Abstract
This article presents the results of the research on important parameters of the loyalty of employees in the public and the private sector. The research was conducted in the Republic of Croatia as a part of the research focused on the essential parameters of the loyalty of employees that contribute to building and retaining loyal behaviour. Loyalty and employee satisfaction are the key parameters that influence the success of a company. In addition, loyal and satisfied employees are important in building good relationships with customers, suppliers and all stakeholders involved in business processes of an organization or a company. The purpose of this article is to define whether there is a difference in parameters of the loyalty of employees in the public and the private sector in Croatia, as well as whether there are certain differences based on gender.
Highlights
Gaining loyalty of an employee is the highest level of positive interpersonal relationships that a manager in a company can achieve
Results reveal that workers in the private and the public sector estimate the parameters of loyalty quite differently
The most important parameter in the public sector is the respect from superiors, and in the private sector good business communication and a pleasant working environment
Summary
Gaining loyalty of an employee is the highest level of positive interpersonal relationships that a manager in a company can achieve. It is commonly believed that loyalty is achieved only through money and providing employees with high salaries or benefits, but nowadays the situation has changed. The research presented in this paper focussed on determining parameters which incite an individual to become loyal to his or her company or boss and remain at the company where he or she works. The paper provides an explanation on each parameter that affects loyalty and the parameters are ranked according to their importance. One of the goals of the research was to determine whether there are differences in the perception of the parameters between people working in those two sectors. Data analysis grouped respondents by age, gender and education, and provided the ranking of parameters. Further research should establish to what extent the amount of salary is a motivating factor for employee loyalty and to what extent job security and a regular monthly salary are motivating factors for employee loyalty
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