TRANSPARENT COMMUNICATION IN MALAYSIAN WORKPLACE: EMPLOYEE PERSPECTIVES VIA ORGANIZATIONAL TRANSPARENCY AND COMMUNICATION CLIMATE THEORY
DOI:
https://doi.org/10.55197/qjssh.v6i4.736Keywords:
employee perceptions, Malaysian organizations, organizational transparency, transparent communication, workplace communicationAbstract
This study investigates how transparency is practiced in workplace communication among employees in Malaysia. Guided by three dimensions of organizational transparency, disclosure, clarity, and accuracy and the Communication Climate Theory, this research explores how information is shared, understood, and validated in diverse organizational settings. Through qualitative interviews with 15 Malaysian employees across various industries, the study uncovers key themes that illustrate how transparency is perceived and experienced. Findings revealed that disclosure is facilitated through feedback and information platforms, with variations in practices such as complete, gradual, or biased information sharing. Clarity, or lucidity, was influenced by language use, generational and cultural differences, and communication modes, with preferences for clear, jargon-free language and face-to-face interactions. Accuracy was typically linked to adherence to organizational policies and reliance on experienced personnel. While employees valued transparent practices, they also acknowledged inconsistencies, particularly in hierarchical or top-down environments. These insights suggest that transparency, while highly valued, remains inconsistently applied due to organizational culture, communication strategies, and leadership models. The study contributes to a deeper understanding of how transparency affects employee trust, satisfaction, and workplace engagement in a Malaysian context and highlights the importance of cultivating open communication practices to enhance organizational health and effectiveness.
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