Objective: This study aimed to identify internal communication pathologies in petrochemical companies operating in the Asaluyeh region.
Method: A mixed-methods (qualitative-quantitative) approach was employed. In the qualitative phase, thematic analysis was conducted using semi-structured interviews with 17 public relations managers. Data were analyzed using MAXQDA software, leading to the identification of five principal themes. In the quantitative phase, the extracted themes were operationalized into a researcher-developed questionnaire, which was subsequently administered to 387 employees of the petrochemical companies. Quantitative data analysis was performed using structural equation modeling (SEM) via SPSS and SmartPLS software.
Resultas: The qualitative data analysis resulted in the identification of five main themes: (1) Communication Governance and Leadership, (2) Communication Resources and Development, (3) Organizational Identity and Cohesion, (4) Communication Challenges, and (5) Human Resource Dynamics. The quantitative findings revealed that "Communication Governance and Leadership" exerted the strongest effect on organizational identity (β = 0.766). Furthermore, communication challenges significantly increased the need for communication resource development (β = 0.742). The validity of the proposed model was confirmed through the Q² index.
Conclusions: Communication inefficiencies predominantly stem from weaknesses in leadership, resource shortages, ineffective human resource management, the absence of a favorable organizational culture, and specific structural conditions. Internal communication, conceptualized as a form of social capital, directly influences job satisfaction, employee loyalty, and social responsibility. The proposed model may serve as a practical framework for improving communication within the complex organizational environments characteristic of the oil industry. To mitigate internal communication pathologies, strengthening the communicative leadership role of managers, developing communication infrastructure, and enhancing organizational culture are essential. It is further recommended that conflict resolution task forces be established and that managers be empowered through communication skills training to enhance overall organizational productivity.