An integrated process model of communication satisfaction and organizational outcomes

Abstract

The relationship of communication satisfaction to job performance and turnover intention among employees was examined. Most communication satisfaction research has been conducted in relation to job satisfaction. However, there is a growing interest in the relationships between communication satisfaction, job performance, and turnover intention. The population examined in this study were employed in the top 500 service industries in Taiwan. The sample consisted of 1,260 individuals. A total of 467 valid responses were collected for a usable response rate of 37.1%. The results suggest that employees' perceptions of a high communication satisfaction are positively associated with their job performance, and negatively related to turnover intention.

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

“…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, ). Another study argues that poor communication among professional nurses is a reason for intending to quit (Mokoka, Ehlers, & Oosthuizen, ).…”

“…(Mustamil, Yazdi, Syeh, & Ali, 2014). Personnel with high levels of communication satisfaction negatively affect the intention to quit (Tsai, Chuang, & Hsieh, 2009). Another study argues that poor communication among professional nurses is a reason for intending to quit (Mokoka, Ehlers, & Oosthuizen, 2011).…”

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

“…Communication satisfaction has many implications for organizations because it affects many key organizational outcomes. Multiple studies have examined the relationship between communication satisfaction and employee productivity (Clampitt & Downs, 1993;Pincus, 1986), job performance (Pincus, 1986;Tsai, Chuang, & Hsieh, 2009), organizational effectiveness (Gray & Laidlaw, 2004), and organizational performance (Snyder & Morris, 1984). Communication satisfaction has also been shown to influence an employee's level of job satisfaction, commitment, and work motivation (Gregson, 1991;Orpen, 1997;Varona, 1996).…”

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

“…The growing interest can be attributed to recent trends such as technological advancement, globalization, and increase in knowledge-based work, which make it crucial for organizations to keep high quality employees now more than ever (Holtom et al, 2008). Despite the fact that the relationship between communication satisfaction and turnover or turnover intention has been tested by handful of studies (Tsai et al, 2009), the need for a dimensional analysis, which expands understanding about the effect of each aspect of communication satisfaction on turnover intention, has not been addressed.…”