Committee Chair

Rausch, David W.

Committee Member

Tucker, James A.; Crawford, Elizabeth K.; Roush, Stephen


Dept. of Education


College of Health, Education, and Professional Studies


University of Tennessee at Chattanooga

Place of Publication

Chattanooga (Tenn.)


This study looked for significant relationships between employee communication satisfaction and employee work engagement, employee work engagement and job performance, and employee communication satisfaction and job performance at a manufacturing facility in the southeast United States. The question of significant differences in the levels of employee communication satisfaction, employee work engagement, and job performance was also explored. Surveys were used to establish measures of communication satisfaction and work engagement at both the individual and team levels of five similar work teams. Job performance was measured at the team level using three-week average first-pass yield scores from the product testing areas. The data was analyzed using Pearson’s r correlation coefficient testing, simple linear regression, multiple linear regression, and multivariate analysis of variance. The analyses found strong evidence of predictive relationships between levels of communication satisfaction and work engagement. However, the sample size of only five work teams appears to have affected the reliability of any conclusions regarding the possibility of significant relationships between engagement and job performance or communication satisfaction and job performance. The job performance sample size of only five work teams appears to have similarly affected analyses of any differences in the levels of employee communication satisfaction, employee work engagement, and job performance. Further research, using a larger sample size for three-week average first-pass yield scores, or some other measure of job performance, is recommended.


This paper represents the culmination of my life-long desire to complete a terminal degree. Although my name is listed as the author, I could not have started it nor ever hoped to have finished it without the support of many others. My wife Cindy deserves special praise for putting up with my years-long angst-ridden effort to complete this enormous task. My children Scottie, Matthew, Amanda, and Joey and my grandchildren Kaylee, Noah, Lexi, Logan, Hunter, Liam, Gaige, and Christian all deserve to be acknowledged for excusing my many absences from the events of their lives during this undertaking. I also want to thank my employers, most notably my immediate supervisor Rhonda Beasley, for allowing me the freedom to use their facility as the laboratory for my study and for their encouragement and support. I also want to thank the members of my dissertation committee. Dr. Stephen Roush, who, when approached with my desire to seek a terminal degree, encouraged me to find the right program and later agreed to serve as a member of committee; committee chairman, Dr. David Rausch and committee member Dr. James Tucker, both of whom coached and cajoled me through every step of the process from the very beginning to the very end; and Dr. Elizabeth Crawford who, as my methodologist, walked me back from the edges of more than a few analytical precipices.


Ed. D.; A dissertation submitted to the faculty of the University of Tennessee at Chattanooga in partial fulfillment of the requirements of the degree of Doctor of Education.




Business communication; Communication in organizations


Organizational communication; Employee engagement; Work engagement

Document Type

Doctoral dissertations




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