Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers

Yannick C. Atouba, Elizabeth J. Carlson, John C. Lammers

Research output: Contribution to journalArticle

Abstract

This study explores how the dialogue—or lack thereof—between employees’ opinions and organization-wide communications relates to employees’ identification with the organization. Using survey data from a sample of 111 IT workers, we performed cross-level tests to explore how employee voice, the perceived adequacy of organization-wide downward communication, and job satisfaction related to employees’ organizational identification. The results of the hierarchical regression and mediation analyses revealed that higher levels of employee voice were associated with higher levels of organizational identification and fully mediated by job satisfaction. Similarly, higher levels of organization-wide communication adequacy were associated with higher levels of organizational identification and partially mediated by job satisfaction. The findings suggest that inclusive and participative organizational communication practices are most likely to foster organizational identification when they are viewed favorably by employees and positively impact their job experiences.
Original languageEnglish (US)
Article number232948841667243
JournalInternational Journal of Business Communication
DOIs
StateE-pub ahead of print - Oct 5 2016

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Organizational identification
Organizational communication
Workers
Employees
Job satisfaction
Communication
Adequacy
Employee voice
Mediation
Survey data
Hierarchical regression

Keywords

  • employee work participation
  • communication
  • organizational identification
  • job satisfaction
  • mediation

Cite this

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title = "Directives and Dialogue: Examining the Relationship Between Participative Organizational Communication Practices and Organizational Identification Among IT Workers",
abstract = "This study explores how the dialogue—or lack thereof—between employees’ opinions and organization-wide communications relates to employees’ identification with the organization. Using survey data from a sample of 111 IT workers, we performed cross-level tests to explore how employee voice, the perceived adequacy of organization-wide downward communication, and job satisfaction related to employees’ organizational identification. The results of the hierarchical regression and mediation analyses revealed that higher levels of employee voice were associated with higher levels of organizational identification and fully mediated by job satisfaction. Similarly, higher levels of organization-wide communication adequacy were associated with higher levels of organizational identification and partially mediated by job satisfaction. The findings suggest that inclusive and participative organizational communication practices are most likely to foster organizational identification when they are viewed favorably by employees and positively impact their job experiences.",
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