The Impact of Communication Satisfaction in the Organizational Commitment of the Employees in the Department of Public Works and Highways Region X

The nature of different communicational channels and methods by which the top management can reach its employees within the organization is one of the most essential aspects of managing the organizing and delivery of high-quality products and services. The victory of communication satisfaction is basically decided through the communicational strategies, forms, and procedures, making them crucial for organizational commitment among employees [1]. Vital elements of internal communication, as well as, employee and communication satisfaction have to be exercised, in order for an organization to operate at its optimum level [2]. The combinations between all these activities make sure that employers and employees understand the true reign and vision of where the organization is heading [3]. This paper attempts to explore the Impact of Communication Satisfaction in the Organizational Commitment of the Employees of the twelve (12) District Engineering Offices (DEOs) in the Department of Public Works and Highways (DPWH) Region X. A total of 325 employees of DPWH Region X answered the questionnaires through SurveyMonkey.com. This study was conducted at DPWH Region X with its 12 District Engineering Offices (DEOs). The researcher adapted the Communication Satisfaction Questionnaire (CSQ) which was developed by Downs and Hazen (1977) and the Organizational Commitment Questionnaire (OCQ) by Meyer and Allen (1991, 1997). In total, the researcher made use of two separate questionnaires in this particular study. Based on the result, there is statistically significant relationship between communication satisfaction and organizational commitment. This implies that communication satisfaction of employees affects to their commitment to the organization. According to the analysis drawn, overall communication satisfaction and nearly all of the communication satisfaction dimensions significantly correlated to each other. Organizational commitment, on the other hand, is very important to researchers and organizations because of the desire of the organization to retain strong workforce [4]. It is important to mention that managers and leaders will not be able to encourage effective organizational commitment through communication practices unless they recognize and understand what information is valued by subordinates [1]. As Bhat, stated that satisfied and engaged employees are an asset to any organization. It is important to value people who show dedication and commitment towards the organization [5]. This study will provide an insight to the Human Resource Manager of DPWH and some other government offices and various industries on how communication satisfaction will impact organizational commitment. Recommendations were suggested to improve more the communication satisfaction level of employees and include the job order employees in the annual Satisfaction Survey of the Department because they, too, are an asset in the organization which in turn will improve their commitment to the organization. Thus, the management of DPWH must also find a way to increase Affective Commitment of their employees because it is considered more effective measure of organizational commitment since it indirectly influences the other two dimensions. Nevertheless, the level of continuance and normative commitment must also be monitored and measured as well, since this can provide information about other reasons for employees to remain or leave an organization.