Employee Engagement and Internal Communication : A United Arab Emirates Study

O'Neill, Kate; Hodgson, Sasha; Mazrouei, Mariam Al

doi:10.5742/mejb.2015.92716

Cited by 3 publications

(2 citation statements)

References 56 publications

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“…The authors noted that leaders who avoid both practices could engage employees, create unity among workers and increase organisational performance. Karanges et al (2014), studied the communication and employee engagement connection by collecting online survey data from 200 non-executive employees and concluded that managers should communicate in a way that employees feel supported and appreciated, with face-to-face communication serving as an effective approach (O'Neill, Hodgson, & Al Mazrouei, 2015).…”

Section: Relationship Between Ic and Ee In The Workplacementioning

confidence: 99%

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

Mmutle¹

2022

JCSA

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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.

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Section: Relationship Between Ic and Ee In The Workplacementioning

confidence: 99%

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

Mmutle¹

2022

JCSA

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“…According to Constantin and Baias (2015) aside from the aforementioned factors affecting employee engagement, the most important element to be looked upon in an organization is how the internal communication process flows from the top management to the employees. Internal communication serves as a pathway to publicize, connect and support the employees' need to communicate with their superiors, or within their ranks (O'Neill, Hodgson, & Al Mazrouei, 2015). In a corporate setting, the top-down communication process is the way in which the top-level management course through the information to their subordinates (Schubert & Alpermann, 2019).…”

Section: Employee Engagementmentioning

confidence: 99%

impact of cultural differences on LINE app communication among Thai and Chinese employees

Villegas–Puyod

Phungsoonthorn

Sitthipo

et al. 2022

ijhs

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This research explored the impact of cultural differences using LINE application as a communication channel toward the components of employee engagement. This research added more contributions to using LINE application and employee engagement which found that both factors--job demands and employee support--are associated positively with the intensity of social media use. The survey data were gathered from 300 Thai lecturers and 300 Chinese lecturers from a private university in Thailand. Partial least squares structural equation modeling was employed for data analysis. The results from the regression analysis showed that the LINE app used for personal related internal communication has negative effects on vigor, dedication and absorption for the Thai respondents. As for the Chinese respondents, it has positive effects on vigor, dedication and absorption. This means that in the Chinese context the more they are engaged with their personal whereabouts the more active they are in the workplace.

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Employee Voice in the United Arab Emirates

Khassawneh

2023

Employee Voice in the Global South

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Employee Engagement and Internal Communication : A United Arab Emirates Study

Cited by 3 publications

References 56 publications

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

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

impact of cultural differences on LINE app communication among Thai and Chinese employees

Employee Voice in the United Arab Emirates

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