Effects of satisfaction with communication on the relationship between individual‐job congruence and job performance/satisfaction

Abstract

Purpose

The purpose of this paper is to examine the moderating influence of communication satisfaction on the association between individual‐job congruence and both job performance and job satisfaction.

Design/methodology/approach

Moderated regression analysis was used to assess data collected from 302 employees addressing the research variables of job scope, growth need strength, satisfaction with communication, job performance, and job satisfaction.

Findings

Satisfaction with communication received weak support as a moderator of the individual‐job congruence model; nevertheless, it received strong support as a main predictor of both performance and satisfaction.

Research limitations/implications

Low statistical power frequently reflected by moderated regression analysis may explain the weak support communication satisfaction received as a moderator. Different approaches for solving the presence of low power are discussed. On the other hand, the elusive venture of promoting and experiencing satisfaction with communication has been detected and the need for exploring the possible curvilinear effects of specific communication dimensions and organizational constructs on communication satisfaction is introduced.

Practical implications

Variables associated with human interaction may be dysfunctional at both extremes. For example, upward communication might have favorable and unfavorable consequences on satisfaction with communication. Thus, dealing with communication satisfaction may necessitate the adoption of a contingency approach.

Originality/value

The uniqueness of this research lies in its effort of exploring the moderating impact of communication satisfaction on the job characteristics model. The results encourage future research endeavors and particular management practices.

Citation

Goris, J.R. (2007), "Effects of satisfaction with communication on the relationship between individual‐job congruence and job performance/satisfaction", Journal of Management Development, Vol. 26 No. 8, pp. 737-752. https://doi.org/10.1108/02621710710777255