Employee communication, job engagement, and organizational commitment: A study of members of the Millennial Generation
By Justin A. Walden, E. Jung, Catherine Y. Kingsley Westerman. 2017
165 citations recorded by the source corpus.
Subfields: Communication, Organizational Behavior and Human Resource Management
View Paper: https://www.semanticscholar.org/paper/ddcdccf32c5332d836c5f5c1aa701000257b96e3
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In Communication
In Organizational Behavior and Human Resource Management
Citations in the corpus
- Toward a Relational Theory of Employee Engagement: Understanding Authenticity, Transparency, and Employee Behaviors (2020, background): “A few scholars have also begun to empirically confirm the predictive impact on employee engagement by internal communication (Kang & Sung, 2017; Mishra et al., 2014; Tkalac Verčič & Vokic, 2017; Walden et al., 2017), and employee-organization relationships (Men, 2015).”
- The employee experience: how employees make meaning of employee engagement (2019, background): “Previous research suggested that when employees feel informed and understand messaging related to employee engagement, it enhances their work engagement (Welch, 2011), focus on job-related tasks, and commitment to the organization (Walden et al., 2017).”
- To leave or not to leave: the effects of perceptions of organizational justice on employee turnover intention via employee-organization relationship and employee job engagement (2019, background): “…characteristics such as two-way symmetrical communication (Kang & Sung, 2017; Rhee & Kim, 2011), information adequacy (Rhee & Moon, 2009; Walden et al., 2017), and leadership styles (Jiang & Men, 2017; Men, 2012) as the primary antecedents that lead to positive EOR, which then yield…”