Effects of Communication Direction on Job Performance and Satisfaction: A Moderated Regression Analysis

Goris, José R.; Vaught, Bobby C.; Pettit, John

doi:10.1177/002194360003700402

Cited by 95 publications

(75 citation statements)

References 40 publications

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“…Other variables (such as interpersonal relations, downward communication, security, remuneration and a need for independence) have also been shown to moderate the relationship of individual-job congruence with performance and/or satisfaction (Goris, Vaught & Pettit, 2000;Clayton, 1981;Oldham, Hackman & Pearce, 1976).…”

Section: Purpose Of the Jcmmentioning

confidence: 99%

The construct equivalence of the job diagnostic survey for diverse South African cultural groups

et al. 2005

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The Job Diagnostic Survey (JDS) and the Job Characteristics Model (JCM) have been widely used in South African organisations. The purpose of this study was to determine whether the JDS is useful if it is applied to a particular population or to groups from highly dissimilar backgrounds. Cultural diversity research has revealed differences between the values, attitudes and leadership styles of people from different cultural groups. In this study, Hackman and Oldham’s JDS was applied to Black and White employees (n=66) to determine construct equivalence for these two cultural groups. Confirmatory factor analysis confirmed that there were no significant differences between the Black and White groups tested, suggesting that the JDS could be applied to different population groups.<p> <strong>Opsomming</strong> <br>Die Pos-diagnostiese vraelys (JDS) en die Pos-kenmerke Model (JCM) word wydverspreid deur Suid-Afrikaanse organisasies gebruik. Die doel van hierdie studie was om te bepaal of die JDS van toepassing is op verskillende kultuurgroepe. Navorsing rakende kultuurdiversiteit het aangetoon dat daar verskille bestaan rakende die waardes, houdings en leierskapstyle van verskillende kultuurgroepe. In hierdie studie is die (JDS) van Hackman en Oldham toegepas op Swart- en Blanke werknemers (n=677) ten einde die konstruk-ekwivalensie daarvan bepaal. ’n Bevestigende faktorontleding het aangetoon dat daar geen betekenisvolle verskille bestaan tussen die Swart- en Blankegroepe wat getoets is nie. Die aanname word dus gemaak dat die JDS toegepas kan word op verskillende populasiegroepe

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Section: Purpose Of the Jcmmentioning

confidence: 99%

The construct equivalence of the job diagnostic survey for diverse South African cultural groups

et al. 2005

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“…There's a meaningful relation between dimension of organizational communication and staff commitment. Many authors showed a similar results but no such a result observed in Maleki et al study (Brunetto & Farr-Wharton, 2004;Goris, Vaught, & Pettit, 2000). Through proper communication, the organization goals are announced to staffs that the way of this communication and notifying it affect the organizational commitment.…”

Section: Discussionmentioning

confidence: 83%

Organizational Culture and the Organizational Commitment; Correlational Study in Hospital Staffs

Rahmani¹,

Azari²,

Vasokolaee³

et al. 2015

ASS

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Organizations need the committed manpower to provide effectiveness and progress which is an important factor in order to achieve organizational goals. According to this, organizational culture increases employees commitment in the organization by their accepted norms and values. Actually, the organization environment & its prevailing culture, affects on the organizational commitment of staff. This study was conducted to assess relationship between the organizational culture and the organizational commitment among staff of elected hospirals in Tehran University of Medical Sciences.This descriptive study accomplished at 2013. The study population was hospitals affiliated to Tehran University of Medical Sciences included the two hospitals "Vali Asr" & "farabi". Also in hospitals, study populations were all hospital staffs (Administrative and Clinical). Data collection was done using a three parts questionnaire including: the first one contains background information, the second part consists of questions related to organizational culture based on Denison model and the third part includes questions related to organizational Commitment based on Porter model. Validity and reliability were confirmed through getting the opinions of experts and using Cronbach's alpha. Data analysis was done by SPSS software using Pearson correlation test and the test "t" to determine the relation between the areas of culture and commitment to the type of hospitals.

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“…The effect of organizational communication on the levels of commitment between employees has attracted the attention of some researchers (Goris et al, 2000;Pettit et al, 1997;Stuart, 1999). As Stuart (1999) argued, communication construction can affect empowerment of employees, which in turn affects organizational commitment.…”

Section: Communication Satisfaction and Organizational Commitmentmentioning

confidence: 99%

Investigating the Impact of Communication Satisfaction on Organizational Commitment: A Practical Approach to Increase Employees’ Loyalty

Ammari¹,

Kurdi²,

Alshurideh³

et al. 2017

IJMS

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Recently, employees are seen as important assets of organizations in which the majority of them cannot deal with employees properly or even underestimate their importance. One of the essential issues is increasing employees' organizational commitment, which in turn minimizes customers' switching behaviour and the way organizations usually communicate appropriately their internal market strategy. In order to have a better vision about such issue, this study is planned to investigate the impact of communicational satisfaction on organizational commitment. A variety of communicational satisfaction dimensions are taken into analysis; such dimensions include: communication climate, relationship to superiors, organizational integration, media quality, horizontal and informal communication, organizational perspective, relationship with subordinates and the personal feedback. In addition, three factors of organizational commitment were taken into considerations that are affective commitment, continuance commitment and normative commitment. The study followes the qualitative approach in collecting data from employees of Yahoo-Maktoob office in Amman/Jordan. Eight sub-hypotheses are developed and tested accordingly to conclude with the fact that communicational satisfaction has a significant and direct impact on organizational commitment.

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Effects of Communication Direction on Job Performance and Satisfaction: A Moderated Regression Analysis

Cited by 95 publications

References 40 publications

The construct equivalence of the job diagnostic survey for diverse South African cultural groups

The construct equivalence of the job diagnostic survey for diverse South African cultural groups

Organizational Culture and the Organizational Commitment; Correlational Study in Hospital Staffs

Investigating the Impact of Communication Satisfaction on Organizational Commitment: A Practical Approach to Increase Employees’ Loyalty

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