Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication

Li, Jo-Yun; Sun, Ruoyu; Tao, Weiting; Lee, Yeunjae

doi:10.1016/j.pubrev.2020.101984

Cited by 137 publications

(166 citation statements)

References 72 publications

Supporting

Mentioning

113

Contrasting

Unclassified

Order By: Relevance

“…Second, while change communication and management has been widely acknowledged as an integral function of internal public relations ( Li et al, 2021 ; Lies et al, 2012; Luo & Jiang, 2014 ; Neill, 2018 ), public relations scholars have only recently begun to explore the interconnections between leadership, communication, and employee outcomes during change (e.g., Men et al, 2020 ; Neill et al, 2019 ). This study is among the first that identifies leaders’ charismatic rhetoric as a pivotal force in driving employees’ positive attitudinal and behavioral reactions, thereby reinforcing the growing expectation of executive leaders in fulfilling communication and public relations functions during organizational change ( Men et al, 2020 ).…”

Section: Discussionmentioning

confidence: 99%

Navigating change in the era of COVID-19: The role of top leaders’ charismatic rhetoric and employees’ organizational identification

Yue

2021

Public Relations Review

View full text Add to dashboard Cite

The Novel Coronavirus (COVID-19) pandemic has had tremendous and swift effects on organizational change. This study examined how organizations can leverage leadership and employee resources to facilitate positive change outcomes. Drawing from the self-concept based motivational theory of charismatic leadership and substitutes for leadership theory, the current study proposed a theoretical model connecting top leaders’ charismatic rhetoric, employees’ affective commitment to change, and employees’ turnover intention. Furthermore, the study investigated contingencies that may modify the relationship between leadership communication and followers’ outcomes. Results from an online panel of 417 U.S. employees showed that top leaders’ use of charismatic rhetoric during change led to followers’ affective commitment to change, which decreased their turnover intention. Furthermore, employees’ organizational identification moderated this relationship. When employees have low identification with their organizations, top leaders’ charismatic rhetoric to address the immediate change is more needed.

show abstract

Section: Discussionmentioning

confidence: 99%

Navigating change in the era of COVID-19: The role of top leaders’ charismatic rhetoric and employees’ organizational identification

Yue

2021

Public Relations Review

View full text Add to dashboard Cite

show abstract

“…Instead, it should be understood as a very specific type of crisis on a societal levelcharacterised by its global, public aspect, its unprecedented nature and the domino effect it has unleashed on various types of organisations worldwide (Bailey and Breslin, 2021). The COVID-19 pandemic is a public health crisis on a societal level that forces organisations to adapt their work processes and that has an enormous impact on the individual as an employee (Li et al, 2021).…”

Section: Internal Crisis Communication (Icc)mentioning

confidence: 99%

Guest editorial: Internal communication during the COVID-19 pandemic

Ruck¹,

Men

2021

JCOM

View full text Add to dashboard Cite

IntroductionThis special issue on internal communication during the COVID-19 pandemic invited contributions from scholars of internal communication management, public relations, strategic communication, crisis communication and employee engagement, as well as from digital workplace and leadership studies, and other related fields and disciplines. Despite its importance to organisations, considerable gaps in internal communication theory remain and scholars have, in the past, called for wider research on its mandates, scope and focus (Welch and Jackson, 2007). In response, knowledge has evolved significantly in the past decade with a focus on leadership communication (

show abstract

“…The COVID-19 pandemic has badly affected human life as well as businesses. It not only disrupted the daily life of the individual but also the function of an organization or workplace [2]. The pandemic has caused severe stress worldwide which is not controllable in comparison to stress experience by an individual in daily life [3,4], and it caused extreme harms to businesses, countries, and individuals at distinct levels [1].…”

Section: Introductionmentioning

confidence: 99%

“…The work functioning has changed drastically, and COVID-19 has forced people to deal with this change in the work environment. In a study conducted by Li et al [2], it was reported that to foster employee and organizational relationships and to reduce uncertainties during organizational change, transparent internal communication can play a vital role. Many studies have been conducted involving different sectors in various countries to understand the impact of COVID-19 on the operational working of businesses and organizations.…”

Section: Introductionmentioning

confidence: 99%

Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

et al. 2021

View full text Add to dashboard Cite

The performance of the employees and productivity of each individual, in general, have been badly affected because of the COVID-19 pandemic. Organizational citizenship behavior is regarded as an interpretation of the performance of the employee which is essential to contribute more to the organization’s processes and success. Therefore, to increase the organizational effectiveness and achieve its goals, it is crucial to understand the factors affecting the organizational citizenship behavior of the employees. This study aims to examine the impact of perceived organizational support on organizational citizenship behavior with the mediating role of employee engagement and affective commitment. To collect the data for this study, a linear snowball sampling method was used, and 380 foreign employees working in different service companies in Hungary participated in the survey. Structural equation modeling (SEM) was used to test the proposed hypothesis. The results of the study revealed that perceived organizational support positively associated with organizational citizenship behavior and this relationship is also strongly mediated by employee engagement. On the other hand, employee engagement and affective commitment pose a direct positive influence on organizational citizenship behavior. This study has theoretical and practical implications as it will provide a comprehensive framework to better understand the factors influencing the organizational citizenship behavior of the employees.

show abstract

Employee coping with organizational change in the face of a pandemic: The role of transparent internal communication

Cited by 137 publications

References 72 publications

Navigating change in the era of COVID-19: The role of top leaders’ charismatic rhetoric and employees’ organizational identification

Navigating change in the era of COVID-19: The role of top leaders’ charismatic rhetoric and employees’ organizational identification

Guest editorial: Internal communication during the COVID-19 pandemic

Impact of Perceived Organizational Support on OCB in the Time of COVID-19 Pandemic in Hungary: Employee Engagement and Affective Commitment as Mediators

Contact Info

Product

Resources

About