The study of organizational identification has grown over

The study of organizational
identification has grown over the last few decades (e.g., Kreiner &
Ashforth, 2004; Ashforth & Mael, 1989). The researcher have identified that
organizational identification has been proven to be related to several positive
organizational outcomes (Kreiner & Ashforth, 2004).
According to Ashforth & Mael (1989), employee who have established a
strong organizational identification will have a positive attitude towards the
organization they work with and will contribute to the organizational
citizenship behaviour (Feather & Rauter, 2004; Christ, Wagner, Stellmacher
& Van Dick, 2003) and the employee has a lower intention to leave the organization
(Van Dick, Christ, Stellmacher, Wagner, Ahlswede, Grubba, Hauptmeier, Höhfeld &
Moltzen, 2004).

 

In order to boost the effectiveness of
organizational activities, we need to understand the communication satisfaction
concept and important of organizational life. Communication
satisfaction will leads to many outcomes such as job satisfaction,
organizational commitment, job performance, and overall organizational
productivity (Clampitt and Downs, 1993). According
to Crino & White (1982), communication satisfaction depends on the level of
individual’s communication satisfaction that occurs in their organization.

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There has been a considerable amount of
research that explored organizational commitment and its relationship with
several organizational variables such as Communication Satisfaction,
Leader-member Exchange and Organizational Citizenship Behavior (Azhar Hj.
Ahmad, 2004; Azman Ismail, Hasan Al-Banna Mohamed, Ahmad Zaidi Sulaiman, Mohd
Hamran Mohamad & Munirah Hanim Yusuf, 2011; Kamarul Zaman Ahmad & Raida
Abu Bakar, 2003). Additionally, there are also numerous studies on the relationship
between Communication Satisfaction and Organizational Commitment (Varona, 1996;
Azhar Hj. Ahmad, 2004; Alanezi, 2011; Seven, 2012). However, little is known on
the relationship between organizational identification and communication
satisfaction. Therefore, the main aim of this study is to address this gap in
research.

 

Findings from this study would be highly
beneficial to the management of organizations and would enable effective and
reliable measurement of communication practices within them. It could also aid
in the assessing as well as planning of organizations’ administrative
strategies and programs towards increasing overall productivity.

 

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