Impact of Organizational Communication on Organizational Citizenship Behavior and Job Satisfaction: Research Findings

Communication play a vital role at all levels of organization. It affects employee commitment level, Citizenship behavior and job satisfaction levels of employees. The purpose of this study is to understand and assess how organizational communication effects organizational citizenship behavior and Job satisfaction levels. Data was collected from 85 software employees working at different levels by using close ended questionnaire. It was concluded that organizational communication has direct and positive relationship with employee Job satisfaction among software employees. The analysis further proven that organizational citizenship behavior as a mediator further weakens the relationship between organizational communication and job satisfaction. Although much previous research is existed in association of organizational communication, Organizational citizenship behavior and job satisfaction, but this is of first known attempt to assess mediating effect of OCB in relation with other variables.

Employees of Software Companies confront many challenges while communicating at workplace with peers, team leaders, project managers etc. In software companies, employees deal with companies in multi nations which demand them to work out of standard hours. This is not an exception to middle and top managers. These dichotomous schedules arise stress, confusion and also communication gaps between people operating. Secondly, software companies are equipped with multi lingual people who belong to different locations geographically, which leads to many communication issues among employees that effects their job satisfaction and behavior. Thirdly, software companies operate usually in matrix organizational structures, where they are accountable for more than one superior, which makes it a complex task to communicate. All these factors, synergistically, affect the extent to which software employees actively engage in meaningful internal organizational communication. According to (Casico,2000) this can also lead to a sense of isolation among these employees from others in organization leads to poor organizational citizenship behavior and job satisfaction.

Literature Review
From the beginning of twentieth century lot of research has been emerged in the field of Organizational communication which resulted in a large body of literature in this field. Despite of large body of research, still many questions in this subject are un-answered because of increasing complexity in modern organization, their diverse environment in which they operates, dynamism, information technology advances, change in employee life styles both professionally and personally (Jules & Christopher ,2009& Be' Langer et al, 2006. While many dimensions of employee behaviors in relation with organizational communication are examined, some of them are more significant that effect employee attitudes, perceptions which in turn affect employee performance. One of the most important relationships between organizational communication and work attitude is that involving job satisfaction. One more current and less explored relationship is between organizational citizenship behavior and organizational communication. Organizational citizenship behavior and Job satisfaction are two important work place attitudes that are discussed predominantly in literature. This is because, an employee's performance depends upon his work place attitudes like organizational commitment (Spector et al. 2006), Organizational citizenship behavior (Cohen et al, 1999) and Job satisfaction and Performance (Freund et al,2004).

Communication Practices and Job Satisfaction:
An organization consists of full spectrum of communication activities that enable them to conduct their operations both inside and outside the organization, at formal and in formal level. This particular study concentrated on internal practices of communication that enable employees to communicate horizontally, vertically and diagonally. In this context, organization has a vital role to provide effective platform within organization that enable employees to communicate effectively and efficiently with timely, relevant and reliable information.

Communication Practices and Organizational Citizenship behavior:
Organizational Citizenship is defined as a "Behavior that is discretionary, not directly or explicitly recognized by the formal reward system, and that in the aggregate promotes the effective functioning of an organization." Devi (2019), in her research stated that Organizational Citizenship Behavior (OCB) has significant relationship with Communication. Effective and Efficient practice of organizational communication will increase organizational citizenship behavior in a better direction. According to Balino et al

Measures
The study questionnaire for this study especially organizational communication scale is developed by researchers consists of pre-existing work related measures. Only quantitative data is collected and considered.

Results
The Central questions of this study are: In order to support a hypothesis of mediation, the correlation between the independent and the dependent variables, and correlation between mediator and the dependent variables, must be significant. If this condition is satisfied, then the second step can be considered. In stage 2, Regression Analysis is performed: firstly, the mediator is regressed on the independent variable; secondly, the dependent variable is regressed on the independent variable; and then lastly, the dependent variable is regressed on both the independent variable and the mediator ( Baronet al, 1986;Judd et al, 1981). Further support for a mediation hypothesis exists only if the independent variable affects the mediator in the first equation; the independent variable affects the dependent variable in the second equation; and the mediator affects the dependent variable in the third equation (Baron et al, 1986). Finally, in 3 rd stage, the effect of the independent variable and the mediator on the dependent variable is checked. If mediation is present, the effect of the independent variable on the dependent variable will be less in the third regression analysis than in the second (Baron et al, 1986). Full mediation is present if "the independent variable has no effect when the mediator is controlled for" (Baron et al, 1986).

Regression Analysis:
Table-II shows the results of Regression Analysis. The results indicated that Organizational Communication has strong positive impact on Job satisfaction (β= .576,p<0.001), thus accepting Hypothesis 1 that Organizational Communication is positively and significantly related with job satisfaction of software employees in Hyderabad.

The relationship of Organizational Communication with
Organizational citizenship behavior is also significant (β= .442, p<0.001), thus accepting Hypothesis 2 (i.e.,) Organizational Communication is significantly and positively related with Organizational citizenship behavior.
Regression Analysis further to point that Organizational Citizenship has positive impact on Job satisfaction (β= .446, p<0.001), hence proving Hypothesis 3a that Organizational Citizenship Behavior has positive and significant impact on Job satisfaction.
Finally the results of Moderated Regression Analysis showed weaken the relationship between Organizational Communication and Job satisfaction (β= 0.237, p=0.019) (p>0.001(NS)) rejecting Hypothesis 3b that, Organizational Citizenship behavior will mediate the relationship between organizational communication and level of job satisfaction.

Discussions
In this study it is observed that hypothesis of all direct relationships are supported by findings. Organizational Communication has positive and significant impact on job satisfaction, which indicated that when employees are communicated well about their roles, duties and responsibilities, their job satisfaction level increases as they can perform well. These findings are in congenial with studies of Giri et al (2010) that organizational communication has significant positive impact on Job performance and job satisfaction. Hypothesis also supported the findings that Organizational Citizenship Behavior has a positive relationship with Job Satisfaction of software Employees. It is observed that employees when they feel attached to their work, they contribute more than what they are supposed to be, which in turn increase their job satisfaction. Osman (2014) supports the findings of the study he argued that quality of communication effects Organizational Citizenship behavior and which in turn influence job satisfaction. When the mediating role of organizational citizenship behavior was tested with the organizational communication and job satisfaction, the result does not support the hypothesis which was made. It was predicted that organizational citizenship behavior strengthens the relationship between organizational communications, job satisfaction. But the results indicate that Organizational citizenship behavior weakens the relationship between organizational communication and job satisfaction. This result point out that OCB can be taken as an important aspect of Organizational Environment.

Implication of Managers/Policy Makers
This study provides valuable implications for managerial staff. As this study stresses the importance of citizenship behavior and its influence on improving the levels of job satisfaction. Policy makers must concentrate on developing HR policies that must successfully make employee to contribute beyond what he is expected in the way that improve the relationship between organizational communication and job satisfaction. From this study it can be understood that, how important is communication in getting desired output.

Limitations and Recommendations for Future Research
There are four limitations that need to be addressed in this study. Firstly, the methodology employed to test for mediation essentially that based on which important assumptions about the direction of the relationships between the variables under study. Though the data supports this study, more research will be desired to confirm a causal relationship. Secondly, this study was focused on employees of software industry in Hyderabad and additional research is necessary to generalize the relationship between variables to other types of organizations. Thirdly, population of this study represented a fairly homogeneous group of individuals in terms of both cultural and ethnic diversity, in this case additional research is needed to determine if the findings can be generalized to across cultural and racial boundaries.

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Finally, the sample size for this study was relatively small (n = 85); future, large-scale research will be instrumental in determining whether these findings can be replicated. To conclude, this research has solely examined the relationship of communication satisfaction to job satisfaction, on the one hand, and organizational citizenship behavior, on the other.

Conclusions
Organizational Communication is one of the important factors that affect employee behavior in many aspects. Present study showed that, Organizational communication has positive impact both on organizational citizenship behavior and job satisfaction. Job satisfaction is ultimate result that an organization want its employees to attain, which will be influenced by organizational commitment, organizational citizenship behavior. Therefore organizations must try to achieve employee job satisfaction by carefully designing their communication patterns like, styles, channels and other factors which behavioral factors of employees get affected directly and in directly.