Organizational Communication: Is It a Moderator of the Relationship between Job Congruence and Job performance/Satisfaction?
Organizational Communication: Is It a Moderator of the Relationship between Job Congruence and Job performance/Satisfaction?
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组织沟通：它是工作一致性和工作绩效/满意度之间关系的调节因素吗？
DOI：
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发表时间：
2002
期刊：
影响因子：
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通讯作者：
BobC Vaught
中科院分区：
文献类型：
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作者：
J. Goris;John D. Pettit;BobC Vaught
来自 302 名员工的数据被用来评估信息准确性、沟通不足和沟通过载对个人工作一致性和工作绩效/满意度之间关系的调节影响。调节回归分析不支持预期的调节效应。然而，结果确实为信息的准确性作为绩效质量和工作满意度的预测因素提供了一些理由。数据模式表明其他因素可能会导致研究变量的变化。简介 沟通对于组织的所有职能都至关重要。然而，为了具有操作意义，需要从组织角度具体地看待沟通的重要性。 Roberts 和 O'Reilly (1979) 指出，在研究组织中的沟通时需要特殊性，他们指出“只有在组织沟通的各个方面得到明确并确定其一些相关因素之前，才能发展与组织中的沟通相关的理论”（第 42 页）。因此，本研究有一个基本主旨：调查组织沟通的三个具体方面——信息的准确性、沟通过载和沟通过载——以及它们对个人-工作一致性与工作绩效和工作满意度的调节作用，通常称为工作特征模型（JCM）。工作特征模型（Hackman和Oldham，1976，1980）表明，高水平的绩效和满意度应该来自于个人成长需求之间的匹配。因此，高增长需求强度的个人在高范围工作中的表现和满意度预计较高，JCM 得到了一些研究支持（Graen、Scandura 和 Graen，1986 年；Fried 和 Ferris，1987 年）。 Pearce (1976) 发现，薪酬、安全感、人际关系和监督影响个人工作一致性与工作绩效的关联，Pierce、Dunham 和 Blackburn (1979) 发现，在复杂工作和有机组织单位中，具有强烈成长需求的员工会获得更高水平的绩效和满意度，而 Clayton (1981) 则确定，下属对独立性、内在满足性任务以及有凝聚力、相互依赖的工作团队的需求会调节个人工作一致性和工作。本研究认为，组织沟通的某些方面也可能调节个人与工作的一致性模型，现有的研究充其量只是理论模型，很少有实证工作，因为组织沟通的维度与工作绩效和工作满意度有关（Muchinsky，1977； O'Reilly，1980；Sharbrough，1983）Pettit、Goris 和 Vaught（1997）发现，信息的准确性和沟通负荷是工作满意度的预测因素，但只有准确性才是绩效/满意度关系的调节因素（Chewning 和 Harrell，1990；Hwang 和 Lin，1999）。因此，在这项研究中，当预测变量与调节变量的相互作用比预测变量和调节变量单独解释更多的变化时，就存在调节效应。
Data from 302 employees were used to assess the moderating influences of accuracy of information, communication underload, and communication overload on the association between individual-job congruence and job performance/satisfaction. Moderated regression analysis did not support the expected moderating effects. However, results did provide some justification for accuracy of information as a predictor of both performance quality and job satisfaction. Data patterns reveal that other factors may account.for changes in the research variables. Introduction Communication is vital to all functions of organizations. To be operationally meaningful, however, a specific perspective of the organizational importance of communication is needed. Roberts and O'Reilly (1979) have indicated the need for specificity in investigating communication in organizations by stating that "theories relevant to communication in organizations cannot be developed until facets of organizational communication are specified and some of their correlates identified" (p. 42). Accordingly, this study has one basic thrust: To investigate three specific aspects of organizational communication-accuracy of information, communication under(oad and communication overload-and their moderating effects on the individual-job congruence association with job performance and job satisfaction, popularly known as the Job Characteristics Model (JCM). The Job Characteristics Model (Hackman and Oldham, 1976, 1980), suggests that high levels of performance and satisfaction should result from a match between the growth needs of an individual and the motivating characteristics of the job being performed. Thus, high levels of performance and satisfaction are predicted for high growth need strength individuals in high scope jobs and low growth need individuals in low scope jobs. The JCM has received some research support (Graen, Scandura, and Graen, 1986; Fried and Ferris, 1987). Several studies exist that indicate that certain variables moderate the relationship between the individual-job congruence and either job performance or job satisfaction. Oldham, Hackman, and Pearce (1976) found that pay, security, interpersonal relations, and supervision influenced individual-job congruence association with job performance. Pierce, Dunham, and Blackburn (1979) discovered that higher levels of performance and satisfaction occur among workers with strong growth needs in complex jobs and in organic organization units. And Clayton (1981) determined that subordinate needs for independence, intrinsically satisfying tasks, and cohesive, interdependent work groups moderated individual-job congruence and job satisfaction. This study contends that certain aspects of organization communication may moderate the individual-job congruence model as well. Previous studies concerning the impact of organizational communication on job performance and satisfaction are few, at best. Those that do exist are mostly theoretical models with little empirical work. Accuracy of information, communication underload (preference for more information), and communication overload (possession of too much information) as dimensions of organizational communication have been found to relate to job performance and job satisfaction (Muchinsky, 1977; O'Reilly, 1980; Sharbrough, 1983). Pettit, Goris and Vaught (1997) found that accuracy of information and communication load were predictors of job satisfaction, but only accuracy was a moderator of the performance/satisfaction relationship. Other studies involving accuracy of communication, information underload, and information overload (Chewning and Harrell, 1990; Hwang and Lin, 1999) do not address the possible moderating effects of these communication dimensions. Thus, their moderating effects in the contingency model of individual-job congruence have not been tested. In this research, a moderator effect exists when predictor-moderator interaction explains more variation of the dependent variables than the predictors and moderators do separately. …