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This paper aims to contribute to a better understanding of the origins of Spanish public relations from the end of the nineteenth to the early twentieth century. Although the term “public relations” was an export to Europe by the end of the second world war (with some exceptions), its philosophy had already been practised in some countries, and countries not always under a democratic regime, as the Spanish case shows.

The approach taken is a literature review of the first Spanish communication journals, oral interviews with the pioneers in the field and documentary research of the unpublished professional archive of the first Spanish agency, established in 1960.

The first “public relations” campaigns did not appear until the very late 1950s. However, a closer look reveals the existence of precedents in the first half of the century though under other names such as “educational” and “prestige” advertising, or “propaganda” campaigns. Despite being considered as isolated experiences, they prove the phenomenon precedes the name of “public relations”.

This paper places special emphasis on two lines of emergence for public relations. First, the profession in Spain naturally evolved and stemmed from advertising and, due to historical reasons, it was also related to communicative initiatives known as “propaganda”. Second, once the practitioners heard about the American term “public relations”, the precedents seemed to be ignored and were replaced by the influence of other countries' experiences, thanks to the wide vision of the pioneers.

There is little research on the origins of public relations in Spain and none on the precedents. This paper fills in some of the gaps.

The purpose of this paper is to analyze the emergence and development of public relations in Italy between 1945 and 1960. Its aim is to examine the main actors (corporate and political) involved in the process, how they were influenced by the USA and the emergence of professional associations devoted to expanding the field

The paper is based on research conducted in US and Italian archives and libraries. It analyzes primary sources concerning corporations, government agencies and professional associations involved in promoting public relations in post‐war Italy, such as the United States Information Service, Standard Oil (NJ), Fiat, Piaggio, Olivetti, Pirelli, Intersind.

This paper argues that the introduction of public relations in postwar Italy was strongly influenced by US companies and government agencies, which had a considerable impact on the emergence of professional associations. It also looks at the specific Italian definitions of public relations and points out that in Italy the field of public relations emphasized the importance of “style” and culture over that of marketing, and was often carried out by an array of “humanists” (poets, graphic designers, and writers).

This paper is one of the first studies about the history of public relations in Italy. It points out the peculiarity of the Italian case, by showing the intersection between the terms “propaganda” and “public relations” in a country that had experienced 20 years of Fascist rule.

This chapter presents results of a research project in which we give direction to the further design of the technical research that will lay the foundation for an automated digital feedback module. This module will help residents in saving energy and making home improvements in the context of the heat/energy transition. Interviews with residents and field experts were used to gain data about motivations and barriers residents experience when making home adjustments in the heat transition. Results reveal the experiences residents have in this transition. Based on the results, recommendations are made for the further development of an automated digital feedback module.

This chapter examines what was the feminist approach of the political crisis communication adopted by the First Minister of Scotland, Nicola Sturgeon, within the first phase of the COVID-19 pandemic, focusing on a specific time frame: 17 March 2020–30 December 2020. It identifies and examines the feminist values that shaped her crisis communicational approach through a content analysis implemented on a selection of speeches delivered at media briefings. The analysis is conducted using the theory of ethics of care, with a focus on four concepts related to it, namely: delayed reciprocity, social change, sense of responsibility and relationality. The chapter, further on, detects patterns shaped mostly by feminist values gathered under the umbrella of longing for social change and sense of responsibility and identifies specific contexts while each of the analysed concepts was used, how often and together with each other one. The results also show that three other feminist traits participate strongly in building the given speeches, which can be summarized in: a sense of gratitude, personal honesty and well-being for others.

This chapter presents a study on the role of internal communication for diversity and inclusion (D&I) management in organisations. It sheds light on how the units D&I management and internal communication are linked to each other in terms of exchanging and sharing ideas and know-how and the (common) pursuit and achievement of strategically set objectives. In total, 20 D&I experts (17 D&I managers and three D&I management consultants) from Austria and Germany were interviewed. The focus of the interviews was on the development of D&I management strategies and concomitant measures as well as the internal D&I communication activities. The findings indicate the importance of internal communication to communicate D&I goals and measures. In this context, the internal communication department plays the role of a service provider and advisor. Numerous communication channels are used to communicate D&I initiatives, with ‘rich’ media such as interpersonal communication and social intranet being particularly common. Furthermore, the results show that storytelling is a particularly popular form of communication. The study contributes to the scholarly examination of the role of internal communication in D&I management, to what extent and how the two units collaborate, and what communication measures are taken to pursue D&I management goals.

Many critical descriptions can be found for public relations. While research has so far been limited to describing the negative image of the PR profession or has understood it as a peripheral problem, this chapter takes a more fundamental approach. Focusing on media relations as part of PR, the concerns about the profession are to be understood as a central part of its social identity, which others have initially assigned to it. This subsequently shapes their behaviour towards PR professionals, specifically spokespersons, just as it shapes the spokespersons' self-perception. Media relations is therefore characterised by something discrediting, which shapes the attitudes and behaviour of both the publics and the spokespersons themselves. In sociology, this is described by Erving Goffman's concept of stigma, which serves as the theoretical framework of the chapter. Drawing on Habermas, the discrediting characteristic of media relations is determined by the self-interest, success- and power-oriented character of strategic action. The empirical study, a survey of 429 journalists and spokespersons in Germany, addresses the following two research questions: How widespread is the stigma of spokespersons among spokespersons and journalists? And: What are the consequences of perceived stigma for job satisfaction? The findings are somewhat ambivalent showing that, on the one hand, about three out of five journalists stigmatise spokespersons. On the other hand, only about one in five spokespersons perceive themselves as stigmatised.

Organisations have recently become more aware of the importance of their employees and their contributions to organisational success (Bakker and Schaufeli, 2008). Employee engagement is one of the contributors that has been recognised to have several positive outcomes for organisations. This study was conducted in order to explore how different employee-related concepts affect employee engagement. Its purpose was to determine whether internal communication can influence employee engagement by insuring employees perceive a fulfilled psychological contract, as well as adequate organisational support. A total of 3,457 employees from 26 different organisations completed a survey that measured internal communication satisfaction, employee engagement, level of psychological fulfilment and perceived organisational support. To test the relationship between these variables, mediation analysis was conducted. Two research models with internal communication satisfaction as a mediator between the relationship of psychological contract fulfilment and engagement, and perceived organisational support and engagement were tested. The results show that internal communication satisfaction is a significant mediator of both the relationship of psychological contract fulfilment and engagement, as well as the relationship between perceived organisational support and engagement. This indicates that internal communication could be used in order to manage psychological contract fulfilment and perceived organisational support with the intent of increasing employee engagement, and consequently, overall organisational performance.