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4204-Article Text-9015-2-10-20191001
4204-Article Text-9015-2-10-20191001
4204-Article Text-9015-2-10-20191001
Abstract
1,*
Pongpipat Pongton is a Ph.D. candidate at the International College of National Institute of
Development Administration, Thailand. He obtains his master’s degree in management (Merit) from
University of Surrey, U.K. Currently, he is working as a Lecturer in Department of Public Relations
at Assumption University of Thailand. Email:pongpipat_tu@hotmail.com
2
Dr. Sid Suntrayuth is an Assistant Professor of Management and Vice Dean for Academic
Affairs at the International College of National Institute of Development Administration, Thailand.
and Bourque (2009) showed that internal state related to job experiences (Locke,
communication or organizational 1976). It is the enjoyable attitude of
communication is significantly positively employees towards their jobs. It is the
correlated with job satisfaction and that level of contentment a person feels
communication satisfaction mediates the regarding his or her work. Job
relationship between perception of satisfaction can be influenced by an
employee communication systems and employee’s ability to complete required
the level of job satisfaction. tasks, the level of communication in a
Communication satisfaction has company, and the way management
been proved to influence employee treats subordinates. Employee
engagement and job satisfaction. Iyer satisfaction is the satisfaction of
and Israel (2012) found that employees with their jobs and leaders. It
organizational communication is the degree to which both parties are
satisfaction has a positive impact on satisfied with each other. When workers
employee engagement. Various studies are satisfied, they commit to a long-term
established a positive relationship relationship with a company. Employee
between communication satisfaction, job satisfaction through communication
employee engagement, and job with supervisors is a key element of
satisfaction. Companies which communication competence. The
communicate effectively are likely to previous research found a positive
have higher levels of employee relationship between a supervisor’s
engagement than companies which communication competency and an
communicate less effectively. Therefore, employee’s satisfaction with their
this research aims to establish the impact supervisor. Suker et al. (2016) mentioned
of communication satisfaction on that employee satisfaction affects
employee engagement. Additionally, employee commitment towards the
Wagenheim and Rood (2010), agreed company and influences employee
that there is a positive relationship performance and business success; it is
between communication satisfaction and also highly correlated to the success of
job satisfaction. Satisfaction and the organization. Additionally,
happiness are positively related to better communication satisfaction affected job
performance and communication performance, and employee
satisfaction affected job performance. communication and job satisfaction both
affect performance (Pincus, 1986).
Job Satisfaction However, it is also influenced by other
factors such as leadership style,
Job satisfaction is how employees communication quality with leaders, and
feel toward their work (Scheff, 1967). an employee’s personal circumstances.
Steele and Plenty (2015) define Suher et al. (2016) claimed that
employee satisfaction as the affective increasing the effectiveness of supervisor
attitudes of individuals towards work. It and subordinate communication can
is a pleasurable or positive emotional strengthen employee satisfaction.
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Communication Satisfaction, Employee Engagement, Job Satisfaction,
and Job Performance in Higher Education Institutions
97
Pongpipat Pongton & Sid Suntrayuth
the researcher to identify the independent between 30 and 40 years old (n=169,
variables simultaneously associated with 42.3%) followed by respondents below
the dependent variable, and to estimate 30 years old (n=117, 29.3%), and
the separate and distinct influence of between 41 and 50 years old (n=93,
each variable on the dependent variable 23.3%) respectively, with only 5.3%
(Nash and Carver, 2005). Therefore, in (n=21) above the age of 50. Most of the
addition to the previous statistical respondents were full-time lecturers
techniques described, Simple and (n=266, 66.5%) or supporting staff
Multiple Regression Analysis was also (n=62, 15.5%). For level of education,
used to analyse the degree of the the majority held Master’s Degrees
relationship between the independent and (n=261, 65.3%), followed by Doctoral
dependent variables. Degrees (n=72, 18%), and Bachelor’s
Degree (n=67, 16.8%), respectively.
RESULTS Reliability and validity tests for all
multi-item scales were conducted before
The questionnaires were sent to a performing the regression analysis.
random sample in higher education Firstly, convergent validity was
institutions. At the end of the data determined using factor loading and
collection period, a total of 400 fully factor analysis. Every construct applied
completed surveys were analysed. The gave values above 0.5. The lower items
summarized personal data from the were removed from analysis (Vogt,
sample is reported in Table 1. 2007). The study applied the principle
The sample for analysis was 100% component extraction and Varimax
(n=400). As shown in Table 1, the rotation techniques. Secondly, to ensure
majority of the respondents were female the correlation matrix did not possess the
(64.3%, n=257), while 35.8% (n=143) highly undesirable properties of
were male. Most of the sample was aged multicollinerearity or singularity,
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Pongpipat Pongton & Sid Suntrayuth
100
Communication Satisfaction, Employee Engagement, Job Satisfaction,
and Job Performance in Higher Education Institutions
101
Pongpipat Pongton & Sid Suntrayuth
104
Communication Satisfaction, Employee Engagement, Job Satisfaction,
and Job Performance in Higher Education Institutions
105
Pongpipat Pongton & Sid Suntrayuth