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Purpose  Based on social exchange theory, the study examines the influence of informational and relational internal communication on cognitive and affective responses and job engagement during organizational crises caused by the COVID-19 pandemic.    Design/methodology/approach  Data were collected by means of an online survey among people working in organizations with a minimum of 10 employees ( N  = 1,033) and analyzed using structural equation modeling.    Findings  Results show that informational and relational communication as organizational resources have a significant but distinct influence on how employees support their employer during the crisis. While informational communication influences employees' acceptance of managerial decisions, relational communication exerts most influence on affective commitment, which is the strongest driver of job engagement.    Research limitations/implications  The cross-sectional design, specific crisis situation and geographic location are limitations of the study.    Practical implications  Delivering relevant information to employees quickly and reliably is important. Yet, relationship-oriented communication that demonstrates appreciation and allows for participation has even stronger effects on job engagement, which is essential to mastering challenges arising from a crisis.    Social implications  During the COVID-19 pandemic, organizations demanded much from their employees. In exchange, organizations should provide the resources information, status and love (Foa and Foa, 1980) by means of internal crisis communication.    Originality/value  The study demonstrates the role of different types of internal communication during organizational crises used to convey organizational resources, and it highlights the mediating role of acceptance and commitment to enhance employees' engagement at work.

Achieving employee support during the COVID-19 pandemic – the role of relational and informational crisis communication in Austrian organizations