The Experience of Time at Work: Relationship to Communication Load, Job Satisfaction, and Interdepartmental Communication

Abstract

This study examined 393 organizational members' reported communication load, job satisfaction, and interdepartmental communication satisfaction in relation to their experience of time along eleven dimensions—flexibility, linearity, pace, punctuality, delay, scheduling, separation, urgency, scarcity, and future and present time foci. Results indicate that organizational members who experienced their time as more delayed, more flexible, and more oriented toward the future tended to report higher levels of communication load. Additionally, members who characterized their work as more punctual and oriented toward the future were more satisfied with their jobs, while those who experienced work as faster paced were less satisfied. Finally, the organizational members most satisfied with communication among departments reported their work patterns as more linear and more strongly oriented toward the future, while members who reported their work as more delayed were least satisfied with such interdepartmental interactions.

Keywords:

• Chronemics
• Communication
• Communication load
• Job satisfaction
• Temporality
• Time

Notes

∗These items were dropped on the basis of reliability analyses. All items that were dropped are indicated in italics.

^† = These items were preceded by the following statement: “In my particular line of work, we usually talk about time as…”

^⋄ = These items were preceded by the following statement: “In my particular line of work, we usually talk about our actions or activities as…”

^‡ = These items were preceded by the following statement: “In my particular line of work, we usually discuss events that happen at work in terms of…”

Eigenvalue = 5.6 (64.24% of variance).

Instructions—In the following questions the word “information” refers to communication or messages you receive through face-to-face conversation, meetings, telephone, memos, letters, or other channels. It includes reports, answers, requests, commands, and other directives.

R² = .33.

Adjusted R² = .31.

R = .58.

Eigenvalue = 6.027 (60.27% of variance).

Instructions—One of the most important outcomes of working in an organization is the satisfaction one gets or fails to receive through working there. Such satisfaction can relate to the job, the people you work with, or the organization as a whole. Please mark your response below to indicate the extent to which you are satisfied with:

R² = .34.

Adjusted R² = .32.

R = .58.

Eigenvalue = 3.36 (67.23% of variance).

Instructions—Please mark your response below to indicate the extent to which you are satisfied with.

R² = .20.

Adjusted R² = .18.

R = .44.

Maximum likelihood estimation was employed to estimate all models. The independence model that tests the hypothesis that all variables are uncorrelated was easily rejected, χ² (1711, N = 395) = 59782.60, p < .01. The hypothesized model was tested next and it was not supported χ² (1553, N = 395) = 6117.06, p < .01, Tucker Lewis index (TLI) = .91, RMSEA = .09, SRMR = .29. However, a chi-square difference test indicated a significant improvement in fit between the independence model and the hypothesized model. Post hoc modifications were performed to develop a better fitting model. Ultimately, an eleven-factor model that includes Flexibility, Linearity, Pace, Present Time Perspective, Future Time Perspective, Punctuality, Precision, Scarcity, Scheduling, Separation, and Urgency was tested for fit. The revised model showed marked improvement. The independence model that tests the hypothesis that all variables are uncorrelated was easily rejectable, χ² (1225, N = 395) = 50615.80, p < .01. The hypothesized model was tested next and support was found for it χ² (1070, N = 395) = 2509.49, p < .01, Tucker Lewis index (TLI) = .97, RMSEA = .06, SRMR = .09. While the chi-square test was significant, indicating a lack of model fit, it was just under two and a half times the model degrees of freedom. Additionally, the relative measures evidenced model fit. A chi-square difference test indicated a significant improvement in fit between the independence model and the hypothesized model. Finally, because the eleven dimensions measure different categories of experience (enactments and construals), at this point we checked for empirical differences among these dimensions using a second-order factor analysis model χ² (1113, N = 395) = 2747.47, p < .01. While the TLI indicated an adequate fit (.95), both the RMSEA and SRMR values (.08 and .13, respectively) suggested that the first-order model was a better empirical representation of the data. A chi-square difference test between the first-order and second-order confirmed that the first-order model was a better fit at p < .001.

In addition to various dimensions of members' temporal experience, their income level was also positively associated with feelings of communication load. Classical approaches to assigning income standards are determined by one's time span of discretion, which impacts the amount and complexity of information that organizational members must process over an extended time frame (Jaques, 1982). Therefore, this links income to communication load and also provides theoretical support for the finding that a future time focus is also associated with higher levels of communication load.

In addition to various dimensions of members' temporal experience, their income level was also positively associated with feelings of job satisfaction. This supports classical approaches of increasing income in order to impact job satisfaction (Taylor, 1911).WW

Additional information

Notes on contributors

Dawna I. Ballard

Dawna I. Ballard is an assistant professor in the Department of Communication Studies at the University of Texas at Austin, TX 78712.

David R. Seibold

David R. Seibold is a professor in the Department of Communication, and Co-director of the Graduate Program in Management Practice, at the University of California, Santa Barbara, CA 93106-4020.