Communicatie van leidinggevenden, werktevredenheid en de modererende rol van geloofwaardigheid

Abstract

Considering the increasing involvement of line managers in Human Resources Management (HRM), this quantitative study examines the relationship between the reason for HR practices asُ communicated by theُ line manager and employees job satisfaction. Specifically, it investigates the extent to which this relationship is moderated by the perceived credibility of the line-manager. Based on HR attribution theory, it was hypothesized that commitment focused communication would positively relate to job satisfaction, whereas control-focused communication would have a negative effect. It was further expected that manager credibility would strengthen or weaken these effects. Data were collected through a survey distributed among 128 civil servants working in Dutch municipalities. Analyses were conducted using SPSS and the PROCESS macro by Hayes. The results showed that although the direction of the relationships aligned with theoretical expectations, the hypotheses were not statistically supported. However overall satisfaction with the supervisor was found to be a significant predictor of job satisfaction. These findings suggest that the credibility of line managers play a more complex role than previously assumed. This study contributes to the literature by bridging HRM and leadership theory, offering new insights into how employees perceive HR practices in a public sector context. Future research is encouraged to explore additional moderating variables and contextual factors ideally using a longitudinal design.