<p>Communication is one of successful functioning organization‘s elements. Many companies‘ managers comprehended that when communicating effectively, organization can achieve more during a shorter period of time. Current study aimed to determine internal organizational communication, motivation and performance relationships as well as present a model reflecting them. Employees of the same organization participated in the research. 54 employees filled in questionnaire which included Communication Satisfaction Questionnaire, Work Preference Inventory to measure intrinsic and extrinsic motivation, Extended Delft Measurement Kit General Performance subscale. Demographic questions were included as well. After performing data analysis, the study found that only satisfaction with media quality differs in groups according gender. Men were more satisfied with media quality than women. Higher satisfaction with personal feedback and communication with a supervisor was related to lower extrinsic motivation. Higher intrinsic motivation was related to higher subjective performance. An internal organizational communication, work motivation and performance model was developed using structural equation modeling.</p>

This project focuses on organization members that use communication as their principle tool for carrying out job duties and responsibilities. More specifically, this study examines the factors that impact the communication of inside and outside sales representatives. The goal of this research is to investigate willingness to communicate, communication apprehension, and self-esteem in daily life and in organizational settings. A total of 87 participants completed questionnaires congruent with these three topics. Previous literature concerning willingness to communicate, communication apprehension, and self esteem were examined to explore relevant information concerning each topic. Results suggest that differences in men and women and willingness to communicate in daily life or communication apprehension are not highly significant. Yet, there is a slight significance in differences when comparing sex and willingness to communicate in the workplace. A longitudinal study of self-esteem and goal success proved self-esteem was not a significant variable when discussing goal attainment within an organization. Future research should explore other variables that could affect willingness to communicate, communication apprehension, and self-esteem to better understand communication within the workplace.

Individuals often get asked: So what do you do? This question can be challenging for those in less traditional work settings, such as stay-at-home-moms and the self-employed. To help women better understand the range of possible responses, this study explores how women in Public Relations respond to identity questions that involve both their work and personal lives. I begin by situating the study within relevant literature on entrepreneurship, female business owners, the history of women in the workplace, work/life issues, Public Relations, the use of language to construct work identity, and structuration theory. I conducted one-on-one qualitative interviews as my methodology. Next, I discuss how my research questions led to a variety of often paradoxical findings including: (a) business owners who perceive mothering as their primary role; (b) the development of the "unplanned organization;" (c) business ownership as a phenomenon that seemingly offers more opportunities, but also constrains people in unexpected ways; (d) the emergence of nontraditional work arrangements, which continue to experience some resistance; (e) the idea that advisers can be peers or colleagues; (f) new labels, such as virtual work and virtual agency, that describe individuals' roles but raise lingering questions about societal perceptions of work; (g) how framing and sensemaking can offer women tools to account for the discontinuities in their narratives.

Every day, people seek organizations to join, work in companies, and leave firms; thus, scholars consider socialization a key construct in organizational communication and management. Research explains the socialization process in four stages—anticipatory socialization, encounter, metamorphosis, and exit—yet studies have paid disproportionate attention to “experiences after entry” (Bauer & Green, 1994, p. 221). This study sheds light on an understudied stage by examining the consequences of anticipatory socialization. Research has demonstrated the importance of prior experiences in the socialization process (e.g., Gibson & Papa, 2000), but scholars have yet to explore internships as a mechanism of anticipatory socialization that prepares people for full-time employment. Whereas less than 3% of students held internships in 1980, 84% of current undergraduates have participated in internships (Kamenetz, 2006), and the number of post-college internships has increased from 5% in 1995 to 20% in 2002 (“Internships for all ages,” 2007). Despite this growth, scholars have yet to theoretically explore internships as a prior experience that fosters socialization. Some studies have used socialization as a framework to study how people adapt to internships, but this research has explored socialization within internships instead of as anticipatory socialization for future employment. To fill this gap, I collected qualitative and quantitative data over 15 months: before people’s internships, after their internships, and upon full-time employment. Results from interview, observation, and questionnaire data suggest that participants learn about and adapt to organizations and vocations during their internships, but more importantly, internships may provide more realistic anticipatory socialization than other means of anticipatory socialization (e.g., recruitment, vocational messages). This study helps us reconsider the role that anticipatory socialization plays in work. Whereas previous research has described anticipatory socialization as a beneficial endeavor for prospective employees (Phillips, 1998), this study shows an unfavorable side of prior experiences. Internships showed interns and organizations exactly what full-time employment would be like, dissuading most interns or organizations (78%) to continue their relationship. Whereas traditional means of anticipatory socialization (e.g., recruitment, vocational messages) provide just enough of an introduction, internships may provide such an in-depth preview that they make applicants and organizations less desirable. / text

Communication is one of successful functioning organization‘s elements. Many companies‘ managers comprehended that when communicating effectively, organization can achieve more during a shorter period of time. Current study aimed to determine internal organizational communication, motivation and performance relationships as well as present a model reflecting them. Employees of the same organization participated in the research. 54 employees filled in questionnaire which included Communication Satisfaction Questionnaire, Work Preference Inventory to measure intrinsic and extrinsic motivation, Extended Delft Measurement Kit General Performance subscale. Demographic questions were included as well. After performing data analysis, the study found that only satisfaction with media quality differs in groups according gender. Men were more satisfied with media quality than women. Higher satisfaction with personal feedback and communication with a supervisor was related to lower extrinsic motivation. Higher intrinsic motivation was related to higher subjective performance. An internal organizational communication, work motivation and performance model was developed using structural equation modeling.

The current study fills a gap in the communication and management literature by providing additional insight regarding the effective communication strategies used by church leaders during organizational change. The researcher sought to find out how beliefs held by church members predicted their receptivity to change and their intent to leave their organization. Participants from diverse church denominations (N = 208) completed an online survey questionnaire asking them to think about a particular change they had experienced in their current or former church. The results of statistical analysis showed: (a) Church members´ beliefs regarding discrepancy, efficacy, principal support, and valence, positively predicted their receptivity to change, and negatively predicted their intention to leave the organization; (b) beliefs regarding valence were the most relevant for church members to become receptive towards change, and for them to stay in their church during organizational change; (c) among the trust dimensions, benevolence acted as a mediator in the relationship of principal support and valence with intent to leave. This study provides some evidence regarding organizational change in a volunteerbased church context. Practical applications are discussed for church leaders who are implementing change in their congregation. Additionally, future directions are proposed.

Den omfattande globaliseringen som sker i världen har givit upphov till stora förändringar för världens organisationer. Den ständigt växande konkurrensen som kommer därav ökar kraven på en fungerande internkommunikation samt betydelsen av att de interna kommunikationskanalerna utnyttjas så effektivt som möjligt. Samtidigt krävs långtgående hänsynstaganden gällande alla organisationens medlemmar då utveckling av internkommunikationens struktur och strategi genomförs.   I detta examensarbete används teorierna “Uses and gratifications”, “Dependency theory” och ”Social information processing theory”. Teorierna används med målsättning att beskriva de mest framträdande dragen i den interna kommunikationsutövningen i en organisation och vidare för att undersöka hur denna utövning överensstämmer med de förväntningar och användningsmönster som kan utrönas bland de anställda. Med utgångspunkt i tidigare forskning inom ämnet framkommer vikten av att utföra studien från ett användarperspektiv i en organisation som bedriver industriell produktion såväl som kontorsarbete. Skillnader mellan dessa olika grupper i fråga om upplevelser och förväntningar inkluderades också i undersökningen.           Studien genomfördes på ett teknologiföretag i södra Sverige i ett skede där lansering av en ny intranät-portal väntade. Det empiriska materialet erhölls genom utförande av sju fokusgruppsintervjuer. Totalt deltog 28 personer i dessa fokusgrupper. Resultatet visade på många tillgängliga interna kommunikationskanaler samtidigt som det synliggjorde en upplevd avsaknad av en tydlig strategi och en utsedd koordinator som ansvarar för den interna kommunikationen.  Från ett medarbetarperspektiv karaktäriseras den generella internkommunikationen av inkonsekvens, otillförlitlighet och godtycklighet. Olika typer av strategier för att tillfredsställa specifika behov kunde identifieras såväl som långtgående beroenden av vissa informationskanaler för att få information. Kollaborationsplattformar som en integrerad del av intranätet mötte motsägelsefulla åsikter och visar på att de anställda både önskar och fruktar det fria ordet i organisationskommunikativa sammanhang. De interna kommunikationskanalsera måste struktureras och samköras för att ge alla organisationsmedlemmar möjlighet att tillfredställa sina informations- och kommunikationsbehov.

To lead is to communicate, a main part of the leadership. 80 % of leaders working tasks involve communication of some kind. The ambition of this study is to analyze how four leaders of an international technique consulting company experience and handle community and technical development during their professional courses. The leaders have a various experience of leadership which adds depth and width to this study. To perform the study qualitative method has been used in the form of personal interviews. The result indicates that change is not always beneficial in every aspect of communication. To manage the quantity of information and communication we must learn how to sort. However these communication channels are an important part of being able to connect within and without the organization. When and how to use them are keywords in order to being able to cope with the flow of information.

This dissertation explores Liberian market women's food distribution activities and specifically focuses on their organizations and practices in postconflict times. During the last few years, Liberian market women have received considerable national and international attention. They have been hailed as heroines because of the significance they played in supplying food to Liberians during the civil war. However, little is known of their micro-world. This paradox constitutes the starting point of my dissertation, which explored market women's micro-level understandings and practices as related to peacebuilding. I used African feminist ethnography as a theoretical and methodological lens to investigate market women's organizations and practices surrounding food distribution in the capital city of Monrovia. African feminist ethnography incorporates insights from African feminist theory and feminist ethnography. It gives attention to issues of importance in West Africa like food and violent conflict. It also rejects the framing of African women as victims of war and recognizes their full agency. I conducted 40 in-depth semi-structured interviews with market women as well as observations in Fiamah, a daily food market located in central Monrovia. I examined market women's grassroots organizations called susu groups. Susu groups are informal credit unions that provide money to market women, necessary to purchase food items and maintain the market business. Findings illuminated the significance of wartime memories on postconflict susu group organizing practices. In this sense, memories of disruption and distrust engendered susu groups that were different from their prewar counterparts. Results also pointed at the invisible nature of susu groups, which had to balance their tendency towards secrecy with the pressure to become visible in a postconflict context where questions of organizational transparency dominated. I also investigated how market women made sense of their food distribution position in the peacebuilding era. Findings revealed that the women framed their role as one of community keeping. They emphasized the physical nature of food distribution which also necessitated maneuvering. Ultimately, food distribution gave them a sense of empowerment in postconflict times. These understandings reified class distinctions between market women and Liberian elites.

abstract: In a mere thirty years, hospice has grown from a purely ideological philosophy of care for terminally ill individuals and their families, to a large and well organized healthcare entity. And government statistics project that healthcare will generate more new jobs than any other industry in America until at least 2018. While most of the extant literature that has been published on healthcare workers has focused on negative organizational processes, such as stress and burnout, there has been a recent shift in scholarly ideology in which researchers have been challenged to consider the positive aspects of organizational life as well. Compassion, theorized as a three-part interrelated process, is one area that is garnering interest within organizational studies. Utilizing grounded theory, this study engaged literature from organizational studies on emotional labor, stress, and burnout, as well as literature on positive organizational communication. What emerged from the data is a richly detailed picture of the emotional highs and lows that hospice workers experience in their jobs. Research was conducted at two large hospices in the desert southwest, utilized qualitative methods of participant observation (161 hours), and informal and semi-structured interviews (29 interviews) as a means to understand hospice workers--nurses (32), nursing assistants (23), social workers (14), and spiritual care providers (4)--experiences of emotion. Through data analysis, compassion emerged as a salient concept in worker's daily experiences. Yet, my data suggested a reconceptualization of the way in which compassion has been theorized in the past--as noticing, feeling, and responding. Based on my findings, I argue that the three subprocesses could more accurately be described recognizing, relating, and responding. / Dissertation/Thesis / Ph.D. Communication 2010