AVID-ramverkets betydelse för det svenska medarbetarengagemanget : En kvantitativ studie om sambandet mellan internkommunikation och medarbetarengagemang i Sverige

Sammanfattning: This study investigates the phenomenon of internal communication, which is a mainstay of successful companies. Good internal communication has many positive effects, one of them is employee engagement. Previous international research supports the importance of internal communication for employee engagement, but it is still a relatively unexplored area in Sweden. This study therefore aims to fill this knowledge gap, and by using the AVID framework investigate whether there is a relationship between perceived good internal communication and employee engagement in Sweden. The questions that the study answers are as follows:  Is there a correlation between customized information and the feeling that the individual work effort contributes to the success of the organization, and increased employee engagement? (Alignment)  Is there a correlation between employees' ability to make their voice heard, and increased employee engagement? (Voice) Is there a correlation between employees' understanding the company's future goals and vision, and increased employee engagement? (Identification)  Is there a correlation between employees whose company encourages dialog, and increased employee engagement? (Dialogue)  All questions are based on the AVID framework, which is a theoretical framework for achieving good internal communication within organizations. The framework is based on four dimensions that are linked to each question, indicated in parentheses after each question. These dimensions are alignment, voice, identification and dialogue. Additional theories discussed concern the importance of internal communication, the importance of good internal communication and its link to employee engagement. The study is based on a quantitative survey study that includes 114 answers. The results of the survey have been analyzed in relation to theory and previous research and show that there is a connection between the first question linked to alignment in the AVID framework, and increased employee engagement. There is also a strong correlation between the second question, which is linked to voice, and increased employee engagement. However, the results do not show a correlation between the third question linked to identification. Nor does the fourth question linked to dialogue have a connection with increased employee engagement according to the results of the study. The conclusion is that we cannot draw a general correlation between all dimensions of the AVID framework and employee engagement, due to the different results of the study. However, we can note that two of the four elements of the framework have a clear correlation with increased employee engagement. Regarding the two remaining parts where it is not possible to discern a correlation, it is important to keep in mind that engagement depends on many different aspects and thus the importance of identification and dialogue for engagement in a larger context is not excluded.