Exploring the Influence of Communication Mechanisms on Organizational Effectiveness and Employee Engagement
DOI:
https://doi.org/10.62486/agma2025167Keywords:
Medium of Communication, Organizational Effectiveness, Job Satisfaction, Communication MechanismsAbstract
Introduction: Effective communication mechanisms are vital for organizational success, influencing employee engagement and overall performance. Despite their importance, many organizations face challenges due to unclear or infrequent communication, which undermines trust and productivity. This research investigates the influence of communication mechanisms—including frequency, medium, formality, and clarity—on employee engagement and organizational effectiveness, with employee trust as a mediating factor.
Methodology: Data were collected through a structured survey administered to 171 employees across various sectors. The survey measured communication practices, employee trust, and engagement using a 5-point Likert scale. Statistical analyses, including regression analysis, were conducted using IBM SPSS version 25 to examine the relationships among variables.
Results: The analysis revealed that communication frequency and clarity significantly enhance Economic success (ES), and Operational efficiency (OE). Regression results indicated a strong positive correlation between clear communication and employee engagement (p < 0.01). Two-way communication (TWC), Transparency of communication (TC), Communication consistency (CC)and Employee engagement (EE) also contributed to improved trust and engagement.
Conclusion: Findings highlight that communication clarity and frequency are critical drivers of employee engagement, facilitated by trust in communication. Organizations should prioritize enhancing communication quality and consistency to build trust, thereby fostering higher engagement and improved organizational effectiveness.
References
Duarte AP, Silva VH. Satisfaction with internal communication and hospitality employees’ turnover intention: Exploring the mediating role of organizational support and job satisfaction. Administrative Sciences. 2023 Oct 1;13(10):216. https://doi.org/10.3390/admsci13100216 DOI: https://doi.org/10.3390/admsci13100216
Choi WS, Wang W, Kim HJ, Lee J, Kang SW. Unraveling the Link between Perceived ESG and Psychological Well-Being: The Moderated Mediating Roles of Job Meaningfulness and Pay Satisfaction. Behavioral Sciences. 2024 Jul 17;14(7):606.https://doi.org/10.3390/bs14070606 DOI: https://doi.org/10.3390/bs14070606
Ko SH, Choi Y, Kim J, Kang HC. Employees’ Perceptions of Corporate Social Responsibility and Their Extra-Role Behaviors: A Psychological Mechanism. Sustainability. 2023 Sep 7;15(18):13394.https://doi.org/10.3390/su151813394 DOI: https://doi.org/10.3390/su151813394
Ding, W. and Rafiq, M., 2025. Green practices and employee retention: The mediating role of personal norms. Sustainability, 17(10), p.4471. https://doi.org/10.3390/su17104471 DOI: https://doi.org/10.3390/su17104471
Gelencsér M, Szabó-Szentgróti G, Kőmüves ZS, Hollósy-Vadász G. The holistic model of labour retention: The impact of workplace wellbeing factors on employee retention. Administrative Sciences. 2023 May 1;13(5):121.https://doi.org/10.3390/admsci13050121 DOI: https://doi.org/10.3390/admsci13050121
Ortega E, Gomes GP, Ribeiro N, Gomes DR. Evaluating the mediator role of organizational identification in the relationship between symmetrical internal communication and individual performance of hotel employees. Administrative Sciences. 2023 Jul 26;13(8):173.https://doi.org/10.3390/admsci13080173 DOI: https://doi.org/10.3390/admsci13080173
Alshaabani A, Naz F, Magda R, Rudnák I. Impact of perceived organizational support on OCB in the time of COVID-19 pandemic in Hungary: employee engagement and affective commitment as mediators. Sustainability. 2021 Jul 13;13(14):7800. https://doi.org/10.3390/su13147800 DOI: https://doi.org/10.3390/su13147800
Nguyen CM, Ha MT. The interplay between internal communication, employee engagement, job satisfaction, and employee loyalty in higher education institutions in Vietnam. Humanities and Social Sciences Communications. 2023 Jun 15;10(1):1-3.https://doi.org/10.1057/s41599-023-01806-8 DOI: https://doi.org/10.1057/s41599-023-01806-8
Jiang H, Cheng Y, Park K, Zhu W. Linking CSR communication to corporate reputation: Understanding hypocrisy, employees’ social media engagement and CSR-related work engagement. Sustainability. 2022 Feb 18;14(4):2359.https://doi.org/10.3390/su14042359 DOI: https://doi.org/10.3390/su14042359
Gomes DR, Ribeiro N, Santos MJ. “Searching for gold” with sustainable human resources management and internal communication: Evaluating the mediating role of employer attractiveness for explaining turnover intention and performance. Administrative Sciences. 2023 Jan 16;13(1):24.https://doi.org/10.3390/admsci13010024 DOI: https://doi.org/10.3390/admsci13010024
Orhan MA, Castellano S, Khelladi I, Marinelli L, Monge F. Technology distraction at work. Impacts on self-regulation and work engagement. Journal of Business Research. 2021 Mar 1;126:341-9.https://doi.org/10.1016/j.jbusres.2020.12.048 DOI: https://doi.org/10.1016/j.jbusres.2020.12.048
Ojo AO, Fawehinmi O, Yusliza MY. Examining the predictors of resilience and work engagement during the COVID-19 pandemic. Sustainability. 2021 Mar 8;13(5):2902.https://doi.org/10.3390/su13052902 DOI: https://doi.org/10.3390/su13052902
Downloads
Published
Issue
Section
License
Copyright (c) 2025 Sarita Mohapatra, Souvik Singh Rathore, Priyanka Niranjan Savadekar, Ravi T, Veerendra Yadav, Yogesh Jadhav, Raghu N (Author)
This work is licensed under a Creative Commons Attribution 4.0 International License.
The article is distributed under the Creative Commons Attribution 4.0 License. Unless otherwise stated, associated published material is distributed under the same licence.
