Communication refers to the procedure by which information is transmitted and understood between two or more people ( McShane & A ; Von Glinow, 2003 ) . This procedure is societal ( Griffin & A ; Moorhead, 2004, p. 250 ) , since personal communicating involves incident of exchange of information and feelings in which human being engage in whenever they are in contact with each other. Interestingly, human existences are societal animate beings. They have a demand to pass on, and they will pass on even if they have small or nil to show in whatever the state of affairs is ( Diwan, 1999, pp. 38-39 ) .
Ceyhan ( 2006 ) in his research has noted that communicating is the most of import component of human societal behaviour. The power of communicating with others and holding good mode and behaviour and the manner a individual interact with people are more of import and valuable than 1s cognition and accomplishments ( Mirkamali, 1999, p. 16 ) . In understanding with Guimera, Danon, Diaz-Guilera, Giralt, and Arenas ( 2006 ) , new connexion are made between persons all the clip because of a assortment of grounds such as deciding jobs of an unexpected nature, personal and cultural similarities, and political motivations. These new connexions evoke a shared or common significance in other individuals ( Nelson & A ; Quick, 2003, p. 254 ) .
An organisation is a little theoretical account of society and persons are the nature of an organisation. As celebrated earlier, communicating links persons and groups in a societal system. Therefore, the procedure of communicating is one of the important procedures that play an of import function in the organisation effectivity. Chester Barnard mentioned that in each thorough theory of organisation, communicating would busy a cardinal topographic point ( Evertt & A ; Rekha, 1976 ) . For illustration, in a survey based on responses from 65 companies throughout the UK economic system, employees were asked to province the most of import influences on their working environment. More than two 3rd responded that they were largely affected by their relationship with their directors and supervisors ( Villegas & A ; Cerveny, 2004 ) . In drumhead, the unbelievable important function of communicating in organisations, as societal entities is great and can non be neglected.
When people involved in any group undertaking, they have their demands for inclusion, control, and fondness. In this instance, they are more likely to remain in their groups, work through the procedure, and construct relationships. If these demands are acquired, so satisfaction will emerge. Conversely, dissatisfaction probably occurs when these demands are non met. How does one travel about run intoing these demands? One manner is by being more competent in pass oning and interacting with others ( Anderson & A ; Martin, 1995 ) . In other word, satisfaction in communicating in general is an result of communicating procedure if the communicating procedure goes good.
Membership satisfaction is an of import result variable because it can intend that relational demand was met and that the group was a good one in footings of productiveness ( Cragan & A ; Wright, 1990 ) . Of class, satisfaction is a important component in organisational scene because it plays the function of independent variable in such a instance. For case, Pincus ( 1986 ) surveyed 327 infirmary nurses and found out that communicating satisfaction is related significantly to both occupation satisfaction and occupation public presentation. Some research in societal psychological science shows that persons that are unnaturally put into a positive temper frequently perform better ( Ashby, Isen, & A ; Turken, 1999 ) . In add-on, there are some groundss that communicating satisfaction heighten the sense of rank and designation toward the organisation ( Putti, Aryee, & A ; Phua, 1990 ) , which may actuate people to make something in the favour of the organisation out of than their ain functionary responsibility. This act of lending their clip and energy beyond their official occupation specification is known as organisational citizenship behaviour ( OCB ) .
The present survey is traveling to see the relationship between employees ‘ communicating satisfaction that can be an result of communicating procedure and organisational citizenship behaviour ( OCB ) . In add-on, different dimensions of employees ‘ communicating and the relationship that they have with their communicating satisfaction will be studied. The present survey will besides analyze whether satisfied employees with communicating will lend more of OCB in an organisational scene.
1.2 Background of the Study
The construct of organisational citizenship behaviour ( OCB ) in recent old ages has generated high involvement among organisational research workers and practicians. OCB is all attempts that employees make on behalf of their organisation ( Bolino & A ; Turnley, 2003 ) . Bolino and Turnley ( 2003 ) further added that OCB refers to the responsibilities and activities, which go above and beyond the call of responsibility. Good citizenship includes a assortment of employee behaviours. For case, taking on extra assignments, voluntarily helping other people at work, maintaining up with developments in one ‘s field or profession, following company regulations even when no 1 is looking, advancing and protecting the organisation, and maintaining a positive attitude and tolerating incommodiousnesss at work ( Podsakoff, Mackenzie, Paine, & A ; Bacharach, 2000 ) . All these parametric quantities are critical in organisational achievement and clearly demo how importance OCB is to an organisation.
The traditional definition of OCB says that OCBs are non required as a portion of occupation ; hence, they are non enforceable. Another point, which should be considered in this conceptualisation of OCB, is that they are representative of the particular or excess attempts that organisations need from their work force in order to be successful. These two characteristics are the chief and common features of citizenship behaviours ( Bolino & A ; Turnley, 2003 ) . Therefore, this phenomenon ( OCB ) has long been considered as an indispensable characteristic in the success or failure of any organisation.
The traditional conceptualisation of OCB
The traditional conceptualisation of OCB, which was introduced by Organ ( 1983, 1988 ) , has remained untasted until 1997 when Organ published a new definition of OCB. The new conceptualisation of OCB contains employees ‘ in-role behaviour besides the extra-role behaviours of employees. This redefinition was based on some empirical surveies such as Morrison ( 1994 ) , which Organ used as grounds for his new conceptualisation. Sing to this conceptualisation, OCB can be measured as an facet of occupation public presentation ( Koys, 2001 ) , because it contains both in-role and extra-role behaviours. As Organ ( 1997 ) argued, a consistent and positive relationship exists between satisfaction and broader conceptualisations of public presentation that include OCB in add-on to more traditional steps of public presentation.
OCB can be considered as either an independent or a dependent variable in an organisational scene. This variable, as noted antecedently, plays a considerable function in organisations achievement. For the past 20 old ages, direction bookmans have examined OCB chiefly under the premise that such behavior promotes organisational ends and effectivity. For case, the relationship between OCB and house public presentation has long been studied. Some recent surveies suggested that OCB produces touchable benefits for organisations. For illustration, Bolino and Turnley ( 2003 ) mentioned that OCB contributed to organisational fight and public presentation. Bolino and Turnley ( 2003 ) further explained that in some empirical surveies, OCBs were positively related to several indexs of organisational public presentation, merchandise measure and merchandise quality, organisational effectivity, competitory advantages, and work group public presentation. Recently, it has been argued that one of the primary ways that citizenship behaviours contribute to organisational public presentation is through the creative activity of societal capital that is strong interpersonal connexions among employees ( Bolino, Turnley, & A ; Bloodgood, 2002 ) . Interpersonal connexion among employees involves communicating, which is the subject that is traveling to be emphasized and examined in the present thesis.
Sing the importance of OCB in organisational puting thrusts directors and bookmans to look into for the ascendants of this variable. This procedure leads directors and bookmans to see OCB as a dependant variable that would be affected by some other variables in organisational scene. Social exchange theory suggests that satisfied people have high inclination to make something in the favour of the organisation. Peoples who are satisfied with their company are assumed be satisfied with their occupation and other fortunes and one of the results of satisfied employees presumptively is the high degree of OCB public presentations.
Koys ( 2001 ) , who used societal exchange theory in his research, has made an first-class imaginativeness of the relationship between employee ‘s attitude and behaviours at workplace. He noted that employee ‘s attitudes could non act upon organisational effectivity on their ain, except when it goes under appropriate behaviours. Job public presentation is an of import employee behaviour in an organisational scene and organisational citizenship behaviour is an facet of occupation public presentation ( Koys, 2001 ) . Therefore, it can be summarized that positive attitude toward work ( in footings of communicating satisfaction ) will bring forth organisational citizenship behaviour ( as an facet of positive public presentation ) . Furthermore, OCB as an facet of organisational public presentation will take to organisational effectivity. In fact, past research has systematically demonstrated a positive relationship between positive occupation attitudes and citizenship behaviour ( Organ, 1988 ) .
The term of human satisfaction in organisational scene is covering a wide scope of parametric quantities and communicating satisfaction could be categorized in this scope of factors. Communication satisfaction refers to the entire satisfaction that employees have with the communicating procedure in their organisation. The communicating bearing or the manner that employees relate to each other has an indispensable function in an organisation and doubtless, as Orpen ( 1997 ) noted, it is critical in the failure or success of any organisation. Since, the transmittal and response of information drama such an of import function in an organisational life, effectual communicating ought to be related to employee work attitudes ( Schuler, 1979 ) . Satisfaction, which is an attitude toward work status thrust people to take some actions. Therefore, it can be summarized that communicating process, if is traveling good, will bring forth the sense of satisfaction and this sense of satisfaction motivates people to take part actively in the OCBs.
1.3 Problem Statement
Several informal interviews with directors and supervisors who are practising in electrical fabrication industry have been conducted. The consequences of interviews highlighted that the companies, which are practising in the electrical industry, are successful and complete compared to other industries in Iran. However, the interviews highlighted that the directors and supervisors complained about some aspects of organisational public presentation. They agreed that “quantity and quality of products” are non satisfactory. In add-on, the companies did non hold sufficient sum of “competitive advantages” compared to foreign rivals. Furthermore, the directors and supervisors wished to heighten their “organizational effectiveness” since they believed that organisational effectivity is earnestly needed to be improved. The directors shared the same sentiment that the industry has possible to better and come on in abovementioned facets.
The failures and failings of measure and quality of merchandises, competitory advantages, and organisational effectivity are the symptoms of a bigger quandary behind them. To happen out the grounds of these lacks and failures, has persuaded the research worker to look closely at the related literatures and theories. Literature and pattern proposed OCB as an particularly imperative variable that may lend to these failure and failings ( for illustration, see Bolino & A ; Turnley, 2003 ) . Bolino and Turnley ( 2003 ) mentioned that these points ( measure and quality of merchandises, competitory advantages, and organisational effectivity ) are the symptoms of OCB in any organisations.
The research worker therefore mentioned to the directors that their companies are enduring from low OCB among employees. When clearly emphasized about the construct of OCB to them, the directors so agreed with the research worker that there exist OCB public presentation among their employees. That means some employees public presentation is over the outlook while some others are executing lower than expectancy. They farther emphasized that most of the employees did non lend to the OCB of the companies. Normally, the employees would come to work at the allocated clip and leave the working topographic point when the on the job clip was over. Therefore, by mentioning to the theory and literature, and besides patterns ( interviews ) we come to the decision that the job is sing to OCB among employees.
1.4 Gap in the Literature Regarding OCB, Humor and Communication Satisfaction
Organizational citizenship behaviours ( OCBs ) are discretional behaviours that deliberately better the effectual operation of organisation ( Dalal, 2005 ) and promote organisational effectivity ( Zellars, Tepper, & A ; Duffy, 2002 ) . In contrast with the big figure of surveies that refering the relationships between occupation satisfaction and OCB ( e.g. , Organ & A ; Konovsky, 1989 ; Smith, Organ, & A ; Near, 1983 ; Organ, 1988 ; Bateman & A ; Organ, 1983 ; Motowidlo, Packard, & A ; Manning, 1986 ; Williams & A ; Anderson, 1991 ; Moorman, Niehoff, & A ; Organ, 1993 ) , literature is in a short supply to endorse up the relationship between communicating satisfaction and OCB. The common sense of this claim ( relationship between communicating satisfaction and OCB ) comes up of the logical relationship between attitude and behaviours ( Koys, 2001 ) . In brief, a individual with positive attitude towards his or her organisation will bring forth some behaviours in the favour of the organisation. This province, as noted earlier, is originated from societal exchange theory ( Blau, 1964 ) , which says that people reciprocate when they are satisfied ( Organ, 1988 ; Bolino, 1999 ) . Therefore, it can be argued that when people are satisfied with the communicating manners in their organisation, they will reciprocate it by prosecuting in OCBs. Therefore, one intent of the present survey is to carry through the theoretical spread that exists in the relationship between communicating satisfaction and employees ‘ OCB.
In add-on, the relationship between wit, which is an facet of communicating, and employees ‘ communicating satisfaction has non been examined in the literature. There are some grounds approve that wit is a sort of communicating and the consequence of utilizing wit is satisfaction. The inside informations of this claim will be discoursing in literature reappraisal chapter. Therefore, the present survey is traveling to exemplify this relationship every bit good. These two points will be challenged and may be the major parts to the literature in the communicating field.
1.5 Aims of the Present Study
The chief challenge of the present survey is to cast visible radiation on the spread between communicating satisfaction and OCB in Persian workplaces. In add-on, wit, which is considered as a characteristic of communicating, and three dimensions of communicating ( formal, informal, and non-verbal ) are considered as ancestors of communicating satisfaction. The relationship between wit and communicating satisfaction is another part of the present survey to the literature.
In drumhead, the present survey wants to research the correlativity between communicating satisfaction and organisational citizenship behaviour. At the following measure, the present survey is traveling to see the relationship between communicating cues, and wit with communicating satisfaction. Therefore, to sum up, the aim of the present survey are:
To analyze the communicating manners of Persian at the work topographic point by acknowledging communicating dimensions ; that are formal, informal, and nonverbal.
Identifying the Persian employees humor at work topographic points
Measuring Persian employees ‘ communicating satisfaction ;
Analyzing and measuring Persian employees ‘ OCB ; and
Finally, analyzing the correlativity between Persian employees ‘ communicating dimensions and wit with their communicating satisfaction at the work topographic point ; and the correlativity of their communicating satisfaction with their OCB.
1.6 Research Questions
There are three chief inquiries and three sub inquiries in the present survey. The chief inquiries and the sub inquiries are:
Is there a important relationship between communicating cues and communicating satisfaction?
Is there a important relationship between formal communicating and communicating satisfaction?
Is there a important relationship between informal communicating and communicating satisfaction?
Is there a important relationship between non-verbal communicating and communicating satisfaction?
Is there a important relationship between sense of wit and communicating satisfaction?
Is there a important relationship between communicating satisfaction and OCB at the work topographic points in Iran?
1. 7 Definitions of Key Variables
A few key words that are extensively used in the present survey are:
Organizational citizenship behaviour: Organ ( 1988, p. 4 ) defined OCB as a behaviour that is discretional, non straight or explicitly recognized by the formal wages system, and that in the sum promotes the effectual operation of an organisation
Communication satisfaction: Communication satisfaction refers to the grade of satisfaction that an employee holds with the organisation ‘s entire communicating ( Nakra, 2006 ) .
Formal communicating: Formal communicating is a sort of communicating that follows the formal construction or hierarchy of the organisation ( Guffy, Rhoddes, & A ; Rogin, 2005, p. 22 ) .
Informal communicating: This sort of communicating is normally based on societal relationships in which persons talk about work and other things, everyplace that they meet each other ( Guffy, Rhoddes, & A ; Rogin, 2005, p. 25 ) .
Non-verbal behaviour: Gestural communicating contains all factors related to human communicating, which are non communicated orally or in authorship ( Griffin & A ; Moorhead, 2004, p. 225 ) .
Wit: Humor is any communicating ( gag, humor, wordplay, etc. ) that consequence in laughter or amusement ( Smith, Harrington, & A ; Neck, 2000, p. 607 ) .
Significance of the Present Study
The determination of the present survey may lend in practical and theoretical issues in organisational behaviour context. From the theoretical position, the present survey contributes to the literature in several ways. First, the present survey will try to develop a new theoretical account based on societal exchange theory ( Blau, 1964 ) . Second, this survey is one of the earliest researches, which is traveling to speculate and prove how employees ‘ communicating satisfaction will impact their engagement in OCB. Finally, the present research is likely the innovator in researching the effects of wit at work topographic point and relates it to employees ‘ communicating satisfaction.
From the practical position, there is a possible part of the present research to foreground the connexion of Persian employees ‘ attending to OCBs by their degree of communicating satisfaction at workplaces. The present research may hold grounds that Persian employees need to hold more “informal connection” and “humor” at their work topographic points. In drumhead, if any touchable relationships among assorted communicating dimensions ( formal, informal, and non-verbal ) and wit with communicating satisfaction and besides between communicating satisfaction and OCB can be found in the subordinated organisations, we therefore hopefully, may propose some betterments of communications maps in the Persian organisations. Later organisations can utilize to increase the quality of their communicating policies.
Organization of Chapters
There are six chapters in the present survey. The get downing chapter presents a brief debut on the research. It contains a background of the survey, statement of the job, research aim, research inquiries, definition of cardinal variables, and important of the survey. Chapter two is traveling to show some information about Iran, where the present survey is traveling to be carried out. Chapter three will reexamine relevant theory and related literature from the old surveies and so will supply theoretical model and will be followed by pertinent hypotheses. Chapter four explains research methodological analysis, trying processs, measurement instrument, and statistical analysis. In chapter five studies, happening, and analysis will be presented. Finally, in chapter six, the concentration will be on treatment of the findings, decision, restrictions, and suggestions for the future research.