The major aim of this study is surrounded on the subject of internal communication, which is regarded as a very vital concept as well as fundamental to the internal public relations with association of affirmative employee and organisational outcomes such as of employee engagement. In this study the authors have focused on the importance of the relationship in the between the employee engagement and internal communication. While doing so, the association has not been empirically tested in this study. The authors in this article have used regression and survey analysis in order to confirm that the internal supervisor communication and the internal organisational communication support the workplace relationships dependent on the worth and meaning as well as have a notable role to play in maintenance and development of the optimal employee engagement. The study ultimately found out that the internal communication significantly related to the employee engagement and in the field of public relations, the current employee engagement is a recurring theme which is commonly labelled as the employee communication. Furthermore, this study has been also elaborated on how the corporate communication should be managed in order to contribute to the relationship along with the extent to which the quality of the organisation employee relationship contributes to the scouting and voluntary intra-preneurship.
In this article, the major focus is to focus on the interpersonal communication in relation to workplace breast-feeding support. Here, the authors have described that the formal policies have the potential to establish the expectations and guidelines for the workplace breast-feeding support. Notwithstanding, the interpersonal communication inn between the managers and the employees is the aspect where the formal policies could be negotiated, implemented and explained. In order to carry on with this study, the authors have conducted three focus groups along with twenty three business representatives from one of the rural cities from the Midwest United States. The survey has revealed three themes regarding the interpersonal communication in context to breast-feeding support in the work place and they are- the multiple factors such as the power dynamics, sex and age complicate the interpersonal communication that is necessary for enacting the breastfeeding support in the local businesses; the interpersonal communication is much important when compared to the written means of communication in order to enact the breast-feeding support; the positive interpersonal communication strategies are capable of improving the success of the workplace. Finally, the article has concluded while identifying that the interpersonal communication in between the managers and the employees is where the precise of the workplace breast-feeding support are regulated and are applied.
The authors of this divided it in two parts. The study has been focused on working adult and it examines on the communication behaviours that take place at the work. It further discusses on how these communication behaviours are evaluated. In this study, the authors have identified a total of 343 communication behaviours through an analysis of the organisational communication publications such as the textbooks, articles, organisational case studies etc. The authors have sorted the analysis and reduced it to 163 verbal communication behaviours that are solely used in near about every work places. In the first part of the study, the authors have made use of online survey along with 126 working individuals and they have identified which of all these communication behaviours had been observed and heard the previous day in their workplace. The study have identified 44 communication behaviours by 50% of the participants which indicated that they are frequently used in the workplace. While in the second part of the study, a survey was conducted with 331 different working individuals who have evaluated their effectiveness on the already identified 44 verbal communication behaviours. Furthermore, the factor analysis have reduced that list of 44 behaviours to 36 which are composed of the four factors – expressing negative emotion, relational maintenance, organising communication behaviours and information sharing. In this study, the authors have presented Workplace Communication Behaviour Inventory.
This articles has incorporated the technology into the social networking theory through distinguishing between the offline and the online workplace communication networks of the employees. The authors of this article have done so in order to understand the job performance of the employees. The authors have particularly, conceptualised the network ties as both indirect and direct ties in the offline and the online workplace communication networks and this has resulted in four different types of ties. This study have theorised that these ties of the employees in the online and the offline workplace communication networks are the complementary resources that have interacted for influencing their job performance. This study have found a support in its model in a filed study of 104 employees in a huge telecommunication firm. The authors of this article have concluded the paper with practical and theoretical implications.
It is a narrative review where the authors have identified some major aperture in the research on the training for medical communication skills and have presented an insight from the different theories on learning in order to decrease the unpredictability of the conclusion and the visible low transfer of the communication skills from the training to medical practices. In this study, the authors have also identified relevant literature using GoogleScholar and Pubmed and have analysed the whole study using iterative procedure. However, the findings of the research on the importance of medical communication training shows variability and unpredictability. Apparently, the contemporary theories that are used on learning are bases on constructivist paradigm which further offered some insights of the acquisition of skills and knowledge that are to be seen as an ongoing method of exchanging in between the learners and their environments. The author have stated that this process could neither be separated nor be atomized from the context in which it takes place. They have also presented 4 contemporary approaches as examples.
In this study, a theoretical model of safety leadership that incorporated transformational leadership style and active transformational styles are tested by making us of meta-analytic path investigation. In this paper, the final model have displayed that the transformational leadership always have a positive and constructive link with the recognised safety climate as well as on the safety participation with the perceived safety climate that are partly mediating the impact of the leadership on the safety involvement. The articles have also discussed on the ways for future research as well as practical implications in context to leadership training and development. In conclusion, the authors have stated that such a leadership styles always assist in fostering effective communication in the workplace environment.
Research into the issue of workplace bullying, general harassment and mobbing have perceived to emerge and get mature as long as the emerging from the Scandinavian investigations into the school bullying in late 1970s. In the last two decades, the scholars and the researchers have made notable improvements in the development of conceptual lucidity, theoretical frameworks and explanation which assisted in explaining and addressing this complex yet misunderstood and oversimplified phenomenon. This article has elaborated on providing an in depth understanding by means of development of innovative conceptual model and an investigation of the interrelated components that explain the complex and dynamic nature of the issue of workplace bullying and has also shed light on the current as well as the future debates. There are many challenges that are highlighted in this paper which are especially in context to the theoretical foundations and the efficacy of the management and prevention strategies.
The main aim of this article is to investigate on the organisational behaviour and the structure of the research organisation in the presence of the shrinking budgets. This study have carried on empirical analysis that has showed negative growth rates of the human resources that are because of the austerity programmes of the governmental bodies in order to reduce the public debt. There are many results that have been supported a negative scenario for such public research body which could further compress the personnel of near about 50 percent in the year 2024 and in turn would cause negative impacts on the performance of national system of innovation. The authors in this study have provided the policymakers with important information in order to understand the strategic change in the public research organisations at the time of environmental turbulence.
This article has emphasized on how the companies are rapidly introducing the sustainability policies in order to enhance and motivate the environmentally friendly behaviours. It has identified that the green work climate perceptions of the employees has the potential to constitute the psychological mechanisms which are relates these policies with the behaviour. The paper has presented the findings of a study on the relations in between the green work climate perceptions, the EGB or the employee reports of their green behaviour and the perceived presence of the organisational sustainability policies. The authors of this article have also hypothesised that the perceptions of the green work climate in the workplace mediate positive and constructive relationship in between the perceptions of the employees of the presence of EGB and sustainability policies. They have also conducted a survey along with 168 employees who have supported the hypothesis of the article. All these findings have extended the research on potency of the sustainability policies through focusing on psychological mechanisms which relates them along with the EGB.
The main aim of this article is to assess the hidden mechanisms of the organisational learning in the public research laboratories. The outcomes of the congregate maps as well as individual cognitive maps that are ground on a censorious case study, depicts inertia in the learning of organisational behaviour along with destructive and pessimistic impacts on the scientific performances and strategic change of public research institutions. Some of the major results of such organisational learning are the influence of friction on the intra-organisational communication in between the researchers and the scientific groups that are operated by quick restructuring, low cooperation and collaborative approach, high bureaucratisation among the public bodies, and the incentives of the public servants. There are also some implications of management on the learning organisation that are examined by the authors in this paper.
References
Anderson, J., Kuehl, R.A., Drury, S.A.M., Tschetter, L., Schwaegerl, M., Hildreth, M., Bachman, C., Gullickson, H., Yoder, J. and Lamp, J., 2015. Policies aren’t enough: The importance of interpersonal communication about workplace breastfeeding support. Journal of Human Lactation, 31(2), pp.260-266.
Branch, S., Ramsay, S. and Barker, M., 2013. Workplace bullying, mobbing and general harassment: A review. International Journal of Management Reviews, 15(3), pp.280-299.
Clarke, S., 2013. Safety leadership: A meta?analytic review of transformational and transactional leadership styles as antecedents of safety behaviours. Journal of Occupational and Organizational Psychology, 86(1), pp.22-49.
Coccia, M. and Cadario, E., 2014. Organisational (un) learning of public research labs in turbulent context. International Journal of Innovation and Learning, 15(2), pp.115-129.
Coccia, M., 2014. Structure and organisational behaviour of public research institutions under unstable growth of human resources. International Journal of Services Technology and Management, 20(4-6), pp.251-266.
Karanges, E., Johnston, K., Beatson, A. and Lings, I., 2015. The influence of internal communication on employee engagement: A pilot study. Public Relations Review, 41(1), pp.129-131.
Keyton, J., Caputo, J.M., Ford, E.A., Fu, R., Leibowitz, S.A., Liu, T., Polasik, S.S., Ghosh, P. and Wu, C., 2013. Investigating verbal workplace communication behaviors. The Journal of Business Communication (1973), 50(2), pp.152-169.
Norton, T.A., Zacher, H. and Ashkanasy, N.M., 2014. Organisational sustainability policies and employee green behaviour: The mediating role of work climate perceptions. Journal of Environmental Psychology, 38, pp.49-54.
van den Eertwegh, V., van Dulmen, S., van Dalen, J., Scherpbier, A.J. and van der Vleuten, C.P., 2013. Learning in context: Identifying gaps in research on the transfer of medical communication skills to the clinical workplace. Patient education and counseling, 90(2), pp.184-192.
Zhang, X. and Venkatesh, V., 2013. Explaining employee job performance: The role of online and offline workplace communication networks. Mis Quarterly, 37(3), pp.695-722.
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