Abstract: Organizations operating in dynamic environments are increasingly becoming dependent on organization development interventions in a bid to remain competitive. These organization development interventions include technostructural interventions, strategic interventions, human resource management interventions and human process interventions. On the other hand, one of the variables that has been discussed variously in the literature as an intervening variable in organization studies is organizational communication. While most studies report statistically significant indirect effects of communication on organizational outcomes, several methodological weaknesses from some of the studies limit inference to the conclusion that communication can be a true mediator in the relationship between organization development interventions and organizational outcomes.