The Role of Symmetrical Internal Communication in Improving Employee Experiences and Organizational Identification During COVID-19 Pandemic-Induced Organizational Change

Abstract

Integrating strategic internal communication research with organizational change literature and organizational support theory, this study proposes a theoretical model to understand the influence of symmetrical internal communication on employees’ cognitive and affective experiences and organizational identification in a COVID-19 pandemic-induced change situation. A quantitative online survey was conducted with 490 full-time employees in the United States in mid-April 2020. Results indicate that symmetrical internal communication during organizational change contributes to employees’ perceptions of change communication quality. In addition, symmetrical internal communication, along with perceived quality of change communication, enhances employees’ perceptions of organizational support and positive emotions during organizational change, which in turn leads to stronger organizational identification. Theoretical and practical implications of the findings are discussed.

The impacts of CEO leadership behaviors on employees' affective commitment and scouting behavior: the mediating role of symmetrical internal communication

“…Given that symmetrical internal communication characterized by two-way, dialogue, reciprocity, mutual benefits, and relationship nurturing as a managerial factor can increase employees' engagement levels and the perceived quality of their relationships with their companies (Kang and Sung, 2017), it may fulfill employees' psychological needs by making them feel competent as internal members, comfortable in connecting with their companies and autonomous in their jobs; these, in turn, may enhance their commitment to their organizations. Furthermore, internal communication system that is symmetrical helps employees to feel listened to, cared for and empowered (Sun et al, 2021). Such positive feelings and happiness at work, as a critical outcome of leadership communication (Smulowitz, 2021), determines the extent to which employees feel emotionally attached to an organization.…”

Pengaruh Gaya Kepemimpinan Relationship Focused Ceo Leadership Dan Inclusive Leadership Dengan Symmetrical Internal Communication Terhadap Scouting Karyawan Milenial Di Wilayah Perkantoran Jakarta

“…Hasil dalam penilitian (Lee 2021) inclunsive leadership akan meningkatkan sistem komunikasi organisasi simetris, yang pada gilirannya meningkatkan niat karyawan untuk secara aktif berbicara tentang aspek positif dan negatif dari perusahaan mereka dalam suatu organisasi. Penelitian Sun et al, (2021) menjelaskan Symmetrical internal communication yang seimbang akan membantu karyawan melenial mendengarkan, memperhatikan, dan merasa diberdayakan. Karena dapat kita pahami bahwa karyawan milenial lebih suka komunikasi yang terbuka dan transparan dengan supervisor atau pemimpin, dan juga rekan kerja mereka.…”

Socially Responsible Leadership’s Impact on Stakeholder Management, Staff Job Satisfaction and Work Engagement

“…Honest communication with all stakeholders, including but not limited to associates, is a vital aspect of how companies can effectively address a pandemic crisis (Sun et al, 2021). In a pandemic-scale crisis, people prefer leaders who nurture the sense that "we are in this together" (Van Bavel et al, 2020).…”