PMU-Autor/inn/enMurschetz Paul Clemens
Purpose This study strives to improve onexxxs understanding of tailored messaging as an organizational communication strategy that amplifies processes of organizational change at an individual level of personality traits. Design/methodology/approach A scientific experiment was conducted to test the effects of tailored messages on self-reported employee engagement during an organizational change process. Findings The results show that tailored messaging improves employee engagement for change when messages fit the specific needs of different personality types. Conversely, message tailoring can lower employee engagement when messages do not match personality types. Further, message tailoring has different impacts at different stages of a change project. Research limitations/implications An employeexxxs ability to change as a function of his professional skill set as well as the project type (e.g. digital transformation project, post-merger integration project, leadership change project) should not be neglected in an overall model that aims to explain the success factors of change management. Practical implications Obviously, proper targeting, timing, as well as the implementation of a valid, legal and feasible method for identifying an employeexxxs personality as well as other individual characteristics are equally important and challenging to improve change management outcomes. Originality/value This study adds value to the discussion on the efficacy of message tailoring as a communication strategy for organizational change.
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