Dimensions Of Communication Satisfaction Research Articles

COMMUNICATION SATISFACTION AND EMPLOYEE COMMITMENT AMONG THE HYPERMARKET STAFF

Communication plays an important role in many sectors and organisations to achieve their missions and goals. Effective communication in organisation is believed to contribute to job satisfaction among employees in the organisation. The main objective of this paper is to study the relationship between communication satisfaction dimensions and employee commitment among the staff at a Hypermarket in Melaka. Based on the quantitative approach, the data are collected through a survey conducted with 104 staff of the Hypermarket. The data collected in this study are analysed using SPSS application (version-26.0). Based on the multiple regression analysis, the studies reveal that the dimensions of communication satisfaction that influenced employee commitment the most are communication between employees. The results suggest some recommendations that can be implemented by the management of the hypermarket for improvement.

Antecedents of civic virtue and altruistic organizational citizenship behavior in Macau

PurposeThis study aims to investigate the relationships between two dimensions of communication satisfaction – personal feedback and supervisory communication – on outcomes such as altruistic organizational citizenship behavior and civic virtue. Another aim is to examine the mediating role of organizational justice (OJ) between these two dimensions of communication satisfaction and altruistic organizational citizenship behavior and civic virtue.Design/methodology/approachThis study is based on a survey conducted in major organizations in Macau SAR, China. Data from 294 respondents who successfully completed the questionnaire is used for the analysis.FindingsThe results reveal that supervisory communication is significantly and positively associated with altruistic organizational citizenship behavior. Both personal feedback and supervisory communication are significantly and positively associated with civic virtue. OJ is a mediator between personal feedback and civic virtue. OJ also mediates the relationship between satisfaction with supervisory communication and civic virtue. It is intriguing that OJ is not a mediator in the relationship between satisfaction with communication and altruistic organizational citizenship behavior.Research limitations/implicationsA single city cross-sectional study presents some restrictions on the generalizability of the findings. More studies are needed to understand communication satisfaction – organizational citizenship behavior processes to establish if the findings hold with other samples in other cultures.Practical implicationsThe empirical evidence in this study shows that satisfaction with communication is critical for promoting discretionary behaviors. The mediating roles of OJ between personal feedback and civic virtue and between supervisory communication and civic virtue, clearly indicate that even though a manager may try hard to motivate employees’ participation in discretionary behaviors, whether employees participate in extra-role behaviors depends on their perception of justice.Originality/valueThis is the first study to examine how altruistic organizational citizenship behavior and civic virtues are influenced by satisfaction with communication. Moreover, the mediating role of OJ has never been tested previously. The findings contribute to the HR literature and provide deeper insights on how to promote citizenship behavior.

Značaj socio-demografskih karakteristika i dimenzija ličnosti zaposlenih za zadovoljstvo komunikacijom

The subject matter of this research study is the importance of the sociodemographic characteristics and the personality dimensions of employees for communication satisfaction. This study is aimed at determining the significant influences and correlations between the main constructs within the research study conducted on a sample of 119 employees. The obtained results have shown that, except for the gender structure of the respondents, the other examined sociodemographic characteristics have an influence on certain dimensions of communication satisfaction. Correlations were also identified between certain personality dimensions and the dimensions of communication satisfaction. The research results have numerous practical implications. The quality of the interpersonal relationships between highly-educated employees and their supervisors needs to be improved by providing a greater autonomy and complex working tasks. It is also necessary to improve the bottom-up communication process for the purpose of enabling subordinates to express their ideas without barriers. Finally, it is recommended that employees with a high level of the personality dimensions 'Openness to new experiences' and 'Extraversion' should be in the positions in which they could achieve the best results.

Communication satisfaction and job satisfaction among critical care nurses and their impact on burnout and intention to leave: A questionnaire study

ObjectivesTo investigate the relationship between communication and job satisfaction and their association with intention to leave and burnout among intensive care unit nurses. Research methodology/designA multicentre questionnaire study. Setting/participantsIntensive care nurses (n = 303) from three Flemish hospitals. Main outcome measuresCommunication satisfaction assessed by the Communication Satisfaction Questionnaire, intention to leave through the Turnover Intention Scale (from the Questionnaire for the Perception and Assessment of Labour) and burnout by the Maslach Burnout Inventory. Job satisfaction was measured by a visual analogue scale. ResultsAverage job satisfaction was 7.66 ± 1.34/10. Nurses were most satisfied about ‘Communication with supervisor’ (68.46%), and most dissatisfied about ‘Organisational perspectives’ (34.12%). Turnover intention was low among 49.5% (150/290) and high among 6.6% (20/290). Three percent (9/299) of intensive care nurses were at risk for burnout. All dimensions of communication satisfaction were moderately associated with job satisfaction, intention to leave and burnout. ConclusionThis study demonstrated high levels of communication and job satisfaction in a sample of nurses in Flanders. Intention to leave and burnout prevalence were low. To a certain extent, communication satisfaction might be associated with job satisfaction, intention to leave and burnout.

Važni aspekti odnosa između zadovoljstva komunikacijom i zadovoljstva poslom

The aim of this paper was to provide an insight into some important aspects of the relationship between communication satisfaction (an independent variable) and job satisfaction (a dependent variable). Empirical testing of the relationship between these variables has become common in empirical studies since 1970. Therefore, the period 1977-2017 was chosen as the observation period. Communication satisfaction is viewed as a multidimensional construct. In many studies job satisfaction is also multidimensional. The results indicate that employees have different levels of communication satisfaction and job satisfaction for various dimensions. Also, the results indicate that there is a positive correlation between these variables in different types of organisations, in different sectors and different countries. However, the results indicate that there are very few perspective studies which have confirmed this specific correlation. Therefore, this paper recommends more concrete explanations of all the dimensions of these variables and their relationships. Also, this paper suggests that different types of organisations should have additional sector-specific dimensions of communication satisfaction and job satisfaction. This paper stimulates more research in this area in less developed economies, including the Republic of Serbia. The results of this paper may be useful for managers in Serbia (in the field of organisational communication, internal communication, internal marketing, organisational behaviour, human resource management).

The impact of information technologies on communication satisfaction and organizational learning in companies in Serbia

This paper presents the results of research into the impact of information technologies on communication satisfaction and organizational learning in companies in Serbia. The data were obtained by means of a questionnaire completed by 380 middle managers from 102 companies in Serbia. The main conclusions of the study are: 1. The average scores for the information technologies items are slightly above average. 2. All the correlations between the information technologies dimension and information technologies items and the dimensions of communication satisfaction as well as those between the information technologies dimension and information technologies items and the dimensions of organizational learning are statistically significant, strong and positive. Information technologies have a stronger connection with the performance at organizational level and a weaker connection with performance at individual levels 3. The moderators of professional respect for the leader and confidence in the actions of management have a weak moderating effect on the observed relations. The effects of these moderators indicate that good professional aspects of leaders lead to a greater influence of information technologies on performance at individual levels and that good strategic aspects of leaders' work lead to a bigger influence of information technologies on performance at organizational levels.

Relationships between work values, communication satisfaction, and employee job performance

Purpose – The purpose of this paper is to examine the relationships between work values (cognitive, instrumental, social, and prestige), communication satisfaction (informational and relational), and employee job performance (task and contextual) in the context of international joint ventures (IJVs) in Iran. Design/methodology/approach – Validated measurement items for study variables were adopted from previous studies. Data were collected through surveys using a random sample of employees and their direct supervisors from the two largest IJVs in Iran’s automobile industry. Findings – According to the results, cognitive, instrumental, and prestige work values had significant effects on informational communication satisfaction. All dimensions of work values (cognitive, instrumental, social, and prestige) were significantly related to relational communication satisfaction. Both dimensions of communication satisfaction (informational and relational) were significantly related to both dimensions of employee job performance (contextual and task). Research limitations/implications – Data were collected from two IJVs in Iran, which may limit the generalization of results to non-IJVs in Iran. The results have important implications for IJV managers by providing valuable insights into adopting various effective tools in the workplace. Originality/value – Previous studies have generally considered work values as a two-dimensional construct. This study extends the literature by conceptualizing work values based on four dimensions (cognitive, instrumental, social, and prestige). No study has taken into consideration social and prestige values in an Asian context. In addition, few studies have investigated the relationships between work values and communication satisfaction.

The Impact of Leadership on the Communication Satisfaction of Primary School Teachers in Serbia

This paper presents the results of research into the effects of leadership on the communication satisfaction of teachers. The data was obtained by giving questionnaires to 362 teachers from 57 primary schools in Serbia. Leadership is shown to have a strong and positive impact on the communication satisfaction of teachers in Serbian primary schools. The following dimensions of leadership have the strongest influence: Core Transformational Leadership Behavior, Contingent Reward Behavior, and Intellectual Stimulation. The moderating effect of teachers’ gender and age was examined with the observed relationships. The moderating effect of gender was confirmed in three dimensions of communication satisfaction: Communication Climate, Horizontal & Informal Communication, and Organizational Integration. Any moderating effect of age was not confirmed. Primary school principals in Serbia should devote considerable attention to developing leadership and communication skills. This would serve to achieve an increase in communication and job satisfaction among teachers, which potentially creates the conditions for the improved and effective functioning of schools.

Relationship between Communication Satisfaction and Organizational Identification: An Empirical Study

The purpose of this study was to take a preliminary look at the relationship between communication satisfaction and organizational identification. Communication Satisfaction refers to the degree of satisfaction of tin employee with the organization's total communication and Organizational Identification is one of the forms of an individual's attachment to an organization that has been recognized as having important implications for organizational effectiveness. Data was collected using an adapted version of the Down's, (1990) Communication Audit Questionnaire (CAQ) and the six-item Organizational Identification Scale developed by Ashforth (1992). The results were analysed with correlation analysis for studying the relationships between the employee's overall communication satisfaction, the various dimensions of communication satisfaction and organizational identification. It was found that the communication satisfaction composite and its dimensions have significant positive relationships with organizational identification. The limitations and directions for future research are discussed.

The Human Side of the Digital Divide: Media Experience as the Border of Communication Satisfaction with Email

Electronic mail (email) has rapidly become one of the most prominent communication media, and a substantial amount of information is processed by it in the contemporary workplace. It is well known that digital technology produces a “digital divide.” In addition, it is well examined that the digital divide produces cognitive differences (e.g., knowledge gaps) among users. Yet, little is known about affective disparities. In addition, few studies on the digital divide were undertaken in organizational setting. This study considers the human side of the digital divide in an organizational setting and investigates if the digital divide exists in the workplace by examining multiple dimensions of communication satisfaction. The data from 303 university employees indicates that email experience differentiates communication satisfaction with amount of email and email use for equivocal tasks.

Part‐time employment and communication satisfaction in an Australian retail organisation

This study uses an empirical case study to examine the relationship between flexible work arrangements (whether employees work on a full‐time or part‐time basis) and one aspect of employee relations, namely communication satisfaction. Quantitative and qualitative data were collected from employees in a major Australian retail organisation, resulting in 127 useable responses. The survey included the communication satisfaction questionnaire. Overall, respondents’ ratings of communication satisfaction indicated that at best they were only slightly satisfied. Part‐time employees were significantly more dissatisfied than full‐time employees on four dimensions of communication satisfaction. The study provides evidence that part‐time employees are outside mainstream communication in the stores examined. The implications of the results for employee relations are discussed. Future research directions are identified.

Communication satisfaction: Its role in church membership satisfaction and involvement among Southern Baptist churches

This study examined the impact of communication satisfaction on church membership satisfaction and church involvement among Southern Baptist churches in Pensacola, Florida. Data were collected via a mail survey from 209 church members. Correlation and multiple regression analyses revealed (a) a positive relationship between communication satisfaction and membership; (b) a strong predictive relationship between the relational and informational/relational dimensions of communication satisfaction and membership satisfaction; and (c) a weak positive relationship between membership satisfaction and church participation.

Employee Perceptions of the Relationship Between Communication and Productivity: A Field Study

The purpose of this study was to explore the relationship between communication and productivity. Specifically, we had two aims: (a) to determine employee perceptions of the impact of eight dimensions of communication satisfaction on productivity, and (b) to understand how the type of organization may moderate the link between communica tion and productivity. Two businesses, representative of service and manufacturing or ganizations, were investigated by administering the Communication Satisfaction Questionnaire and interviewing all employees. The results showed that communica tion was perceived to have an impact on productivity that varied in both kind and magnitude. Moreover, a number of intriguing differences emerged between these two companies. The findings suggest that the link between communication and produc tivity is more complex than previously assumed.

COMMUNICATION SATISFACTION, JOB SATISFACTION, AND JOB PERFORMANCE

This field study of 327 hospital nurses investigated the relationship between perceived satisfaction with organizational communication and job satisfaction and job performance. The researcher developed a research model incorporating nine dimensions of communication satisfaction and hypothesized their varying relationships with job satisfaction and job performance. Correlation, multiple regression, and canonical correlation analyses revealed significant positive relationships between communication satisfaction and job satisfaction, and communication satisfaction and job performance. The communication satisfaction-job satisfaction link was stronger. The same facets of communication—supervisor communication, communication climate, and personal feedback—were found to be most strongly related to both job satisfaction and performance. Although the importance of the superior-subordinate communication relationship was confirmed, top management communication also was substantially related to job satisfaction and, to a lesser degree, job performance. Rank-order correlation results of this study were compared to several other studies and some congruent patterns were found.