Nowadays, the organizations have been seeking ways to maximize the motivation and job satisfaction among their workers in terms of their competitive, more effective and productive working. As it was pointed out by the researches on the relationships between job and job satisfaction, there are numerous factors which influence the job satisfaction. The studies revealed that the individual factors such as demographic characteristics, working periods, and income levels influence the productivity of the workers as well as the communicative quality of the relationship between the employee and the employer; and the factors such as organizational communication regions and feedback from the superiors are also effective on job satisfaction. In this sense, the job satisfaction is a significant measuring instrument in multidimensional reveal of the communicative quality, achievement and proficiency of the message exchange among the employees.

In the literature, there are vast of studies which reveal the existence of a positive relationship between job satisfaction and the performance of the employees. When the current studies were analyzed, a positive relationship was determined between job satisfaction and leaving employment and burnout syndrome in the study where the relationship between the communication and job satisfaction and burnout syndrome and leaving the employment among the nurses of intensive care unit is analyzed (Vermeir, Blot, Degroote et al., (2018)). In his work where he discussed the relationships between communicative satisfaction and job satisfaction among the members of higher education, Eric (2015) pointed out the existence of a strong and positive relationship between general communicative satisfaction and the scores of job satisfaction.  In a study where he analyzed the effects of humor on communicative satisfaction and job performance in Iran, Mohammad (2018) showed that there was a significant relationship between communicative satisfaction, frequency of humor and job satisfaction.  Inamizu (2015) stated that the physical changes had limited in his study where he analyzed the changes in communication environments and media instruments in order to create positive effects on job satisfaction. Silla (2017) analyzed the effects of creating a creative organizational culture and a safe working environment on job performance and determined that such applications should be supported with communication policies and applications in order to provide high levels of job performance.

There is a limited number of studies conducted on the job satisfaction in the SME’s which occupy a significant place especially in the economies of developing countries and no study was found related to the relationships between communicative satisfaction and job satisfaction specific to SME’s. Accordingly, it is thought that this study would contribute to the researches to increase job performance and motivation among the employees of SME’s.

This study has a “descriptive” research design which aims to display the dimensions of communicative satisfaction among the employees of the institution. From this point of view, this study also has the dimension of “associative” design considering the idea that the descriptive findings obtained from the research may differ according to the individual qualifications of the participants. In order to achieve those objectives, the descriptive analyses (frequency analysis, statistics of central tendency, independent sampling t test) were employed. The study was conducted through the face to face interview method among the 107 employees working in four different units between September 1 and September 30 in 2018. Since it was possible to achieve the entire target population of the study, sampling method wasn’t employed. In the study, a version of communicative satisfaction scale which was developed by Downs and Hazen (1977) and updated by Pincus (1986). In the study where questionnaire was employed as a data collection instrument; a 7 point Likert type scale with 1 as the lowest levels of satisfaction while 7 has the highest levels. In the study of Downs and Hazen (1977), the reliability level of the scale was found as .94. In this study, the alpha reliability level was calculated separately for the whole scale and all the sub-dimensions. The alpha reliability level of the entire scale is .93 while it was .71 for the lowest organizational consolidation communication levels and .85 alpha levels were calculated for the highest (peak) communication dimension. The validity of the scale was provided through structural validity. The positive and significant correlations between the organizational consolidation which are general communicative satisfaction and sub-dimensions (r = .739, p< .001) and instrument quality (r = .774, p< .001) as well as the same type of relationship between general communicative satisfaction and meta-communication (r = .814, p< .001) all prove the validity of structural validity.

Accordingly, the five top items which employees achieve high levels of satisfaction have been listed as below; the levels of openness to new ideas among the administrators, the level of trust among my superiors towards me, the levels of complete and free communication between me and the employees at the same level as me, the level of achieving the information which I need for my job and the information which is necessary for my work. On the contrary, the lowest levels of communicative satisfaction among the employees have been listed as below; the information related to the failures of the institution, the level which the administrators listen to listen to the employees and regarding their ideas as acceptable, the level of regarding their employees among the administration, the information that my efforts are esteemed, and the information about the activities of the government or local administrations. It is striking that the two items of communicative satisfaction which provide lowest levels of satisfaction belong to the dimensions of organizational perception and the other two belong to the communication of top administrator. According to the results of analysis, there is a negative and significant relationship between the dimensions of age and lateral communication satisfaction while there is no significant relationship between the age and other dimensions of communication.

In this study which is a “descriptive” research dimension in terms of the dimension of objective, the general communicative satisfaction levels were found as “moderate level” within the sampling of the group of the employees of MVD İnan Machinery. When the categories of moderate, slightly high, high and very high were added, it can be seen that 77.0% of them have communicative satisfaction. On the other hand, the three dimensions having the highest levels of satisfaction are lateral communication, instruments (media) quality and communication with superiors while those with the lowest levels of satisfaction are feedback, top administrators’ communication and organizational perception.

The striking point in the results is that the dimensions with the lowest correlation (the communication with subordinates and top administrators’ communication) can be found in communicative dimension while the highest levels of correlation were found in the dimensions of information-based communicative dimension (communication with superiors and communicative environment, feedback) when the results of correlation between general communicative satisfaction and the dimensions of communicative satisfaction are analyzed.

A negative significant relationship was displayed between the income levels and lateral communicative satisfaction dimension. Moreover, a negative significant relationship was observed between income levels and organizational consolidation satisfaction. In other words, the older ones and those with higher levels of income receive lower levels of lateral communication and organizational consolidation when compared to the younger ones and those with lower levels of income. When compared to the younger ones, lower levels of communicative satisfaction among the older ones can be explained with the attrition of relationships in the course of time. Moreover, young workers may be more open to communication.

Keywords: Communication satisfaction, job satisfaction, organizational communication