در این مطالعه، کاربرد مفاهیم عدالت و رفتار شهروندی سازمانی فراتر از حقوق و رضایت شغلی به منظور ترسیم اثرات پیشین ناشناخته با بررسی ارتباط بین رضایت ارتباطی (CS)، عدالت ادراک شده و رفتار شهروندی سازمانی (OCB) در میان کارمندان چینی، گسترش می یابد. ما پیش بینی می کنیم عدالت درک شده رابطه بین CS و OCB را تعدیل می کند. ما همچنین پیش بینی می کنیم که CS ارتباط میان عدالت ادراک شده و OCB را تعدیل می کند. تجزیه و تحلیل کمی برای تحلیل روابط استفاده شد. FsQCA به عنوان یک تکنیک اضافی برای آزمایش اثر میانجی استفاده شد. نتایج نشان می دهد که OCB تحت تأثیر CS و عدالت ادراک شده است. CS یک میانجی بین عدالت ادراک شده و OCB است.عدالت درک شده یک میانجی بین CS و OCB نیست. یافته ها نشان می دهد نیاز به افزایش شیوه های ارتباطی و ایجاد یک محیط کار منصفانه برای تشویق رفتارهای اختیاری است. مفاهیم نظری و عملی همراه با محدودیت ها نیز مورد بحث قرار می گیرد.

Abstract

This study broadens the application of the justice and OCB concepts beyond pay and job satisfaction to capture previously uninvestigated effects by examining the link between communication satisfaction (CS), perceived justice, and organizational citizenship behaviors (OCB) among Chinese employees. We predict perceived justice will mediate the relationship between CS and OCB. We also predict CS will mediate the relationship between perceived justice and OCB. Quantitative analyses were used to analyze the relationships. FsQCA was used as an additional technique to test the mediating effect. Results show that OCB were influenced by CS and perceived justice. CS is a mediator between perceived justice and OCB. Perceived justice is not a mediator between CS and OCB. The finding points to the need for enhancing communication practices and creating a fair working environment in order to encourage discretionary behaviors. Theoretical and practical implications are discussed along with the limitations.

۱. Introduction

Although communication satisfaction (CS) and organizational citizenship behaviors (OCB) are essential foci tomanagement and communication scholars and practitioners (e.g., Organ, Podsakoff, &Mackenzie, 2006; Podsakoff, MacKenzie, Paine, & Bachrach, 2000), the relationship between these two multidimensional constructs remains unclear. Unlike leader–member exchange which focuses on the exchange between employees and their supervisor (Yukl, 2006), CS refers to the degree to which employees perceive satisfaction in information and work relationships amid the total communication environment (Modaff et al., 2008; Redding, 1978). Satisfaction with organizational communication enables organizational effectiveness (Pincus, 1986), and it is a significant predictor of outcomes, including job performance (Goris, 2007) and OCB (Kandlousi, Ali, & Abdollahi, 2010). OCB, a behavior that goes beyond prescribed job duties (e.g., Organ et al., 2006; Wong et al., 2006), is also essential for organizations to be effective and accomplish its goals (Bolino & Turnley, 2003).

Despite the diverse studies associated with OCB (e.g., Cohen-Charash & Spector, 2001; Fassina, Jones, & Uggerslev, 2008; Zhang & Agarwal, 2009), a review of the literature suggests that researchers investigating the organizational processes leading to OCB may have ignored a crucial antecedent, namely the satisfaction of employeeswith their organizational communication practices. To date, few scholars have examined the linkage between CS andOCB (Kandlousi et al., 2010). Thus, the association between the two constructs remains an unexplored area in the organizational behavior literature, and the relationship between the constructs remains unclear.

It is also unquestionable that communication and fair treatment accounts significantly in predicting employees’ behavior and performance (e.g., Berger, Roloff & Roskos-Ewoldsen, 2009). However, there is no empirical evidence confirming a positive relationship between CS and perceptions of justice. Is satisfaction with organizational communication positively linked to the various dimensions of justice perceptions?