| This quantitative, correlational research investigated the relationship between federal employees' perceptions of supervisor communication and workplace equity and employees' job satisfaction. The theoretical framework of this study included Gibb's and Adams' blended theories of defensive communication and workplace equity. The researcher hypothesized that the employees' perceptions of their supervisor's communication behaviors and of workplace equity would be significant predictors of federal employees' job satisfaction. The study involved the analysis of secondary data collected from April 2, 2012 to July 2, 2012 from 687,687 employees, retrieved from the United States Office of Personnel Management. The first simple linear regression analysis showed that communication was a statistically significant positive predictor of job satisfaction, F(1,507712) = 1255065.675, p < 0.001; R2 = 0.712; ? = 0.844, t = 1120.297, p < 0.001. The second simple linear regression analysis showed that workplace was a statistically significant positive predictor of job satisfaction, F(1,473710) = 995912.492, p < 0.001; R2 = 0.678; beta = 0.823, t = 997.954, p < 0.001. The study findings have practical significance as they may be used by the federal government to develop supervisor training aimed at improving communication and equity to raise job satisfaction and ultimately enhance the cost effectiveness of federal government services to the American people.;Keywords: Defensive communication, supportive communications, leadership communication, federal government employees, workplace equity and/its components, and job satisfaction. |
