Abstract:

This study aimed to examine the relationship between organizational communication satisfaction and work engagement. Specifically,it identifies the mediating role of organizational trust in the relationship between organizational communication satisfaction and job engagement. Based on the theory of social exchange, argues that organizational communication satisfaction will strengthen the trust of the employees in their organizations and, accordingly, will increase the engagement of the employees to the work. The research sample consists of employees working in the field of informatics in a public institution in Ankara. The hypotheses of the research were tested using the Pearson correlation analysis method and hierarchical regression analysis method. As a result of the findings, it is seen that the mediation hypothesis is supported. In this direction, it has been determined that organizational communication satisfaction has a positive and significant effect on job engagement. In addition, the findings show that organizational trust has a partial mediation effect on the relationship between organizational communication satisfaction and job engagement. At the same time, the research model, which deals with perceived organizational trust as an intermediary mechanism that connects organizational communication satisfaction with job engagement, tried to make an original contribution to the literature in the field. The findings of this study show that resources that provide organizational trust are important in increasing employee engagement. Consistent with the prediction of social change theory, the study considers organizational communication satisfaction, which may affect employee engagement, as an important factor for efficient work and human resources management, and brings it to the attention of field researchers.

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