Extant literature has reviewed internal strategies such as management communication as shaping employee commitment across organizations. This paper examines in the intricate relationship between management communication and different dimensions of employee commitment: affective, continuance, and normative commitment. The study underlines the contribution of effective communication to trust, loyalty, and emotional attachment, using the Social Exchange Theory, Leader-Member Exchange, and Organizational Support Theory. The results from the review of past studies show that open and transparent communication directly impacts commitment levels by inducing job satisfaction and improving organizational performance. On policy, the study proffers that firms, stakeholders, and policymakers should take up these challenges through appropriate open communication channels and supportive leadership practices. It is also apparent that organizations should be cognizant of the need for an integrated communications approach, taking into consideration technological development and employee diversity. Leaders should strive toward ensuring that employees appreciate being part of the organization through supportive communication.
Afolabi et al. (Wed,) studied this question.