Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Mariana Strenitzerová,Karol Achimský

doi:10.3390/su11174591

Abstract

The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty.

Highlights

The concept of sustainability is important for companies in the sector of postal services
Sustainable human resource management (HRM) can help postal companies to establish an attractive employer brand that can address the different needs and expectations of potential and existing employees, without compromising a consistent employer image, which can result in a sustained competitive advantage of the postal company
The Job In General (JIG) is a measure of global satisfaction, meaning that participants are asked to think about how satisfied they are with their job in a broad, overall sense

Summary

Introduction

The concept of sustainability is important for companies in the sector of postal services. Globalization, liberalization of postal market, the entry of competition into the postal market, and Internet of Things have led to significant changes across the functioning of postal companies. Sustainable human resource management is a typical cross-functional task that becomes more and more important at the strategies of postal companies. Sustainable human resource management (HRM) can help postal companies to establish an attractive employer brand that can address the different needs and expectations of potential and existing employees, without compromising a consistent employer image, which can result in a sustained competitive advantage of the postal company. Sustainable HRM can help postal companies attract and retain high-quality employees, because by integrating sustainable HRM practices into the employee value proposition, they establish a unique, attractive employer brand. An interesting study in this area was carried out by App et al [1] whose conclusions can be applied to postal employers

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