonstrate an understanding of the factors that can affect the launch of a product or service.
Assignment Steps
Complete a minimum 700-word product strategy in Microsoft® Word. Incorporate a product strategy that addresses the following:
· Select a product strategy.
· Address at least three areas of the product lifecycle (NPI, growth, maturity, and decline).
· Create at least two different types of media methods for the product or service. One method must be print and the other must be non-print, both of which highlight your product or service. In your assignment, include 2-3 sentences about each media method (i.e., one paragraph of what you would do, but not how to do it). For example, (this cannot be used in this assignment), a non-print media method would be a Facebook campaign that provides users with a reward for each review (positive or negative) about the use/appearance/price/etc. of the product or service.
· Determine how you will measure the marketing activities (i.e., what metrics will be used to determine success or failure).
· Address three elements of the following Product and Promotion List:
· Integrated marketing communication
· Advertising strategy/objectives
· Push and pull
· Media strategy
· Advertising execution
· Direct marketing
· Public relations/strategies
· Positioning
The plan will be a continuation of the global or multi-regional company you chose in Week 1. This will be incorporated into your overall marketing plan for Week 6.
Note: Charts/graphs/tables do not count toward the word count.
Cite a minimum of three peer-reviewed references.
Format your assignment consistent with APA guidelines.
Click the Assignment Files tab to submit your assignment.
Grading Guide: Promotion and the Product Life Cycle Grading Guide
Bottom of Form
Top of Form
Bottom of Form
Running head: ORGANIZATIONAL STRUCTURE 1
ORGANIZATIONAL STRUCTURE 6
Annotated Bibliography
Organizational Structure
Kenyeta Clements
UMUC
MGMT 630
Dr. Todd Kelley
07 March 2019
Zheng, Yang, W. a., McLean, B. a., & N, G. (2010). Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of Business Research, 63, 763-771.
The article was found in The Journal of Business Research and was published by Elsevier. It has been cited 1034 times. The article involves a study.
Annotated Bibliography – Part 1 1
September 4, 2016
Annotated Bibliography – Part 1 2
Scandura, T. A., & Pellegrini, E. K. (2008). Trust and leader-member exchange: A closer
look at relational vulnerability. Journal of Leadership & Organizational Studies,
15(2), 101–110. doi: 10.1177/1548051808320986
The study by Scandura and Pellegrini examined the effect of trust in a leader-member
exchange (LMX) quality, which they conducted amongst 228 full-time employed professionals
enrolled in an Executive MBA program at a large Southeastern University. The authors achieved
this by espousing Lewicki, Bunker, and Stevenson’s 11-item scaling method, which explored the
Calculus-Based Trust (CBT), and Identification-Based Trust (IBT) scales. The scales are rated
on the Cronbach alpha index to show their proportionality and linearity with LMX. Scandura and
Pellegrini’s study revealed that a third-order “S-shaped” polynomial relationship existed between
the CBT and LMX. They also found out that a linear relationship existed between the IBT and
LMX, thereby providing support for their Hypothesis number 2.
The authors’ work draws strength from some four decades of available leadership
researches and their opposition with leadership styles. Their main proposition is connected to the
fact that leaders differentiate in their dyadic relationship with followers rather than espousing a
particular leadership style with other members of the team or group. According to them, recent
studies has resulted to the LMX research development, which in their view, asserts that the
supervisor–subordinate dyad exist between two different possibilities ranging from “low-quality”
relationship to “high-quality” relationships.
Scandura & Pellegrini’s finding reveals the significance of trust in the leader as a
valuable tool between LMX and performance. This is affirmative, as the LMX concept is
analyzed as a “trust-building” process. The implications of this study of the social exchange
theory (SET) are that it will help in providing strategies on how ethical leaders affect
Annotated Bibliography – Part 1 3
organizational goals and outcomes. Some researchers posit that the SET suggests that team
members and employees requite the leaders' behavior on them on a mutual ground. Relationship
in social exchange can eventually evolve which is characterized by good levels of trust and
diminished levels of control. The important concern is that it is pertinent to note that some of the
LMX parameters have measures that are directly correlated with the concept of trust. I contend
that power distance, which is an important cultural factor in any social exchange, may have an
influence in an LMX relationship. Consequently, further research should be conducted in order
to investigate the different perspectives of trust, and other non-linear results.
Wu, J. B., Tsui, A. S., & Kinicki, A. .
BBA 2026, Organizational Communication 1 Course Learn.docxShiraPrater50
This document outlines the learning outcomes and activities for Unit IV of an organizational communication course. The unit focuses on improving employee trust and engagement through effective communication techniques. It will examine how communication, trust, and employee engagement work together. Students will read articles on topics like cognitive style congruence between managers and employees, leadership behaviors and trust, and intellectual stimulation in the supervisor-employee relationship. They will also analyze a case study of how the U.S. Army Audit Agency improved communication and became a best place to work through workshops, surveys, and transparent two-way communication between managers and staff.
BBA 2026, Organizational Communication 1 Course Learn.docxgertrudebellgrove
BBA 2026, Organizational Communication 1
Course Learning Outcomes for Unit IV
Upon completion of this unit, students should be able to:
3. Explain communication techniques that improve employee trust and engagement.
3.1. Explain why communication is essential in an organization
3.2. Explain types of situations where specific communication techniques would be most
effective.
Reading Assignment
In order to access the following resources, click the links below:
Asencio, H., & Mujkic, E. (2016). Leadership behaviors and trust in leaders: Evidence from the U.S. federal
government. Public Administration Quarterly, 40(1), 156-179. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.c
olumbiasouthern.edu/docview/1770073259?accountid=33337
Erdil, G. E., & Tanova, C. (2015). Do birds of a feather communicate better? The cognitive style congruence
between managers and their employees and communication satisfaction. Studia Psychologica, 57(3),
177-193. Retrieved from
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direc
t=true&db=a9h&AN=110055805&site=ehost-live&scope=site
Course/Unit
Learning Outcomes
Learning Activity
3
Unit Lesson
Unit IV Presentation
Article: “Do birds of a feather communicate better?
The cognitive style congruence between managers and their
employees and communication satisfaction"
Article: “Managing on three planes"
Article: “Leadership behaviors and trust in leaders: Evidence from the U.S.
federal government”
Article: “Communication provides foundation for being a best place to work
Article: “Talk nerdy to me: The role of intellectual stimulation in the supervisor
employee relationship”
Unit IV Essay
3.1
Unit Lesson
Unit IV Presentation
Article: “Do birds of a feather communicate better?
The cognitive style congruence between managers and their
employees and communication satisfaction"
Article: “Communication provides foundation for being a best place to work”
Article: “Talk nerdy to me: The role of intellectual stimulation in the supervisor
employee relationship”
Unit IV Essay
3.2
Unit Lesson
Unit IV Presentation
Article: “Leadership behaviors and trust in leaders: Evidence from the U.S.
federal government”
Unit IV Essay
UNIT IV STUDY GUIDE
Improving Employee Trust and
Engagement Through
Communication Techniques
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.columbiasouthern.edu/docview/1770073259?accountid=33337
https://libraryresources.columbiasouthern.edu/login?url=http://search.proquest.com.libraryresources.columbiasouthern.edu/docview/1770073259?accountid=33337
https://libraryresources.columbiasouthern.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=a9h&AN=110055805&site=ehost-live&scope=site
https://libraryresources.columbiasouthern.edu/login?url=http:.
Communication takes place between at least two persons or more, involving messages delivered, received and reacted to among participants. It is one of the most significant tools in social life and management of organisations. Communication plays a crucial role in organizations by generating and interpreting messages between employees
The primary aim of this article discussed in change management assignment is to explore the case studies where managerial communication skills have helped in successfully managing the change initiatives.
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
Page 107 Journal of Organizational Culture, Communications.docxbunyansaturnina
Page 107
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
UNDERSTANDING THE IMPACT OF EMPLOYEE
INVOLVEMENT ON ORGANIZATIONAL
PRODUCTIVITY: THE MODERATING ROLE OF
ORGANIZATIONAL COMMITMENT
Simone T. A. Phipps, Macon State College
Leon C. Prieto, Clayton State University
Erastus N. Ndinguri, Louisiana State University
ABSTRACT
Organizational culture plays an important role in the growth and development of an
organization, and can substantially impact organizational performance. There are many
elements that can reflect the “soul” of an organization’s culture, and one such element is the
extent to which employees are granted the opportunity to participate in the direction of their
organization. This paper will explore this element by investigating the relationship between
employee involvement (EI) and organizational productivity (OP), the latter being a form of
organizational performance. The possible moderating effect of organizational commitment (OC)
will also be considered. The four employee involvement elements (power, information,
knowledge/skills, and rewards) will be examined, and propositions will be provided concerning
the influence of these elements on organizational productivity, and the interaction between these
elements and organizational commitment that affects organizational productivity. A conceptual
model, implications, and suggestions for future inquiry will also be presented.
KEYWORDS: employee involvement, organizational commitment, productivity
INTRODUCTION
Organizational development (OD) and change are critical if organizations are to be
successful and remain competitive in this era of unremitting advancement and progress.
According to Beer and Walton (1987), increasing international competition, deregulation, the
decline of manufacturing, the changing values of workers, and the growth of information
technology have changed the concepts and approaches managers must use. By definition, OD
comprises a set of actions or interventions undertaken to improve organizational effectiveness
and employee well-being (Beer & Walton, 1987). Friedlander and Brown (1974) described it as a
planned change effort where the intervention is at the individual, process, technological, and/or
structural level. Therefore, organizational development and change are intertwined concepts that
can involve numerous facets or components of the organizational system, and that have the
potential to result in positive outcomes for the organization.
Page 108
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
Successfully implementing change inevitably requires encouraging individuals to enact
new behaviors so that desired changes are achieved (Armenakis & Bedeian, 1999). The authors’
review mentioned behaviors, processes, practices, and attitudes that enable positive change to
occur, including active participatio.
Page 107 Journal of Organizational Culture, Communications.docxalfred4lewis58146
Page 107
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
UNDERSTANDING THE IMPACT OF EMPLOYEE
INVOLVEMENT ON ORGANIZATIONAL
PRODUCTIVITY: THE MODERATING ROLE OF
ORGANIZATIONAL COMMITMENT
Simone T. A. Phipps, Macon State College
Leon C. Prieto, Clayton State University
Erastus N. Ndinguri, Louisiana State University
ABSTRACT
Organizational culture plays an important role in the growth and development of an
organization, and can substantially impact organizational performance. There are many
elements that can reflect the “soul” of an organization’s culture, and one such element is the
extent to which employees are granted the opportunity to participate in the direction of their
organization. This paper will explore this element by investigating the relationship between
employee involvement (EI) and organizational productivity (OP), the latter being a form of
organizational performance. The possible moderating effect of organizational commitment (OC)
will also be considered. The four employee involvement elements (power, information,
knowledge/skills, and rewards) will be examined, and propositions will be provided concerning
the influence of these elements on organizational productivity, and the interaction between these
elements and organizational commitment that affects organizational productivity. A conceptual
model, implications, and suggestions for future inquiry will also be presented.
KEYWORDS: employee involvement, organizational commitment, productivity
INTRODUCTION
Organizational development (OD) and change are critical if organizations are to be
successful and remain competitive in this era of unremitting advancement and progress.
According to Beer and Walton (1987), increasing international competition, deregulation, the
decline of manufacturing, the changing values of workers, and the growth of information
technology have changed the concepts and approaches managers must use. By definition, OD
comprises a set of actions or interventions undertaken to improve organizational effectiveness
and employee well-being (Beer & Walton, 1987). Friedlander and Brown (1974) described it as a
planned change effort where the intervention is at the individual, process, technological, and/or
structural level. Therefore, organizational development and change are intertwined concepts that
can involve numerous facets or components of the organizational system, and that have the
potential to result in positive outcomes for the organization.
Page 108
Journal of Organizational Culture, Communications and Conflict, Volume 17, Number 2, 2013
Successfully implementing change inevitably requires encouraging individuals to enact
new behaviors so that desired changes are achieved (Armenakis & Bedeian, 1999). The authors’
review mentioned behaviors, processes, practices, and attitudes that enable positive change to
occur, including active participatio.
European Journal of Training and DevelopmentRevisiting knowl.docxSANSKAR20
European Journal of Training and Development
Revisiting knowledge sharing from the organizational change perspective
Sunyoung Park Eun-Jee Kim
Article information:
To cite this document:
Sunyoung Park Eun-Jee Kim , (2015),"Revisiting knowledge sharing from the organizational change
perspective", European Journal of Training and Development, Vol. 39 Iss 9 pp. 769 - 797
Permanent link to this document:
http://dx.doi.org/10.1108/EJTD-06-2015-0042
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http://dx.doi.org/10.1108/EJTD-06-2015-0042
Revisiting knowledge sharing
from the organizational change
perspective
Sunyoung Park
Louisiana State University, Baton Rouge, Louisiana, USA, and
Eun-Jee Kim
Korea Advanced Institute of Science and Technology (KAIST),
Daejeon, South Korea
Abstract
Purpose – The purpose of this study is to identify how knowledge sharing literature has discussed
task, structure, technology and people as elements of organizational change and to examine the
interactions between the four elements of knowledge sharing.
Design/methodology/approach – The research questions guiding the study are: How do
organizational change elements influence knowledge sharing? and What are the critical elements of
organizational change in relation to knowledge sharing? Based on Leavitt’s (1965) organizational
change model, 133 articles published between 2000 and 2012 from 13 journals were reviewed and
analyzed.
Findings – The total number of articles covering task, structure, technology and people in knowledge
sharing was 49, 79, 49 and 97, respectively. Of all references, 97 articles (72 per cent) discussed the
important ...
This study examines the impact of learning orientation dimensions on the relationship between information technology capability and the quality of management accounting information, with technological uncertainty as a moderating variable. The study found that commitment to learning, shared vision, and open-mindedness positively impact information technology capability. It also found that information technology capability positively impacts the quality of management accounting information. However, it did not find technological uncertainty to moderate the relationship between information technology capability and the quality of management accounting information. The study was limited by a lack of data connection between variables.
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Slides from a Capitol Technology University webinar held June 20, 2024. The webinar featured Dr. Donovan Wright, presenting on the Department of Defense Digital Transformation.
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2. Bharadwaj, A. (2014). Planning internal communication profile for
organizational effectiveness. IIM Kozhikode Society & Management Review, 3(2),
183-192.
This document discusses organizational communication as a multidisciplinary subject
that incorporates human resource management, psychology, organizational behavior, and
business communication. Its major aim is to present communication as a vital variable that is
essential for the functioning of every organization. As such, it is a holistic model for
communication that may be used when streamlining organizational processes.
Chmielicki, M. (2015). Factors influencing effectiveness of internal
communication. Management and Business Administration, Central Europe,
23(879110), 24-38.
The purpose of this study is to answer the research question, “What are the most
common factors influencing effectiveness of internal communications faced by Polish
organizations?” In this regard, it discusses the role of internal communication practices and
the role it plays in enhancing performance in an organization. It achieves this goal by
conducting 29 interviews.
Jiang, L. & Probst, T. M. (2013). Organizational communication: A buffer in times
of job insecurity?. Economic and Industrial Democracy, 35(3), 557-579.
The essence of the document is to explore the effectiveness of organizational
communication. In this regard, it conducts a survey of 639 employees in six corporations. As
such, they seek to show that the negative effects of ineffective communication include
deteriorated physical health, behaviors, and employee attitude. Thus, buffering job insecurity
involves making communication very effective.
Karanges, E., Johnston, K., Beatson, A., & Lings, I. (2015). The influence of
internal communication on employee engagement: A pilot study. Public Relations
Review, 41(1), 129-131.
The article links employee engagement to higher productivity improved
organizational reputation, and lower attrition. As a consequence of this, it culminates in an
engaged workforce with reduced management and increased focus. The article achieves its
objective by applying a mediated and linear model that urges supervisors and their
organizations to focus on internal communication organization-wide.
3. Kolcun, M., Teodorescu, B., & Gîfu, D. (2014). Elements of organizational
communication, International Letters of Social and Humanistic Sciences, 35, 66-73.
The essence of this document is to prove that organizational communication is an
arbitrary process whereby messages are sent to an organization via a development
strategy and planning process. The researchers conduct a review of literature to prove their
hypothesis. Accordingly, they prove that the interaction between humans is complicated
and a status of homeostasis. As such, it is fostered through different kinds and levels of
social interaction.
Poutanen, P., Siira, K., & Aula, P. (2016). Complexity and organizational
communication: quest for common ground. Human Resource Development Review,
15(2), 182-207.
There has been an increasing awareness through research by the body from the
intersection of the complicated systems sciences as well as organizational communication.
However, due to nature of systems science, this body is somehow disorganized. The author
in this literature seeks to search this filed node through the application of a meta-
paradigmatic basis to unravel various research findings and assumptions.
Emanoil, A., Todericiu, R., & Fraticiu, L. (2013). Effective organizational
communication – A key to success. The International Conference “The European
Integration Realities and Perspectives”,8(1), 186-190.
The aim of this research paper is evaluate organizational communication due to the fact
that process of communication is a paramount activity in all organizations. The author
states that effective means of communication in any operational organization is an
important aspect in the coordination, management, and all the activities necessary in the
smooth flow of a business. The author states that effective communication is the controlling
pillar of an organization.
Kolcun, M., Teodorescu, B., & Gîfu, D. (2014). Elements of organizational
communication, International Letters of Social and Humanistic Sciences, 35, 66-73.
The author discusses the main parts of an effective structure of communication and that
the process of communication is an institutional structure that is systematized by
interdependent basics that occur in any interaction. This article suggests that the process s
of communication is a settled procedure whereby message is sent and received.
4. Chmielicki, M. (2015). Factors influencing effectiveness of internal
communication. Management and Business Administration, Central Europe,
23(879110), 24-38.
The purpose of this article is analyzing the common features that influence the efficacy
of internal communication that is encountered by polish companies. The author of this
article discusses in detail the role played by the internal communication in enhancing
the performance of an organization. The article specifically focuses on the factors that
impede the flow of information in any organization.
Verčič, A.T., Verčič, D., & Sriramesh, K. (2012). Internal communication:
Definition, parameters, and the future. Public Relations Review, 38(2), 223-230.
The author of this article discusses the significance of internal communication on the
running of an organization. This significance is apparent in several efforts by practitioner in
the UK. The author addresses various communication issues that are connected to this
topic as well as a presentation from a research study from Delphi.
I. N. Kamenskaya. (2010). Information Services in the Implementation of the
Internal Communication Policy of an Organization: Tendencies and Perspectives
of Development, 45(1), 1-7.
The author suggests that the development of an organization enacts high necessities on
the traditional as well as innovative activities of information services (ISs). This article
further necessitates the solution of newer problems in human resource complex
management. This article also looks at the best effective methods of improving person
communication.
Uusi-Rauva, C. and Nurkka, J. (2010). Effective internal environment-
related communication. An employee perspective. Aalto University School of
Economics, 15(3), 299-314.
In this paper, the authors aims to comprehend the types of internal messages that concern
an organizational environment connected corporate social responsibly (CSR) actions that
are most effectual in the engagement of employees in the procedure of implementing
the environmental approach of any organization. This article has reports on the finding
from conducted interviews from different multinational organizations.
5. Voica, O., PhD., & Vasile, M., PhD. (2013). Leadership evidences:
Communication and the organizational change success. Manager, (17), 245-253.
Retrieved from http://ezproxy.liberty.edu:2048/login?
url=http://search.proquest.com/docview/1518528943?accountid=12085
The objective of this paper is to discuss the significances of the
organizational communication to the most vital effects of leadership as well as the success
of change in the Romanian organizations. This research employs the SPSS research
software to analyses both quantitative and qualitative data. In addition, the findings of this
research, restricted to the role as well as the sample scope, demonstrates that that
administrative communication is responsible to the accomplishment of changes encouraged
by leaders in Romanian
Juan Meng, Bruce K. Berger, (2012) "Measuring return on investment (ROI) of
organizations’ internal communication efforts", Journal of Communication
Management, Vol. 16 Issue: 4, pp.332-354
In this article, the authors seeks to find out the manner senior communication
executives evaluate the efficiency of the internal communication of organizations as well as
the relationship of the effort by the performance of the case companies. This was done via
an online international survey of several business communicators.
Jiang, L. & Probst, T. M. (2013). Organizational communication: A buffer in times
of job insecurity?. Economic and Industrial Democracy, 35(3), 557-579.
This article applies the Hobfoll’s Conservation of Resources (COR) model to explore
the efficacy of internal organizational communication in attenuating the undesirable effects
that are linked with job insecurity on the insolence, moods, behaviors and physical
wellbeing of the employees. The author suggests that business that put on more effort in
the communication procedure result to positive general outcome.
Margarida M. Krohling K. (2014). Organizational Communication: contexts, paradigms
and comprehensive conceptualization, (2), 35-61
This article is basic analysis of the process of communication on organizations; the
author studies the part that is play by firms in the context of the current day society, the
changes, suggestions as well as the new necessities. The author also highlights the
significance of reflecting on the socioeconomic setting to position the activities of any
organizational communication.
6. Blidaru, D. M. A., & Blidaru, G. R. A. (2015). Organizational communication forms
and causes for disruption of organizational communication and their
improvement. Valahian. Journal of Economic Studies, 6(1), 37-44. Retrieved
from http://ezproxy.liberty.edu:2048/login?
url=http://search.proquest.com/docview/1697675229?accountid=12085
This article discusses the importance of the flow of information via diverse as well
as numerous channels, systems or communication configurations, There are several ways
to interrupt the organizational communication such as obstruction, intrusion, filtering, as
well as distortions. Besides, the grounds for these conflicts are compound: general as well
as to a specific organization.
Semegine, E.T. (n.d.) Organizational internal communication as a means of
improving efficiency. European Scientific Journal, (8)15, 86-96.
In this article, the author goes beyond the organizational theories in the issue
organizational communication and talks about the distinction from other aspects of
organizations in terms of structure, size, leadership as well as the efficacy functioning. This
article suggests that in the current day, organizations have the stage of communication in
any firm plays a role in the efficiency of the company.
Agnieszka, Z., & Agnieszka, W. Routines do matter: role of internal
communication in firm-level entrepreneurship. Baltic Journal of management, 10 (1),
119-139
The purpose of this article is the study of the relationship amid repetitive
communication performs as well as corporate entrepreneurship (CE). The author evaluates
past and present literature from which assumptions are established. The author further
applies the competing standards outline and information from 64 Polish manufacturing
companies, the study used multiple power regression testing the theorized associations.
Rezaei, M., Salehi, S., Shafiei, M., & Sabet, S. (2012). Servant leadership and
organizational trust: the mediating effect of the leader trust and organizational
communication. emaj:Emerging Markets Journal, 2(1), 70-78.
doi:10.5195/emaj.2012.21
The objective of this article is the clarification of the connection between servant
leadership with the organization trust. The author attempts to show the role of the leader
trust as well as the role of the organizational communication. This paper also looks at
previous studies that have discussed the issue of the positive impact of servant leadership,
leaders trust as well as organizational trust.
7. Karanges, E., Johnston, K., Beatson, A., & Lings, I. (2015). The influence of
internal communication on employee engagement: A pilot study. Public Relations
Review, 41(1), 129-131.
In this study, linear regression analysis was employed to empirically assess the
associations amid internal communication in terms of the basic organization as well as
supervisor and the employee commitment. The objective of the author was to demonstrate
the importance of the concept of internal communication and its relationship to positive
employees and organizational outcomes.
Men, L. R. (2014). Internal reputation management: The impact of authentic
leadership and transparent communication. Corporate Reputation Review, 17(4), 254-
272. doi:http://dx.doi.org/10.1057/crr.2014.14
In this paper, Men, the author observes how organizational leadership impacts
tremendous internal communication though the design of a linkage amid transformational
leadership, balanced communication, as well as attitudinal and behavior results of the
employees. The outcomes of this study indicate that transformational leadership certainly
has a positive impact on the organization’s balanced communication arrangement as well
as employee to organization associations.
Men, L. R. (2014). Why Leadership Matters to Internal Communication:
Linking Transformational Leadership, Symmetrical Communication, and
Employee Outcomes. Journal of Public Relations Research, 26(3), 256-
279. doi:10.1080/1062726X.2014.908719
In this article, the author discusses the importance of leadership to the running of
internal communication. A rising and significant evidence demonstrate that operative
internal communication plays an important part in the development of a constructive
employee approaches like job satisfaction. Therefore, the influence of leadership skills to
employees works as instrumental communication resources in the organization as well as
the role of internal communication in the production of a positive working setting.
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