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dc.contributor.authorHopper, Melissa Loraineen_NZ
dc.date.accessioned2009-05-28T14:36:01Z
dc.date.available2009-07-30T09:43:30Z
dc.date.issued2009en_NZ
dc.identifier.citationHopper, M. L. (2009). Communication satisfaction, job satisfaction, organisational commitment and intention to leave (Thesis, Master of Social Sciences (MSocSc)). The University of Waikato, Hamilton, New Zealand. Retrieved from https://hdl.handle.net/10289/2801en
dc.identifier.urihttps://hdl.handle.net/10289/2801
dc.description.abstractThe retention of highly motivated, skilled and committed employees is a major concern by organisations to achieve a competitive advantage. The turnover intentions of human capital are of interest to managers, employees, and organisations today. This study explores a theoretical model of turnover intentions that included three proximal variables, job satisfaction, affective and continuance commitment, the distal variables of subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication, with turnover intentions. A questionnaire was completed by 101 participants of a rental firm in New Zealand. Job satisfaction, affective commitment, continuance commitment, subordinate communication, horizontal communication, personal feedback, media quality, communication climate, supervisor communication, job-related communication, and management communication correlated with turnover intentions. The results of the mediated regression analysis indicated that job satisfaction, affective commitment, and continuance commitment are significant mediators between the eight distal (organisational communication) variables, with turnover intentions. This study highlights the necessity for managers to develop good quality relationships with their employees to improve the quality of their communication, to foster job satisfaction, affective commitment, and continuance commitment to reduce turnover intentions. The conclusion of this study discusses the practical implications for managers, and organisations and the direction for future research.en_NZ
dc.format.mimetypeapplication/pdf
dc.language.isoen
dc.publisherThe University of Waikatoen_NZ
dc.rightsAll items in Research Commons are provided for private study and research purposes and are protected by copyright with all rights reserved unless otherwise indicated.
dc.subjectorganisational communicationen_NZ
dc.subjectorganizational communicationen_NZ
dc.subjectjob satisfactionen_NZ
dc.subjectaffective commitmenten_NZ
dc.subjectcontinuance commitmenten_NZ
dc.subjectintention to leave employmenten_NZ
dc.titleCommunication satisfaction, job satisfaction, organisational commitment and intention to leaveen_NZ
dc.typeThesisen_NZ
thesis.degree.disciplinePsychologyen_NZ
thesis.degree.grantorUniversity of Waikatoen_NZ
thesis.degree.levelMasters
thesis.degree.nameMaster of Social Sciences (MSocSc)en_NZ
uow.date.accession2009-05-28T14:36:01Zen_NZ
uow.date.available2009-07-30T09:43:30Zen_NZ
uow.identifier.adthttp://adt.waikato.ac.nz/public/adt-uow20090528.143601en_NZ
pubs.place-of-publicationHamilton, New Zealanden_NZ


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