Summary Articles SHRM
Dasgupta, S.A., Suar, D. & Singh, S (2013). Impact of managerial communication styles on employees’
attitudes and behaviours.
Conclusion
An assertive style of communication leads to maximum support to employees.
A strong emotional bond with organizations reduces employees’ absenteeim.
Introduction
Through good communication style managers can create a positive environment for their employees.
Attitude consists of: Affective, Cognitive and Behavioural components.
Cognitive -> Represents evaluation of stimuli in the mind
Behaviours -> Actionsor reactions that go after the cognitive stimuli
Organizatinal Support Theory = How the support of organizations affects the behavior of employees.
Percieved Organizational Support (POS) = Global perceptions from employees about the extent to
which the organization cares about the well-being and values of them.
Percieved Supervisory Support (PSS) = The impact of perceived managerial communication styles on
employees’attitudes and behaviour.
Employees have a belief about how much the supervisors value and care abuout them (POS). The POS
is executed through supervisors called PSS.
Literature
Three communication styles = Assertive, Passive and Agressive (Heffner). Managers often have a
‘prefered’ communication style.
Assertiveness = Stand up for yourselve, without denying ritght of others. Good interpersonal
interaction. (Honest, Obsjective, Open, Respect).
Aggressive = Attack or ignore the opinion form the other and favor your own. (Rud, derogatory and
sarcastic).
Hypothesis 1. Assertive communication style of supervisors will elicit more PSS to employees
compared to passive and aggresive.
Hypothesis 2a. PSS will provide more communication satisfaction to employees.
Hypothesis 2b. PSS will increase employees’organization-based-self esteem.
Organization based self esteem (OBS) = The is constructed perspective on the organization of the
employee based on the past experience of the employee with the organization.
Organizational commitment = The desire of employees to remain in the organization, exerting work
effort while accepting the organizational goals.
Three dimensions of organizational commitment:
- Affective: The employees positive emotional attachment
- Continuance: The status in which the employee want to continue working for the
organization because otherwise their will be possible losses: Like money, friendships with
coworkers.
- Normative: The feeling of obligation to remain in the organization.
Dasgupta, S.A., Suar, D. & Singh, S (2013). Impact of managerial communication styles on employees’
attitudes and behaviours.
Conclusion
An assertive style of communication leads to maximum support to employees.
A strong emotional bond with organizations reduces employees’ absenteeim.
Introduction
Through good communication style managers can create a positive environment for their employees.
Attitude consists of: Affective, Cognitive and Behavioural components.
Cognitive -> Represents evaluation of stimuli in the mind
Behaviours -> Actionsor reactions that go after the cognitive stimuli
Organizatinal Support Theory = How the support of organizations affects the behavior of employees.
Percieved Organizational Support (POS) = Global perceptions from employees about the extent to
which the organization cares about the well-being and values of them.
Percieved Supervisory Support (PSS) = The impact of perceived managerial communication styles on
employees’attitudes and behaviour.
Employees have a belief about how much the supervisors value and care abuout them (POS). The POS
is executed through supervisors called PSS.
Literature
Three communication styles = Assertive, Passive and Agressive (Heffner). Managers often have a
‘prefered’ communication style.
Assertiveness = Stand up for yourselve, without denying ritght of others. Good interpersonal
interaction. (Honest, Obsjective, Open, Respect).
Aggressive = Attack or ignore the opinion form the other and favor your own. (Rud, derogatory and
sarcastic).
Hypothesis 1. Assertive communication style of supervisors will elicit more PSS to employees
compared to passive and aggresive.
Hypothesis 2a. PSS will provide more communication satisfaction to employees.
Hypothesis 2b. PSS will increase employees’organization-based-self esteem.
Organization based self esteem (OBS) = The is constructed perspective on the organization of the
employee based on the past experience of the employee with the organization.
Organizational commitment = The desire of employees to remain in the organization, exerting work
effort while accepting the organizational goals.
Three dimensions of organizational commitment:
- Affective: The employees positive emotional attachment
- Continuance: The status in which the employee want to continue working for the
organization because otherwise their will be possible losses: Like money, friendships with
coworkers.
- Normative: The feeling of obligation to remain in the organization.
