Why Leadership Matters to Internal Communication: Linking Transformational Leadership, Symmetrical Communication, and Employee Outcomes

By L. Men. 2014

252 citations recorded by the source corpus.

Subfields: Communication, Social Psychology

View Paper: https://www.semanticscholar.org/paper/e0278fb6025c410384e4c495055ccb40c87db401

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In Social Psychology

Citations in the corpus

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, methodology): “We draw the conceptual rationales of our model from two theoretical frameworks: (1) the relationship management perspective from public relations literature (Jo & Shim, 2005; Kim & Rhee, 2011; Men, 2014; Ni, 2007; Walden, Jung, & Westerman, 2017) and (2) the social-exchange theory (SET hereafter) of”
Examining the Effects of Internal Communication and Emotional Culture on Employees’ Organizational Identification (2020, background): “…identification (Neill et al., 2019), symmetrical internal communication defined by two-way information flow, reciprocity, feedback, listening, employee participation, and balance of interests (Dozier et al., 1995; Men, 2014) can also predict employee identification with the organization.”
Organizational resilience and employee work-role performance after a crisis situation: exploring the effects of organizational resilience on internal crisis communication (2020, methodology): “…The OER concept originated from OPR (i.e., organization-public relationships), referring to the relationship between an organization and its publics, which has continued to attract considerable attention in the field of public relations (Kang & Sung, 2017; Men, 2014; Men & Sung, 2019).”
Strengthening the Tie: Creating Exchange Relationships That Encourage Employee Advocacy as an Organizational Citizenship Behavior (2018, background): “Taking the extra step of voluntarily sharing good news or defending one’s employer from criticisms requires a strong employee–organization relationship (Men, 2014).”
Employee communication, job engagement, and organizational commitment: A study of members of the Millennial Generation (2017, methodology): “For example, it might be beneficial to look at transformational leadership style (Men, 2014) and the selection of internal channels for employee communication (Lee & Park, 2013) as antecedents to engagement.”