Please use this identifier to cite or link to this item: http://hdl.handle.net/10419/100002
Authors: 
Karanges, Emma Ruth
Beatson, Amanda
Johnston, Kim
Lings, Ian
Year of Publication: 
2014
Citation: 
[Journal:] jbm - Journal of Business Market Management [Volume:] 7 [Year:] 2014 [Issue:] 2 [Pages:] 329-353
Abstract: 
Employee engagement is linked to higher productivity, lower attrition, and improved organizational reputations resulting in increased focus and resourcing by managers to foster an engaged workforce. While drivers of employee engagement have been identified as perceived support, job characteristics, and value congruence, internal communication is theoretically suggested to be a key influence in both the process and maintenance of employee engagement efforts. However, understanding the mechanisms by which internal communication influences employee engagement has emerged as a key question in the literature. The purpose of this research is to investigate whether social factors, namely perceived support and identification, play a mediating role in the relationship between internal communication and engagement. To test the theoretical model, data are collected from 200 non-executive employees using an online self-administered survey. The study applies linear and mediated regression to the model and finds that organizations and supervisors should focus internal communication efforts toward building greater perceptions of support and stronger identification among employees in order to foster optimal levels of engagement.
Subjects: 
Employee engagement
Internal communication
Identification
Perceived support
Social exchange theory
Social identity theory
Workplace relationships
Persistent Identifier of the first edition: 
Creative Commons License: 
http://creativecommons.org/licenses/by-nd/3.0/
Document Type: 
Article

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