FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W226133054> ?p ?o ?g. }

• W226133054 startingPage "664" @default.
• W226133054 abstract "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. …" @default.
• W226133054 created "2016-06-24" @default.
• W226133054 creator A5029491608 @default.
• W226133054 creator A5053419235 @default.
• W226133054 creator A5074747747 @default.
• W226133054 date "2002-12-01" @default.
• W226133054 modified "2023-09-28" @default.
• W226133054 title "Organizational Communication: Is It a Moderator of the Relationship between Job Congruence and Job performance/Satisfaction?" @default.
• W226133054 hasPublicationYear "2002" @default.
• W226133054 type Work @default.
• W226133054 sameAs 226133054 @default.
• W226133054 citedByCount "18" @default.
• W226133054 countsByYear W2261330542015 @default.
• W226133054 countsByYear W2261330542017 @default.
• W226133054 crossrefType "journal-article" @default.
• W226133054 hasAuthorship W226133054A5029491608 @default.
• W226133054 hasAuthorship W226133054A5053419235 @default.
• W226133054 hasAuthorship W226133054A5074747747 @default.
• W226133054 hasConcept C116314809 @default.
• W226133054 hasConcept C132074034 @default.
• W226133054 hasConcept C139140526 @default.
• W226133054 hasConcept C149055747 @default.
• W226133054 hasConcept C150706916 @default.
• W226133054 hasConcept C15744967 @default.
• W226133054 hasConcept C174954385 @default.
• W226133054 hasConcept C186443701 @default.
• W226133054 hasConcept C2718322 @default.
• W226133054 hasConcept C41008148 @default.
• W226133054 hasConcept C56739046 @default.
• W226133054 hasConcept C58346731 @default.
• W226133054 hasConcept C7295685 @default.
• W226133054 hasConcept C75630572 @default.
• W226133054 hasConcept C77805123 @default.
• W226133054 hasConcept C93225998 @default.
• W226133054 hasConceptScore W226133054C116314809 @default.
• W226133054 hasConceptScore W226133054C132074034 @default.
• W226133054 hasConceptScore W226133054C139140526 @default.
• W226133054 hasConceptScore W226133054C149055747 @default.
• W226133054 hasConceptScore W226133054C150706916 @default.
• W226133054 hasConceptScore W226133054C15744967 @default.
• W226133054 hasConceptScore W226133054C174954385 @default.
• W226133054 hasConceptScore W226133054C186443701 @default.
• W226133054 hasConceptScore W226133054C2718322 @default.
• W226133054 hasConceptScore W226133054C41008148 @default.
• W226133054 hasConceptScore W226133054C56739046 @default.
• W226133054 hasConceptScore W226133054C58346731 @default.
• W226133054 hasConceptScore W226133054C7295685 @default.
• W226133054 hasConceptScore W226133054C75630572 @default.
• W226133054 hasConceptScore W226133054C77805123 @default.
• W226133054 hasConceptScore W226133054C93225998 @default.
• W226133054 hasIssue "4" @default.
• W226133054 hasLocation W2261330541 @default.
• W226133054 hasOpenAccess W226133054 @default.
• W226133054 hasPrimaryLocation W2261330541 @default.
• W226133054 hasRelatedWork W1487787526 @default.
• W226133054 hasRelatedWork W1548011013 @default.
• W226133054 hasRelatedWork W179706000 @default.
• W226133054 hasRelatedWork W1973851242 @default.
• W226133054 hasRelatedWork W1976372378 @default.
• W226133054 hasRelatedWork W1987641095 @default.
• W226133054 hasRelatedWork W2012445401 @default.
• W226133054 hasRelatedWork W2065078083 @default.
• W226133054 hasRelatedWork W2074900472 @default.
• W226133054 hasRelatedWork W2080356394 @default.
• W226133054 hasRelatedWork W2107945089 @default.
• W226133054 hasRelatedWork W2145232781 @default.
• W226133054 hasRelatedWork W2158245035 @default.
• W226133054 hasRelatedWork W2162421518 @default.
• W226133054 hasRelatedWork W2319657892 @default.
• W226133054 hasRelatedWork W2590410642 @default.
• W226133054 hasRelatedWork W3011011049 @default.
• W226133054 hasRelatedWork W3124068507 @default.
• W226133054 hasRelatedWork W3129511833 @default.
• W226133054 hasRelatedWork W75408929 @default.
• W226133054 hasVolume "19" @default.
• W226133054 isParatext "false" @default.
• W226133054 isRetracted "false" @default.
• W226133054 magId "226133054" @default.
• W226133054 workType "article" @default.