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Article
Publication date: 8 May 2018

Melissa Fuller, Marjolein Heijne-Penninga, Elanor Kamans, Mark van Vuuren, Menno de Jong and Marca Wolfensberger

The purpose of this paper is to clarify which knowledge, skills and behaviors are used to describe excellent performance in professional communication. As the demand for talented…

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Abstract

Purpose

The purpose of this paper is to clarify which knowledge, skills and behaviors are used to describe excellent performance in professional communication. As the demand for talented communication professionals increases, organizations and educators need an empirically defined set of performance criteria to guide the development of (potentially) excellent communication professionals (ECPs). This research aimed to render a competence profile which could assist in the development of recruitment, training and development to develop relevant programs for high-potential communication practitioners.

Design/methodology/approach

This mixed-method research was approached in two phases: first, a series of focus groups (n=16) were held to explore work field perspectives resulting in a concept profile, and second, a series of expert panels (n=30) following the Delphi method were conducted to determine the extent of agreement with the findings.

Findings

Participants clarified that excellent performance is characterized by competences which transcend normative technical skills or practical communication knowledge. The five domains, 16 item “SEEDS” competence profile describes that ECPs are distinguished by their compounded ability to be strategic, empathic, expressive, and decisive and to see patterns and interrelationships.

Research limitations/implications

Although a broad range of relevant professionals were involved in both phases, the study could be considered limited in size and scope. Research was conducted in one national setting therefore further research would be necessary to confirm generalizability of the results to other cultural contexts.

Originality/value

Although many competence frameworks exist which describe normative performance in this profession, specific criteria which illustrate excellent performance have not yet been identified. This competence profile clarifies characteristics which typify excellent performance in professional communication and can be helpful to educators and employers who wish to identify and create suitable training programs for ECPs.

Details

Journal of Communication Management, vol. 22 no. 2
Type: Research Article
ISSN: 1363-254X

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Article
Publication date: 27 March 2009

Karen H. Zwijze‐Koning and Menno D.T. de Jong

Over the past ten years, most Dutch high schools have been confronted with mergers, curriculum reforms, and managerial changes. As a result, the pressure on the schools'…

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Abstract

Purpose

Over the past ten years, most Dutch high schools have been confronted with mergers, curriculum reforms, and managerial changes. As a result, the pressure on the schools' communication systems has increased and several problems have emerged. This paper aims to examine recurring clusters of communication problems in high schools.

Design/methodology/approach

A multi‐method communication audit was conducted within three large high schools in The Netherlands. Data were collected using network analysis, the critical incident technique, and the Communication Satisfaction Questionnaire.

Findings

The communication audits uncovered six major clusters of communication problems that require management's attention. These problems vary from a lack of participation in decision making to employees feeling under appreciated. While some of these problems could be solved by creating more awareness within the organization, others require more structural changes and long‐range planning.

Originality/value

The study identifies specific problem areas in the organizational communication of high schools. Educational managers may use the findings to optimize the communication in their schools.

Details

International Journal of Educational Management, vol. 23 no. 3
Type: Research Article
ISSN: 0951-354X

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Article
Publication date: 15 May 2007

Mark van Vuuren, Menno D.T. de Jong and Erwin R. Seydel

In an attempt to gain insight in the contribution of organizational communication to work perceptions, this paper investigates both direct and indirect relationships between…

10406

Abstract

Purpose

In an attempt to gain insight in the contribution of organizational communication to work perceptions, this paper investigates both direct and indirect relationships between supervisor communication and employees' affective organizational commitment. Regarding the indirect relationships, individual perceptions of person‐organization fit and organizational efficacy were included in the model as mediators.

Design/methodology/approach

A survey from a Dutch provider of telecommunication services (n=456) is analyzed on the relationships between communication, commitment and the proposed mediators, using regression analysis and a confirmatory structural equation model.

Findings

Both person‐organization fit and organizational efficacy were found to partly mediate the main effects of communication and affective commitment. Following the test of mediation of fit and efficacy one by one, a test of the two mediators simultaneously in a confirmatory structural equation model led to a fitting model without any modifications. Further, the most important aspects of communication between manager and employee turns out to be the feedback from the manager, followed by the notion of the manager listening to the employee.

Research implications/limitations

Given that the analyses are based on self‐report in one organization, these results have to be handled cautiously.

Practical implications

Supervisor communication strengthens commitment via a clear view of which values are important, which goals are to be achieved, and how efficacious the organization has been in the past.

Originality/value

The results show how communication – through the managers who are seen to represent the organization – can influence employees' perception of an organization's values and capabilities.

Details

Corporate Communications: An International Journal, vol. 12 no. 2
Type: Research Article
ISSN: 1356-3289

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Article
Publication date: 1 July 2006

Annette L.M. van den Bosch, Wim J.L. Elving and Menno D.T. de Jong

The purpose of this paper is to develop a research model to investigate corporate visual identity (CVI) management from an organisational perspective. It is assumed that…

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Abstract

Purpose

The purpose of this paper is to develop a research model to investigate corporate visual identity (CVI) management from an organisational perspective. It is assumed that characteristics of the organisation and of the way a CVI is managed will affect consistency of CVI.

Design/methodology/approach

The model was tested in a survey carried out among employees in 20 Dutch organisations. Structural equation modelling with AMOS was conducted to get insight into the various influences and relationships.

Findings

CVI management characteristics – socialisation processes related to CVI, knowledge of CVI strategy, and CVI tools and support – have a strong impact on the consistency of CVI, and organisational characteristics affect the way CVI is managed. With the exception of the openness and dynamics of an organisation, no supporting evidence was found for a direct relationship between organisational characteristics and CVI consistency.

Research limitations/implications

CVI has been measured by the judgement of the respondents, all employees of the organisation concerned. Therefore the measure was the perceived consistency of CVI. Further research could include a visual audit and the perception of external stakeholders towards the visual identity. There was no distinction examined among the main corporate visual identity and sub‐ or product brands. The study was conducted in the Netherlands, where the Dutch term huisstijl is unambiguous and clearly related to the corporate brand or identity. Future research can take different brands into account or can broaden the concept of CVI (including cultural aspects, language, rituals, myths, etc.).

Practical implications

The results indicate that CVI management matters, that CVI management is related to more general organisational characteristics, but that communication managers nevertheless have a considerable amount of freedom in determining the way they manage their CVI.

Originality/value

Corporate visual identity has received little attention in research and hardly been studied at all from the perspective of this paper. This paper has value to both researchers in the fields of corporate identity and organisational identity, as well as professionals involved in managing the corporate identity.

Details

European Journal of Marketing, vol. 40 no. 7/8
Type: Research Article
ISSN: 0309-0566

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Article
Publication date: 4 January 2008

Mark van Vuuren, Menno D.T. de Jong and Erwin R. Seydel

The purpose of the paper is to investigate the main and combined effects of self‐efficacy and organisational efficacy on three dimensions of organisational commitment. A fourfold…

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Abstract

Purpose

The purpose of the paper is to investigate the main and combined effects of self‐efficacy and organisational efficacy on three dimensions of organisational commitment. A fourfold typology of employees is proposed and tested.

Design/methodology/approach

A questionnaire was sent to employees of a chemical plant. Data were analyzed using dichotomisation and moderated multiple regression.

Findings

Both organisational efficacy and, to a lesser extent, self‐efficacy contribute to affective, normative and continuance commitment. The results concerning the fourfold typology are promising when reviewing the median split technique, but a hierarchical multiple regression test of interaction between self‐efficacy and organisational efficacy does not fulfil this promise.

Research limitations/implications

As the self‐efficacy hypotheses especially did not meet expectations, the authors suggest another way of assessing self‐efficacy in organisational contexts.

Practical implications

The results stress the contribution of organisational efficacy perceptions to commitment, leading to new opportunities for managing commitment. The role of feedback about organisational successes and failures appears to be crucial.

Originality/value

This attempt to build a typology by considering the efficacy expectations of employees regarding both themselves and their organisation opens up a route to further individualisation of employees and their relations to work.

Details

Employee Relations, vol. 30 no. 2
Type: Research Article
ISSN: 0142-5455

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Article
Publication date: 1 January 2008

Mark van Vuuren, Bernard P. Veldkamp, Menno D.T. de Jong and Erwin R. Seydel

This paper aims to gain insight into the psychological dynamics of work motivation; specific work values are related to foci and dimensions of commitment to understand how…

3496

Abstract

Purpose

This paper aims to gain insight into the psychological dynamics of work motivation; specific work values are related to foci and dimensions of commitment to understand how different values influence people's commitments.

Design/methodology/approach

A survey from a hospital (n=222) was analyzed on the relationships between organizational values, individual values, affective and normative commitment on both an organizational and an occupational level.

Findings

Results supported the proposition that dimensions of commitment can be aligned along the flexibility‐control axis of the competing values framework (CVF) and that the foci of commitment can be aligned along the internal‐external axis of the CVF but, in line with recent findings, congruence effects were absent.

Research limitations/implications

Although small effect sizes were found, and results based on self‐report have to be handled cautiously, the hypothesized pattern was found for affective and normative organizational and occupational commitment. This gives insights into the values associated with these types of commitments.

Practical implications

Specific values which are found to be related to specific kinds of commitment can direct strategies for influencing commitments in organizational contexts.

Originality/value

As specific values are linked to specific commitments, practitioners gain insight into which values may lead to a specific kind of commitment, enabling them to develop strategies for enhancing commitment, and academics see how the CVF corresponds to newly developed insights into commitment research.

Details

Personnel Review, vol. 37 no. 1
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 1 June 2005

Annette L.M. van den Bosch, Menno D.T. de Jong and Wim J.L. Elving

Corporate visual identity (CVI) comprises all the symbols and graphical elements that express the essence of an organisation. Although it is by far the most visible and tangible…

16022

Abstract

Purpose

Corporate visual identity (CVI) comprises all the symbols and graphical elements that express the essence of an organisation. Although it is by far the most visible and tangible asset in the armoury of tools used by the majority of organisations in their interaction with the outside world, the role of CVI is scarcely mentioned in studies on corporate reputation. Despite the growing interest in measuring reputation and brand values, little is known about the role of CVI. This article aims to explore the relationship between CVI and five general dimensions of reputation: visibility, distinctiveness, authenticity, transparency, and consistency.

Design/methodology/approach

This paper explores the relationship between corporate visual identity and reputation. In which ways and to what extent can CVI support a corporate reputation? This exposition of the relationship between reputation and CVI is based on the framework established by Fombrun and Van Riel and the reputation model they present, which consists of five dimensions: visibility, distinctiveness, authenticity, transparency, and consistency. This relationship is explored by investigating these dimensions.

Findings

It is concluded that CVI can, in principle, support each of these dimensions, through the quality of the design, the range of its application, and the condition of carriers.

Practical implications

CVI must be considered a useful tool that can be successfully applied to managing the reputation of any organization.

Originality/value

The results will be helpful to communication professionals who deal with integrated communication and aim to enhance the consistency of messages – both written and visual – within their organisation.

Details

Corporate Communications: An International Journal, vol. 10 no. 2
Type: Research Article
ISSN: 1356-3289

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Article
Publication date: 9 February 2010

Jos Bartels, Oscar Peters, Menno de Jong, Ad Pruyn and Marjolijn van der Molen

This paper aims to present the results of a study into the relationship between horizontal and vertical communication and professional and organisational identification.

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Abstract

Purpose

This paper aims to present the results of a study into the relationship between horizontal and vertical communication and professional and organisational identification.

Design/methodology/approach

An empirical study was carried out at a large hospital in The Netherlands with multiple locations. Hospital employees (n = 347) completed a written questionnaire.

Findings

The results show that although employees identify more strongly with their profession than with their organisation, there is a positive connection between professional and organisational identification. Dimensions of vertical communication are important predictors of organisational identification, whereas dimensions of horizontal communication are important predictors of professional identification.

Research limitations/ implications

Identification with the overall organisation does not depend primarily on the quality of contact with immediate colleagues within a work group or department; rather, it depends more on appreciation of the communication from and with the organisation's top management.

Practical implications

Management should find a balance between communication about organisational goals and individual needs, which is crucial in influencing professional and organisational identification.

Originality/value

Previous research has shown a positive link between the communication climate at a specific organisational level and the employee's identification with that level. The current study adds to this concept the influence of horizontal and vertical dimensions of communication on identification among different types of employees.

Details

Personnel Review, vol. 39 no. 2
Type: Research Article
ISSN: 0048-3486

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Article
Publication date: 19 June 2007

Anouk Hofstede, Joris van Hoof, Natascha Walenberg and Menno de Jong

Since it is hard for consumers to express their feelings and views regarding brand images, market researchers increasingly use projective and enabling techniques to collect rich…

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Abstract

Purpose

Since it is hard for consumers to express their feelings and views regarding brand images, market researchers increasingly use projective and enabling techniques to collect rich and meaningful data. The purpose of this paper is to describe the development and use of two methods of brand image research based on personification. Both methods were used to investigate the personality of four beer brands.

Design/methodology/approach

The first method was based on mood boards: participants were asked to make collages of celebrity photographs representing the beer brands (n=16). The second method used a job‐sorting task: participants were asked to connect jobs with the beer brands (n=100). The results of both methods were related to a list of brand personality traits.

Findings

Holistic interpretations of the mood boards and the jobs associated with the beer brands reveal highly similar results among the two methods, which strongly discriminate between the four beer brands. A translation of these findings to scores on personality dimensions further underlines the similarity of the two methods used, but does not convincingly distinguish between the four beer brands.

Research limitations/implications

The similarities in the results underline the congruent validity of the two methods. The observation that the two methods lose their discriminating value when holistic impressions are translated to personality dimensions scores calls for more research into the way projective research data may be interpreted and used.

Originality/value

This study is a first attempt to compare the results of two different but related projective techniques for brand image research. It demonstrates the importance of methodological research in this area.

Details

Qualitative Market Research: An International Journal, vol. 10 no. 3
Type: Research Article
ISSN: 1352-2752

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Book part
Publication date: 18 December 2003

John Michael Montias

Abstract

Details

Economics of Art and Culture Invited Papers at the 12th International Conference of the Association of Cultural Economics International
Type: Book
ISBN: 978-0-44450-995-6

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