内部沟通和员工对组织的认同对激励的影响

IF 0.2 0 ART
V. Milanović, Katarina Radosavljevic-Njegic
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引用次数: 1

摘要

激励对员工和组织绩效的提高有很大的影响。因此,重要的是要检查哪些因素有助于员工?动机。以往的组织行为学研究很少考察沟通是如何影响员工的。动机。依托以往的实证研究,结合社会认同理论和自我分类理论,构建了内部沟通对员工影响的模型。通过他们对组织的认同而形成的动机。该模型假设内部沟通对员工有直接和积极的影响。对组织的认同,以及内部沟通对员工的直接和积极影响?动机。此外,它假设内部沟通对员工的间接影响?动机通过他们的认同。通过向上和向下的沟通(信息)流动,以及通过上级?交际中注重倾听,这些都反映了交际的氛围。认同是通过认同员工的目标、使命和愿景,以及组织的文化来观察的。动机的水平被衡量为员工感到更安全的水平,他们感到自己属于组织的水平,以及他们自我确认的水平。在贝尔格莱德(塞尔维亚共和国)境内开展业务的三个不同组织的144名雇员样本中对该模型进行了测试。调查对象是银行、贸易、高等教育等领域的中型企业。数据采用在线调查的方式收集。该调查是在2018年最后一个季度进行的。统计方法采用偏平方结构方程模型(PLS-SEM)。所进行的研究结果显示,内部沟通与员工水平之间存在统计学上显著的正相关关系。对组织的认同。这也证实了员工?对组织的认同直接而积极地影响着员工?动机。此外,结果表明,内部沟通有助于更好的员工?动机,我们发现这种影响的一部分是直接完成的,而另一部分是间接完成的,通过增加员工?对组织的认同。根据研究结果,提出了对管理者的建议,以及未来研究的指导方针。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
The impact of internal communication and employees’ identification with the organization on motivation
Motivation can have a great impact on the improvement of employees and the organizational performance. Therefore, it is important to examine which factors contribute to the employees? motivation. Previous researches in the field of organizational behavior rarely examined in which way communication affects employees? motivation. Relying on previous empirical research, social identity theory and self-categorization theory, a model of the impact of internal communication on the employees? motivation through their identification with the organization was formulated. The model assumes that there is a direct and positive impact of internal communication on employees? identification with the organization, as well as the direct and positive impact of internal communication on employees? motivation. Additionally, it assumes indirect effect of the internal communication on the employees? motivation through their identification. Communication was observed through upward and downward communication (information) flows, and through superiors? communication with the emphasis on listening, which all reflect the communication climate. Identification was observed through the identification of the employees with goals, mission and vision, and the culture of the organization. The level of motivation was measured as the level in which employees feel more secure, the level in which they feel that they belong to the organization, and the level of their self-confirmation. The model was tested on a sample of 144 employees in three different organizations operating in the territory of Belgrade (Republic of Serbia). The observed organizations were medium-sized firms that are operating in the field of banking, trade, and higher education. The data were collected through on-line survey. The survey was conducted in the last quarter of 2018. The statistical method used was structural equation modeling through partial squares (PLS-SEM). The results of the conducted research revealed a positive and statistically significant relationship between internal communication and the level of employees? identification with the organization. It was also confirmed that the employees? identification with the organization directly and positively influences the employees? motivation. In addition, the results indicate that internal communication contributes to better employees? motivation, and it was found that one part of this impact is accomplished directly, while the other part is accomplished indirectly, through the increase of the employees? identification with the organization. Based on the results, recommendations to managers are proposed, as well as the guidelines for future research.
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