The Influence of Internal Communication on Employee Engagement, Considering the Moderating Role of Organizational Culture: A TCCM Approach

While making sure that the employees are satisfied and carry a mindset of happiness it is essential to have a state of engagement among the employees at the workplace. Since its inception, several researchers have delved into this topic area. Considering the numerous structures and the outcome, several academics have demonstrated the best employee engagement options. Even after years of research and analysis in the era of management, the topic of human resource practices remains rich and up to date. This review has looked at the topic of Employee Engagement in connection with Internal Communication from 1952 to 2024 and shown how far it has come. This analysis compiles and examines prior research on the “theories, contexts, characteristics, and methods” (“TCCM”) of Internal Communication effecting Employee Engagement considering the moderating role of Organizational Culture. To compile exhaustive data Scopus and homepage of journals were mined for the research papers in order to forestall the fallacy of exclusion based on selection criteria of highly regarded journals and language. The paper's overarching goal is to identify the factors affecting Employee Engagement and primarily the role played by Internal Communication in driving the engagement among employees. This review includes 108 papers after extensive searching and careful evaluation. In order to get a full picture of an area, researchers perform a methodical examination of the relevant literature (called a "systematic literature review," or "SLR"). Findings from studies on the factors that influence and are affected by the HR practices in bringing Employee Engagement are out in a comprehensive conceptual framework. In order to move this field forward, a framework for future study has been provided based on the findings of the in-depth content analysis. This study may lead to new ways of thinking about factors affecting the state of engagement among employees and their consequences, which in turn could change the game in terms of what kinds of practices could be followed.