•This study intends to provide insight into the relationship between the various concepts connected to internal communication practices.•We explored the relationship between engagement, employer ...brand, perceived organizational support and internal communication satisfaction.•The results showed a significant and positive relationship between all measured variables.•Regression analysis suggests that independent variables explained 78.9 per cent of the variation in internal communication satisfaction.
For modern organizations, attractiveness, profitability and future operations depend on their readiness to put employees and potential employees first and recognize them as the most important stakeholders for organizational development (Aggerholm, Andersen, & Thomsen, 2011). This study intends to provide further insight into the relationship between the various concepts connected to internal communication practices. To do this, 1805 employees from 12 large corporations participated in a national study exploring the relationship between employee engagement, employer brand, perceived organizational support and internal communication satisfaction. The results showed a significant and positive relationship between all measured variables. Regression analysis suggests that three independent variables (employee engagement, employer brand measured through employer attractiveness, and perceived organizational support) predicted and explained 78.9 per cent of the variation in internal communication satisfaction. These findings have practical and theoretical implications and underline the importance of understanding what influences employee satisfaction as well as helping shape better internal communication practices.
•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.
•The aim of this study was to investigate the relationship between corporate social responsibility, employer brands and reputation.•Investing into CSR and employer branding leads to beneficial ...outcomes since the linkages are proven to be positive.•Organizations that put effort into CSR and brand activities are recognized for it and this effort in turn affects their reputation.•Respondents assign good reputations to organizations that are perceived as socially responsible and with a good employer brand.
Reputation management requires coordination between internal understanding and external expectations (Cornelissen, 2011). The focus of this study were external expectations of potential employees. The main goal of the study was to contribute to the understanding of corporate reputation and its connections with perceived corporate social responsibility and employer brands. All three concepts were investigated amongst 550 senior college business students. The units of analysis were top twenty national organizations, rated according to a syndicated study on employer attractiveness. The results show that students assign good reputation to those organizations that are perceived as socially responsible and with a good employer brand. Reputation, at least according to our results, seems to be the umbrella concept that encompasses both perceived corporate social responsibility and perceived employer brands. Organizations that develop different strategies, policies and practices with regards to socially responsible behavior and nurturing employer brands have higher levels of perceived reputation among students. Additionally, students' perceptions and position on the list of the most attractive employers is consistent.
Successful relationships with publics are based on how people are treated, so public relations should help foster happiness and joy and by that improve organisational success and the well-being of ...people. This book explores how public relations contributes to the well-being of its publics and presents findings from current research in the field.
Abstract
This study explores how a major external crisis, like the COVID‐19 pandemic, affects employees' perception of their employers, as a result of changes in internal communication practices. A ...total of 3457 employees filled out a questionnaire on internal communication satisfaction and employer attractiveness; 1805 just before the first COVID‐19 outbreak in Europe and 1652 after the first outbreak. Multi‐group structural equation modelling was conducted to examine how the relationship between internal communication satisfaction and employer attractiveness changed as a result of the crisis. The effect of different internal communication aspects on employer attractiveness was altered. Horizontal communication remained only significant determinant of positive employer perception even after the crisis. Channels of internal communication and informal internal communication lost their significant influence on employer perception, whereas communication climate and level of available corporate information gained significant influence. This study elucidates how an external crisis alters the relationship between internal communication and employer branding and can help organizations optimize their communication strategies during and after a major crisis to retain and attract desired employees.
Purpose This study investigates how sustainability influences employer branding across generational cohorts – Generations Z, Y and X – and between two neighboring countries, Slovenia and Croatia, ...with different economic development levels. Design/methodology/approach A comparative cross-generational survey was conducted among respondents from Slovenia and Croatia to assess the impact of sustainability on employer brand perception. The survey explored generational attitudes toward sustainability and its integration into the employer value proposition. Findings The study found that all the generational cohorts view sustainability as an important factor in their evaluation of employer brands. Generation X showed the most favorable attitude toward sustainability, followed by Generation Z, highlighting the need for organizations to communicate sustainability efforts effectively to attract these groups. However, there were subtle differences between the countries, with Slovenian respondents indicating a slightly higher preference for sustainable practices. Additionally, while Generation Z may not have the same financial leverage as Generation X, their high valuation of sustainability in employer branding demonstrates their future influence as they enter the workforce. Research limitations/implications Limitations include the survey’s conceptual framing, which may be inherently biased toward the more affluent Generation X’s capacity to prioritize sustainability and the focus on USA-based generational definitions, which may not be fully applicable across different cultural settings. Future research could address these limitations by refining the conceptual approach and expanding the sample to include more diverse geographical contexts. Originality/value By comparing responses from two economically distinct neighboring countries, the study reveals complex inter-generational dynamics and national contexts affecting sustainability’s role in employer attractiveness.
The purpose of this study was to explore how communicative responses and different sources of communication affect stakeholders’ perception of corporate reputation. The main goal was to explore the ...effects of crisis response strategy and source of crisis communication on organizational and speaker reputations. In a 2 × 2 scenario experiment, respondents judge corporate and speaker reputation of an imaginary organization. Apology as a strategy results in higher postcrisis reputation of both organization and speaker. However, the selection of the source has little effect on how people react to crisis response strategies. This means that a spokesperson can be as useful as a CEO which can be important if the CEO does not convey a positive presence on a screen.
How organizations engage their employees has been the focus of increased research in the last 10 years. The present study integrated social exchange theory and the theory of job demands-resources to ...examine how internal communication affects employee engagement. A survey of 3457 employees in Croatian organizations showed that internal communication satisfaction positively influenced employee engagement, and that this influence was mediated by employer attractiveness and, to a much smaller extent, perceived organizational support. These findings help clarify how internal communication strengthens employee organizational engagement.
•The study uses SET and JD-R theory to examine internal communication and engagement.•A survey of 3457 employees shows a positive influence of ICS on EE.•This influence was mediated by employer attractiveness and POS.•Findings help clarify how internal communication strengthens employee engagement.
Thirteen years ago, a study was conducted in which authors opened a question of applying co-orientation theory in studying communication behavior between two countries. The original study had two ...primary objectives: to compare attitudes toward certain issues relevant for the two nations and to examine degrees of agreement, accuracy, and congruency between two nations under the co-orientation model. The original study was later extended with another one in which authors included a third country and introduced not only evaluations of two countries’ attitudes toward a third country but also evaluations of opinions the two countries have between themselves (and to which the first is only an observer). They called it “second-order co-orientation.” More than a decade later, the original study was replicated to test how potential agreement, accuracy, and congruency between the two counties on these issues have changed over time.
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.
