Abstract:

Purpose - The purpose of this paper is to determine the role of communication in enhancing employees’ organizational commitment. The general objective of the study involves examining the impact of communication satisfaction, communication climate, relationship with superiors, organization integration, media quality, horizontal and informal communication channels, organizational perspective, relationship with other employees, personal feedback and the flow of informationon employees’ organizational commitment. Design/ methodology/ approach - The study utilized quantitative research methodology toinvestigatethe reason why employees’communicate with their superiors and subordinates, the role of communication, their satisfaction and commitment towards their organization. Data was collected using a survey of structured questionnaire. The data analysis was conducted through descriptive statistical analysis by using the Statistical Package for Social Sciences (SPSS). Demographic data such as gender, age, academic degree, experience years, and the management level were analyzed by using frequency distributions and Percentages with the results presented in charts and tables. Inferential statistics were obtained by carrying out correlation and regressions analyses, to test for the correlations between the variables and their influence on employees’ organizational commitment.Findings and conclusions of the study - The results of the study revealed that communication satisfaction has a significant positive correlation withorganizational commitment, communication climate was also positively correlated to commitment, organization integration and perspective was highly and positively correlated to employees’ commitment whilepersonal feedback, horizontal and informal communication channels, and relationship with superiors was minimally positively related to employees’ organizational commitment. Additionally, the regression analysis indicate thatcommunication dimensions, internal communication and organizational integration are closely associated with employees’ organizational commitment. Therefore, nine (9) hypotheses were developed and tested accordingly to conclude that communication has a significant and direct impact on employees’ organizational commitment. Furthermore, the main implication of this study is associated with the fact that, organizations could use the findings of this study to develop communication practices and channels that encourage commitment within the organization which might translate to increased innovation, productivity, opportunity, collaboration, and effective commitment. The study also shows that employees’ organizational commitment can be improved through job enhancement together with matching the individual’s values to those of the organization rather than, finding ways and means of improving job satisfaction through different strategies that involves improving the standard of the supervision, decentralization of power and counseling. 

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