Organizational Communication Satisfaction Research Articles

The Impact of Organisational Communication Satisfaction on Wellbeing and Job Satisfaction of Employees of Higher Education Institutions

The Impact of Organisational Communication Satisfaction on Wellbeing and Job Satisfaction of Employees of Higher Education Institutions

Effects of Organizational Communication Satisfaction on Job Attitudes of Employees of Educational Institutions

Effects of Organizational Communication Satisfaction on Job Attitudes of Employees of Educational Institutions

Effects of Communication Skills and Organisational Communication Satisfaction on Self-Efficacy for Handoffs among Nurses in South Korea.

(1) Background: Although numerous studies related to communication in a nursing context have been conducted, there is a lack of research considering the effects of personal and organisational communication factors on the self-efficacy for handoffs. This study aimed to identify the impact of communication competence and intra-organisational communication satisfaction on self-efficacy for handoffs among nurses. (2) Methods: This cross-sectional research was conducted between September and October 2018. In total, 203 registered nurses were invited to participate in the study by convenience sampling from five general hospitals in South Korea. Data were analysed using SPSS for t-test, one-way analysis of variance, Pearson's correlation coefficients, and multiple regression analysis. (3) Results: In the final regression model, the adjusted R square was significant, explaining 24.2% of the variance in self-efficacy for handoffs (F = 22.43, p = 0.001) when the variable horizontal communication (β = 0.282, p < 0.001) was included in intra-organisational communication satisfaction. In addition, the longer the nurse's experience in the current unit and the higher the communication competence, the more statistically significant the self-efficacy for handoffs was found to be (β = 0.215, p = 0.001 and β = 0.180, p = 0.008). (4) Conclusions: To enhance the self-efficacy for handoffs, nurse managers should foster an atmosphere that allows their staff nurses to interact freely and establish specific guidelines for handoffs through mutual communication.

The Mediating Role of Work Satisfaction in the Relationship between Organizational Communication Satisfaction and Organizational Commitment of Healthcare Professionals: A Cross-Sectional Study.

The factors that influence the organizational commitment of healthcare professionals, particularly organizational communication and work satisfaction, are essential for all healthcare organizations. This is particularly important for those who are under the pressure of high demand, economic constraints, and staff shortages. This study examined the relationship between organizational communication satisfaction and organizational commitment among healthcare professionals and the mediating role of work satisfaction in the relationship. A validated self-administered questionnaire and a universal sampling approach were used to conduct a cross-sectional survey of 235 healthcare professionals in the Gaza Strip, Palestine. The data were analyzed using SPSS version 25 and SmartPLS software to perform partial least squares structural equation modeling (PLS-SEM). A STROBE checklist was used to report the results. The results show a significant positive correlation between all measured variables. Work satisfaction partially mediates the relationship between organizational communication satisfaction and organizational commitment. The results of the PLS-SEM analyses suggest that communication satisfaction and work satisfaction account for 61% of the variation in organizational commitment. This study reveals that work satisfaction and communication satisfaction are imperative to building a sense of commitment in healthcare professionals. These results reinforce the existing evidence on the factors that influence the organizational commitment of healthcare professionals. Strategies to better shape internal communication practices and improve the work environment through regular feedback to healthcare professionals are essential to strengthening their organizational commitment.

Communication Audit during Covid-19 Pandemic at Brawijaya University Hospital

The flow of organizational communication has an influence on organizational effectiveness related to the relationship or implementation and achievement of organizational goals. Moreover, the effectiveness of communication depends on several aspects, such as communication events aspect, organizational communication climate, and organizational communication satisfaction aspect, so that all members of the organization can be motivated to achieve the goals of the organization. In order to have a good communication system, a healthy organization generally shows an open management style, both internal and external openness of the organization. This study aims to analyze the internal communication system at Brawijaya University Hospital (RSUB) regarding employee engagement during the COVID-19 pandemic period of January 2022-July 2022 through a communication audit. The audit process is carried out the Medical Approach or Doctor-Patient Model. For the data collection technique is in the form of questionnaires, namely Organizational Communication Inventory and interviews. The sample used in the form of variation of levels at the Brawijaya University Hospital which it is categorized based on the members of the organization position according to the hierarchy or structure that applies at the University of Brawijaya Hospital with a total of 206 people. The results present that the subordinate indicators have the lowest mean value with the most of the respondents in the low category. It indicates that the communication relationships in the workplace with subordinates need to get attention and improvement between the communication relationships with members of the organization. The lack of good communication relation with subordinates is affected by the lack of appropriateness between the superiors working with one of their subordinates which cause poor communication between the superior and subordinates.

Development and validation of a hybrid measure of organisational communication satisfaction

The purpose of the study was to develop a hybrid quantitative audit of organisational communicationsatisfaction for the public service. In Study One, a two-factor solution was obtained, based onparallel analysis as a factor determination strategy with data obtained from 264 civil servantsusing a 30 item measure. In Study Two, the items of the new EFA-generated organisationalcommunication satisfaction scale were renumbered consecutively and the scale was crossvalidatedon a new sample of 288 civil servants from the Addis Ababa City Administration. Thecross-validation necessitated model respecification and re-estimation. The respecified modelunderwent validation at different levels. All seven aspects of validity, namely content validity,construct validity, factorial validity, reliability, convergent validity, discriminant validity andnomological validity were addressed and found to be adequate, pointing to a refinement in themeasurement of communication satisfaction. However, limitations are also indicated as avenuesfor further enquiry.

CLIMATE DEVELOPMENT AND CORPORATE ORGANIZATIONAL COMMUNICATION SATISFACTION TOWARD EMPLOYEE PERFORMANCE IMPROVEMENT

ABSTRACTEmployee performance in a company or agency organization must be demanded because with performance, existing human resources will have innovations related to improving quality as a symbol Because productivity is the result of a continuous process that begins with the operationalization of a company or an institution, consideration of human capital has a special place in the organization of a company or an institution. the use of effective communication is allegedly able to create communication satisfaction among employees because it reduces the distortion of conveying information that is not necessary. So that when examined in more depth, the organizational communication climate in the company can create organizational communication satisfaction, namely being able to use effective communication which will later act as an instrument in improving employee performance in maximizing their potential in the development and progress of the company.Keywords: Climate Development, Corporate Organizational, Communication Employee

Incidence of Leader-Member Exchange Quality, Communication Satisfaction, and Employee Work Engagement on Self-Evaluated Work Performance.

Within the scope of the Theory of Demands and Labor Resources, the Healthy & Resilient Organizations (HERO) Model, and the Leader–Member Exchange (LMX) Theory, this research contrasts a mediation model in which evidence on the factors that affect work performance is integrated, thus establishing the direct and indirect relationships between LMX quality, communication satisfaction, employee work engagement, and self-rated work performance. A total of 488 workers participated in this research. Adequate goodness of fit was found in the model (χ2 = 3876.996, df = 3715, p = 0.031; χ2/df = 1.044; CFI = 0.999; TLI = 0.999; SRMR = 0.056; RMSEA = 0.010): the LMX–work performance relationship is mediated by communication satisfaction and work engagement, whereas the LMX–work engagement relationship is mediated by communication satisfaction. This has led to the conclusion that, as employees consider the relationship with their superiors to be of higher quality, the satisfaction they experience in terms of organizational communication increases, and as organizational communication satisfaction increases, the extent to which employees feel more vigorous, involved and concentrated, and absorbed by work also increases, which, in turn, leads them to perceive their work performance to be higher.

Influences of Organizational Communication Satisfaction and Safety Climate on Medication Safety Competence in Hospital Nurse

Influences of Organizational Communication Satisfaction and Safety Climate on Medication Safety Competence in Hospital Nurse

The impact of organisational communication satisfaction on health care professionals' work engagement.

To assess the impact of organisational communication satisfaction (OCS) on the work engagement of health care professionals (HCPs). Organisational communication can influence employees' work engagement, which is an essential component of an organisation's effectiveness. However, these concepts have not been broadly investigated in health care organisations. A cross-sectional survey was administered to 235 HCPs in the Gaza Strip, Palestine. The SPSS statistical software (version 25) and partial least squares structural equation modelling (PLS-SEM) were used to analyse the collected data. The HCPs reported a moderate level of OCS (M = 4.96, SD = 0.94) and work engagement (M = 5.56, SD = 0.96). The impact of OCS on work engagement was found to be positive and statistically significant (β = .524, p < .05). No significant difference was revealed in level of OCS or work engagement among the HCPs according to their job categories. Only years of experience significantly influenced their OCS. Improving HCPs' satisfaction with organisational communication is vital in enhancing their work engagement and, ultimately, sustaining health care manpower. Strategies for improving the quantity and quality of organisational communication must be prioritized to strengthen work engagement among HCPs. These strategies include management's role in and ways of communicating essential information about their organisations to HCPs.

Investigating the Role of Organizational Values, Communication Satisfaction and Charismatic Leadership on Job Performance with Emphasis on the Mediating Role of Psychological Components Related to Nurses' Work

Investigating the Role of Organizational Values, Communication Satisfaction and Charismatic Leadership on Job Performance with Emphasis on the Mediating Role of Psychological Components Related to Nurses' Work

The effect of rural superintendent credibility on principal and district outcomes mediated by motivating language

PurposeThe purpose of this study was to determine the influence of rural superintendent’s talk on the perceived outcomes of principal communication competence and organizational communication satisfaction. More specifically, this study explored whether the source credibility dimensions of goodwill, competency and trustworthiness had a greater impact on the perceived outcomes when mediated by motivating language (ML) than not.Design/methodology/approachDirect and indirect paths between superintendent and principal communication were modeled, analyzed and evaluated using descriptive and inferential methods, including R version 3.6.1 with the lavaan package and the Sobel mediation test.FindingsResearch findings indicated the importance of superintendent talk and motivating language theory (MLT) that, when combined, constitute the medium of superintendent practice and enable a superintendent to execute their roles and duties. Additionally, the authors found the dimensions of goodwill and competency had the most significant impact on the two outcomes mediated by ML. This finding indicates that principals are calling for a more empathetic and interactive form of credibility than the long-established form of credibility based on expertise and stewardship. Finally, as the authors call for an expanded role from the community in research, scholarship and implementation of MLT, they suggest due to the lack of significance in trustworthiness mediated by ML, future research into trustworthiness and trust.Originality/valueThis study’s value is to increase understanding of educational administration scholars of MLT and its power to influence employee and organizational outcomes and highlight a reframing of superintendent credibility away from say and do agreement and expertise and stewardship.

THE EFFECT OF COMPENSATION, ORGANIZATIONAL COMMUNICATION, AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE (CASE STUDY ON CIVIL SERVANTS OF THE DOWNSTREAM OIL AND GAS REGULATORY AGENCY)

This study aims to examine and analyze the effect of compensation, organizational communication, and job satisfaction on the performance of Civil Servants at the Downstream Oil and Gas Regulatory Agency. The research sample used the criteria of a permanent employee in a company/organization. The sampling method was carried out by probability sampling with a total of 132 samples. The data collection technique used a questionnaire. Methods of data analysis using SEM-PLS. The results of this study indicate that compensation has a significant positive effect on employee performance, organizational communication has a significant positive effect on employee performance, job satisfaction has a significant positive effect on employee performance, and compensation, organizational communication, and job satisfaction simultaneously have a positive effect on employee performance.

The Influence of Organizational Communication Recognized by Irregular Workers on Job Satisfaction and Organizational Commitment

Irregular workers, which have recently caused various socio-economic issues and conflicts, generally have low loyalty to the organization and job satisfaction due to anxiety about employment. As a way to improve this, this study attempted to analyze the effect of organizational communication satisfaction of irregular workers on job satisfaction and organizational commitment. Among the 7th Human Capital Companies panel survey data, irregular workers survey data were collected and analyzed using the structural equation model analysis. The results were as follows: First, it was analyzed that organizational communication recognized by irregular workers had a positive(+) effect on job satisfaction and organizational commitment. Second, it was analyzed that job satisfaction had a positive(+) effect on organizational commitment. Third, it was analyzed that job satisfaction plays a mediating role in the relationship between communication satisfaction and organizational commitment. This study is significant in that it expanded the research subject to irregular workers from the existing service industry-oriented research, and that it included more diverse industries. The results of this study suggest that mission and vision sharing and communication activation system are needed to improve organizational effectiveness of irregular workers.

The relationship between organizational communication and missed nursing care in oncology wards in Taiwan.

AimUnfavourable communication increases missed nursing care. Oncology wards have more communication complexity than general wards; therefore, creating a positive communication environment is important for ensuring quality care. This study aimed to understand the relationship between organizational communication satisfaction and missed nursing care in Taiwan.DesignThis cross‐sectional study was performed to measure organizational communication satisfaction and missed nursing care in six oncology wards at a stand‐alone cancer centre hospital in Taipei, Taiwan in December, 2018.MethodsThe study collected data using the Communication Satisfaction Questionnaire and the MISSCARE survey. The data were analysed using descriptive statistics, t test, analysis of variance and Pearson product–moment correlation analysis in December 16, 2018.ResultsA total of 111 questionnaires were collected, and the response rate was 92.5%. The study showed that nurses tended to miss nursing care when they were dissatisfied with the unit's manpower status organizational communication environment, horizontal and diagonal communication and informal communication.

Effect of General Hospital Nurses’ Perception of Patient Safety Culture and Organizational Communication Satisfaction on Safe Care

Effect of General Hospital Nurses’ Perception of Patient Safety Culture and Organizational Communication Satisfaction on Safe Care

THE EFFECT OF CHARISMATIC LEADERSHIP, ORGANIZATIONAL COMMUNICATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE (CASE STUDY AT THE AL-QUR’AN WAQF BOARD, HEAD OFFICE JAKARTA)

Research entitled "The Effect of Charismatic Leadership, Organizational Communication and Job Satisfaction on Employee Performance (Case Study on the Al-Quran Waqf Board at the Jakarta Head Office)" mission to know the influence of Charismatic Leadership, Organizational Communication and Job Satisfaction. on Employee Performance. This study's subjects were 61 employees who work at the Al-Qur'an Waqf Board at the Jakarta Head Office. The data obtained were analyzed using multiple linear regression with the help of the SPSS program version 23. Results show a positive and significant influence on the Organizational Communication Variables and Job Satisfaction Variables on the Performance of Employees who work at the Al-Qur'an Waqf Board at the Jakarta Head Office. However, there is an insignificant influence on the performance of the Al-Qur'an Waqf Board employees at the Jakarta Head Office. It is recommended that companies communicate vertically, especially downward communication, so that superiors communicate more frequently with subordinates and the company can set strategies in the form of a wage scale so that no employee feels disadvantaged, either new employees or old employees.

Impact of Organizational Communication on Organizational Citizenship Behavior and Job Satisfaction: Research Findings

Communication play a vital role at all levels of organization. It affects employee commitment level, Citizenship behavior and job satisfaction levels of employees. The purpose of this study is to understand and assess how organizational communication effects organizational citizenship behavior and Job satisfaction levels. Data was collected from 85 software employees working at different levels by using close ended questionnaire. It was concluded that organizational communication has direct and positive relationship with employee Job satisfaction among software employees. The analysis further proven that organizational citizenship behavior as a mediator further weakens the relationship between organizational communication and job satisfaction. Although much previous research is existed in association of organizational communication, Organizational citizenship behavior and job satisfaction, but this is of first known attempt to assess mediating effect of OCB in relation with other variables.

The Effect of the Organizational Communication on Organizational Commitment through Job Satisfaction: Focusing on Irregular Workers

Due to the rapidly changing economic environment and industrial structure, the proportion of irregular workers is gradually increasing. This study aims to provide evidence that can be used to establish HR strategies for irregular workers who have less loyalty or job satisfaction to the organization than regular workers. The result of this study is as follows: First, we verified that a satisfaction of organizational communication perceived by irregular workers had a positive effect on job satisfaction and organizational commitment. Second, a job satisfaction of irregular workers was analyzed to have a positive effect on organizational commitment. Third, a job satisfaction was found to have a mediating effect in the relationship between organizational communication satisfaction and organizational commitment of irregular workers. Theseresults show that irregular workers also need smooth communication activities like regular workers in order to increase their job satisfaction and organizational commitment. Since the improvement of job satisfaction through smooth organizational communication activities can be an important factor in improving organizational immersion, the results of this study can be the basis for establishing an organizational communication plan that encompasses both regular and irregular workers. This study has a meaningful implication in that it provided a clue to re-establish the relationship between the effectiveness of organizational communication and job satisfaction and organizational commitment to irregular workers with relatively few studies.

The Effect of Organizational Commitment and Internal Communication on Job Satisfaction and Performance of Informal Education Institution Employee

Employee performance at informal educational institutions has an important role in supporting the achievement of organizational goals. However, the identification of the determining factors and their impact on employee performance at the institution is often done partially. This study focuses on three factors, namely organizational commitment factors, internal communication, and job satisfaction. Specifically, the aim of this study was to examine the effect of organizational commitment and internal communication on job satisfaction and employee performance at informal educational institutions in Kampung Inggris, Pare Indonesia. In this study, organizational commitment and internal communication act as independent variables, employee performance acts as the dependent variable, and job satisfaction acts as a mediator variable. This study uses a questionnaire to collect data. The sample obtained and valid for use was 116. Structural equation modeling was used to analyze the data. The results of the analysis indicate that organizational commitment and internal communication factors have a positive and significant effect on job satisfaction and employee performance in informal educational institutions in Kampung Inggris, Pare region, Indonesia. This finding implies that these institutions need to find and implement ways to build a system of internal communication and organizational commitment and direct it to increase job satisfaction in order to improve the performance of their employees. Keywords: organizational commitment, internal communication, job satisfaction, employee performance DOI: 10.7176/EJBM/13-3-09 Publication date: January 31 st 2021