Creating a positive emotional culture: Effect of internal communication and impact on employee supportive behaviors

Men, Linjuan Rita; Yue, Cen April

doi:10.1016/j.pubrev.2019.03.001

Cited by 144 publications

(107 citation statements)

References 67 publications

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“…WPV researchers have given little consideration to the relationship between the multiple contexts within which violence and its consequences are linked with the level of job engagement and organizational engagement. Similarly, even though studies of EE acknowledge multiple aspects of cognitive (May et al, 2004;Rothbard, 2001), emotional (Men & Yue, 2019), and behavioral (Jurek & Besta, 2019) components that are associated with individual role performance and work environment (Olugbade & Karatepe, 2019), these accounts overlook the violence component. However, research linking WPV with EE remains limited, and moreover, the theoretical perspectives need to be explored yet.…”

mentioning

confidence: 99%

Workplace Violence and Employee Engagement: The Mediating Role of Work Environment and Organizational Culture

2020

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Employees working across all domains of professions are exposed to workplace violence (WPV). Few researchers have investigated the effects of WPV on employee engagement (EE) and the impact of the work environment and organizational culture on their relationship. The aim of this research is to describe the effect of WPV on EE and clarify the relationship between WPV, work environment, organizational culture, and EE. A cross-sectional study was performed on the data, collected from 178 alumni of a university, currently employed in caring, customer care, managerial, and technology professions in Pakistan. Structural equation modeling (SEM), confirmatory factor analysis (CFA), analysis of variance (ANOVA), and Tukey post hoc tests were employed for data analysis. The results showed that 88.7% of respondents had experienced WPV during the last 12 months. Significant differences existed in the work-related harassment and physical violence reported by occupational groupings. WPV had a significant direct negative effect on EE (β = −.556**), work environment (β = −.440) and organizational culture (β = −.758**). Furthermore, the work environment (β = −.123**) and organizational culture (β = −.157**) have a significant negative effect on EE, and both mediated the relationship between WPV and EE. The results show that employees working in caring and customer care are exposed to considerable risk of WPV. The findings underscore that a supportive work environment and positive organizational culture play a mediating role between WPV and EE among employees.

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confidence: 99%

Workplace Violence and Employee Engagement: The Mediating Role of Work Environment and Organizational Culture

2020

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“…The concept of OP denotes to an emotional and cognitive attachment (i.e. also referred as bonding) between organization and it’s employees, which makes workers proud of their association with their organization ( Durrah et al., 2020 ; Lehtman and Zeigler-Hill, 2020 ; Men and Yue, 2019 ; Swenson, 1995 ). Many academicians (e.g.…”

Section: Literature Reviewmentioning

confidence: 99%

Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work

Farooq

Salam

2021

Journal of Cleaner Production

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Implementation of cleaner production practices (CPP), service quality (SQ) and corporate social responsibility (CSR) is often studied at organizational level. A number of studies on trio have reported it’s significant impact on overall organizational performance and profitability across the globe. However, not much is studied about the individual level micro influence of these constructs on employee engagement (EE), organizational pride (OP), organizational identification (OI) and “desire to have a significant impact through work” (DSIW). Therefore, this study presents a comprehensive framework for assessing the impact of the implementation of CPP, SQ and CSR on EE, OP, OI and DSIW. Data collected from 320 non-managerial staff members employed at a garments manufacturing company in Pakistan was analyzed using partial least square (PLS) approach. Findings revealed that the implementation of CPP, SQ and CSR plays an important role in shaping EE, OP, OI and DSIW in the garments manufacturing industry. Further, it is found that the implementation of CPP has a non-significant impact on SQ. Additionally, results of the importance-performance map analysis (IPMA) have also confirmed that the implementation of CPP at company level has shown a highest importance and performance amongst all the latent constructs proposed as predictors of DSIW in the garments manufacturing industry. These findings are a step forward and unique contribution of this study in the domain of CPP, SQ, CSR, EE, OP, OI and DSIW.

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“…The communication of supervisors and managers has a strong influence on the employee's involvement with the organization, it can generate influence, transfer ideas, make bureaucratic processes feasible and make the communicative environment more human and less mechanical [33,67].…”

Section: Oral Communicationmentioning

confidence: 99%

“…Based on the literature review, it was possible to establish a theoretical framework and define nine hypotheses, which are presented in Table III. The quality of the records and the detail of the information generate better reports regarding the history and the current state of the plant, helping communication to act as a moderator of the organizational climate (through feedback, interaction with official emails, among others), as a supporter of decision-making (for the quality of the documented information), and as a maintainer of operational security (for the awareness of the risk that represents the absence of recorded information) [20,27,32,33,59,62]. Thus, hypothesis H 2 was proposed.…”

Section: ) Definition Of Hyphotesesmentioning

confidence: 99%

“…Oral communication is related to factors such as satisfaction, engagement, motivation, and cooperation [4,32,39]. Considering that dialogue builds and maintains interpersonal relationships in the organizational context and that these relationships can influence worker behavior when sharing information, hypothesis H 8 was proposed [33,67].…”

Section: ) Definition Of Hyphotesesmentioning

confidence: 99%

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Analysis of Operational Communication Through Structural Equation Modeling

et al. 2020

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In this study a model was developed for analyzing communication on the shop floor using a Structural Equation Modeling with Partial Least Squares estimation (Partial Least Square, PLS). The model included as an exogenous variable (independent) Knowledge Management (KM), and four endogenous variables (dependent): Written Communication (WC), Oral Communication (OC), Man interaction with Information and Communication Technologies (M-ICT), and Operational Communication (OpC). The data for the exploratory study were collected in a land-based oil production region in the Northeast of Brazil. The data analysis was performed using the SmartPLS ® software. The structural model supported six of the nine hypotheses proposed, presenting statistical significance and predictive relevance. The evaluation of Pearson's determination coefficients (R 2) demonstrated a satisfactory degree of adjustment and adherence in explaining the variance of endogenous variables. The effect size (f 2) of the variance explained by the exogenous variable in the four endogenous variables was classified as "very strong", as shown: in WC f 2 = 0.802; OC f 2 = 0.825; M-ICT f 2 = 2,534; and OpC f 2 = 2.003. The model presented predictive validity, KM showed effect (q 2) classified as "very high" in the M-ICT and OpC. The effect (q 2) of KM on WC and OC presented predictive relevance between medium and high, with q 2 = 0.337 and q 2 = 0.267, respectively. The causal relationships between the observed variables and the percentage of participation of each indicator in its construct are contributions to the management of information about production.

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Creating a positive emotional culture: Effect of internal communication and impact on employee supportive behaviors

Cited by 144 publications

References 67 publications

Workplace Violence and Employee Engagement: The Mediating Role of Work Environment and Organizational Culture

Workplace Violence and Employee Engagement: The Mediating Role of Work Environment and Organizational Culture

Cleaner production practices at company level enhance the desire of employees to have a significant positive impact on society through work

Analysis of Operational Communication Through Structural Equation Modeling

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