<bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Background:</b> An organization's internal communication is an important factor shaping employees’ organizational commitment. Internal communication practices can be classified into three types according to the direction of information flow: top-down, bottom-up, and horizontal communication. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Research questions:</b> 1. What are the relationships between the three types of internal communication and organizational commitment? 2. Are there any mediating routes that bridge the relationship between internal communication and organizational commitment? 3. Do the effects of internal communication on organizational commitment vary for different jobs? <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Literature review:</b> Based on the social exchange theory, we uncover the underlying mechanism of the relationships between the three types of internal communication and organizational commitment. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Methodology:</b> A structural equation model using partial least squares was employed to analyze survey data from 12,817 full-time employees in the Chinese internet sector. <bold xmlns:mml="http://www.w3.org/1998/Math/MathML" xmlns:xlink="http://www.w3.org/1999/xlink">Results and conclusions:</b> The results suggest that top-down, bottom-up, and horizontal communication affect organizational commitment positively and significantly via the mediating routes of employees’ perceived job attractiveness or perceived customer service performance. The study also reveals a fit between employees’ job characteristics (e.g., information-processing demands) and internal communication types to improve organizational commitment. These findings generate theoretical and practical implications for professional communication management.

Research problem: In the current information age, people are increasingly accustomed to sharing their special interests online and are influenced by the relationships developed from that sharing. The purpose of this study was to better measure peer influence in these online communities. Research questions: 1. How can peer influence in online communities be measured in a way that comprehensively incorporates peer-based characteristics, the homophily effect, and the structural position of a user in the network? 2. Is the method proposed in this study superior to other existing methods? Literature review: Previous literature on measuring online user influence can be classified into two streams: 1. Those that focus on the intrinsic characteristics of social media players to measure peer influence; 2. Those that address social network structure. Relevant computing algorithms include Topic-Based PageRank, Quality-Structure index, and so on. Although the first stream considers afocal peer's intrinsic characteristics, it overlooks the interpeer attraction in terms of similarity and discrepant knowledge among peers. The second stream mostly stresses the structures of social networks to measure network-wide peer influence but underestimates the effect of interpeer attraction that may leverage every diffusion step of peer influence through the network. To fill this research gap, this study proposes a new method of measuring network user influence that incorporates peers' intrinsic factors, interpeer influence factors as homophily effect, and network structure. Homophily refers to the degree to which pairs of individuals who interact are similar with respect to certain attributes. Methodology: From the communication sender-receiver perspective, we developed a computable method that incorporates peer-based characteristics, the homophily effect, and the structural position of a user in the network to measure the social network user influence. Two empirical studies were subsequently conducted in a social network service-based online community and an online professional logistics community to verify the effectiveness of the proposed method. Results and conclusions: The empirical results show that our proposed method provides higher prediction accuracy of user influence rank in an online community than the other existing methods. These findings lay a foundation for future theoretical exploration and provide a useful tool for targeting influential users in online communities such as blogs, bulletin board systems, and forums.

Research problem: Web 2.0 applications, such as instant messengers and other social media platforms, are fast becoming ubiquitous in organizations, yet their impact on work performance is poorly understood. Research question: What is the relationship between Web 2.0 use, and work-based communication processes and outcomes in China? Literature review: Literature in the fields of information systems and media and communication research supports the value of Web 2.0 for organizations. However, how Web 2.0 can facilitate the organizational communication process and subsequently improve performance is under-investigated. By adapting and extending the communicative ecology framework and previously published work, we developed and tested a theoretical model to investigate these impacts in the Chinese workplace. Methodology: We conducted a quantitative study using the survey method, with participants randomly selected from a panel database in China. Results and conclusions: We analyzed survey data from 179 organizational employees and found that vertical and horizontal communication contribute significantly to individual and teamwork performance, with high levels of variance explained. In this study, we provide empirical evidence of how Web 2.0 applications enable employees to reach out to collaborators and business partners, thereby boosting individual productivity and team collaboration. The study also highlights the fit between Web 2.0 and the need for organizational horizontal communication in this era of knowledge, information, and creativity. Future researchers should verify the research model in different countries, including local contextual characteristics as either independent variables or moderators.

Why does a team member prefer some colleagues to others in information seeking? Past literature suggests that the physical accessibility of a knowledge source, the information quality of the source, and relational concerns influence such a choice. This study extends past literature by suggesting that formal structural factors are also important. Particularly, job interdependence, competition, and supervisory relationships are hypothesized to affect information-sourcing frequency. Our social-network analysis of an information systems project team indicates that formal structural factors are important to the development of informal networks and the perception of the information quality of a source. They have direct and indirect impacts on sourcing behavior. Implications for information systems project management are discussed.