Purpose

Based on social exchange theory, the study examines the influence of informational and relational internal communication on cognitive and affective responses and job engagement during organizational crises caused by the COVID-19 pandemic.

Design/methodology/approach

Data were collected by means of an online survey among people working in organizations with a minimum of 10 employees (N = 1,033) and analyzed using structural equation modeling.

Findings

Results show that informational and relational communication as organizational resources have a significant but distinct influence on how employees support their employer during the crisis. While informational communication influences employees' acceptance of managerial decisions, relational communication exerts most influence on affective commitment, which is the strongest driver of job engagement.

Research limitations/implications

The cross-sectional design, specific crisis situation and geographic location are limitations of the study.

Practical implications

Delivering relevant information to employees quickly and reliably is important. Yet, relationship-oriented communication that demonstrates appreciation and allows for participation has even stronger effects on job engagement, which is essential to mastering challenges arising from a crisis.

Social implications

During the COVID-19 pandemic, organizations demanded much from their employees. In exchange, organizations should provide the resources information, status and love (Foa and Foa, 1980) by means of internal crisis communication.

Originality/value

The study demonstrates the role of different types of internal communication during organizational crises used to convey organizational resources, and it highlights the mediating role of acceptance and commitment to enhance employees' engagement at work.

中文翻译：

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在 COVID-19 大流行期间获得员工支持——关系和信息危机沟通在奥地利组织中的作用

目的

该研究基于社会交换理论，研究了在 COVID-19 大流行引起的组织危机期间，信息和关系内部沟通对认知和情感反应以及工作投入的影响。

设计/方法/方法

数据是通过在至少 10 名员工 ( N  = 1,033) 的组织中工作的人员进行的在线调查收集的，并使用结构方程模型进行分析。

发现

结果表明，作为组织资源的信息和关系沟通对员工在危机期间如何支持雇主有显着但明显的影响。虽然信息沟通会影响员工对管理决策的接受，但关系沟通对情感承诺的影响最大，情感承诺是工作投入的最强驱动力。

研究限制/影响

横断面设计、具体的危机情况和地理位置是研究的局限性。

实际影响

快速可靠地向员工提供相关信息非常重要。然而，以关系为导向的交流表明欣赏并允许参与对工作投入有更大的影响，这对于应对危机带来的挑战至关重要。

社会影响

在 COVID-19 大流行期间，组织对员工的要求很高。作为交换，组织应该通过内部危机沟通的方式提供资源信息、地位和爱心（Foa and Foa，1980）。

原创性/价值

该研究展示了不同类型的内部沟通在组织危机期间用于传递组织资源的作用，并强调了接受和承诺在提高员工工作参与度方面的中介作用。