•The purpose of the study is to identify how the choice of communication media affects internal communication satisfaction.•We conducted an analysis of the most commonly used channels in corporations ...and linked the results to employees’ satisfaction and media choice.•In exploring internal communication satisfaction and satisfaction with media we found a strong positive correlation between the variables.•The companies that put a bigger effort into adjusting their media towards their employees’ needs, have more satisfied internal audience.
As the environment of internal communication is continually changing for a multitude of reasons, especially new technologies, organizations have to adapt fast in their attempts to reach their employees. When deciding on the type of channel to use, internal communication managers should be aware of their employees’ preferences. The purpose of this study is to identify how the choice of internal communication media affects internal communication satisfaction. In order to explore this relationship further, we conducted an analysis of the most commonly used internal communication channels in ten large corporations and linked the results to employees’ satisfaction and media choice. By expanding the knowledge on preferred communication channels, we are hoping to provide some insight for better management of internal communication.
Social media is becoming omnipresent in everyone's daily life, which is changing the way consumers think, act and buy. Organizations are aware of the possibilities that may occur from developing ...social media communication strategies, but oftentimes forget to predict and block negative consequences. Information spreadability and bad communication practices are the perfect trigger of a social media crisis, which is why it is crucial for organizations to know what kind of communication, both internal and external, they need to implement. To explore consumers' opinions on social media crisis communication, an online survey was conducted. 125 participants gave their insight into their expectations of the types and tone of social media messages organizations should communicate during a time of crisis. These findings could be used as a guideline for crisis communication planning, considering they examine what types of messages consumers prefer, and which medium of communication they prefer. Even though it is recognized that crisis situations can have a huge impact on an organization's wellbeing, consumers' perspective on crisis communication still has not been researched thoroughly.
The digitalization of greater society has permeated organizations, where managers are reassessing how internal communication is practiced and defined, particularly in the context of public relations ...and strategic communication. These changes were already underway before the COVID-19 pandemic, which strongly highlighted the importance of effective internal communication. Now more than ever, digital transformation is profoundly affecting internal communication, yet there are substantial gaps in our understanding of the current situation. This study aims to identify and provide an overview of the research in the area through a systematic review of 77 research studies published in 52 journals between the beginning of 1990 and November 2022. The findings reveal the evolution of research on digital internal communication and highlight geographical, theoretical, and methodological gaps that should be addressed in future work. First of all, the effectiveness of different internal communication channels needs to be thoroughly researched. This includes the effectiveness of collaboration tools and platforms, the influence of channels that enable remote work, and the significance of gamification and an interactive communication approach. Also, digitalization in internal communication should be given more attention from a social perspective, underlining the effects of internal communication digitalization on employees and their satisfaction as well as employee concerns with privacy, control, and other ethical dilemmas regarding easy accessibility to data. Finally, digitalization of internal communication should be researched as a transformation process within organizations, which has not yet been done.
•Systematic review of digital internal communication.•Effectiveness of IC channels needs to be thoroughly researched.•Digitalization in IC should be explored from a social perspective.•Digitalization of IC should be researched as a transformation process.
PurposeThis study aims to contribute to the understanding of internal communication and its connections to engagement and employer brands. The authors wanted to test the relationship between the ...three variables and explore if employees' perception of employer brands is affected by internal communication satisfaction and engagement. Creating a desirable employer brand can have significant benefits for organizations, such as higher employee satisfaction, employee engagement and retention. It is crucial to have a clear grasp of how the determinants of these relationships affect each other.Design/methodology/approachA total of 1,805 employees participated in a large communication survey that measured internal communication satisfaction, employee engagement and perception of employer brand (operationalized as employer attractiveness). To test the relationship between variables, the authors used multiple regression analysis.FindingsThe results show internal communication satisfaction and employee engagement as significant predictors of employer brand. All of the internal communication satisfaction dimensions and two out of three employee engagement dimensions have been identified as determinants of at least two employer attractiveness dimensions.Research limitations/implicationsLimitations include using a cross-sectional dataset, which reduces the possibility of determining causality, using self-reports and a common source bias.Originality/valueThe authors added to the body of knowledge by analyzing the effects of workplace attitudes on attitudes toward the organization. The authors found that both internal communication satisfaction and employee engagement significantly shape the perception of employer brands.
PurposeThis review article offers an insight into employer brand and its importance for organizations, as well as an overview of international employer brand based on research on this topic available ...to date.Design/methodology/approachAn examination and critical evaluation of 37 research articles, two scientific monographs and a chapter was conducted. The selection of articles was based on conducted content analysis.FindingsHaving an employer brand has become of utmost importance for many organizations since it was first described in academic literature in mid-1990s. Despite its key role in organizational success, there is a certain lack of recognition of employer brand in academic literature. While employer brand research is somewhat scarce, international employer brand research is almost non-existent. Organizations that operate on different international markets often recruit their employees internationally as well. However, employer brand developed and managed locally differs from the one developed and managed globally.Research limitations/implicationsThis review is based on a small number of articles available in the databases. Additionally, only the research papers written in English were included in the review.Originality/valueThis review paper offers a much-needed overview of literature on employer branding within international context. International employer brands and international employer branding have so far been neglected within employer branding literature, despite the obvious need for differentiation. Therefore, this article seeks to provide a systematic overview and identify relevant characteristics of the international employer brand.
Internal communications and employer branding are recognized as important tools for achieving an inspirational working environment, which is both an aim and a means of differentiation between ...organisations. A growing number of studies demonstrate a connection between internal communication and employee identification with the organisation they work for, as well as with their perception of employer’s brand. The aim of this theoretical paper is to identify and elaborate theoretical foundations that contributed to the development of these two concepts. For that purpose, marketing schools of thought, primarily social exchange school of marketing thought and relationship marketing are analysed and related to the concepts of internal communication, and employer branding. The analysis shows that social exchange school theories can be applied to describe values that are exchanged through internal communication and employer brand activities, while relationship marketing principles are used when implementing these activities in order to develop positive employee relationships.
Abstract
Organisations have recently become more aware of the importance of their employees and their contributions to organisational success (Bakker and Schaufeli, 2008). Employee engagement is one ...of the contributors that has been recognised to have several positive outcomes for organisations. This study was conducted in order to explore how different employee-related concepts affect employee engagement. Its purpose was to determine whether internal communication can influence employee engagement by insuring employees perceive a fulfilled psychological contract, as well as adequate organisational support. A total of 3,457 employees from 26 different organisations completed a survey that measured internal communication satisfaction, employee engagement, level of psychological fulfilment and perceived organisational support. To test the relationship between these variables, mediation analysis was conducted. Two research models with internal communication satisfaction as a mediator between the relationship of psychological contract fulfilment and engagement, and perceived organisational support and engagement were tested. The results show that internal communication satisfaction is a significant mediator of both the relationship of psychological contract fulfilment and engagement, as well as the relationship between perceived organisational support and engagement. This indicates that internal communication could be used in order to manage psychological contract fulfilment and perceived organisational support with the intent of increasing employee engagement, and consequently, overall organisational performance.
One of the recent entries in the scholastic horizons in relation to employer branding is the concept of psychological contract. Thereby employer branding is defined as 'the process of building an ...identifiable and unique employer identity (Backhaus & Tikoo, 2004: 502) for both prospective and current employees, and psychological contract as 'a set of individual's beliefs regarding the terms and conditions of a reciprocal exchange agreement between that focal person and another party' (Rousseau, 1989: 123). This relationship has not received sufficient attention in research. Therefore, this paper explores the direct relationship between psychological contract fulfilment (PCF) and internal employer attractiveness (IEA), as well as the internal communication satisfaction (ICS) as a potential moderator in the relationship. For testing the proposed relationships among variables, data for 3457 employees from 26 organizations was analysed. PCF was measured using Robinson and Morrison's (2000) scale, IEA was measured using employer attractiveness (EmpAt) scale developed by Berthon, Ewing and Hah (2005), and ICS was measured using ICS questionnaire UPZIK developed by Tkalac Verčič, Pološki Vokić and Sinčić Ćorić (2009). Analyses (linear and hierarchical regression modelling) revealed that PCF is a significant positive predictor of IEA, but that the overall ICS does not strengthen the acknowledged relationship between PCF and IEA. However, further analysis (simple slopes analysis) revealed that one of the eight ICS dimensions, 'Satisfaction with communication with immediate superior', does have the intervening role. Altogether, findings reveal that fulfilling employees' beliefs about what they are entitled to receive in exchange for their contribution, leads to their more favourable perceptions of their employer as employer of choice. Moreover, quality communication in general has an equivalent role in building a strong internal employer brand, while quality communication with the superior reinforces the link between the cognition that one 's organization obligations have been met and considering one's organization a desirable place to work.
El trabajo propone evaluar la transferencia de croata (L1) y de inglés (L2) que ocurre en la producción escrita del español como L3. En el sistema educativo croata, el inglés es la lengua extranjera ...que se introduce en el currículo ya desde la primaria. Según los datos de Eurostat1 (2016), el 97,1 % de los alumnos estudia inglés y el 95% estudia dos o más lenguas extranjeras. Estos números sitúan a Croacia en la cumbre de los países europeos en cuanto al tema de las LE. Según un informe de la Oficina Nacional de Estadística (2018)2, 2357 estudiantes de secundaria y 247 de primaria estudiaban español en 2017. No tenemos datos exactos de las academias de lenguas extranjeras, pero conforme a ciertas estimaciones y proyecciones hechas a base de cuestionarios que rellenan los estudiantes de la Universidad de Zagreb al inscribirse en Filología Hispánica, un 22% tomó clases de español en las academias de lenguas y no en la secundaria (principalmente por el motivo de que no en todas las escuelas se imparten clases de español).
Interna komunikacija i branding poslodavca prepoznati su kao važni alati za postizanje inspirativnog radnog okruženja, što je i cilj i sredstvo diferencijacije između organizacija. Sve veći broj ...studija pokazuje povezanost između interne komunikacije i identifikacije zaposlenika s organizacijom za koju rade, kao i s njihovom percepcijom brenda poslodavca. Cilj ovog teorijskog rada je identificirati i razraditi teorijske osnove koje su pridonijele razvoju ova dva koncepta. U tu svrhu analiziraju se marketinške škole mišljenja, prvenstveno škola marketinške misli socijalne razmjene i marketing odnosa koji se povezuju s konceptima interne komunikacije i brendiranja poslodavca. Analiza pokazuje da se teorije škola socijalne razmjene mogu primijeniti za opisivanje vrijednosti koje se razmjenjuju kroz internu komunikaciju i aktivnosti brenda poslodavca, dok se pri provedbi ovih aktivnosti koriste principi marketinga odnosa kako bi se razvili pozitivni odnosi među zaposlenicima.
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