The Role of Channel Selection and Communication Transparency in Enhancing Employee Commitment to Change

Abstract

This study examined how the organizations’ use of mediated and interpersonal channels during change affects employees’ change-related outcomes. Specifically, the study proposed and tested a conceptual model that links organizations’ frequency of use of communication channels to perceived organizational communication transparency during change, employees’ feeling of uncertainty toward change, and employee affective commitment to change. Through an online survey of 1,034 employees who had experienced an organizational planned change in the United States, results showed that organizations’ frequent use of mass-mediated channels and interpersonal channels both positively influenced employees’ perception of communication transparency during change, with interpersonal channels showing stronger impact than mediated channels. Perceived change communication transparency negatively influenced employee uncertainty about change and positively influenced employee affective commitment to change. Perceived communication transparency during change mediated the effects of the organizations’ use of communication channels on employees’ uncertainty about change and affective commitment to change.