Abstract: our research endeavors to provide the current reality of gender equality in the profession of public relations in the geographic region of America (i.e., North America and South America). Specifically, we explore the perceptions of gender equality in four regions in America, including North America, Northern South America, Central America and the Caribbean, and Southern South America. By doing so, we aim at exploring the following four issues, including: 1) whether gender equality in communication has improved in the four regions, 2) how communication professionals have perceived the impact of the glass ceiling; 3) what are the potential barriers causing the glass ceiling issue for women in public relations in those regions; and 4) who is most capable of leading the change in gender equality.
Robayo-Sanchez, Karen Andrea (Grady MA student), co-author
Abstract: Organizations increasingly experience threats to their organization’s cyber security such as data theft, manipulation, and fraud. As remote working becomes more common due to the Covid-19 pandemic, organizations have faced higher risks of cyber attack. However, the topic is rarely discussed in the field of communication literature. This chapter summarizes findings from a survey on perceptions about cyber security from 1,046 communication professionals in the United States and Canada, conducted as part of North American Communications Monitor (NACM) 2020-2021. Defined as a set of guidelines, technologies and training that provide protection of an organization’s data and of its computer and digital communication infrastructure, cyber security is perceived as a critical topic for communications professionals. This survey provides contemporary understandings of communication professionals’ personal and organizational experiences related to cyberattacks or data threat; internal information management to enhance cyber security; and perceptions of likelihood of attacks from cyber criminals. Moreover, the chapter shares various insights applicable for organizations’ internal communication to better manage emerging threats to cybersecurity. Internal communication presents a number of opportunities to prevent and mitigate crises related to cyber attacks and data thefts.
Invited talk by the Department of Chinese and Bilingual Studies at The Hong Kong Polytechnic University, Hong Kong, China. Dr. Meng was invited to share research insights on communication practice and fake news. The talk centers on how fake news could be monitored and identified, and how communication professionals could use their expertise and knowledge to foster a trusted and transparent communication environment. This talk is part of the series, “Grappling with Global Corporate Communication Challenges,” in the Bilingual Corporate Communication program, hosted and organized by the Department of Chinese and Bilingual Studies at the Hong Kong Polytechnic University, Hong Kong, China.
Abstract: As an important group of internal stakeholders, communication professionals carry the responsibilities to communicate with multiple groups of audience and foster trusted and satisfied relationships, both internally and externally. However, while busy with taking care of various stakeholders, the trust-satisfaction perception of communication professionals is underrated. Therefore, this study shifts the investigation of the trust-satisfaction relationship from general employees to this unique group of communicators. Results confirmed a strong positive impact of trust in organization on communication professionals’ perceived job satisfaction. Results also confirmed the mediating effects of job engagement and communication leaders’ performance on such a trust-satisfaction relationship. Our moderated multiple-mediation analysis indicated the important role of organizational culture in this complicated institutional environment and its indirect impact on the trust-satisfaction relationship.
Abstract
As an important group of internal stakeholders, communication professionals carry the responsibilities to communicate with multiple groups of audience and foster trusted and satisfied relationships, both internally and externally. However, while busy with taking care of various stakeholders, the trust-satisfaction perception of communication professionals is underrated. Therefore, this study shifts the investigation of the trust-satisfaction relationship from general employees to this unique group of communicators. Results confirmed a strong positive impact of trust in organization on communication professionals’ perceived job satisfaction. Results also confirmed the mediating effects of job engagement and communication leaders’ performance on such a trust-satisfaction relationship. Our moderated mediation analysis indicated the important role of organizational culture in this complicated institutional environment and its indirect impact on the trust-satisfaction relationship.
Abstract: The paper presents findings from an international survey of communication professionals on change leadership in communication during the COVID-19 pandemic. Despite the strong impact brought by the pandemic, communication professionals adapt quickly in change management by using COVID-19 information to build knowledge, enhance trust, develop strategies and guide actions.
Abstract: Communication leaders can strategically use organizational resources to co-define functions (the constructionist approaches in leadership) and to establish interpersonal alliances within and beyond communication units (the relational approaches in leadership). In the present study, we incorporated these theoretical lenses to evaluate how communication leaders’ performance helps build a positive communication structure and culture in the organization, which further influences communication professionals, the team members, at various levels. More importantly, we looked into the interdependent relationships among work engagement, trust in the workplace, and job satisfaction from a global perspective. Theoretical and practical implications are discussed.
Abstract: Although millennials have been extensively examined in the popular and academic literature, there have not been sufficient studies in strategic communication that help us fully understand this unique and influential cohort in the communication profession. The purpose of this research is to take a talent management approach to gain a deep understanding of millennial communication professionals’ (MCPs) generational attributes as related to their workplace values, and how such values would affect key phases such as recruitment, engagement, development and retention in talent management in strategic communication. Two national panels were recruited to run comparative analyses with one panel consisting of MCPs and the other panel consisting of communication managers and executives who have direct working and/or supervising experience with MCPs. The comparative results provide a detailed report on perceptual gaps on generational attributes, as well as different expectations on talent management. Research and practical implications are discussed.
