- effects of interpersonal communication on workers
- bookmark
High performance level
employees in this company are well performed with their job
interpersonal communication gives effectiveness to the team that involves them with the
priority of the task of employees
there was a positive relationship between interpersonal communication and job performance
(β=.53*, p=.000) among employees in this company. It implied that the more employees
involved in interpersonal communication, the more they performed with their job
creativity
https://www.researchgate.net/profile/Ummi_Naiemah_Saraih/publication/336285503_UNDERSTANDIN
G_THE_EFFECTS_OF_INTERPERSONAL_COMMUNICATION_AND_TASK_DESIGN_ON_JOB_PERFORMANC
E_AMONG_EMPLOYEES_IN_THE_MANUFACTURING_COMPANY/links/5dc54e9e92851c81803774e6/UN
DERSTANDING-THE-EFFECTS-OF-INTERPERSONAL-COMMUNICATION-AND-TASK-DESIGN-ON-JOB-
PERFORMANCE-AMONG-EMPLOYEES-IN-THE-MANUFACTURING-COMPANY.pdf
doi.org/10.1108/02635571211193671
- what happens when employees have good interpersonal relationships with others
can lessen the work stress
The aim of this action research project is both to examine the effects of these key variables over
time, and to implement and evaluate the impact of organizational and individual change efforts
on levels of stress and health and quality of worklife. Just as the involvement of employees at
this worksite has enabled us to broaden our understanding of the stress process, we view our
involvement in applying these findings back to the work setting to be vital for enhancing both
organizational effectiveness and the quality ofworklife and well-being.
- why people/employees should develop their interpersonal communication skills
Bookmark
it can make you an effective leader
it improves hiring opportunities for business school graduates as well as facilitates rapid
promotional advancements in the organization
is now required that college graduates entering the workforce for the first time should
communicate with confidence, express themselves competently, and be proficient in public
speaking in group settings. The survey cautions that poor communication skills could severely
prevent students and anyone aspiring to managing or administrative position from achieving the
goal or expectations. Evidently, business organizations at all levels are willing to recruit and
promote job applicants who have a comprehensive background in oral, written, and
presentation skills. Therefore, well-trained college graduates and other job-seeking candidates
should endeavor to acquire these soft skills that will significantly enhance their competitive
advantage in the job market. The use of proper language, decorum, and professional
words/phrases to express thoughts during business and social meetings, group interactions, and
presentations creates favorable impression in considering a job application for employability.
http://www.ijllnet.com/journals/Vol_4_No_3_September_2017/3.pdf
Indeed, the impact of interpersonal communication competence on organizational effectiveness
has been the subject of much discussion and analysis, because of the emphasis which employers
of labor have developed for recruiting and evaluating job applicants, especially new college
graduates. As graduating students prepare for the globalized workforce, the importance of
communication (oral and written) becomes overly critical for employability and promotion. The
essential/soft skills which business organizations require has been expanded to include critical
thinking, problem solving, comprehension and attention to details, leadership and teamwork
skills (Workforce-Skills Preparedness Report, 2016).Evidently, business school graduates and
graduates from other disciplines need to acquire excellent interpersonal communication skills
upon graduating from their respective schools.
http://www.ijllnet.com/journals/Vol_4_No_3_September_2017/3.pdf
Customer - employee
- role of interpersonal comm in the workplace
INTRo >> relationships are also consequential for a wide range of outcomes. Negative aspects of
relationships, especially with supervisors, are strongly related to both global job stress and negative job
feelings and also to depression and global physical health.
Satisfaction with supervisor support is significantly and independently associated with greater job
satisfaction, but also with more symptoms of ill health. Both positive and negative relations with
supervisors are significantly related to global health suggesting that these are separate dimensions not
just opposite ends of a supportive/non-supportive continuum.
It may be that being hassled and criticized by one’s supervisor may contribute to the ‘cause’ of the
problem, whereas an increase in positive relations may be the response to more health symptoms. This,
of course, cannot be determined with the cross-sectional data used here. Furthermore, the association
of interpersonal relationships with negative job feelings and global health are substantially mediated
through perceived job stress such that what in path analysis would be termed the ‘total effect’ of the
interpersonal relations variables is substantially greater than its net effect. Interpersonal relations
similarly mediate some of the effects of influence satisfaction, but influence and interpersonal relations
and support must also involve substantially independent processes and effects.
One might question whether our measure of satisfaction with relationships with coworkers and
supervisors assesses the same dimension as the more conventional emotional
support measures. As with participation and influence, this dataset does include an index that
taps the extent to which co-workers and supervisors listen to and are confided in by the
respondent. Our initial analyses included both types of measures, and although the results
were similar, the satisfaction items were more predictive. Here again, we would argue that
the satisfaction dimension is stronger because it takes into account that people have different
needs and desires for social support. Our results are consistent with the study by Fiore et al.
(1986) in which they used four measures of social support and found that satisfaction with
support was the only significant predictor of depression and general psychopathology.
The ways in which workers report that they cope with job stress has significant
associations with job strains and depression (and perhaps global health symptoms)
independent of all other predictor variables. ‘Getting down on oneself or others’ and poor
health behaviours (eating, drinking and smoking) are associated with more adverse
outcomes, while ‘talking about problems’ is associated with both greater depression and
greater job satisfaction. Although causal priorities again must remain somewhat ambiguous
in cross-sectional data, it appears that how workers cope with stress may be another
consequential factor in job stress, job strains, and health, independent of other personal
resources and of the nature of influence and interpersonal relationships experienced on the
job.
Interpersonal communication is a process of exchanging information, ideas, and feeling within
two or more groups of people, this also includes communicating face to face, also exchanging
messages by a certain tone of voice, facial expression, body language, or gesture. Examples
are communicating in a group meeting, exchanging information by brainstorming. Having
Interpersonal communication in the workplace can contribute to the high-performance level of
each employee, it can lessen the work stress, and facilitates rapid promotional advancements in
the organization.
Most importantly now that we are facing trying times all of the people are still adjusting with what
so-called “new normal” one of the affected are people’s mental health.
With this I hand,
Aside from establishing relationships, excellent interpersonal skills greatly influence group
performance and drive engagement with – and effectiveness of – teamwork in the company.
The Impact of Interpersonal Communication Skills on Organizational Effectiveness and
Social Self-Efficacy: A Synthesis Ephraim Okoro, PhD Howard University Melvin
CWashington, PhD Howard University Otis Thomas,PhD Bowie State University
http://www.ijllnet.com/journals/Vol_4_No_3_September_2017/3.pdf
UNDERSTANDING THE EFFECTS OF INTERPERSONAL COMMUNICATION AND TASK
DESIGN ON JOB PERFORMANCE AMONG EMPLOYEES IN THE MANUFACTURING
COMPANY
Ummi Naiemah Saraih Amlus sakdan mohd karim
https://www.researchgate.net/publication/336285503_UNDERSTANDING_THE_EFFECTS_OF
_INTERPERSONAL_COMMUNICATION_AND_TASK_DESIGN_ON_JOB_PERFORMANCE_
AMONG_EMPLOYEES_IN_THE_MANUFACTURING_COMPANY
Work & Stress: An International Journal of Work, Health & Organisations
https://doi.org/10.1080/02678378908256942
Israel et. al (2015)
Okoro, Washington and Thomas (2017). The Impact of Interpersonal Communication Skills on
Organizational Effectiveness and Social Self-Efficacy: A Synthesis
Retrieved from:
http://www.ijllnet.com/journals/Vol_4_No_3_September_2017/3.pdf
Saraih et al., (2019). UNDERSTANDING THE EFFECTS OF INTERPERSONAL
COMMUNICATION AND TASK DESIGN ON JOB PERFORMANCE AMONG
EMPLOYEES IN THE MANUFACTURING COMPANY
Retrieved from :
https://www.researchgate.net/publication/336285503_UNDERSTANDING_THE_EFFEC
TS_OF_INTERPERSONAL_COMMUNICATION_AND_TASK_DESIGN_ON_JOB_PER
FORMANCE_AMONG_EMPLOYEES_IN_THE_MANUFACTURING_COMPANY
Israel et al., (2015) Work & Stress: An International Journal of Work, Health & Organisations
Retrieved from :
https://doi.org/10.1080/02678378908256942
Ganster et al., (1986). Role of social support in the experience of stress at work.
Retrieved from :
https://psycnet.apa.org/buy/1986-18761-001
