Syftet med studien var att ta reda på om det går att predicera medarbetares organisationsengagemang utifrån organisationskommunikation, såväl mellan chef och medarbetare som medarbetare emellan. Detta gjordes genom att 118 medarbetare fick besvara en enkät bestående av delar från Communication Satisfaction Questionnaire (Downs & Adrian, 2004). Studiens huvudresultat visade att organisationskommunikation delvis kunde förklara variansen i organisationsengagemang. Resultaten diskuteras i termer av hur och varför organisationer som har en upplevd god organisationskommunikation, både mellan medarbetare och chefer och medarbetare emellan, skapar ett starkare organisationsengagemang hos sina medarbetare.

The purpose of the study was to find out if it is possible to predict employees' organizational commitment based on organizational communication, both between managers and employees and between employees. This was done by asking 118 employees to answer a questionnaire consisting of parts from the Communication Satisfaction Questionnaire (Downs & Adrian, 2004). The main result of the study showed that organizational communication could partially explain the variance in organizational commitment. The results are discussed in terms of how and why organizations that have a perceived good organizational communication, both between employees and managers and between employees, are creating a stronger organizational commitment among its employees.