A Study on Communication Satisfaction, Job Performance, and Turnover Intention among Employees at Yieh-Loong Steel Corporation in Taiwan

員工溝通滿足、工作績效與離職傾向關係之研究—以台灣燁隆鋼鐵公司為例

李元墩(Yuan-Duen Lee) ； 莊立民(Li-Min Chuang)

《Asia Pacific Management Review》 3卷2期 (1998/12) Pp. 103-128

https://doi.org/10.6126/APMR.1998.3.2.02

摘要

Some of the studies have been conducted on the theory and practice of organizational communication in Taiwan, the Republic of China. Most communication satisfaction research has been conducted in relationship to job satisfaction. However, there is a growing interest in the relationships between communication satisfaction, job performance, and turnover intention recently. The study explored these outcomes in relationship to each other and to the selected demographic variables at the Y. L. Enterprise Group, one of the largest private steel corporations in Taiwan. The researchers used Communication Satisfaction Questionnaire (CSQ), Job Performance Questionnaire (JPQ), and Turnover Intention Questionnaire (TIQ). For using in this and future studies, they developed the ”Communication Satisfaction-Organizational Outcome” research model. The results of this study showed that employees had a slight satisfaction with communication in their organization, a higher job performance level than average, and an almost neutral position toward turnover intention. There was a positive and significant relationship between communication satisfaction and job performance (r=0.2691, p＜0.01); a negative and significant relationship between communication satisfaction and turnover intention (r=-0.3439, p＜0.01). Results also revealed that the higher the level of communication satisfaction, the higher the level of job performance, and the lower the level of turnover intention.

關鍵字

溝通滿足 ； 工作績效 ； 離職傾向 ； 鋼鐵產業

並列摘要

Some of the studies have been conducted on the theory and practice of organizational communication in Taiwan, the Republic of China. Most communication satisfaction research has been conducted in relationship to job satisfaction. However, there is a growing interest in the relationships between communication satisfaction, job performance, and turnover intention recently. The study explored these outcomes in relationship to each other and to the selected demographic variables at the Y. L. Enterprise Group, one of the largest private steel corporations in Taiwan. The researchers used Communication Satisfaction Questionnaire (CSQ), Job Performance Questionnaire (JPQ), and Turnover Intention Questionnaire (TIQ). For using in this and future studies, they developed the ”Communication Satisfaction-Organizational Outcome” research model. The results of this study showed that employees had a slight satisfaction with communication in their organization, a higher job performance level than average, and an almost neutral position toward turnover intention. There was a positive and significant relationship between communication satisfaction and job performance (r=0.2691, p＜0.01); a negative and significant relationship between communication satisfaction and turnover intention (r=-0.3439, p＜0.01). Results also revealed that the higher the level of communication satisfaction, the higher the level of job performance, and the lower the level of turnover intention.

並列關鍵字

Communication Satisfaction ； Job Performance ； Turnover Intention ； Steel Industry

參考文獻

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Bluedorn, A. C.(1982).A unified model of turnover from organizations.Human Relations.35(2)

Chen, C. C.(1997).A Study of the Relationship among the Perceived Leadership Style, Communication Satisfaction and Organizational Commitment for the Employees of the Petrochemical Industry in Taiwan.R. O. C.:Graduate School of Business Administration, National Chang Kung University.

Clampitt, P. G., Downs, C. W.(1993).Employee perceptions of the Relationship between Communication and Productivity: A Field Study.The Journal of Business Communication.30(1)

Crino, M. D., White, M. G.(1981).Satisfaction in Communication: An Examination of the Downs-Hazen Measure.Psychological Reports.49