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Behavioral Public Relations practice is grounded in the research of the social, behavioral and communications sciences \u2013 research conducted by our academic brethren who, besides educating the next generations of our colleagues, are constantly conducting research to advance knowledge.\u00a0 Kudos to them!\u00a0<\/p>\n\n\n\n
One of the requirements of this academic endeavor is to present their research regularly at conferences for feedback from colleagues and to expand awareness of the work being done. Every March, the International Public Relations Research Conference (IPRRC), is held in Orlando.\u00a0 \u00a0Public Relations educators from around the world come to present their research (either complete or in-progress) for discussion.\u00a0 This nifty conference format gives diligent participants the opportunity to hear 72 papers (15 minutes at a time).\u00a0 By the end of three days, you have both a plethora of new ideas and renewed energy on strategy.\u00a0<\/p>\n\n\n\n
This year, the papers were presented in a number of areas including\u00a0 Behavior Change Theory,\u00a0 Behavior Change Case studies, Crisis Communications, Internal Communications, Investor Communication (ESG specifically),\u00a0 AI (of course).\u00a0 I\u2019m summarizing two of my favorite papers here.\u00a0 If you attended, your favorites might be different.\u00a0 Join us next year and let\u2019s compare notes (www.iprrc.org<\/a>)!<\/p>\n\n\n\n Dekay: \u201cAdverse Work Experience: AWEs: A measure of psychosocial and physical harm at work\u201d (Dekay 2022) <\/em><\/strong>This research on the impact of that which \u201churts us as children\u201d carries over into the workplace.\u00a0 DeKay\u2019s research showed that AWEs increase turnover and psychological distress, decreases engagement, conscientiousness and psychological wellbeing, and workplace PTSD<\/strong>.\u00a0 Educating employees in their options and Managers\/Supervisors in methods to minimize the \u201crisk of psychosocial hazards\u201d can become important strategies to improve hiring, retention, productivity and morale —\u00a0 all goals of internal communication functions.<\/p>\n\n\n\n Ye, Tao, Xu, Huang: \u201cNavigating Newcome Experience: A Longitudinal Study of Internal Communication\u2019s Role in Job Engagement and Organization-Newcome Relationships\u201d<\/em><\/strong> Building on the concept of \u201cOrganizational Socialization\u201d (a process by which newcomers adjust to work and assimilate into an organization \u2013 a concept rooted in Cultural Anthropology), these educators identified a lack of research on how, during early stages of socialization, newcomers in organizations process messages and adjust attitudes, behaviors and perceptions of the organization.\u00a0 \u201cMotivating Language\u201d\u00a0 that includes direction-giving language and empathetic language <\/strong>along with \u201ctransparent communication\u201d consisting of participation<\/strong> , quality and relevant information (substantiality) <\/strong>and a commitment to owning decisions and actions (accountability), <\/strong>builds relationships with the organization and fosters work engagement overtime.\u00a0 With the expense of finding, vetting and hiring employees, better methods of socializing new employees can increase productivity and contribute to a better bottom line.\u00a0<\/p>\n","protected":false},"excerpt":{"rendered":" Behavioral Public Relations practice is grounded in the research of the social, behavioral and communications sciences \u2013 research conducted by our academic brethren who, besides educating the next generations of our colleagues, are constantly conducting research to advance knowledge.\u00a0 Kudos to them!\u00a0 One of the requirements of this academic endeavor is to present their research … <\/p>\n