Applying organizational orientations theory to employees of profit and non-profit organizations

Abstract

Organizational orientations theory posits three traits (upward mobile, ambivalent, and indifferent) of employees in organizations that are associated with communication traits, temperament, and perceptions of supervisor source credibility. All of these are hypothesized to be associated with organizational communication behavior and organizational outcomes such as employee job satisfaction and motivation. Previous research employing undergraduate student participants has provided support for this theory. Results of the present research indicate that this theory can be applied to typical full-time employees in profit and nonprofit organizations. All studied relationships were found to generate statistically significant results, accounting for substantial variance in each relationship. These results indicate this theory can be applied to employees in a wide variety of organizations. Suggestions for broadening this theory and its application are provided.

Keywords:

• Organizational Orientations
• Job Satisfaction
• Supervisor Credibility
• Communication Traits
• Temperament

Notes

Linda L. McCroskey (Ph.D., University of Oklahoma, 1998) is an Assistant Professor of Communication Studies at California State University, Long Beach, CA 90840. James C. McCroskey (D.Ed., Pennsylvania State University, 1966) and Virginia P. Richmond (Ph.D., University of Nebraska, 1977) are Professors of Communication Studies at West Virginia University, Morgantown, WV 26505-6293.

Additional information

Notes on contributors

Virginia P. Richmond

Linda L. McCroskey (Ph.D., University of Oklahoma, 1998) is an Assistant Professor of Communication Studies at California State University, Long Beach, CA 90840. James C. McCroskey (D.Ed., Pennsylvania State University, 1966) and Virginia P. Richmond (Ph.D., University of Nebraska, 1977) are Professors of Communication Studies at West Virginia University, Morgantown, WV 26505-6293.