Employee Satisfaction Survey Research Articles

Examining the effect of maintenance work on employees’ physical and mental health, as well as their overall well-being, in industrial settings

This study examines the impact of maintenance work on the physical, mental health, and overall well-being (PMHOW) of employees in some industry types in South Eastern Nigeria. The research aims to enhance occupational health standards and support interventions for industrial maintenance workers. It identifies the stressors that maintenance workers face (physical work demands, high-pressure work environment, shift work and irregular work hours, lack of recognition and support, exposure to hazardous conditions, job complexity and technical challenges, and; monotony and repetitive tasks), these stressors affect employees’ health and well-being through musculoskeletal disorders, mental fatigue, increased risk of accidents, stress, anxiety, and burnout to mention but a few, it proposes strategies for mitigating them which include ergonomic practices, realistic workloads, supportive work culture, adequate staffing etc. Employee Satisfaction Survey was conducted across targeted industries. Based on survey results, employees' perceptions of variances in work characteristics reveal a mix of stable and fluctuating trends. This information helped identify which work characteristics were consistently experienced and which ones vary significantly among employees. Euclidean Distance assessment carried out also aided in identifying areas of intervention by focusing on specific groups of related work characteristics to enhance the work environment and promote better health outcomes. To enhance the mental and physical well-being of maintenance workers, organizations should implement comprehensive strategies that are tailored to the unique stressors and challenges of their work. This approach will not only boost job satisfaction but also contribute to a more efficient and healthier workforce.

Application of Artificial Intelligence in Employee Relationship Management

This study will explore the application of Artificial Intelligence in Employee Relationship Management. This will include three specific applications of AI in employee satisfaction surveys, employee benefits management and employee communication and feedback. Overall, the purpose of this study is to gain a comprehensive understanding of the application of AI in human resource management, especially in employee relationship management, and to provide decision support and references for decision makers in related fields for future directions.

KNOWLEDGE, ATTITUDE AND PRACTICES TOWARDS STANDARDS OF WORKING IN A PERIPHERAL INSTITUTE THROUGH APPLICATION OF ISQUA (INTERNATIONAL SOCIETY FOR QUALITY IN HEALTHCARE) ACCREDITED NQAS (NATIONAL QUALITY ASSURANCE STANDARDS) GUIDELINES

Objective: To study change in knowledge, attitude and practices of healthcare employees through implementation of quality standards for a period of one year. Inclusion criteria: All healthcare employees including doctors and paramedics who were supposed to be posted at our hospital for next two years. Exclusion criteria: Employees with impending transfer to other institutions. Methodology: A cross sectional study was carried out after implementation of quality standard (NQAS) National quality assurance standards. The study was carried out for one year from January 2023 to December 2023.Our sample size was N=70.( 20 doctors and 50 paramedics). Data was taken from all sections using NQAS indicators and questioniires PSS (Patient satisfaction survey), ESS (Employee satisfaction survey). Data was analysed using SPSS-29. Results:The data was analyzed in terms of knowledge, attitude and practices of health staff in pre and post application of NQAS standards. There was a significant improvement in knowledge ,attitude and practices of healthcare employees post NQAS . our sample size was 70 ,including 50 paramedics and 20 doctors (N=70). Results showed significant changes in knowledge ,attitude and practices of employees through implementation of quality standards in a peripheral care hospital as shown in tables 1a to 7c in discussion part. Conclusion: Study results showed significant statistical changes in knowledge attitude and practices through implementation of quality standards at a peripheral institute and highlights the need to implement same standards in other hospitals. Declaration : This was an observational study carried out at our hospital Since NQAS is a new concept in INDIA ,it is a pure research work with no external aid or funding as is evident from the literature regarding quality parameters in peripheral health institutions. This work has not been published previously in any journal.

The Factors Influencing Employee Engagement in Recruitment Companies in Thailand

This research investigates the factors influencing employee engagement within recruitment companies in Thailand. The study examines six independent variables: compensation, career advancement, job satisfaction, organizational commitment, leadership, and reward and recognition. Data were collected from 385 respondents employed at various recruitment companies in Thailand using a combination of convenience and snowball sampling methods. Descriptive analysis, and multiple linear regression were used to analyse the data. The findings indicated that compensation, career advancement, job satisfaction, and organizational commitment significantly influenced employee engagement, all with P-values less than 0.05. Combined, these four independent variables accounted for 82.1% of the variation in employee engagement. Of these, job satisfaction had the most profound influence on employee engagement, contributing 39.0%. The study suggests that recruitment companies should prioritize enhancing job satisfaction factors. It's crucial to understand the specific contributors to employee job satisfaction. Implementing regular employee satisfaction surveys and feedback sessions can pinpoint areas needing improvement, such as work-life balance, workload distribution, and acknowledgment of accomplishments. Offering clear career advancement opportunities and professional development can also empower employees, showcasing the organization's commitment to their growth.

Understanding the drivers of organizational business performance from the human capital perspective

AbstractThe purpose of this study is to understand the drivers of organizational business performance from the perspective of human capital. Data were collected from 691 employees working in 15 North American credit unions. The model was developed and tested by means of the Partial Least Squares Structural Equation Modeling technique. This study illuminates an underexplored mechanism driving the association between transformational leadership and business performance based on several theoretical frameworks such as leader–member exchange theory, the conservation of resources theory, the heuristic model of employee turnover, equity theory, and capital‐based view. The findings indicate that transformational leaders provide their subordinates with constructive feedback and offer training and development (T&D) opportunities, which are the key factors driving employee job satisfaction. Employee job satisfaction curtails turnover intention, which, in turn, reduces human capital outflow and, consequently, increases business performance. Managers should always act as true transformational leaders and provide their subordinates with relevant performance feedback and ample T&D opportunities. Workers who undergo T&D at the expense of their organization become more loyal and are less likely to leave even though they become more marketable. Organizations are recommended to administer periodic employee satisfaction surveys and prevent the exodus of human capital, which may be difficult to replenish.

Ring the alarm: modifications to higher education negatively impacting full-time faculty

Purpose Higher education has experienced some significant changes over the past few years including a highly competitive landscape, use of new technology, managing COVID protocols and guiding students to resources that ensure their success. With prior research highlighting the changes in the workforce and poor working conditions of part-time faculty, this study aims to explore full-time perceptions of several employment-related variables to determine how these significant workplace changes have impacted them. Design/methodology/approach A mixed-methods approach is used. This includes a questionnaire being sent out via e-mail to faculty at a medium-sized, public, regional university located in the USA. This was sent through two separate listservs: full-time faculty listserv and part-time faculty listserv. The questionnaire included quantitative and qualitative questions. A one-way ANOVA was used to detect significant differences between the two groups of interest for the quantitative components. The qualitative portions of the questionnaire provided deeper insights into employee perceptions of their workplace. Findings This research uncovers some alarming trends for full-time faculty within higher education. Across several different employment variables, full-time faculty perceptions are significantly worse than part-time faculty. This includes work–family conflict, pay perceptions, compensation opportunities, online teaching experiences, overwhelming work activities, technology provided, travel funding provided, perceived satisfaction of a faculty advocate and perceived benefits of a faculty advocate. Qualitative and quantitative results support these findings and provide additional clarification as to why they have these negative workplace perceptions. Research limitations/implications A convenience sample was used, where data was only gathered from one university. Future research could replicate finding with more universities varying in their make-up and location to determine if these results hold across the USA and internationally. Some measures did not use established scales in the literature, and some were single-item measures. Future research could replicate findings using established scales with multi-item measures to provide more confidence the results produced that are reliable and valid. Practical implications These results suggest alarming concerns for higher education institutions regarding their full-time faculty. Human resource managers and administrators at universities should respond to “the alarm” from this research and internal employee satisfaction surveys they have conducted with their employees. Changes should be made at higher education institutions to improve employee workplace perceptions in hopes of retaining valuable employees and improving worker morale to increase productivity. The recent workplace changes and challenges for full-time faculty are negatively impacting their workplace perceptions. Social implications As a result of full-time faculty having significantly worse perceptions across all measured employment variables than their part-time colleagues, who already had poor perceptions, the authors may see more “good” employees leaving the industry for other more lucrative options. Others may become “dead wood” in the university and engage in “quite quitting” resulting in less productivity. With the tenure process protecting professors, this may result in universities being “stuck” with many unmotivated professors and hurt the quality of educational services provided. Some professors may even act out negatively toward the university. This could damage the quality of education provided at universities and perceptions of higher education by society. Originality/value To the best of the authors’ knowledge, this is the first study comparing full-time and part-time faculty workplace perceptions across several variables. After previous study has highlighted the poor work conditions and perceptions of part-time faculty, this study adds to the discussion showing that significant changes in the workplace have resulted in full-time faculty now perceiving their employment to be significantly worse than their part-time colleagues. This can have significant short-term and long-term ramifications for the industry that will make it more difficult for universities to attract talented individuals to choose a career in education and retaining their best workers based on current employment perceptions.

EMPLOYEES’ RESPONSES TO WORKPLACE CHANGE DURING COVID-19

This study aims to explore employees’ perceptions on workplace management practices (i.e., planning before workplace change, implementation process, management after workplace change) of PTT headquarters building in Thailand. Another purpose is to examine workplace change development during COVID-19 to understand its plan and process, which serves as a means to contribute to FM and CREM theory. A case study of five departments implementing workplace adaptation at PTT headquarters, a company in oil and gas business, was conducted. The research methods include document analysis, employee satisfaction survey and interview. Employees’ responses to workplace management practices in different stages (i.e., before, during, and after workplace change) were affected by the company’s strategic direction and management approach in terms of the planning and implementation of workplace change development. This study shows that employee engagement and involvement process are important during and after workplace change. The lacking of this process causes negative impacts as shown in the low satisfaction percentages in several aspects including improving workplace according to suggestions from employees and allowing employees to train and practice on workplace occupancy. No existing research has appraised of employees’ responses in terms of the preparation and implementation of workplace change. This study provides new insights into workplace change development during COVID-19 from the planning, implementation and management after the change and their impacts on employees’ perceptions.

Including insider threats into risk management through Bayesian threat graph networks

Cybersecurity incidents do represent a serious danger for companies. In fact, the number of cyber crimes is exponentially growing in a scenario where the global COVID-19 pandemic determined several conditions that have negatively affected companies' cyber-security posture. The adoption of risk management processes can help reduce security threats and mitigate both financial and reputation losses. In computer systems, it is crucial to relate security risks to the system infrastructure. Bayesian attack graph models can help reach such a goal. The approach is very effective as it allows to define the attack paths an attacker would perform against a specific network infrastructure. In this way, it is possible to construct a truthful representation of a company's security risks that cannot be obtained with other approaches. Still, Bayesian risk management approaches are usually based on advanced threats. Namely, those threats relate to vulnerabilities that can only be exploited by a skilled attacker. Although several works enrich the expressiveness of the proposed Bayesian model, current proposals do not provide insights into how it is possible to estimate security control costs, asset values, and threat probabilities for other types of threats. Furthermore, they do not take insider threats into consideration. This work shows that a risk management framework based on Bayesian Attack Graphs can be adapted to include a variety of threats, including those related to the insiders. We first extend an interesting work based on Bayesian Decision Networks to cover a broader range of threats. Then, we formalize several concepts, such as security control coverage and risk strategy, and show that our model can easily integrate insider threats when specific properties are defined. Finally, in order to address insider threats, we enrich the model with security controls that differ from the standard ones, such as technical IT training sessions and employee satisfaction surveys.

The Role of Employees' Innovative Work in Mediation of The Influence of Transformational Leadership on Performance Improvement

The results of PT Gapura Angkasa's 2018-2020 Employee Satisfaction Survey measurements show that the Relationship Variable with direct superiors is the indicator with the lowest level of satisfaction and has a high level of importance for three consecutive years. This study aims to analyze leadership factors in a company that are very important in encouraging employee creativity and innovation to achieve the desired goals or work results. The purpose of this study was to determine the effect of transformational leadership on employee performance which is mediated by the innovative work behavior of employees of PT Gapura Angkasa, and how it influences one another. Quantitative methods were used to collect data by distributing questionnaires and processing the data using the Structural Equation Model with Smart PLS software to test the hypothesis. These results were then deepened to find out the extent of Transformational Leadership practices in the company by conducting interviews with six respondents. The results of this study will show a positive and significant relationship between transformational leadership on innovative work behavior, transformational leadership on employee performance, and the relationship between transformational leadership on employee performance mediated by creative work behavior. Then the results of deepening related to Transformational leadership practices in companies found priority improvements in the Transformational Leadership dimension, namely the Intellectual Stimulation variable. Efforts to increase transformational leadership based on the results of qualitative data are fostering a culture of innovation, enabling employees to embody new ideas, and providing space for employees to innovate and explore creativity.

Remuneration, Job Satisfaction, and Performance of Health Workers During the COVID-19 Pandemic Period at the Dr. Soetomo Hospital Surabaya, Indonesia.

One of the hospital management issues that has not been studied much during the COVID-19 Pandemic is the relationship between health workers' performance, job satisfaction and remuneration. This study aims to examine the relationship between remuneration, job satisfaction and the employee performance during 2019-2021. This study applied an employee satisfaction survey at a General Academic Hospital between 2019-2021. The population and samples were 716 employees. The data collection were based on the personnel database, remuneration database, and the annual Employee Satisfaction Survey Database for the period 2019-2021 at General Academic Hospital of Dr. Soetomo, Surabaya, Indonesia. The results of the correlation test between Employee Satisfaction, Remuneration, and Performance based on employee performance objectives showed an insignificant positive correlation between the remuneration variable and satisfaction based on The Job Itself; very weak significant positive correlation between remuneration variable and Satisfaction based on Pay; a very weak significant positive correlation between the remuneration variable and Satisfaction based on Promotion; very weak significant positive correlation between remuneration variable and satisfaction based on supervision; significant positive correlation between remuneration variable and satisfaction based on coworkers; There is a significant positive correlation between remuneration and performance variables. The correlation between remuneration and employee satisfaction based on the Job Description Index shows that the components of the job itself, and coworkers have a positive but not significant relationship, while the components of pay, promotion, and supervision have a positive and significant relationship. Employees satisfaction with performance achievement have a positive and significant relationship, especially job satisfaction based on pay and supervision, but there is also a positive and insignificant relationship related to job satisfaction based on the job itself, promotion, and co-workers.

Effect of Team Building Activities – An Employee Engagement and Satisfaction Survey

Effect of Team Building Activities – An Employee Engagement and Satisfaction Survey

Effect of Team Building Activities - an Employee Engagement and Satisfaction Survey (IMRAD)

Effect of Team Building Activities - an Employee Engagement and Satisfaction Survey (IMRAD)

From drafts to drafting: genre work, time, and the fragility of managerial expertise in South Korea

ABSTRACT This article develops an approach towards managerial expertise as a practice organized around and dependent on what I describe as drafting time. The empirical focus is on an employee satisfaction survey at a South Korean conglomerate where I conducted ethnographic research between 2014 and 2015. Departing from approaches that see drafts in service of organizational function or as a production-line model, the article describes how drafting time is a state of work in which claims to expertise, and claims against a lack of expertise, are worked out away from the judgment of others. I describe how high-level human resources managers within the conglomerate Sangdo fashioned themselves as internal consultants through the development of a sophisticated employment survey. When the claims of the survey did not work out as they expected, they were able to re-draft their internal roles vis-a-vis other managers. The article highlights how drafting time is one way for knowledge workers to craft their expertise, particularly through the assemblage of different kinds of genres where their expertise might be properly recognized.

A STUDY OF EMPLOYEE SATISFACTION AND ITS IMPACT ON EMPLOYEE PERFORMANCE WITH SPECIFIC REFERENCE TO ORGANIZED RETAILING IN NAGPUR

The Employee Satisfaction Survey is part of the Strategic Framework, and will be one of several measures used to indicate overall organizational performance. Organizations spend an inordinate amount of time and energy focusing on service output, or the customer experience, often without giving thought to what the employees are experiencing along the way. The best way to realign the customer service strategy is to consider shifting your primary focus from the customer experience, to the employee experience. Employee Success and Satisfaction is an important indicator in companys success and continuous growth. This study finds out various factors underlying employee satisfaction. To achieve the aim of the study questionnaire survey was used. The results show that there is direct impact of all the factors in the organization. Job satisfaction is related to different Socioeconomic and personal factors, such as: Age, Sex, Incentives, Working Environment, Education, duration of work etc. The present paper will highlight different factors affecting job satisfaction in retails such as India retail employee such as IndiaBulls mart, Apna Bhanadar, Purti Superbazar, Big Bazar, Pyramid, and Day To Day in the Nagpur region Bulls mart, Apna Bhandar, Purti Superbazar, Big Bazar, Pyramid, and Day To Day in the Nagpur region, India.

Balanced Scorecard: The Key to Employee Well-Being the Impact of Balanced Scorecard on Employee Well-Being: The Case of State of Michigan-USA

While the organizations have started to use methods consisting of financial and non-financial measures to track progress when they realized that traditional strategic management and performance measurement methods based only on financial data were not sufficient to plan the future and to be strong in competitive environments. The balanced scorecard is one of these methods that has been widely adopted and is the most popular performance method by researchers which uses a "four perspective which is financial, customer, internal process perspective and learning growth perspectives. The main function of the learning and growth perspective is to drive the major sources of human capital, informational capital, and organizational capital in the organizations. One of the most important factors of organizational success is happy employees who make a tremendous contribution to increasing organizational performance, proven by many researchers. The objective of this study was to research the impact of the Balanced Scorecard on employees’ well-being, its theoretical frameworks and concepts, and empirical research. The survey of the study involved 27334 employees working in the State of Michigan and has been analysed by 28 of Statistical Package for Social Sciences (SPSS). The study demonstrated BSC strategies were implemented in the organization have improved organizational performance in the four financial perspectives, customer, internal process, and learning &growth perspectives. With the BSC strategy, which has been followed for 20 years, and the learning and growth perspective, the organization increases the satisfaction of its employees, while organizational commitment and job engagement come to the fore. Statistical results from employee satisfaction surveys showed that BSC increased job satisfaction by 68.30% (R square: 0.683), job engagement by 71.00% (R square: 0.710), and organizational commitment by 21.30% (R square: 0.213).

Employee onboarding and satisfaction in US manufacturing companies

PurposeThe purpose of this study was to identify primary issues related to employee onboarding and satisfaction in US-based manufacturing companies.Design/methodology/approachIn total, 19 focus groups using semi-structured interviews with senior management, middle management, tenured employees and new employees were conducted with personnel from five manufacturing companies located in the Midwest USA. Onboarding procedures, training manuals, employee satisfaction surveys and performance evaluations were subsequently reviewed.FindingsInsufficient onboarding, poor communication and a perceived lack of support were reported as satisfaction concerns by manufacturing employees. In addition, management had vastly differing perspectives regarding the work environment when responses were contrasted with those from new or tenured employees.Originality/valueThis paper reveals contributing factors that influence satisfaction early and throughout an employee’s tenure with small- to medium-sized US manufacturing companies.

Dementia Care Coaching: A Pilot to Evaluate Acceptability and Feasibility in Care Communities

Personal care aides (PCAs), along with other direct care workers, provide the hands-on care, including help with activities of daily living for individuals receiving care in residential care communities (RCC) and adult day services centers (ADSC). Recruitment and retention of such workers is a challenge as low pay, inadequate training, unsatisfactory roles and lack of benefits contribute to turnover. Using data from the 2018 National Study of Long-Term Care Providers, the only nationally representative data about PCAs in RCCs and ADSCs, this study will assess differences in training hours, benefits, and work roles among PCAs in these settings. About 76% of RCCs and 66% of ADSCs employed aides. On average, PCAs received 32 hours and 51 hours of initial training in ADSCs and RCCs, respectively. Results from bivariate analyses (accounting for complex survey design), showed that benefits received by PCAs varied by sector. A higher percentage of PCAs in ADSCs than in RCCs received health insurance for employees (60% vs. 46%), and pension (51% vs. 40%). About 51% of ADSCs and 46% of RCCs reported that PCAs rarely or sometimes attended care plan meetings. Further, 11% of RCCs and 15% of ADSCs reported that aides rarely or sometimes worked with the same care recipient. This overview of PCA activities, training and benefits may provide insights into approaches to improve the retention of PCAs and subsequently the quality of care provided across sectors.

Peer effects on job satisfaction from exposure to elderly workers

The Elderly Employment Stabilization Law, revised in 2006, helped the government increase elderly employment. While there has been much debate on whether the reemployment of elderly workers has substituted for or increased the employment of young workers, little attention has been paid to the potential peer effects of the former group on the latter’s productivity and other outcomes in the workplace. There might be knowledge spillovers from elderly workers to peers (positive peer effects) or the presence of unmotivated elderly workers lowering the morale of their coworkers (negative peer effects). In this paper, we investigate such peer effects from exposure to elderly workers using the employee satisfaction survey of a Japanese firm. We show that, on average, elderly workers do not have significant peer effects on coworkers’ satisfaction. However, the effects are heterogeneous depending on the ability of elderly workers as measured by their wages, and the age and job levels of their peers. Namely, nonmanagerial workers, particularly those in their 50s, are more satisfied and coworkers in their 30s and 40s receive more training when they work with elderly workers. The positive effects are significant when the focal elderly workers come from other units rather than when they stay in the same units implying that the sharing of broad experience might mediate the effect. In contrast, the presence of elderly workers makes first-line managers feel that there is poor communication in the workplace.

Pengaruh Internal Service Quality (INTQUAL) terhadap Kepuasan Karyawan di RS Islam Ahmad Yani Surabaya

The job satisfaction that employees get at the organization depends on whether or not the employee's needs are met. Employee needs that can be met will provide job satisfaction. The greater the employee's needs that can be met, the higher the employee's job satisfaction. Meanwhile, if the employee's needs are not met, the employee will have dissatisfaction. Objective: To identify the influence of internal service quality (intqual) on employee satisfaction at RSIAS. Methods: This study analyses an employee satisfaction survey conducted in 2020 using a cross-sectional study design. Population of this research is all employees in RSIAS. The sample of this study is also all employees in RSIAS, which is 421 people. The satisfaction survey is filled in using a score of 1 to 5, then averaged so that a score is obtained to determine the category of each aspect. The data obtained were analyzed based on the theory of internal service quality and employee satisfaction, then tested using a multiple linear regression statistical test model to determine the effect of internal service quality (intqual) on employee satisfaction at RSIAS. Results: The results of statistical tests showed that the value of p = 0.000, meaning that internal service quality has an effect on employee job satisfaction because the value of p <0.05. Several aspects of internal service quality affect job satisfaction, namely the aspects of tools, policies and procedures, management support, goal alignment, effective training and reward and recognition.

Estimating Group Stress Level by Measuring Body Motion.

Understanding employee stress has become a key issue for top management for corporate growth and risk reduction. So far, annual employee satisfaction surveys (ESs) have been conducted to assess the soundness of an organization. However, since it is difficult to collect questionnaires quantitatively and continuously, there is a need for a practical method that can be used to frequently measure group stress levels with a small burden on employees. We propose such a method and evaluated four combinations of approaches, using activity/rest duration distributions from body motion data and generating estimation models on an individual/group basis. The optimal result was obtained when modeling was made on a group basis by using the activity duration distribution (r = 0.928, p < 0.001, estimation error: 1.36%), making it possible to assess the degree of the stress of employees quantitatively and easily, and this showed the possibility of this method being useful as a management guide for companies.