Browsing by Author "Anani-Bossman, Albert"

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Artificial Intelligence in Public Relations and Communication Management: Perspectives of Ghanaian Professionals
(Communicare: Journal for Communication Sciences in Southern Africa (University of Johannesburg), 2024-08-01) Anani-Bossman, Albert; Nutsugah, Noel; Abudulai, Justice Issah
Artificial intelligence (AI) is presently transforming society and industries withsignificant implications for the public relations and communication profession.However, scholarship on this subject in Africa is lacking. This paper addressesthis gap by investigating AI in the public relations and communicationmanagement industry in Ghana. It focuses on the knowledge, adoption, andimpact of AI, as well as the perceived risks and challenges associated withthe application of AI. The study used the quantitative method to gather datafrom 275 professionals. Results revealed that professionals have a limitedunderstanding of AI despite their knowledge of the concept. Communicationprofessionals believe AI will impact the profession, their department, and howthey work. However, they did not foresee any challenges or risks associatedwith applying AI (e.g. competency in using AI, motivation to use AI, andloss of jobs). The result points to the need for professionals to increasetheir knowledge and understanding of AI. There is also the need for publicrelations scholars in Ghana, and Africa for that matter, to begin having seriousdiscussions on this issue.
Development of Public Relations Research in Ghana: A Systematic Review
(Elsevier (Public Relations Review), 2023-06-06) Nutsugah, Noel; Anani-Bossman, Albert
Even though the extant literature has pointed to the steady growth of public relations research in different contexts, the developing economy context continues to be marginalised in terms of scholarship, theory development and, consequently, the practice of the discipline. This has necessitated calls from scholars to document research in the discipline to trigger future research agendas. This study was therefore undertaken to scientifically synthesise and analyze 26 peer-reviewed public relations studies in Ghana, which were published over a period of 10 years (2012–2021) to document the dominant issues, gaps, and future research avenues. Through a systematic review, the study found that there is an over-concentration on themes such as CSR and CSR communication, public relations within higher education institutions, and dialogic public relations at the expense of other key subject areas within the discipline. Methodologically, 65% of the studies reviewed have employed the qualitative methodology as opposed to the quantitative and mixed-method approaches, thereby reducing the ability to extrapolate their findings to other populations. The study has thoroughly discussed the implications for public relations scholarship, theory development and practice within Ghana and other emerging contexts.
Internal Communications During Crisis-Induced Organizational Change
(Springer Nature Switzerland, 2024-07-30) Anani-Bossman, Albert; Boateng, Eric; Nutsugah, Noel; Semarco, Stanley
The COVID-19 epidemic prompted several organizations to make adjustments in order to handle economic and operational difficulties. Knowledge of how organizations use communication to drive changes and ensure employee commitment to the organization is essential. By integrating literature from symmetrical internal communication, organizational change research, and organizational support research, this study proposes a theoretical model to understand the role of symmetrical internal communication on the employees’ cognitive and affective experiences and affective organizational commitment during the pandemic. An online survey was conducted with 533 full-time employees in Ghana, West Africa. The overall result shows a positive correlation between symmetrical internal communication and employees’ perceived quality of change communication. Moreover, the perceived quality of change communication, facilitated by symmetrical internal communication, increases employees’ perception of organizational support and positive emotions during crisis-induced organizational change, resulting in affective commitment. The study discusses the theoretical and practical implications.