A Dimensional Analysis of the Relationship between Communication Satisfaction and Turnover Intention: The Mediating Role of Organizational Commitment

Abstract

By taking into consideration the significant increase in turnover rate in the recent years, we aimed to expand our understanding of the factors influencing employees' decision to leave the organization and consequently to provide managers and Human Resource Development (HRD) practitioners with more information to better manage employees' undesirable turnover. Thus, the relationship between the theoretically related communication satisfaction's dimensions and turnover intention was analyzed. A sample of 181 employees working in 11 industries of all three economic sectors was selected for the analysis. Among the five tested dimensions, personal feedback, supervisory communication, and communication climate were found to be significantly related to turnover intention. Unexpectedly, organizational integration and co-workers communication were not significantly related to turnover intention. Additionally, the relationship between supervisory communication and turnover intention was found to be partially mediated by the employees' affective commitment. Therefore, by keeping employees well-informed about their performance, facilitating the flow of upward and downward communication between employees and their supervisors, and finally by improving communication climate in the organization, managers will have better chance in preventing employees' voluntary turnovers.

Impact of nurses' perceptions of work environment and communication satisfaction on their intention to quit

“…The findings of this study show similarities with the findings of other studies. One such study discovered that personal feedback, supervisory communication, and the communication climate dimensions of communication satisfaction are key factors in the intention to quit (Mustamil, Yazdi, Syeh, & Ali, ). Personnel with high levels of communication satisfaction negatively affect the intention to quit (Tsai, Chuang, & Hsieh, ).…”

“…A study of immigrant nurses has determined that a supportive work environment decreases the intention to quit (Goh & Lopez, 2016). (Mustamil, Yazdi, Syeh, & Ali, 2014). Personnel with high levels of communication satisfaction negatively affect the intention to quit (Tsai, Chuang, & Hsieh, 2009).…”

Organizational Commitment and Rewards in Malaysia, with Comparison between University Graduates and Others

“…However, several studies conducted in the West show contradictory evidence reporting that compensation has no significant impact on OC (Bhagat & Chassie, 1981;Malhorta, Budhwar, & Prowse, 2007;Shore & Barksdale, 1998). In Malaysian settings, some studies found that financial compensation and OC were positively correlated (Ibrahim & Boerhaneoddin, 2010;Kee, Ahmad, & Abdullah, 2016;Normala, 2010;Queiri & Dwaikat, 2016). This leads us to the following hypothesis:…”

“…On the other hand, recent work conducted in Malaysia finds a strong relationship between supervisor support and OC (Aghashahi, Davarpanah, Omar, & Sarli, 2013;Goh & Low, 2013;Lo & Min, 2009;Marmaya, Hitam, Torsiman, & Balakrishnan, 2011;Mustamil, Yazdi, Syeh, & Ali, 2014;Normala, 2010;Ramli & Desa, 2013). This may result from the fact that supervisors have a greater influence on the work activities of their subordinates in Malaysian organizations than is the case in the West, due to its collectivistic and hierarchical culture (Hofstede, 1980).…”

“…Several studies conducted in Malaysia also show that OC is strongly related to the employee's intention to leave or stay with the organization and it plays a vital role to strengthen the organization growth (Kadiresan, Selamat, Selladurai, SPR, & Mohamed, 2015;Leow & Khong, 2009;Mustamil, Yazdi, Syeh, & Ali, 2014;Queiri & Dwaikat, 2016;Rachagan, Tong, Terpstra, & Mahenthiran, 2014;Salleh, Nair, & Harun, 2012). In addition, another study has indicated a strong link between job satisfaction and OC (Samad, 2007).…”