Challenor, Shana (2010) The Moderating Effect of Generation on the Relationship Between Communication and Job Satisfaction. Honours thesis, University of Southern Queensland. (Unpublished)
Abstract
Previous research suggests that each generation has different ways of working and viewing their role at work. The importance each generation places on work role and antecedents of job satisfaction, such as communication, have been formed from individual experiences and social norms of the world in which they grew up. Consequently, these differences need to be considered if effective organisational practices are to be upheld. To date, empirical research exploring generational perceptions of communication that contribute to employee job satisfaction is lacking. Therefore, this study sought to provide clarity about the impact of communication on job satisfaction across particular generations. The present study investigated the moderating effect of generation on the relationship between communication and job satisfaction. The participants were 4,070 respondents with complete data who took part in the Queensland Health Better Workplace Staff Opinion Survey of April 2010. Communication and job satisfaction measures were used to explore levels of communication and job satisfaction of employees. The Communication measure explored the extent to which the sharing of information among management, staff and co-workers within a work area was timely and open. The Job Satisfaction measure assessed the extent to which staff were satisfied with their work life and positive about their job. Results found a significant positive relationship between communication and job satisfaction (p < .001), with a large effect size. Further examination found a significant moderating effect of generation on the relationship between communication and job satisfaction. Generation X’s indicated less job satisfaction than Baby Boomers at low levels of communication. These findings suggest that organisations may benefit from tailoring communication strategies to match generational values and preferences. It is recommended that future studies replicate this research incorporating additional facets of communication, such as personal feedback and method of communication to gain a broader understanding of all aspects of communication and its impact on job satisfaction across generations. It is recommended that utilising a longitudinal design may better distinguish the effects of age, true generational differences and other variables. Furthermore, replication in other settings may help increase the generalisability of the findings.
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| Item Type: | Thesis (Non-Research) (Honours) |
|---|---|
| Item Status: | Live Archive |
| Additional Information: | Current UniSQ staff and students can request access to this thesis. Please email research.repository@unisq.edu.au with a subject line of SEAR thesis request and provide: Name of the thesis requested and Your name and UniSQ email address |
| Faculty/School / Institute/Centre: | Historic - Faculty of Sciences - Department of Psychology (Up to 30 Jun 2013) |
| Supervisors: | Hong Eng Goh |
| Qualification: | Bachelor of Science (Honours) (Psychology) |
| Date Deposited: | 06 Jan 2026 03:12 |
| Last Modified: | 06 Jan 2026 03:12 |
| Fields of Research (2008): | 17 Psychology and Cognitive Sciences > 1799 Other Psychology and Cognitive Sciences > 179999 Psychology and Cognitive Sciences not elsewhere classified |
| Fields of Research (2020): | 52 PSYCHOLOGY > 5299 Other psychology > 529999 Other psychology not elsewhere classified |
| URI: | https://sear.unisq.edu.au/id/eprint/52202 |
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