Promoting employee well-being and commitment in communication industries

IF 3.1 Q1 COMMUNICATION
Nicholas Eng, Ruoyu Sun, Juan Meng, Marlene S. Neill
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Abstract

Purpose

The purpose of this study is to examine the well-being initiatives and programs offered to full-time communication employees and identifies antecedents of employee subjective well-being and commitment in the workplace (e.g. organizational attention to mental health in the workplace and perceived organizational support, POS).

Design/methodology/approach

Guided by organizational support theory (OST), we conducted an online survey with 262 full-time communication professionals.

Findings

The data show that a variety of well-being initiatives and programs (e.g. mental health assistance programs and flexible working hours) are offered to communication employees, who receive this information from various sources (e.g. emails and announcements at employee meetings). Additionally, the number of well-being initiatives also positively predicted organizational attitudes and attention to mental health in the workplace. Supporting OST, attitudes and attention to mental health in the workplace positively predicted POS, which subsequently predicted subjective well-being and organizational commitment.

Research limitations/implications

The study offers practical implications around the communication professionals’ experience in employee well-being and culture. Perspectives from internal communication teams will help organizations leverage their efficiency in creating a supportive work culture around mental well-being and contribute to the understanding of well-being in communication industries. Theoretically, we extended the range of OST, by testing the theory in a new context of communication professionals during the pandemic.

Originality/value

Although communication professionals carry a critical internal communication role in actively promoting employee mental health, well-being and healthy organizational cultures, very little research has been dedicated to investigating how they handle these subjects themselves. Therefore, this study provides original value by focusing on the perceptions, knowledge and action taken by communication professionals when responding to organizations’ well-being programs/initiatives offerings during the peak of COVID-19 and the factors that influence communication professionals’ subjective well-being.

在通信行业促进员工福利和承诺
目的本研究旨在考察为全职通信员工提供的福利计划和项目,并确定员工在工作场所的主观幸福感和承诺(如组织对工作场所心理健康的关注和感知到的组织支持,POS)的前因。研究结果数据显示,公司向通信行业员工提供了各种福利计划和项目(如心理健康援助项目和弹性工作时间),员工从不同渠道(如电子邮件和员工会议通知)获得了相关信息。此外,福利措施的数量也会对组织对工作场所心理健康的态度和关注度产生积极影响。研究局限性/启示本研究围绕传播专业人员在员工福利和文化方面的经验提供了实际意义。来自内部沟通团队的观点将有助于组织提高效率,围绕心理健康创建支持性工作文化,并促进对沟通行业幸福感的理解。原创性/价值虽然传播专业人员在积极促进员工心理健康、幸福感和健康的组织文化方面扮演着重要的内部传播角色,但很少有研究致力于调查他们自己是如何处理这些问题的。因此,本研究通过关注传播专业人员在 COVID-19 高峰期响应组织提供的幸福计划/倡议时的看法、知识和行动,以及影响传播专业人员主观幸福感的因素,提供了原创性价值。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
5.40
自引率
6.50%
发文量
29
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