Please use this identifier to cite or link to this item: http://dspace.cas.upm.edu.ph:8080/xmlui/handle/123456789/279
Title: Correlation between communication satisfaction and organizational commitment among the theater crew of the Cultural Center of the Philippines.
Authors: Nuque, Maria Victoria R.
Keywords: Communication satisfaction
Organizational commitment
CCP theater crew
Issue Date: Mar-2012
Abstract: Communication in organizations became one of the most interesting organizational phenomena because of its multi-dimensional nature. It is comprised of the following dimensions: communication climate, organizational integration, organizational perspective, media quality, supervisory communication, subordinate communication, horizontal communication, and personal feedback. These dimensions have been related to pro-organizational outcomes, and thus, play a vital role in determining organizational effectiveness. Commitment is another variable essential in any organization. It creates positive employee behavior, contributes to high performance at work, and enables employees to exert beyond what is expected of them. Allen and Meyer (1997) identified the three components of commitment as: affective commitment, continuance commitment and normative commitment. The significant contributions of both communication satisfaction and organizational commitment became the foundation of this study; which aimed to determine how the dimensions of communication satisfaction correlate with the components of organizational commitment among the theater crew of the Cultural Center of the Philippines (CCP). This descriptive research used quantitative methods in analyzing data. A twopart survey questionnaire was administered among the 34 theater crew of CCP. The items in the first part of the survey questionnaire focused on communication satisfaction dimensions, using Downs and Hazen’s (1977) Communication Satisfaction Questionnaire (CSQ). The second part, on the other hand, concentrated on organizational commitment components using the Organizational Commitment Scale revised by Meyer et al. (1993). Due to the theater crew’s small population, nonparametric statistics was utilized: median scoring was applied to get a more robust result and the Spearman’s Rho correlation coefficient was used to determine the association between variables. All the statistical tests administered are with the help of a statistician. Results showed that the theater crew members were satisfied with Communication Climate, Organizational Perspective, Media Quality, and Supervisory Communication. They were, however, neither satisfied nor dissatisfied with Organizational Integration, Horizontal Communication, and Personal Feedback. The Affective Commitment of the theater crew, on the other hand, was found to be at an average level and was the lowest among the three components; while Continuance Commitment and Normative Commitment were both measured at a high level. Generally, the Organizational Commitment, based on the overall median score, was “4”, which reflected a high level of organizational commitment among the theater crew. Moreover, the six dimensions of communication satisfaction, excluding Personal Feedback, had a moderate degree of correlation with Affective Commitment. Communication Climate and Horizontal Communication, on the other hand, were the only dimensions which had a moderate degree of correlation with Continuance Commitment. While, Communication Climate, Organizational Integration, Supervisory Communication and Horizontal Communication had a moderate degree of correlation with Normative Commitment.
URI: http://cas.upm.edu.ph:8080/xmlui/handle/123456789/279
Appears in Collections:BA Organizational Communication Theses

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