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首页> 外文期刊>Journal of communication management >Authentic enterprise, organization-employee relationship, and employee-generated managerial assets
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Authentic enterprise, organization-employee relationship, and employee-generated managerial assets

机译：真实的企业，组织与员工的关系以及员工生成的管理资产

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Purpose: The purpose of this paper is to examine the impacts of perceived authenticity of organizational behaviors and types of organization-employee relationship (i.e. communal and exchange relationship) on intangible assets of organizations generated by employees’ communicative behaviors (ECBs) (e.g. megaphoning, scouting). Design/methodology/approach: A web-based survey was conducted with full-time 528 employees working in medium- and large-sized companies in the USA. Findings: Results showed that an organization’s authentic behaviors are positively related with employees’ perceived communal relationships, but not with exchange relationships. However, both communal and exchange relationships turned out to increase ECBs: positive megaphoning, negative megaphoning, and scouting. The existence of both communal and exchange relationships was more significant than having only communal relationships in terms of encouraging employees’ active communicative actions. Research limitations/implications: By building links between employees’ communicative actions and its antecedents, perceived authenticity, types of relationship; this study contributed to the body of knowledge on exchange and communal relationship in the context of employee communication and extended the understanding of motivations of ECBs. Practical implications: The findings suggest that employees’ communicative actions are highly facilitated by organizations’ authentic behavioral efforts and perceived relationship. To encourage employees’ information seeking and sharing behaviors, for organizational effectiveness, organizations should behave in authentic ways - be trustful, transparent, and consistent - and build both communal and exchange relationship. Originality/value: This study first attempted to demonstrate the impacts of both communal and exchange relationships for organizations empirically in internal communication and relationship building practices.
机译：目的：本文的目的是检验组织行为的真实性和组织与雇员关系的类型（即公共和交换关系）对员工的沟通行为（ECB）（例如，大声喊叫，侦察）。设计/方法/方法：基于网络的调查是针对在美国大中型公司工作的528名全职员工进行的。调查结果：结果表明，组织的真实行为与员工的感知的公共关系成正相关，而与交换关系则没有正相关。但是，公共关系和交换关系都增加了ECB：积极的扩音，消极的扩音和侦察。就鼓励员工的积极沟通行动而言，公共关系和交流关系的存在比仅具有公共关系更重要。研究的局限性/含义：通过在员工的沟通行为及其前因，感知的真实性，关系类型之间建立联系。这项研究有助于在员工沟通的背景下交流和公共关系方面的知识体系，并扩展了对欧洲中央银行动机的理解。实际意义：研究结果表明，组织的真实行为和可感知的关系在很大程度上促进了员工的沟通行为。为了鼓励员工寻求信息和分享行为，为了提高组织效率，组织应该以真实的方式行事-保持信任，透明和一致-建立公共和交流关系。原创性/价值：这项研究首先试图通过内部交流和建立关系的实践经验来证明公共和交换关系对组织的影响。

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