RELATIONSHIPS BETWEEN SUPERVISOR''S GENDER, PERCEIVED SUPERVISOR COMMUNICATION COMPETENCE AND EMPLOYEE COMMUNICATION SATISFACTION: WITH TAIWAN''S ELECTRONIC INDUSTRY AS AN EXAMPLE

• Main Authors: Chia-yin Kao, 高嘉吟
• Other Authors: Hsin-hsiung Lin
• Format: Others
• Language: zh-TW
• Published: 2003
• Online Access: http://ndltd.ncl.edu.tw/handle/40603935982165486746

碩士 === 大同大學 === 事業經營研究所 === 91 === Today’s employees want more effective tech and sophisticated communication, but they also want more human interaction than ever before. Past researches have found communication to be the pivotal factor to an organization’s effectiveness, and interpersonal communication competence to be associated with an employee’s job satisfaction and productivity. On the other hand, communication satisfaction, in the previous studies, is found to be prerequisite to improving the outcomes of an organization; meanwhile, direct links have been specified between communication satisfaction and job satisfaction. As a whole, researches in the communication field show that communication competence and communication satisfaction do have great impact on organization development and business success. Aside from discussing communication theory, this study also seeks to examine whether or not gender difference affects among employee-supervisor communication satisfaction with perceived supervisor communication competence; therefore, this study is to verify the past argumentations contending no difference on genders. In the process of this study, the priority was to review and integrate the past literature underlying the basic theory of this study before building up a research framework and putting forward relevant hypotheses as a basis for verification. The samples of this study came from 40 electronic companies which are listed either on the TSEC or the OCT in Taiwan, with a focus on white-collar employees. Adopting regression analysis and ANOVA, this study revealed that: (1) there exists a positive relationship between employees communication satisfaction and perceived supervisors’ communication competence; namely, the higher an employee perceives his or her supervisor’s communication competence, the greater an employee’s communication satisfaction with his or her supervisor; (2) of the six communication competence dimensions, the most important are appropriateness and maturity; and, (3) a supervisor’s gender makes no significant difference to either the employee’s communication satisfaction with his or her supervisor or his or her perception of the supervisor’s communication competence. Mindful of its limitations, this study concluded by pointing out its managerial implications and urging high quality communication management, promotion by communication competence, and training of communication ability. This study also provided directions for future researches.