Hypothesis question 1: Is there a relationship between communication satisfaction and

The purpose of the research was to explore the relationship between satisfaction with communication in an organisation within the context of knowledge sharing and the factors affecting the CI process. The results showed a statistically significantly weak correlation (r=0.215, α=0.01) between satisfaction with communication in the organisation and the entire CI process (Table 13).

Table 13. The relationship between communication satisfaction and competitive intelligence

**. Correlation is significant at the 0.01 level (2-tailed).

Therefore, there is a correlation between satisfaction with communication as a multidimensional factor, including satisfaction with the amount of information, with the upward, downward and horizontal communication etc. and with CI. Similarly, there was a weak correlation between organisational satisfaction and the CI process (r=0.225, α=0.01) and very weak correlation between CI context (r=0.187, α=0.01).

In general, a statistically significant, but, very weak or weak, correlation between CI factors and organisational satisfaction dimensions was shown. Analysing the relationships between the organisational satisfaction dimensions and CI process factors, the most significant correlations should be mentioned. The selected parameters showed a significant relationship between the CI process factor

‘Planning and Focusing’ and organisational satisfaction interpersonal context (r=0.288, α=0.01). For example, a significant relationship existed between the CI process factor ‘Planning and Focusing’ and the organisational satisfaction dimension ‘Subordinate Communication’ (r=0.293, α=0.01) and ‘Personal Feedback’ (r=0.251, α=0.01). Similarly, a significant relationship exists between the CI Process factor

‘Collection’ and the organisational satisfaction dimension ‘Media Quality’ (r=0.293, α=0.01) and

’Personal Feedback’ (r=0.266, α=0.01).

Analysing relationships between organisational satisfaction dimensions and CI Context factors, it must

‘Employee Involvement’ and the communication satisfaction dimension ‘Corporate Information’

(r=0.285, α=0.01). This organisational satisfaction dimension describes whether employees receive information on the supervisory activities that affect the organisation, as well as on changes, the financial situation and on ab organisation's strategy and goals. Likewise, a relationship exists between ‘Employee involvement’ and the communication satisfaction dimension ‘Horizontal and Informal Communication (r=0.280, α=0.01) and the dimension ‘Media Quality’ (r=0.260, α=0.01), which refers to satisfaction with various channels of information and scope of information.

The results showed a relationship between the communication satisfaction dimension ‘Subordinate Communication’, which describes the extent to which subordinates are responsive and trust their superior, and the CI Process factor ‘Awareness’ (r=0.330, α=0.01), and between the organisational satisfaction dimension ‘Personal Feedback’, which describes staff understanding of evaluation principles and standards, and the CI Process factor ‘Awareness’ (r=0.332, α=0.01). Similarly, a weak correlation was observed between the organisational satisfaction dimension ‘Organisational Integration’ (r=0.267, α=0.01), which reflects individual satisfaction with the information received by the employee on the organisation and the immediate work environment, and the CI process factor ‘Awareness’.

When estimating the results of employees' responses in the context of the research, significant relationships between communication satisfaction and CI were identified (Table 14).

Table 14. The relationship between communication satisfaction and competitive intelligence in employees

The results showed a significant moderately strong correlation between communication satisfaction and CI (r=0.508, α=0.05). Likewise, a significant moderately strong correlation exists between communication satisfaction and the CI Process (r=0.477, α=0.05) and the CI context (r=0.504, α=0.05). Significant relationships between all CI factors and communication satisfaction organisational content were found.

There was a strong correlation between communication satisfaction’s Organisational Content and CI context (r=0.601, α=0.01). Likewise, a strong correlation between CI Context and the communication satisfaction dimension ‘Communication Climate’ (r=0.646, α=0.01). There was a significant relationship between communication satisfaction’s Organisational Content and the CI context factor ‘Awareness’

(r=0.463, α=0.01), ‘Internal information’(r=0.585, α=0.01), ‘Formal Infrastructure’ (r=0.454, α=0.01) and

‘Employee Involvement’ (r=0.539, α=0.01).

There was moderately strong correlation between all CI factors and the communication satisfaction dimension ‘Media Quality’ (0.4<|r|<0.6), described by satisfaction with various channels of information.

The degree of satisfaction with the arrangement of meetings, written orders and the scope of information is of primary importance. Likewise, there were moderately high statistically significant correlations between all CI factors and the communication satisfaction dimension ‘Communication Climate’, reflecting communication from organisational and staff levels. On the one hand, this reflects satisfaction with the way organisational communication motivates achievement of the goals of the organisation; while on the other, it includes satisfaction with the extent to which supervisors know and understand the problems faced by their subordinates. A weak negative correlation between the CI Process factor ‘Collection’ and the communication satisfaction dimension ‘Relationship with subordinates’ (r=-0.383, α=0.01) was observed in the staff group.

When estimating the results of the supervisors' responses, significant negative relationships between communication satisfaction and CI were identified (Table 15).

Table 15. The relationship between communication satisfaction and competitive intelligence in supervisors

Satisfaction with communication

Pearson Correlation

-,276 -,142 -,469^* 1

Sig. (2-tailed)

,227 ,538 ,032

N 21 21 21 21

**. Correlation is significant at the 0.01 level (2-tailed).

*. Correlation is significant at the 0.05 level (2-tailed).

The results showed a weak negative correlation between communication satisfaction and CI (r=-0.276, α=0.01) and a very weak negative correlation between communication satisfaction and the CI Process (r=-0.142, α=0.01). A significant negative relationship (r=-0.469, α=0.01) between communication satisfaction and CI context was observed.

Analysing the results of the supervisors' responses, it can be concluded that there was a negative correlation overall. A statistically significant negative correlation between the CI Process factor

‘Communication and Analysis’ and the communication satisfaction dimension ‘Personal Feedback’ (r=-0.451, α=0.01) was observed, and a statistically significant negative correlation between the CI Process factor ‘Communication and Analysis’ and communication satisfaction’s Interpersonal Content (r=-0.440, α=0.01), including such communication satisfaction dimensions as ‘Personal Feedback’, ‘Supervisor Communication’ and ‘Subordinate Communication’ was identified. A moderately strong negative correlation existed between the CI Process factor ‘Collection’ and the communication satisfaction dimension ‘Communication Climate’ (r=-0.443, α=0.01) and the CI Process factor ‘Collection’ and communication satisfaction’s Interpersonal Content (r=-0.443, α=0.01).

Several statistically significant negative correlations between CI Context and communication satisfaction dimensions (0.4<|r|<0.6) were observed. For example, a moderately strong negative correlation existed between CI Context and the communication satisfaction dimensions ‘Communication Climate” (r=-0.510, α=0.01), ‘Media Quality” (r=-0.470, α=0.01), ‘Subordinate Communication (r=-0.519, α=0.01), ‘Personal Feedback’ (r=-0.548, α=0.01) and ‘Organisational Integration’ (r=-0.484, α=0.01). Likewise, a statistically significant negative correlation between CI context and communication satisfaction’s Interpersonal Content (r=-0.547, α=0.01) was observed in the group of supervisors.

Summarising the results, the hypothetical question H.1 (Is there a relationship between satisfaction with communication in the organisation and the process of CI?) was answered in the affirmative. Although the correlation was statistically weak (0.2<|r|<0.4), positive correlation between communication satisfaction and the CI process in general was observed, which could indicate a trend. However, looking at the correlation from the perspective of employees, communication satisfaction in the organisation was generally predictive of CI and was statistically significant (0.4<|r|<0.6).

5.2.2. Hypothesis question 2: Does organisational trust moderate the relationship between