(Re-)Positioning and recognising the influence of internal communication on employee engagement for maximum organisational performance

IF 0.4 Q4 COMMUNICATION
Tsietsi Mmutle
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引用次数: 3

Abstract

Research on how communication contributes directly to high levels of employee engagement within the workplace is still relatively under-prioritised in public relations and corporate communication literature. Although some evidence exists on the relationship between internal communication strategies and employee engagement outcomes, the accentuated value that can bederived from internal communication practice is yet to be fully explored. The purpose of this study is to reposition and recognise the strategic nature of internal communication in maximising and cultivating high levels of employee engagement for organisational performance and success. The study explores the strategic importance of internal communication in accordance with amanagement philosophy anchored on collaborative, open and transparent communication. By using semi-structured interviews with managers and focus group discussions with employees, the study found that organisational engagement emanating from a strong management philosophy as part of the internal communication strategy empowered employees to perform beyond prescriptive expectations. Also, employees viewed the management philosophy as an avenue for the attainment of organisational goals, enabledthrough ‘one-on-one caring’ interviews with managers, which centered on the sensitivity of collaborative internal communication efforts. The efficacy level of internal communication was a key determinant of the organisation’s engagement efforts. More so, internal communication was also used to facilitate the dialogic exchange of information and often cultivated diverse opinions to improve operational efficiency through the attainment of strategic communal relationships.
(重新)定位和认识内部沟通对员工敬业度的影响,以实现组织绩效最大化
在公共关系和企业传播文献中,关于沟通如何直接促进工作场所内高水平员工敬业度的研究仍然相对不受重视。虽然内部沟通策略与员工敬业度结果之间的关系存在一些证据,但内部沟通实践可以获得的突出价值尚未得到充分探索。本研究的目的是重新定位和认识内部沟通在最大限度地提高和培养高水平的员工敬业度以促进组织绩效和成功方面的战略性质。根据以协作、开放和透明沟通为基础的管理理念,本研究探讨了内部沟通的战略重要性。通过对管理者的半结构化访谈和对员工的焦点小组讨论,该研究发现,作为内部沟通策略的一部分,强有力的管理理念激发了组织参与度,使员工的表现超出了规定的预期。此外,员工将管理哲学视为实现组织目标的途径,通过与经理进行“一对一的关怀”访谈实现,该访谈以协作内部沟通努力的敏感性为中心。内部沟通的有效性水平是组织参与努力的关键决定因素。更重要的是,内部沟通也被用来促进信息的对话交流,并经常培养不同的意见,通过建立战略社区关系来提高业务效率。
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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