本研究的主要目的在探討主管、員工間的人際溝通方式與員工工作滿足的關係及員工的人口統計特徵與工作滿足的關係。
本研究的受試者是來自九個不同塑膠、紡織工廠的員工，共一五六人。依受試者在「自我狀態形容詞檢定量表」上理想上司與實際上司的差距分數，將人際溝通方式分為互補溝通，模糊不清的與交錯溝通三種方式；又依據「工作說明量表」上的滿足分數，員工的工作滿足可以分為內在滿足（卽工作本身）、薪水、陞遷、伙伴、上司、外在滿足及總體滿足七種。
資料處理採用單因子變異數分析及T值檢定，進行研究，得到下列結果：
(1)主管、員工間的人際溝通方式對員工的工作滿足有顯著的影響。在七種工作滿足上的得分，均以互補溝通為最高，且顯著的優於其他兩種方式。模糊不清的員工滿足感則高於交錯溝通方式下員工的滿足感。
(2)性別對工作滿足的影響，只有在「內在滿足」、伙伴、上司、外在滿足及總體滿足有顯著的差異，男性員工的滿足感又優於女性員工。
(3)年齡對工作滿足的影響，只有在內在滿足方面有顯著的影響。三十歲以上的員工滿足感優於三十歲的員工。
(4)學歷對工作滿足的影響，只有在伙伴滿足及總體滿足上有顯著的差異，且均以高中程度的員工滿足感最高，大學程度的員工滿足感最低。
(5)工作性質對工作滿足的影響，只有在內在滿足、上司及總體滿足上有顯著的差異。且均以技術性工人的滿足感較高。
(6)年資對工作滿足的影響，均無顯著的差異存在。
本文最後就研究結果的原因，及研究方法的問題等提出討論與建議。

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