Internal Communication and Employee Engagement as the Key Prerequisites of Happiness

Lalić, Danijela; Milić, Bojana; Stanković, Jelena

doi:10.1108/s2398-391420200000005007

Cited by 13 publications

(12 citation statements)

References 29 publications

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“…The study establishes that WFH work engagement during COVID‐19 has a significant impact upon the employee's happiness. Some of the earlier studies too have suggested a significant relationship between employee engagement and happiness (Lalić et al, 2020). The findings from the present study suggest a significant relationship between WFH employee work engagement, convenience, and happiness, thus Hypothesis H3 is accepted.…”

Section: Review Of the Literaturementioning

confidence: 95%

Work from home—Work engagement amid COVID‐19 lockdown and employee happiness

Mehta

2021

Journal of Public Affairs

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Prolonged lockdown as a part of the community mitigation steps to control the spread of the corona virus has led to massive work reorganization throughout the world. Companies as well as individuals are attempting to adjust to this new world of work. Organizations have shifted substantial parts of their work for certain sets of jobs to a “work from home (WFH)” format. The aim of this study is to investigate the relationship between WFH) work engagement and perceived employee happiness. WFH work engagement was hypothesized to be influenced by WFH autonomy, WFH convenience, and WFH psychosocial safety. All of the constructs were adapted from established scales. Convenience sampling was used for data collection as, under the circumstances, this was the only viable method. Partial least squares structural equation modelling was used for data analysis. Results from this study indicate that WFH work engagement was able to predict a 23.9% variance in perceived happiness, while exogenous constructs, such as WFH autonomy, WFH convenience, and WFH psychosocial safety, were able to predict a 25.2% variance in WFH work engagement. Further f 2 effect size (0.313) between WFH work engagement and happiness indicates high effect size. In order to assess the predictive relevance of the model, a blindfolding procedure was used to obtain Q 2 values. Q 2 values greater than zero indicate that the model has predictive relevance.

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Section: Review Of the Literaturementioning

confidence: 95%

Work from home—Work engagement amid COVID‐19 lockdown and employee happiness

Mehta

2021

Journal of Public Affairs

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“…, 2021), it is comprised of eight dimensions (see detailed description in the methodology section), and proved to be reliable and valid in its various applications, both in Croatian and English (Balgač and Borovec, 2017; Connolly, 2021; Davidson, 2022; Krywalski Santiago, 2020; Lalić et al. , 2012, 2020; Li, 2022; Ravina-Ripoll et al. , 2022).…”

Section: Theoretical Backgroundmentioning

confidence: 99%

Strategic internal communication for effective internal employer branding

Vokić

Verčić

Ćorić

2022

BJM

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PurposeAlthough internal communication is perceived as one of the crucial elements for favorable internal evaluation of an employer brand (EB), the importance of internal communication for EB advocacy has been insufficiently theoretically problematized and related empirical evidence is almost non-existent. In this paper, the relationship between employees' satisfaction with internal communication and their perceptions of their employers' attractiveness is explored.Design/methodology/approachA questionnaire-based field research study was conducted on a sample of 3,457 Croatian employees. The Internal Communication Satisfaction Questionnaire (ICSQ) (Tkalac Verčič et al., 2009) and the Employer Attractiveness (EmpAt) Scale (Berthon et al., 2005) were used for assessing internal communication satisfaction (ICS) and employer attractiveness (EA).FindingsFindings reveal that respondents' overall satisfaction with internal communication in their organizations is significantly positively related with the overall attractiveness they assign to their employers, that all explored ICS dimensions are significant for the overall EA, and that each ICS dimension is significant for at least one EA dimension. The most relevant ICS dimensions for EA are “satisfaction with feedback” and “satisfaction with communication climate”.Originality/valueA conducted large sample study is among the first quantitative empirical studies that proved that employees who are satisfied with internal communication are likely to see their employers as attractive. Moreover, findings point toward internal communication endeavors which add more value to developing an attractive internal EB.

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“…Once students generate a positive attitude toward their studies, they are more engaged in studying ( Cotton et al., 2002 ). Additionally, satisfaction obtained from internal communication will increase employee engagement and happiness ( Lalić et al., 2020 ). Moreover, mindfulness has been positively related to work engagement by enhancing the experience of being engaged and focused ( Coo and Salanova, 2018 ).…”

Section: Discussionmentioning

confidence: 99%