Relationship between Organizational Communication Climate and Employee Performance, the Role of Employee Work Satisfaction as a Mediator

Main Article Content

Supreya Pitisiri
Jutamard Thaweepaiboonwong

Abstract

This study was quantitative research that aimed to analyse the relationship between organizational communication climate and the performance of employees in a consumer and chemical manufacturer in Amata City industrial estate, Chon Buri, using job satisfaction as a mediator. The questionnaire was used to collect the data from 200 employees who work in an operating position selected by using a proportionate stratified random sampling technique. Statistics of frequency, percentage, mean, standard deviation, skewness, kurtosis, and structural equation modeling (SEM) were all used in this study. The result found the communication climate had a significant direct and indirect effect on performance, with work satisfaction as a mediating variable (direct effect = 0.72 and direct effect = 0.09). Moreover, work satisfaction also had a direct effect on performance (DE = 0.19) at a statistical significance level of 0.01. The communication climate and work accounted for 67.90 percent of the variance in employee performance. The research provides recommendations to supervisors for creating a positive communication climate in the organization for increasing employee performance, including encouraging bottom-up communication, promoting a cooperative attitude, using openness in top-down communication, and communicating with honesty.

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How to Cite
Pitisiri ส., & Thaweepaiboonwong จ. (2022). Relationship between Organizational Communication Climate and Employee Performance, the Role of Employee Work Satisfaction as a Mediator . Executive Journal, 42(1), 17–30. Retrieved from https://so01.tci-thaijo.org/index.php/executivejournal/article/view/255380
Section
Research Articles

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