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Article
Publication date: 1 June 2005

Ali D. Akkirman and Drew L. Harris

This study aims to compare levels of communication satisfaction between virtual workplace and traditional workplace employees in a single firm and explore the potential causes of…

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Abstract

Purpose

This study aims to compare levels of communication satisfaction between virtual workplace and traditional workplace employees in a single firm and explore the potential causes of the differences.

Design/methodology/approach

Two groups, virtual office and traditional office workers, from a single firm were surveyed using Down and Hazen's Communication Satisfaction Questionnaire. Based on previous research, this study developed and tested hypotheses that traditional workers would have higher levels of satisfaction in personal feedback, communication climate, relationship with supervisors, horizontal and informal communication, organizational integration and overall communication satisfaction. Further analysis of the sample groups and of the company's process of implementation helped explain the differences found.

Findings

Contrary to the hypotheses, this study found that virtual office workers were more satisfied with organization communication than traditional office workers. A discussion of these findings suggests this firm actually took steps recommended by researchers and consultants: upper level support, appropriate technology and technological support, culture training as well as technical training, restructuring work to support a virtual workplace, and providing extra social support systems to reduce alienation.

Research limitations/implications

The results of the study are limited by the company‐specific nature of the sample and number of responses.

Originality/value

This study should help managers and practitioners in planning and implementing the technical and human side of a virtual workplace programme. It shows that communication satisfaction can improve in a virtual workplace and describes some of the steps the sample firm took in their implementation. Academic researchers can benefit by having a basis for further research and building beyond the limitations of this study.

Details

Journal of Management Development, vol. 24 no. 5
Type: Research Article
ISSN: 0262-1711

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Article
Publication date: 24 May 2022

Shiva Kakkar, Samvet Kuril, Swati Singh, Surajit Saha and Anurag Dugar

Scholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate…

2863

Abstract

Purpose

Scholars and practitioners have raised concerns that mandatory remote work can lead to feelings of isolation and alienation in employees. Therefore, this study aims to investigate this issue by examining the impact of work communication satisfaction in remote environments on employee alienation and job satisfaction.

Design/methodology/approach

Sensemaking and social information processing (SIP) theory are used for formulating the hypotheses. To test the hypotheses, primary data were collected from 418 employees working in various Indian organizations and analyzed using AMOS and Hayes' PROCESS macro for SPSS.

Findings

The findings reveal that work communication satisfaction is negatively associated with alienation and positively associated with job satisfaction. Alienation mediated the relationship between work communication satisfaction and job satisfaction. Additionally, employees belonging to organizations with stronger CSR associations reported feeling less alienated than employees of organizations with weaker CSR associations.

Practical implications

Organizations can improve work communication satisfaction by devising remote communication plans that clarify employee expectations regarding the frequency, purpose and channel of communication. Additionally, organizations should communicate their CSR efforts to employees, particularly during times of crisis, as this can help improve employee impressions of the organization.

Originality/value

The study extends the work on alienation by approaching it from the perspective of sensemaking. The research demonstrates how work and non-work-related social information cues (work communication and CSR associations) can influence employee attitudes through their sensemaking. The context of the study adds to its uniqueness.

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