Relevant bibliographies by topics / Employees Organizational commitment. Corporate culture

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'Employees Organizational commitment. Corporate culture'

Author: Grafiati
Published: 4 June 2021
Last updated: 5 February 2022

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Journal articles on the topic "Employees Organizational commitment. Corporate culture"

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Anthony Wong, IpKin, and Jennifer Hong Gao. "Exploring the direct and indirect effects of CSR on organizational commitment." International Journal of Contemporary Hospitality Management 26, no. 4 (2014): 500–525. http://dx.doi.org/10.1108/ijchm-05-2013-0225.

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Purpose – The purpose of this study is to investigate the effect of perceived corporate social responsibility (CSR) on employees’ affective commitment through the mediating role of perceived corporate culture. Design/methodology/approach – Data were collected by means of self-administered survey. A total of 379 complete responses were obtained from tourism and hospitality organizations in China. The proposed relationships were tested using structural equation modeling in four nested models. Findings – Results show that CSR to employees and CSR to customers are fully mediated by employee develo
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Supriyadi, Dikdik. "National Private Banks’ Organizational Culture and Organizational Commitment Analysis." International Journal of Management Excellence 12, no. 1 (2018): 1700–1706. http://dx.doi.org/10.17722/ijme.v12i1.1038.

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The acceleration of environmental change results in changes in corporate culture, the success of an organization is not only supported by the organizational culture but also how the organization fosters organizational commitment that is understood as an individual's psychological bond to the organization. The purpose of this study is to analyze the Organizational Culture and Organizational Commitment in Private Banks in Bandung. Descriptive method was used in this study for employees of some private banks. The total number of respondents were 80 employees. The result shown that Organizational
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Dwivedi, Sulakshna, Sanjay Kaushik, and Luxmi. "Impact of Organizational Culture on Commitment of Employees: An Empirical Study of BPO Sector in India." Vikalpa: The Journal for Decision Makers 39, no. 3 (2014): 77–92. http://dx.doi.org/10.1177/0256090920140306.

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Retention of employees has become a critical issue in the corporate arena. With the increasing trend of frequent job switching among employees, it is a big challenge for HR Managers today to fulfill the aspirations of each and every employee and to bring congruence between organizational and individual goals. In the BPO sector of India where attrition rate is as high as 55 percent (ASSOCHAM, 2011), the situation is even more difficult for HR Managers. But the big question is how to make employees feel committed to their organizations especially in such a dynamic work environment where attritio
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Prasetyo, Agung. "PENGARUH KOMITMEN TUGAS PIMPINAN PERUSAHAAN DAN BUDAYA ORGANISASI KARYAWAN TERHADAP EFEKTIVITAS KERJA KARYAWAN PADA CV TRIKARSA UTAMA." Reslaj : Religion Education Social Laa Roiba Journal 2, no. 1 (2020): 41–66. http://dx.doi.org/10.47467/reslaj.v2i1.135.

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ABSTRACT
 
 This study aims to reveal the influence of the Commitment of Corporate Leadership (X1) and organizational culture (X2) to the effectiveness of employee work (Y). The research method used was a survey method. The sampling technique uses stratified random sampling. The research sample amounted to 48 respondents. The trial results of the research instruments show that the reliability of the Likert scale instrument of organizational culture is 0.917, work motivation is 0.792, and work effectiveness is 0.854. Analysis of the data used is regression analysis. The conclusion of
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Sawalha, Nabeel, Michel Zaitouni, and Adil ElSharif. "Corporate Culture Dimensions Associated With Organizational Commitment: An Empirical Study." Journal of Applied Business Research (JABR) 28, no. 5 (2012): 957. http://dx.doi.org/10.19030/jabr.v28i5.7237.

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This study investigated the impact of corporate culture dimensions (empowerment, competence development, fair rewards and information sharing) on the affective, continuance, and normative organizational commitment in the banking sector in Kuwait. An empirical analysis was conducted across permanent, full-time and part-time employees (managers and non-managers) of five large private banks in Kuwait (n = 398). Both Exploratory Factor Analysis (EFA) and hierarchical regression analyses were used to draw the relationship between these variables. The results showed that sixty percent of variables c
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Chen, Jian-Yu, Suk-Jun Lim, Hyun-Jung Nam, and Joe Phillips. "Local culture as a corporate social responsibility multiplier: Confucian values' mediation between firm policies and employees' attitude." Asia-Pacific Journal of Business Administration 12, no. 3/4 (2020): 387–407. http://dx.doi.org/10.1108/apjba-04-2019-0088.

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PurposeThe Western-centric nature of research into corporate social responsibility (CSR) has left gaps in one’s understanding of local culture's role in augmenting or undermining the impact of firms' CSR policies. This paper constructs and tests variables measuring “Confucian values” mediation between Chinese employees' perceived CSR and their job satisfaction, organizational commitment and organizational citizenship behavior.Design/methodology/approachThe hypotheses were tested through structural equation modeling, using data from 311 responses completed by employees at Chinese private compan
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Tampol, Renato, and Hector M. Aguiling. "SVD educational institutions’ organizational culture and its integration to the human resources practices." International Journal of Research in Business and Social Science (2147- 4478) 10, no. 3 (2021): 231–40. http://dx.doi.org/10.20525/ijrbs.v10i3.1114.

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The objective of this research is to determine the level of integration of 3 values namely integrity, commitment and corporate social responsibility which are part of SVD’s organizational culture to its 3 human resource activities namely hiring, training & development, and compensation and benefits The respondents of this research were employees of Divine Word College academic institutions located in different areas in the Philippines. A self-made questionnaire that was subjected to validity and reliability tests was distributed online and 405 questionnaires were retrieved. The collected d
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Ferreira Schütt, Paula Bruna Victória, Isadora Cristina Hoepers Dutra, and Sonia Regina De O. Santos Luna. "The incorporation of corporate social responsibility guidelines in the organizational culture of Eletrosul." McMaster Journal of Communication 12, no. 1 (2020): 35–49. http://dx.doi.org/10.15173/mjc.v12i1.2385.

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Corporate social responsibility (CSR) has been increasingly discussed in the market as well as by academia. The subject first gained prominence in the 1960s due to pressures exerted by society that required more societal and environmental commitment from organizations. This attitude has made organizations re-adapt their management approaches and, consequently, re-think their beliefs and practices. Within this context, this research study analyzed the incorporation of corporate social responsibility guidelines in the organizational culture (OC) of Eletrosul, an electric utility located in Flori
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Djalil, Ardinal. "Pengaruh Knowledge Management, Budaya Organisasi Dan Komitemen Organisasi Terhadap Kinerja Karyawan (Studi Pada Karyawan Bagian Produksi PT Daya Anugrah Mandiri)." Ekonam: Jurnal Ekonomi, Akuntansi & Manajemen 2, no. 1 (2020): 32–40. http://dx.doi.org/10.37577/ekonam.v2i1.229.

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ABSTRACT: The era of globalization has hit various aspects of human life. In the economic field, this has a significant impact on industries in Indonesia, both in the trading, manufacturing, and service industries. Employee performance is a matter of great concern to the company so, the management of employee knowledge influences that employee performance improvement through knowledge management, development of organizational culture, and increased organizational commitment from employees.
 This study aims to determine how respondents respond to knowledge management, organizational cultur
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Mehmood, Khawaja Khalid, Rabia Rasheed, and Javeria Jaan. "How Does Stakeholders Pressure Affect Organization Performance and Employee Wellbeing? Study of Multiple Mediating Roles." Journal of Business and Social Review in Emerging Economies 6, no. 1 (2020): 55–68. http://dx.doi.org/10.26710/jbsee.v6i1.1026.

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Employee satisfaction and high performance is every organization’s goal. When seen through the lens of stakeholder theory, these goals could be achieved by CSR practices through certain ways. Stakeholder theory affords an initial point to assimilate stakeholder pressure and corporate social responsibility practices. This research studies the effect of pressure from stakeholders over organization performance and wellbeing of employees by including the mediating effect of CSR oriented culture, CSR practices, organizational citizenship behavior, organizational commitment, and organizational trust
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Dissertations / Theses on the topic "Employees Organizational commitment. Corporate culture"

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Waris, Robert George Portwood Sharon G. "An examination of organizational culture, employee attitudes, and organizational citizenship behaviors a path analysis approach /." Diss., UMK access, 2005.

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Thesis (Ph. D.)--Dept. of Psychology. University of Missouri--Kansas City, 2005.<br>"A dissertation in psychology." Advisor: Sharon Portwood. Typescript. Vita. Title from "catalog record" of the print edition Description based on contents viewed June 27, 2006. Includes bibliographical references (leaves 86-102). Online version of the print edition.
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Li, Jiahui. "Employees' values, organizational communication climate, and organizational commitment : a study of multinational corporations in China." HKBU Institutional Repository, 2008. http://repository.hkbu.edu.hk/etd_ra/923.

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Wang, Gang. "The relative importance of Glaser, Zamanou and Hacker's six cultural dimensions in engendering employee identification: a survey of Chinese employees." Thesis, Peninsula Technikon, 2004. http://hdl.handle.net/20.500.11838/951.

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Thesis (MTech (Business Administration))--Peninsula Technikon, Cape Town, 2004<br>Organizational identification has been regarded as a new control strategy for modem organizations. High levels of organizational members' identification result in various benefits to organizational performance. Among organizational theorists there exists a strong school of thought, which sees organizational culture as the antecedent to organizational identification. Culture, and therefore also organizational culture, is a complex and integrative phenomenon which encompasses the values, assumptions, interact
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Hekman, David R. "Contingencies between organizational identification and professional employee performance /." Thesis, Connect to this title online; UW restricted, 2007. http://hdl.handle.net/1773/8802.

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Saunders, John. "An assessment of the relationship between organisational climate and organisational commitment within the IT department of a telecommunications company." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003849.

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The main objective of this study was to assess the relationship between organisational climate and organisational commitment within the Information Technology department of a South African Telecommunications company. Firstly, the research considered the organisational climate from a qualitative perspective. Research interviews that were based on organisational climate literature were performed with 4 members of the relevant department. Qualitative data analysis revealed several themes. The themes highlighted include: perceived ineffective structure and decision-making; lack of mistake toleranc
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Shologu, Anita. "Employee perceptions of organisational culture constructs in selected non-governmental organisations (NGOs) in Cape Town, Western Cape Province." Thesis, Cape Peninsula University of Technology, 2019. http://hdl.handle.net/20.500.11838/2876.

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Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2019.<br>Non-governmental organisations (NGOs) are perceived to be poorly performing partly due to their culture; the constructs of NGOs’ culture usually affect employees’ commitment and performance negatively, leading employees to leave the organisation. This discourages and demoralises employees’ mind sets to perform as expected which affects NGOs’ productivity, goals and competitiveness in a negative way. The study investigated employee perceptions in organisational culture constructs to selected NGOs in Cape
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Pokorney, John James Halinski Ronald S. Strand Kenneth H. "Education relationships with job satisfaction and organization commitment /." Normal, Ill. Illinois State University, 1997. http://wwwlib.umi.com/cr/ilstu/fullcit?p9803734.

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Thesis (Ph. D.)--Illinois State University, 1997.<br>Title from title page screen, viewed June 7, 2006. Dissertation Committee: Ronald S. Halinski, Kenneth H. Strand (co-chairs), Patricia H. Klass, Larry McNeal. Includes bibliographical references (leaves 102-117) and abstract. Also available in print.
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Tryfonos, Angelique. "The relationship between employer branding and organisational commitment." Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/d1021146.

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The aim of this study was to determine whether a relationship exists between organisational commitment (OC) and employer branding (EB). The purpose was to Identifying whether employer branding effects organisational commitment (affective, normative and continuance commitment) and how significant that effect may be. Questionnaires were personally distributed by the researcher directly to employees under study. Non-probability sampling was used in the form of judgement sampling. The sample consisted of 124 employees from various retail outlets throughout Port Elizabeth, Eastern Cape. Five hypoth
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Xie, Di. "Exploring organizational learning culture, job satisfaction, motivation to learn, organizational commitment, and internal service quality in a sport organization." Connect to resource, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1124138607.

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Thesis (Ph. D.)--Ohio State University, 2005.<br>Title from first page of PDF file. Document formatted into pages; contains xi, 180 p.; also includes graphics (some col.). Includes bibliographical references (p. 117-137). Available online via OhioLINK's ETD Center
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Pittorino, Leonardo Andres. "The relationship between culture, commitment and performance in a South African electricity utility." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003878.

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The Electricity Distribution Industry (EDI) in South Africa is in the process of restructuring into six Regional Electricity Distributors (REDs). This would entail the merging of the national electricity utility, Eskom Distribution with municipalities to consolidate skills and to improve on efficiencies. This integration would involve the assimilation of not only physical assets but also various organisational cultures into a separate organisation responsible for supplying electricity services within its designated geographical area. A separate challenge facing Eskom is an intensive capital ex
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Books on the topic "Employees Organizational commitment. Corporate culture"

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Schubert, Andreas von. Loyalität im Unternehmen: Nachhaltigkeit durch mitarbeiterorientierte Unternehmensführung. Peter Lang, 2007.

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Understanding psychological bonds between individuals and organizations: The coalescence model of organizational identification. Palgrave Macmillan, 2012.

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Don, Lowman, and Gordon Joanne, eds. Closing the engagement gap: How great companies unleash employee potential for superior results. Portfolio, 2009.

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Gebauer, Julie. Closing the Engagement Gap. Penguin Group USA, Inc., 2009.

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Ulrich, David. The why of work: How great leaders build abundant organizations that win. McGraw-Hill, 2010.

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R, Lucas J., and James Raymond Lucas. The passionate organization: Igniting the fire of employee commitment. AMACOM/American Management Association, 1999.

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Engineering culture: Control and commitment in a high-tech corporation. Temple University Press, 1992.

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Kunda, Gideon. Engineering culture: Control and commitment in a high-tech corporation. Temple University Press, 1992.

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Organizational culture and commitment: Transmission in multinationals. Palgrave Macmillan, 2013.

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A, LePine Jeffery, and Wesson Michael J, eds. Organizational behavior: Essentials for improving performance and commitment. McGraw-Hill Irwin, 2010.

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Book chapters on the topic "Employees Organizational commitment. Corporate culture"

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Ozhan, Seniz, Nevin Altug, Yasemin Koldere Akin, and Duygu Talih Akkaya. "An Empirical Research on the Impact of the Perceptions of Female Employees About Corporate Social Responsibility on Their Organizational Commitment." In Accounting, Finance, Sustainability, Governance & Fraud: Theory and Application. Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-3212-7_10.

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Erdilek Karabay, Melisa, Meral Elçi, and Özgür Akpınar. "Analysing the Effects of Unethical Culture and Organizational Commitment on Employees’ and Managers’ Unethical Behaviours: Evidence from Turkish Insurance Industry." In Accounting, Finance, Sustainability, Governance & Fraud: Theory and Application. Springer Singapore, 2018. http://dx.doi.org/10.1007/978-981-10-8062-3_6.

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Singh, Jagdeep. "Study of Relation Between CSR and Employee Engagement in Hotel Industry." In Corporate Social Responsibility. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-6192-7.ch064.

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Research evidence has shown that there can be no magic formula or set of ‘off the shelf' prescriptions that can be applied in securing employee commitment and involvement towards the organizational goals. Still organizations are trying one or another formula and investing to create a culture of harmony, wellbeing and a productive environment. It has been proved that psychological wellbeing of employees is directly proportional to positive work culture and growth. Positive Psychology focus on wellbeing, satisfaction, hope, optimism, flow and happiness. Its focus is building positive qualities in life and work rather than repairing negative aspects. One of these attributes is Employee Engagement. CSR is an emerging field which has garnered increased attention in recent years; a development which displays a changing mindset about the role and responsibilities of the businessmen and employees toward the society. This paper discusses and proposes a model that positive perception of employees about the CSR initiatives enhances the engagement level of employees.
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Singh, Jagdeep. "Study of Relation between CSR and Employee Engagement in Hotel Industry." In Corporate Social Responsibility in the Hospitality and Tourism Industry. IGI Global, 2016. http://dx.doi.org/10.4018/978-1-4666-9902-1.ch005.

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Research evidence has shown that there can be no magic formula or set of ‘off the shelf' prescriptions that can be applied in securing employee commitment and involvement towards the organizational goals. Still organizations are trying one or another formula and investing to create a culture of harmony, wellbeing and a productive environment. It has been proved that psychological wellbeing of employees is directly proportional to positive work culture and growth. Positive Psychology focus on wellbeing, satisfaction, hope, optimism, flow and happiness. Its focus is building positive qualities in life and work rather than repairing negative aspects. One of these attributes is Employee Engagement. CSR is an emerging field which has garnered increased attention in recent years; a development which displays a changing mindset about the role and responsibilities of the businessmen and employees toward the society. This paper discusses and proposes a model that positive perception of employees about the CSR initiatives enhances the engagement level of employees.
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Yoon, SookYoung S., and Jeffrey J. Darville. "Implementation of CEO Servant Leadership." In Handbook of Research on Multidisciplinary Perspectives on Managerial and Leadership Psychology. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3811-1.ch011.

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The purpose of this study was to investigate the impact that expressions of servant leadership (SL) have on perceived corporate outcomes, performance, and employee satisfaction. Linking symbolic interactionism and grounded theory, this research analyzed the descriptive, empirically-driven, and theoretical underpinnings of the implementation of servant leadership philosophy and value on chief executive officers (CEOs), as well as the organizational barriers associated with the implementation of SL in American for-profit organizations. This qualitative study found indications of a relationship between SL and a strong ethical organizational climate and culture, employee morale, empowerment, and commitment to organizational effectiveness. The interviews with CEOs formed a consensus among executives that SL provides long-term sustainability, boosts social responsibility, and encourages a global mindset. Additionally, a servant leader's approach to strategy mitigates corporate scandals, toxic work environments, and the risk of employee burnout.
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Eiler, Sherri, Ren Nygren, Sandra Olivarez, and Gary M. Profit. "Veteran Hiring and Retention." In Military Veteran Employment. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190642983.003.0009.

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This chapter describes the experience and lessons learned regarding the veteran hiring initiative within Military Programs at Walmart. A proponent of veteran hiring for decades, Walmart formally launched the Veterans Welcome Home Commitment in 2013 and is currently the largest private sector employer of veterans and military spouses. While many companies understand the benefits of hiring veterans, a number of companies find that retaining veteran employees can be challenging. Using a four-step model, common-sense tactics utilized by Walmart are provided that can be used to help veterans successfully transition from their military careers to civilian organizations through understanding military and corporate culture and how veterans coming from the military’s culture fit in with an organization’s corporate culture. This chapter also describes how the lessons learned from Walmart’s veteran hiring efforts can be used by smaller companies that may be considering or are actively deploying veteran and military family member hiring initiatives.
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"Organizational Diversity and Culture." In Asian Women in Corporate America. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-4384-9.ch003.

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An organizational workforce is not a monolith. Organizational diversity is a catch-all term that implies that employees are different in ways that impact their interaction with, and their experience of, working in the organization. It also suggests that the organization is cognizant of these differences. Diversity is widely accepted as a growing and integral part of the workplace. This diversity does not detract from organizations' reliance on their employees to perform their roles and work with others. Thus, organizations strive to find effective and efficient means to address employee concerns and respond to employee needs related to diversity. Workplace culture is important in this context and plays a key role in influencing all employees. The understanding of what differentiates employees from each other changes with social perceptions and as the composition of the workforce itself alters over time. In the current social environment, Asian women are understood to be a group that represents workplace diversity.
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Bashayreh, Anas M. "Organizational Culture and Organizational Performance." In Human Performance Technology. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-8356-1.ch067.

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Organizational cultures can have varying impacts on organization performance. Oftentimes, employees work harder to achieve organizational goals if they consider themselves to be part of the corporate culture. Different cultures operating in one company can also impact organization performance. Organizational culture is an important part to be considered by dynamic organizations in order to develop some competitive advantage to ensure enhanced organizational performance. This chapter aims to close the gap between understanding the role of organizational culture and the effect on organizational performance among the employees in insurance companies.
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Bashayreh, Anas M. "Organizational Culture and Organizational Performance." In Contemporary Knowledge and Systems Science. IGI Global, 2018. http://dx.doi.org/10.4018/978-1-5225-5655-8.ch003.

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Organizational cultures can have varying impacts on organization performance. Oftentimes, employees work harder to achieve organizational goals if they consider themselves to be part of the corporate culture. Different cultures operating in one company can also impact organization performance. Organizational culture is an important part to be considered by dynamic organizations in order to develop some competitive advantage to ensure enhanced organizational performance. This chapter aims to close the gap between understanding the role of organizational culture and the effect on organizational performance among the employees in insurance companies.
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Belias, Dimitrios, and Ioannis Rossidis. "Corporate Leadership and Corporate Culture in Start-Up Companies." In Corporate Leadership and Its Role in Shaping Organizational Culture and Performance. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-5225-8266-3.ch003.

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A vital point of success for many companies is to develop a leadership that matches the culture of the employees to generate a high level of performance on startups. Currently, it is important to note that the startups have a very distinctive culture and way of working. Most of the employees are young and ambitious persons, something that affects their mentality and way of work. The aim of this research is to further investigate this issue and to draw conclusions on how leadership can create a culture that will boost the performance of startups. From the existing literature it seems that there is not clear evidence as to which leadership style fits best with the culture of startups, though the millennial employees require a flexible and loose culture. For this reason, this chapter concludes with a proposal for future research.
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Conference papers on the topic "Employees Organizational commitment. Corporate culture"

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Lemm, Thomas C. "DuPont: Safety Management in a Re-Engineered Corporate Culture." In ASME 1996 Citrus Engineering Conference. American Society of Mechanical Engineers, 1996. http://dx.doi.org/10.1115/cec1996-4202.

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Attention to safety and health are of ever-increasing priority to industrial organizations. Good Safety is demanded by stockholders, employees, and the community while increasing injury costs provide additional motivation for safety and health excellence. Safety has always been a strong corporate value of DuPont and a vital part of its culture. As a result, DuPont has become a benchmark in safety and health performance. Since 1990, DuPont has re-engineered itself to meet global competition and address future vision. In the new re-engineered organizational structures, DuPont has also had to re-
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Ekawati, Rina, and Ari Djanuar Prasetyo. "The Effects of Internal Corporate Social Responsibility on Employees Performance Through Organizational Commitment in Hospitality Industry." In International Conference on Tourism, Gastronomy, and Tourist Destination (ICTGTD 2016). Atlantis Press, 2017. http://dx.doi.org/10.2991/ictgtd-16.2017.36.

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Wasiman. "The Influence of Organizational Culture and Organizational Citizenship Behavior (OCB) on the Performance of Hotel Employees in Batam City with Organizational Commitment as Intervening Variables." In Proceedings of the 3rd International Conference on Accounting, Management and Economics 2018 (ICAME 2018). Atlantis Press, 2019. http://dx.doi.org/10.2991/icame-18.2019.25.

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Yanita, Yanita, Aulia Rahmat, and Ihsan Ihsan. "The Influence of Personality, Organizational Culture and Organizational Commitment Toward Organizational Citizenship Behavior Ant Their Impacts on the Performance of Employees at KPP Pratama Lhokseumawe." In Proceedings of the 1st International Conference on Finance Economics and Business, ICOFEB 2018, 12-13 November 2018, Lhokseumawe, Aceh, Indonesia. EAI, 2019. http://dx.doi.org/10.4108/eai.12-11-2018.2288817.

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Akbulut, Deniz, and Birgül Üstünbaş. "The Effect of Covid-19 Pandemic Period on the Organizational Culture of Public Relations Agencies." In COMMUNICATION AND TECHNOLOGY CONGRESS. ISTANBUL AYDIN UNIVERSITY, 2021. http://dx.doi.org/10.17932/ctcspc.21/ctc21.021.

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Covid-19 pandemic has spread to the whole world from Wuhan, China in December, 2019 and seriously changed the daily life. While various measures have been taken to fight against the global pandemic in the whole world, transformations have occurred in business manners in many countries including Turkey. The public relations sector, which is an applied communication discipline managing the communication processes between the organization and target audience, has been affected by this process. Thus, how the pandemic period has affected the business manners of agencies and how the public relations
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