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THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS

Yıl 2008, Sayı: 22, - , 20.06.2015

Öz

While much is known about the dimensions of job satisfaction, the relationship between job satisfaction and organizational communication still remains relatively uncertain. The purpose of this study was to investigate the relationship between the dimensions of job satisfaction and organizational communication. A survey was conducted to the sample of 637 blue-collar workers and the data obtained from the sample, firstly, analyzed by the principal component factor-analytic method of Varimax and then an ordinary least squares regression estimation technique in order to identify the job satisfaction and communication relationship. The study revealed a clear relationship between job satisfaction and organizational communication. Upon regression analysis, communication was observed to predict all of the dimensions of job satisfaction but especially satisfaction with the supervisor was highly explained by communication. Whilst the female employees were more satisfied with the supervisor, work itself and the rewards and payments, the inexperienced workers differed significantly from the others nearly in all the dimensions of job satisfaction except the work itself. Moreover, females were also observed that they had more positive perceptions about communication in the workplace

Kaynakça

  • Barney, J. B. (1986). “Organizational Culture: Can it be a source of sustained competitive advantage?”. Academy of Management Review, 11 (3): 656-665.
  • Bush, J.B. and Frohman, A.L. (1991). “Communication in a network organization”. Organizational Dynamics, (20):23-35.
  • Chewning, E and Harrell, A. (1990). “The effect of information overload on decision makers cues utilization levels and decision quality in financial distress decision task”. Accounting, Organizations and Society, 15 (6):527-542.
  • Clampitt, P.G. and Downs, C.W. (1993). “Employee perceptions of the relationship between communication and productivity: A field study”. The Journal of Business Communication, 30 (1):5-28.
  • Downs, C.W. and Hazen, M.D. (1977). “A factor analytic study of communication satisfaction”. Journal of Business Communication, 14 (3): 63-73.
  • Foehrenback, J. and Rosenberg, K. (1982). “How are we doing?” Journal of Organizational Communication, 12 (2):3-9.
  • Goldhaber, G.M., Porter, D.T., Yates, M.P., and Lesniak, R. (1978). “Organizational communication: 1978 (state of the art)”. Human Communication Research, (5):76-96.
  • Goris, J.R., Pettit, J.D., and Vaught, B.C. (2002). “Organizational Communication: Is it a moderator of the relationship between job congruence and job performance/satisfaction?”. International Journal of Management, 19 (4):664-673.
  • Jain, H.C. (1973). “Supervisory communication and performance in urban hospitals”. Journal of Communication, (23):103-117.
  • Hackman, J. R. and Oldham, G. R. (1974). “The Job Diagnostic Survey: An Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Projects.” Technical Report No: 4. Department of Administrative Sciences, Yale University, New Haven CT.
  • Harris, T. E. (2002). Applied Organizational Communication: Principals and Pragmatics for Future Practice, 2nd edition, Lawrence Erlbaum, USA.
  • Hwang, M.I. and Lin, J.W. (1999), “Information dimension, information overload and decision quality”. Journal of Information Science, 25 (3):213-218.
  • Lawler, E.E. (1971). Pay and Organizational Effectiveness. New York: McGraw Hill.
  • Lawler, E.E. (1981). Pay and Organization Development. Reading, MA: Addison-Wesley.
  • Lawler, E.E. (1989). “With HR help, all managers can practice high- involvement management”. Personnel, April:26-31.
  • Katz, D. and Kahn, R. L. (1978). The social psychology of organizations (Rev. Ed.). New York: John Wiley & Sons.
  • King, W. Lahiff, J., and Hatfield, J. (1988). “A discrepancy theory of the relationship between communication and job satisfaction”. Communication Research Reports, (5):36-43.
  • Muchinsky, P.M. (1977). “Organizational Communication: Relationships to Organizational Climate and Job Satisfaction”. Academy of Management Journal, 20 (4):592-607.
  • Nunnally, J.C. (1978). Psychometric Theory. New York: McGraw-Hill.
  • Oldham, G. R., Hackman, J. R., and Pearce, J. L. (1976). “Conditions under which employees respond positively to enriched work”. Journal of Applied Psychology, (61):395-403.
  • O'Reilly, C, A. (1980). “Individuals and information overload in organizations: Is more necessarily better?” Academy of Management Journal, (23):684-696.
  • Pearce, G.C. and Segal, J.G. (1998). “Effects of organizational communication satisfaction on job performance and firm growth in small http://www.sbaer.uca.edu/Research/sbida/1998/pdf/27.pdf (Accessed in 30 June, 2008).
  • Pettit, J.D., Goris, J.R., and Vaught, B.C. (1997). “An examination of organizational communication as a moderator of the relationship between job performance and job satisfaction”. Journal of Business Communication, (34):81-98.
  • Pierce, J.L., Dunham, R.B., and Blackburn, R.S. (1979). “Social systems structure, job design and growth need strength: A test of a congruency model”. The Academy of Management Journal, 22 (2):223-240.
  • Pincus, J.D., Knipp, J.E., and Rayfield, R.E. (1990). “Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence of Commercial Bank Supervisors.” In J. Grunig & L. Grunig (Eds.), Public Relations Research Annual (pp. 173–191). Hillsdale, NJ: Lawrence Erlbaum Associates.
  • Pincus, D. (1986). “Communication satisfaction, job satisfaction, and job performance”. Human Communication Research, (12):395-419.
  • Podsakoff, P.M. and Williams, L.F. (1986). “The Relationship between Job Performance and Job Satisfaction”. In E. A. Locke (Ed.). Generalizing from Laboratory to Field Settings: Research Findings from Behaviour, and Human Resource Management (pp. 207-254). Lexington: Lexington Books, D.C. Health and Company.
  • Rodwell, J.J., Kienzle, R., and Shadur, M.A. (1998). “The relationships among work-related perceptions, employee attitudes, and employee performance: the integral role of communication”. Human Resource Management, 37 (3):277–293.
  • Rusbult, C. E., Farrell, D., Rogers, G. and Mainous, A. G. (1988). “Impact of exchange variables on exit, voice, loyalty and neglect: An integrative model of responses to decline job satisfaction”. Academy of Management Journal, 31(3):599-627.
  • Scott, W. G., and Mitchell, T. R. (1976). Organization theory: A structural and behavioral analysis (3rd Ed.). Homewood, IL: Richard D. Irwin, Inc.
  • Shalley, C., Gilson L., and Blum T. (2000). “Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave”. Academy of Management Journal, 43(2):215- 223.
  • Walther, J.B. (1988). “Communication satisfaction in the bank: An audit evaluation”. Journal of Business Communication, 25 (3):79-86.
  • Wheeless, V., Wheeless, L., and Howard, R. (1983). “An analysis of the contribution of participative decision making and communication with supervisor as predictors of job satisfaction”. Research in Higher Education, (18):145-160.
  • Weiss, D.J., Davis, R.V., England, G.W. and Lofquist, L.H. (1967). “Minnesota Studies in Vocational Rehabilitation”. Manual for the Minnesota Satisfaction Questionnaire, University of Minnesota Industrial Relations Center, Minneapolis, Vol. 22.
  • Witt A. (1989). “Sex differences among bank employees in the relationships of commitment with psychological climate and job satisfaction”. Journal of General Psychology, 116(4):419-426.
  • Zimmerman, S., Sypher, B.D., and Haas, J.W. (1996). “A communication metamyth in the workplace: The assumption that more is better”. Journal of Business Communication, (33):185-204.

THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS

Yıl 2008, Sayı: 22, - , 20.06.2015

Öz

İş tatminini ve iş tatmini boyutları ile ilgili oldukça fazla bilgiye sahip olunmasına rağmen, iş tatmini ile örgütsel iletişim arasındaki ilişki halen tam olarak bilinmemektedir. Bu araştırmanın amacı, iş tatmini ile örgütsel iletişim arasındaki ilişkiyi incelemektir. Bu amaca yönelik olarak 637 mavi yakalı çalışanı kapsayan bir anket uygulaması sonrasında elde edilen veriler öncelikle Varimax metodu izlenerek faktör analizine tabi tutulmuş, daha sonra ise iş tatminini boyutları ile örgütsel iletişim ilişkisini incelemek üzere regresyon analizi gerçekleştirilmiştir. Araştırma sonucunda iş tatmini ile örgütsel iletişim arasında belirgin bir ilişki olduğu ortaya çıkmıştır. Regresyon analizi sonuçları, örgütsel iletişim ile iş tatminine ait tüm boyutlar arasındaki ilişkiyi belirtirken, özellikle amirler ile ilişkiden doğan tatmin düzeyinin büyük oranda örgütsel iletişim ile açıklandığı görülmüştür. Bayan çalışanlar ile erkek çalışanlar arasında amirler ile olan ilişki, işin kendisi ve ödüller ile ödemeler boyutlarında anlamlı farklılıklar bulunduğu gözlenmiş, bayanlar bu boyutları erkeklere oranla daha olumlu algılarken, tecrübeye göre farlılık analizi sonuçları en az tecrübeye sahip olan çalışanların diğer tüm çalışanlara oranla işin kendisi haricindeki tüm boyutları daha olumlu algıladıkları sonucunu vermiştir. Ayrıca bayan çalışanların erkeklere oranla işyerindeki çalışma ortamını daha olumlu algıladıkları da gözlemlenmiştir

Kaynakça

  • Barney, J. B. (1986). “Organizational Culture: Can it be a source of sustained competitive advantage?”. Academy of Management Review, 11 (3): 656-665.
  • Bush, J.B. and Frohman, A.L. (1991). “Communication in a network organization”. Organizational Dynamics, (20):23-35.
  • Chewning, E and Harrell, A. (1990). “The effect of information overload on decision makers cues utilization levels and decision quality in financial distress decision task”. Accounting, Organizations and Society, 15 (6):527-542.
  • Clampitt, P.G. and Downs, C.W. (1993). “Employee perceptions of the relationship between communication and productivity: A field study”. The Journal of Business Communication, 30 (1):5-28.
  • Downs, C.W. and Hazen, M.D. (1977). “A factor analytic study of communication satisfaction”. Journal of Business Communication, 14 (3): 63-73.
  • Foehrenback, J. and Rosenberg, K. (1982). “How are we doing?” Journal of Organizational Communication, 12 (2):3-9.
  • Goldhaber, G.M., Porter, D.T., Yates, M.P., and Lesniak, R. (1978). “Organizational communication: 1978 (state of the art)”. Human Communication Research, (5):76-96.
  • Goris, J.R., Pettit, J.D., and Vaught, B.C. (2002). “Organizational Communication: Is it a moderator of the relationship between job congruence and job performance/satisfaction?”. International Journal of Management, 19 (4):664-673.
  • Jain, H.C. (1973). “Supervisory communication and performance in urban hospitals”. Journal of Communication, (23):103-117.
  • Hackman, J. R. and Oldham, G. R. (1974). “The Job Diagnostic Survey: An Instrument for the Diagnosis of Jobs and the Evaluation of Job Redesign Projects.” Technical Report No: 4. Department of Administrative Sciences, Yale University, New Haven CT.
  • Harris, T. E. (2002). Applied Organizational Communication: Principals and Pragmatics for Future Practice, 2nd edition, Lawrence Erlbaum, USA.
  • Hwang, M.I. and Lin, J.W. (1999), “Information dimension, information overload and decision quality”. Journal of Information Science, 25 (3):213-218.
  • Lawler, E.E. (1971). Pay and Organizational Effectiveness. New York: McGraw Hill.
  • Lawler, E.E. (1981). Pay and Organization Development. Reading, MA: Addison-Wesley.
  • Lawler, E.E. (1989). “With HR help, all managers can practice high- involvement management”. Personnel, April:26-31.
  • Katz, D. and Kahn, R. L. (1978). The social psychology of organizations (Rev. Ed.). New York: John Wiley & Sons.
  • King, W. Lahiff, J., and Hatfield, J. (1988). “A discrepancy theory of the relationship between communication and job satisfaction”. Communication Research Reports, (5):36-43.
  • Muchinsky, P.M. (1977). “Organizational Communication: Relationships to Organizational Climate and Job Satisfaction”. Academy of Management Journal, 20 (4):592-607.
  • Nunnally, J.C. (1978). Psychometric Theory. New York: McGraw-Hill.
  • Oldham, G. R., Hackman, J. R., and Pearce, J. L. (1976). “Conditions under which employees respond positively to enriched work”. Journal of Applied Psychology, (61):395-403.
  • O'Reilly, C, A. (1980). “Individuals and information overload in organizations: Is more necessarily better?” Academy of Management Journal, (23):684-696.
  • Pearce, G.C. and Segal, J.G. (1998). “Effects of organizational communication satisfaction on job performance and firm growth in small http://www.sbaer.uca.edu/Research/sbida/1998/pdf/27.pdf (Accessed in 30 June, 2008).
  • Pettit, J.D., Goris, J.R., and Vaught, B.C. (1997). “An examination of organizational communication as a moderator of the relationship between job performance and job satisfaction”. Journal of Business Communication, (34):81-98.
  • Pierce, J.L., Dunham, R.B., and Blackburn, R.S. (1979). “Social systems structure, job design and growth need strength: A test of a congruency model”. The Academy of Management Journal, 22 (2):223-240.
  • Pincus, J.D., Knipp, J.E., and Rayfield, R.E. (1990). “Internal Communication and Job Satisfaction Revisited: The Impact of Organizational Trust and Influence of Commercial Bank Supervisors.” In J. Grunig & L. Grunig (Eds.), Public Relations Research Annual (pp. 173–191). Hillsdale, NJ: Lawrence Erlbaum Associates.
  • Pincus, D. (1986). “Communication satisfaction, job satisfaction, and job performance”. Human Communication Research, (12):395-419.
  • Podsakoff, P.M. and Williams, L.F. (1986). “The Relationship between Job Performance and Job Satisfaction”. In E. A. Locke (Ed.). Generalizing from Laboratory to Field Settings: Research Findings from Behaviour, and Human Resource Management (pp. 207-254). Lexington: Lexington Books, D.C. Health and Company.
  • Rodwell, J.J., Kienzle, R., and Shadur, M.A. (1998). “The relationships among work-related perceptions, employee attitudes, and employee performance: the integral role of communication”. Human Resource Management, 37 (3):277–293.
  • Rusbult, C. E., Farrell, D., Rogers, G. and Mainous, A. G. (1988). “Impact of exchange variables on exit, voice, loyalty and neglect: An integrative model of responses to decline job satisfaction”. Academy of Management Journal, 31(3):599-627.
  • Scott, W. G., and Mitchell, T. R. (1976). Organization theory: A structural and behavioral analysis (3rd Ed.). Homewood, IL: Richard D. Irwin, Inc.
  • Shalley, C., Gilson L., and Blum T. (2000). “Matching creativity requirements and the work environment: Effects on satisfaction and intentions to leave”. Academy of Management Journal, 43(2):215- 223.
  • Walther, J.B. (1988). “Communication satisfaction in the bank: An audit evaluation”. Journal of Business Communication, 25 (3):79-86.
  • Wheeless, V., Wheeless, L., and Howard, R. (1983). “An analysis of the contribution of participative decision making and communication with supervisor as predictors of job satisfaction”. Research in Higher Education, (18):145-160.
  • Weiss, D.J., Davis, R.V., England, G.W. and Lofquist, L.H. (1967). “Minnesota Studies in Vocational Rehabilitation”. Manual for the Minnesota Satisfaction Questionnaire, University of Minnesota Industrial Relations Center, Minneapolis, Vol. 22.
  • Witt A. (1989). “Sex differences among bank employees in the relationships of commitment with psychological climate and job satisfaction”. Journal of General Psychology, 116(4):419-426.
  • Zimmerman, S., Sypher, B.D., and Haas, J.W. (1996). “A communication metamyth in the workplace: The assumption that more is better”. Journal of Business Communication, (33):185-204.
Toplam 36 adet kaynakça vardır.

Ayrıntılar

Birincil Dil Türkçe
Bölüm Makaleler
Yazarlar

Füsun Bulutlar Bu kişi benim

Rifat Kamaşak Bu kişi benim

Yayımlanma Tarihi 20 Haziran 2015
Yayımlandığı Sayı Yıl 2008 Sayı: 22

Kaynak Göster

APA Bulutlar, F., & Kamaşak, R. (2015). THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi(22).
AMA Bulutlar F, Kamaşak R. THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. Haziran 2015;(22).
Chicago Bulutlar, Füsun, ve Rifat Kamaşak. “THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 22 (Haziran 2015).
EndNote Bulutlar F, Kamaşak R (01 Haziran 2015) THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 22
IEEE F. Bulutlar ve R. Kamaşak, “THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS”, Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 22, Haziran 2015.
ISNAD Bulutlar, Füsun - Kamaşak, Rifat. “THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi 22 (Haziran 2015).
JAMA Bulutlar F, Kamaşak R. THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2015.
MLA Bulutlar, Füsun ve Rifat Kamaşak. “THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS”. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi, sy. 22, 2015.
Vancouver Bulutlar F, Kamaşak R. THE RELATİONSHİP BETWEEN ORGANİZATİONAL COMMUNİCATİON AND JOB SATİSFACTİON: AN EMPİRİCAL STUDY OF BLUE COLLAR WORKERS. Dumlupınar Üniversitesi Sosyal Bilimler Dergisi. 2015(22).

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