Change Communication Impact to the Commitment of the Employees
Turtinen, Riitu (2015)
HAAGA-HELIA ammattikorkeakoulu
2015
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-201504295498
https://urn.fi/URN:NBN:fi:amk-201504295498
Tiivistelmä
The objective for this study is to find out how the change in the business model and the communication during that change has impacted to the commitment of the employees in the Company. The Company is functioning in ICT (Information and Communication Technolo-gy) field and specializes to produce Services and Devices for both commercial and consumer customers. In the study, the commitment of the employees is measured through semi-structured interviews conducted to a selected group of employees in the target organization.
The theoretical framework contains Internal Communication Matrix, Employee Commit-ment to Change (C2C), Three-Component Model and Trust, Manager-Employee relation-ship, Role autonomy, Turnover Intentions and Learning. In addition, Employee Communi-cation Model (SECM) and Five Message Components are discussed.
The commitment of the employees is measured with inductive qualitative research method through the semi-structured interviews to the selected group of employees in the target or-ganization. The researcher made also observations about the change communication.
The results indicate that the employees are satisfied with the level of communication during the change and they are committed to the organization. The improvement are described to be in understanding the impact of the change to the role of the employees, in the amount of communication and also in the possibilities to learn and develop in the role in the future
The theoretical framework contains Internal Communication Matrix, Employee Commit-ment to Change (C2C), Three-Component Model and Trust, Manager-Employee relation-ship, Role autonomy, Turnover Intentions and Learning. In addition, Employee Communi-cation Model (SECM) and Five Message Components are discussed.
The commitment of the employees is measured with inductive qualitative research method through the semi-structured interviews to the selected group of employees in the target or-ganization. The researcher made also observations about the change communication.
The results indicate that the employees are satisfied with the level of communication during the change and they are committed to the organization. The improvement are described to be in understanding the impact of the change to the role of the employees, in the amount of communication and also in the possibilities to learn and develop in the role in the future