Internal organizational communication and structure. How do they effect employees?

An empirical analysis

Doktorarbeit / Dissertation, 2015
331 Seiten, Note: Trés Honorable

Führung und Personal - Sonstiges

Leseprobe

Inhaltsverzeichnis (Table of Contents)

General Introduction

A. Statement of the Problem
B. Research Questions and Hypotheses
C. Methodology
D. Rationale
E. Objectives
F. Organization

1. Review of the Literature

1.1 Organizational Communication
1.2 Organizational Communication Approaches

1.2.1 Founding Approaches

1.2.1.1 Classical Approaches
1.2.1.2 Human Relations Approaches
1.2.1.3 Human Resources Approaches

1.2.2 Contemporary Approaches

1.2.2.1 Systems Approaches
1.2.2.2 Cultural Approaches
1.2.2.3 Critical Approaches

1.3 Summary
1.4 Internal Organizational Communication, Internal Organizational Structure and Organizational Communication Satisfaction

1.4.1 Internal Organizational Communication

1.4.1.1 Importance of Internal Organizational Communication
1.4.1.2 Dimensions of Internal Organizational Communication

1.4.2 Internal Organizational Structure

1.4.2.1 Internal Organizational Structure Types
1.4.2.2 Dimensions of Internal Organizational Structure

1.4.3 Internal Organizational Communication and Internal Organizational Structure
1.4.4 Organizational Communication Satisfaction

1.4.4.1 Organizational Communication Satisfaction and Internal Organizational Communication
1.4.4.2 Organizational Communication Satisfaction and Internal Organizational Structure

1.5 Summary

2. Methodology

2.1 Research Questions and Hypotheses
2.2 Research Design
2.3 Research Variables
2.4 Case Study Setting
2.5 Sample and Sampling Procedure
2.6 Research Instruments

2.6.1 Questionnaire

2.6.1.1 Demographic Questionnaire
2.6.1.2 Internal Organizational Communication Questionnaire
2.6.1.3 Internal Organizational Structure Questionnaire
2.6.1.4 Organizational Communication Satisfaction Questionnaire

2.6.2 Semi-Structured Interview
2.6.3 Translation of the Instruments

2.7 Data Collection Procedure
2.8 Data Analysis Tools
2.9 Pilot Study
2.10 Validity and Reliability Issues

2.10.1 Reliability
2.10.2 Validity

2.10.2.1 Content Validity
2.10.2.2 Construct Validity
2.10.2.3 Internal Validity
2.10.2.4 External Validity

2.11 Summary

3. Data Description and Analysis

3.1 Findings of the Questionnaire

3.1.1 Exploratory Factor Analysis and Internal Reliability of the Questionnaire
3.1.2 Findings of the Demographics Questionnaire
3.1.3 Findings of the IOC Questionnaire

3.1.3.1 Reliability of the IOC Questionnaire
3.1.3.2 Comparison of the Two Organizations on IOC

3.1.4 Findings of the IOS Questionnaire

3.1.4.1 Reliability of the IOS Questionnaire
3.1.4.2 Comparison of the Two Organizations on IOS

3.1.5 Findings of the OCS Questionnaire

3.1.5.1 Reliability of the OCS Questionnaire
3.1.5.2 Comparison of the two Organizations on OCS

3.2 Research Hypothesis One: IOC Relationship with IOS
3.3 Research Hypothesis Two: IOC Impact on OCS
3.4 Research Hypothesis Three: IOS Impact on OCS
3.5 Research Hypothesis Four: OCS and Demographic Variables

3.5.1 The Gender Factor
3.5.2 The Supervisory Responsibility Factor
3.5.3 The Tenure factor
3.5.4 The Age Factor
3.5.5 The Diploma Factor
3.5.6 The Service Factor

3.6 Summary of the Quantitative Findings
3.7 Findings of the Semi-structured Interview

3.7.1 Findings of the Demographics Section
3.7.2 Patterns and Themes in the Semi-Structured Interview

3.7.2.1 Relationship between IOC and IOS

3.7.2.1.1 IOC and Centralization
3.7.2.1.2 IOC and Stratification
3.7.2.1.3 IOC and Formalization
3.7.2.1.4 IOC and Complexity

3.7.2.2 Relationship between IOC and Employees' Level of OCS
3.7.2.3 Relationship between IOS and Employees' Level of OCS

3.7.2.3.1 OCS and Centralization
3.7.2.3.2 OCS and Stratification
3.7.2.3.3 OCS and Formalization
3.7.2.3.4 OCS and Complexity

3.7.2.4 Relationship between Demographic Variables and Employees' Level of OCS

3.8 Summary of the Qualitative Findings
3.9 Summary

4. Discussion, Interpretation and Implications

4.1 Discussion and Interpretation of the Results

4.1.1 IOS Dimensions and IOC Dimensions Relationship

4.1.1.1 IOC Components: Formal IOC and Informal IOC
4.1.1.2 IOS Components: Centralization, Formalization, Stratification and Complexity
4.1.1.3 IOC Composites and IOS Composites Relationship
4.1.1.4 Overall IOC and Overall IOS

4.1.2 Relationship between IOC and Employees' Level of OCS

4.1.2.1 OCS Dimensions
4.1.2.2 IOC Composites and OCS Composites Association

4.1.3 Relationship between IOS and Employees' Level of OCS
4.1.4 Predictive Link between Demographic Variables and Employees' Level of OCS

4.1.4.1 OCS Differences According to Gender
4.1.4.2 OCS Differences Based on Employees' Supervisory Responsibilities
4.1.4.3 OCS Differences Based on Employees' Tenure
4.1.4.4 OCS Differences Based on Employees' Age
4.1.4.5 OCS Differences Based on Employees' Diploma
4.1.4.6 OCS Differences Based on Employees' Service

4.2 Implications
4.3 Summary

Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)

Impact of Internal Organizational Communication on Organizational Communication Satisfaction
Influence of Internal Organizational Structure on Organizational Communication Satisfaction
The Role of Internal Organizational Communication and Internal Organizational Structure in Shaping Employee Satisfaction with Communication in the Workplace
Exploration of the Relationship Between Internal Organizational Communication and Internal Organizational Structure
Examination of the Impact of Demographic Variables on Organizational Communication Satisfaction

Zusammenfassung der Kapitel (Chapter Summaries)

Schlüsselwörter (Keywords)

Frequently Asked Questions