Improve Employee Satisfaction Research Articles

The evaluation of large-scale collaborations between primary care general practices

BackgroundGeneral practice is under mounting pressure to ensure its future sustainability. Collaborations between GP practices are perceived as one way to respond to these pressures and they have been mandated by The NHS Long Term Plan.AimThe aim of this study was to investigate the facilitators, barriers, impacts, and costs associated with collaboration.MethodA rapid evidence assessment was carried out between September and November 2018. Publications over the last 20 years were eligible for inclusion if they were in English and covered any high-income OECD country. Publications between 1998 and 2012 inclusive, were limited to reviews only. No methodological restrictions were applied to publications between 2013 and 2018. A total of 52 publications were included for final data extraction (36 academic and 16 grey literature).ResultsFacilitators of GP collaboration include strong leadership, external support, trusting relationships, clear roles and objectives, and mutual shared history/vision. Barriers to collaboration were tied to an absence of key elements such as lack of clarity, core skills, time, human resources, trust, financial support, face-to-face interactions, and leadership. Positive impacts of collaboration included the delivery of high-quality health care, better clinical health outcomes, and improve employee satisfaction while negative impacts included challenging GP autonomy, feeling overwhelmed by workload, and a reduction of continuity of care for patients.ConclusionThere are numerous facilitators to GP collaboration. Barriers are often present as an absence of facilitators. Further research is needed to evidence the impact(s) and cost-effectiveness of GP practice collaboration.

Assessing Impact of Human Capital, SRHRM and Employee Related Factors on Firm Performance

In today’s competitive environment, the Indian manufacturing sector is feeling the need to develop new strategies to increase employee performance by improving the job satisfaction and reducing stress. Improving employee performance is one of the important drivers of the organization’s growth. In recent years, organizations are also investing a great deal on human capital to capitalize on employee productivity. The objective of this study is to identify and assess the association among different individual level factors and their impact on the organization performance in the Indian Manufacturing companies. Partial least square (PLS) approach was used to examine the relationships among various factors that lead to employee commitment and organizational performance. Results of this study can provide an important reference for both academicians and practitioners for effectively improving employee satisfaction, employee commitment to increase the economic performance of the organization.

BACKS TOOL: A STUDY IN IDENTIFYING ASSOCIATED FACTORS OF OCCUPATIONAL CHRONIC LOW BACK PAIN IN A DEVELOPING COUNTRY

In the absence of objective definition of work- relatedness; decision- making processes, assessments, investigations, treatment and rehabilitation on chronic back pain due to work had been challenging. BACKS questionnaire was designed to assist physicians in determining occupational low back pain among employees from the aspect of reliability and validity. Each identified employee with history of chronic back pain was given chronic back pain was given the BACKS Tool prototype to be filled in. Data was analyzed via stepwise linear regression to develop a temporary model for the BACKS Tool questionnaire. A total 220 respondents were included in the study. Among the associated factors of chronic occupational back pain were physical demand, psychological demand, colleagues who complain of similar back pain, job task involved in twisting for more than 20o, age of the employees and Pain Score that was reported by the respective employees. The regression reported sensitivity of 90.9% and specificity of 95.5%. In search of determining work- relatedness among employees with occupational back pain versus those due to aging, a screening tool had to be developed to assist in providing scientific assessments that would improve employee satisfaction during educational promotion and counseling.

Degree of implementation of structured answering of emergency calls in German emergency dispatch centers and effects of the introduction in daily practice

The emergency call-taking process is crucial for the adequate disposition of emergency vehicles and the provision of first aid instructions. Moreover, it has adirect impact on the quality of out-of-hospital emergency care. Organizations such as the European Resuscitation Council, the German Federal Association of Emergency Medical Directors and the German Association of Emergency Dispatch Centers call for the nationwide implementation of aformal call-taking process in emergency dispatching. This is required for the provision of telephone-assisted cardiopulmonary resuscitation (T-CPR). This article presents the results of an online survey among members of the German Association of Emergency Dispatch Centers on the implementation of structured call-taking programs. The survey comprised data on the implementation of astructured call-taking process, its effects on important quality indicators such as the frequency of T‑CPR and employee satisfaction. Of the 100 participants who completed the survey, 49 already used formal call-taking systems and 24 (47%) of the remaining 51emergency dispatch centers intended to implement such asystem. Formal call-taking systems were mainly used in the dispatch of emergency medical services (98% of emergency dispatch centers using aformal call-taking system) and fire brigades (83.7% of emergency dispatch centers using aformal call-taking system). In 42 (85.7%) of the 49emergency dispatch centers using aformal call-taking process, this process is mandatory; however, only 27 (64.3%) reported compliance rates of more than 95% in medical emergencies. Comparing the pre-post results after the introduction of astructured approach, the quality of the inquiries improved for almost all emergency dispatch centers. On the other hand, important quality indicators, e.g. mean dispatch initiation time or the necessity of subsequently alerting an advanced life support unit to the scene, were not recorded in 42.9% and 49.0% of the dispatch centers, respectively. Of the emergency dispatch centers that analyzed the frequency of T‑CPR, 94.3% could show an increase in T‑CPR. Moreover, 79.5% of the respondents reported improved employee satisfaction. Whereas the demand for dispatchers remained nearly static, 24 out of the 49dispatch centers that used aformal call-taking system set up new posts for quality management (maximum: 3posts in dispatch centers handling more than 250,000 missions annually). Structured emergency call-taking has not yet been comprehensively implemented in German emergency dispatch centers. Wherever it is used consistently, important quality parameters are improved. Further investigations should aim to identify crucial factors for its implementation and to analyze additional quality parameters.

Impact of HRM Practices on Job Satisfaction of Employees in Serbian Banking Sector

Research Question: The study aims to identify the level of effectiveness in Human Resource Management (HRM) and its impact on employees’ satisfaction in the banking sector of Serbia. Motivation:The aim of this research is to measure the satisfaction of employees in the banking sector of Serbia. In addition to the overall goal of this study, it is necessary to list some specific objectives: ​​to provide human resource management (HRM) analysis, to focus on the main dimensions of HRM in practice, to present a test for measuring employee satisfaction in practice, to identify weaknesses in management that affect employee satisfaction and to propose measures to improve employee satisfaction and increase motivation. The research attempts to point out the basic driving factors for better work and effects, as common motives for all workers, such as salary, job interest, the opportunity of further progress, the degree of autonomy in the performance of tasks, and the possibility of personal affirmation. The challenge that puts the management of human resources and its application into practice becomes a very relevant field of inquiry. It is important to know the answer to the research question in order to arrive at a response to whether or not to comply with Pareto optimum: “When we know where and why we are headed, little things can point us to the right direction” (Debreu, 1954). The novelty in the study is that some aspects (career improvement and job security) bring employees a greater degree of satisfaction, while others (salary and business climate) are rated as bringing significantly lower levels of satisfaction. The work is based on the applied Kruger study (Kruger et al., 2008). It is used for research, because in this specific case it makes it possible to collect the results of mortgage execution on a sample of employees of 10 banks, whose results would be useful at the level of the banking sector in Serbia. Idea: The basic idea of this paper is to evaluate different levels of employee satisfaction with different dimensions of quality of work in banking institutions. The study involves analyzing the level of satisfaction from the aspect of selection and selection of employees, job security, employee salaries, career advancement, professional training and professional development, management style, job responsibilities, awards and recognitions and, finally, business climate as key dependent variables. The key independent variables are gender, age, education and length of service, as demographic characteristics of the respondents. Data: The analysis was carried out through a questionnaire sent to the employees of the bank. The target population is employed in the banking sector on the territory of Serbia. Among the different banks, this study takes into account ten banks. 93 questionnaires were available for statistical analysis. Tools: Statistical analysis of all collected data (Z-test, correlation analysis) were used to draw conclusions about relationships between variables, specifically what employees start in the organization. With the help of the Pierson correlation coefficient, statistical significance is determined, which shows motivational effects in the behavior of employees. Findings: The findings revealed a high level of effectiveness of all HRM practices. A strong positive relationship has been identified between the effectiveness of HRM and employees’ satisfaction. The study recommended improving financial compensation system of banks, which would positively increase the level of employees’ satisfaction. Contribution: This paper expands the existing research related to the developing employee motivation in the banking sector and formulates practical suggestions for increasing motivation and avoiding its relativization. Promoting transparency and publicity and an effective system of rewards, compensation and salaries according to merit and contribution to work tasks should be promoted. It is possible to achieve a business climate by respecting the individuality and dignity of each employee, and thus to build trust among employees and loyalty to the institution.

PENGARUH LAYOUT TOKO DAN VISUAL MERCHANDISING TOKO TERHADAP KEPUASAN KERJA KARYAWAN SUPERMARKET TIARA DEWATA DENPASAR

Friendly service is a key to being able to maintain a retail business in the midst of many emerging retail types. To be able to survive and be able to provide customer-friendly services, the company is required to be able to create employee satisfaction in working through the arrangement of shop layouts and visual merchandising stores in outlets. In line with this, this study aims to determine the effect of shop layout and visual store merchandising on employee satisfaction at the Tiara Dewata Denpasar Supermarket. This research was conducted at the Denpasar Tiara Dewata Supermarket using a sample size of 88 people with a saturated sample method. Data collection was obtained from the results of questionnaires at the Denpasar Tiara Dewata Supermarket using as many as 16 indicators and the indicators were measured using a Likert scale. The data analysis techniques used in this study are multiple regression analysis and accompanied by classical assumption and hypothesis testing. The results of the study found that shop layout and visual store merchandising partially had a positive and significant effect on employee satisfaction. In addition, shop layout and visual merchandising stores simultaneously have a positive and significant effect on employee satisfaction. This result confirms that to improve employee satisfaction the company is expected to be able to create a comfortable and safe atmosphere of the office environment through structuring shop layout and visual merchandising stores.
 Keywords: store layouts, visual merchandising stores, employee satisfaction

THE IMPACT OF STAFF WELFARE ON JOB COMMITMENT IN TUYIL PHARMACEUTICAL COMPANY, ILORIN, KWARA STATE

A very few organizations believe that the employees of their organizations are the main assets which can lead them to success or failure. Unless and until the employees of these organizations are satisfied, motivated, encouraged, none of the organizations can progress or achieve success. This research was carried out with the objective of examining the impact of staff welfare on job commitment in Tuyil pharmaceutical company, Ilorin, Kwara State. Data for the study were collected from both primary and secondary sources. A descriptive research approach was used. The population for the study was 255 staff of Tuyil Pharmaceutical company. About 72 respondents which served as the study sample size was determined through Guilford formula. The study used structured questionnaire to elicit information from the respondents. The data collected were analyzed through the use of Least square regression. The result of the findings revealed that (r=.890, r2=.792, p= 0.5) meaning that staff welfare enhances job commitment. Therefore, the study concludes that employee welfare have significant impact on job commitment. The study recommends that management should put more attention on the welfare facilities that improve the job commitment so as to achieve improve employee satisfaction and commitment in the organization.

Opportunities to Improve Employee Satisfaction Within State and Local Public Health Agencies.

Public health agencies will likely struggle to staff at necessary levels, given ongoing workforce shortages, the potential for mass retirement, and expanding responsibility. Although the majority of public health workers are satisfied with their jobs overall, it is critical to understand the degree to which they are satisfied and identify factors that contribute to any dissatisfaction that occurs. This study identified opportunities for public health agencies to improve work environments and, in turn, improve employee satisfaction and retention. Using data from the 2014 Public Health Workforce Interest and Needs Survey, we analyze responses to the survey question, "If you wish, you may provide comments below about your level of job satisfaction." The 2966 responses (2389 from state and 542 from local public health agencies) that indicated a negative disposition were examined to understand employee dissatisfaction. The survey was administered to a representative sample of state health departments and convenience samples of local health departments. Responses from employees of state and local health departments are considered. The most frequently occurring themes overall were identified. In addition, responses describing weaknesses in organizational support (specifically training, communication, workload, and innovation) were summarized. The most frequently occurring themes were as follows: (1) salary, specifically in relation to the merit system, performance evaluation, and workload; (2) job security with emphasis on funding, organizational transformation, and politics/government; and (3) career development related to the merit system, performance evaluation, and management. Respondents also reported opportunities in the areas of training, communication, workload, and innovation to improve satisfaction levels. These findings serve as a call to action for leaders in health departments as well as national public health leaders to remedy the concerns raised in their responses. Some of the solutions are within the realm of public health agency leadership, but some may fall within the realm of governors and public health leaders at the federal level. It is important to share these findings so that appropriate decision makers can address public health workforce retention and recruitment issues in the interest of retaining valuable employees.

Leading the Nurse Within: Developing Confident Leadership Skills for New Graduates.

All too frequently, newer nurses are expected to take on leadership roles without any formal leadership training or education. For nurses to be successful change agents, it is imperative that they develop the necessary leadership skills to take on leadership roles, ultimately improving employee satisfaction and nurse retention. A course was designed to engage new graduate nurses and help them to develop leadership skills, with the goal of increased confidence to act as leaders among their peers. The pilot program consisted of a 1.5-hour interactive workshop designed to promote and develop leadership skills. Following completion of the leadership training course, overall responses to a postsurvey demonstrated an increase in confidence levels toward leadership behaviors. Participants also felt more confident in their ability to be leaders among their peers. Results of this pilot study have validated the effectiveness of a leadership training course as an arena to identify future nurse leadership potential. J Contin Educ Nurs. 2018;49(8):356-359.

The Relationship between Employee Commitment to Strategy Implementation and Employee Satisfaction

Purpose of the article: The mobile telecommunication sector in Nigeria has attracted highest foreign direct investment, consistently created jobs more than any sector in the economy. Encouraging employees commitment to strategy implementation can have a positive impact on employee satisfaction level. Methodology/methods: This study used a descriptive quantitative research approach. The survey method was used to collect data from four mobile telecommunication firms in Nigeria. We administered 120 questionnaires to employees of the sample firms, 105 questionnaires were returned and analysed using the regression analysis, Pearson correlation and ANOVA techniques. Scientific aim: This study examines the relationship between employee commitment to strategy implementation and employee satisfaction in mobile telecommunication firms in Nigeria. Findings: The results show that employee commitment to strategy implementation has a positive and significant relationship with employee satisfaction. Employee commitment to strategy implementation is correlated with employee satisfaction, the more committed employees are to their firms strategy implementation, the higher their level of satisfaction with their firms. Thus, employee commitment to strategy implementation have positive impact on employee satisfaction. Our formulated hypothesis is supported. Conclusions: This study provides a better understanding on the importance of employee commitment to strategy implementation in improving the level of employee satisfaction. This study suggests that employee commitment to strategy implementation is an important factor of employee satisfaction. Thus, policymakers, business executives, and HR managers must create an organisational culture and climate that support employee commitment to strategy implementation to improve employee satisfaction. The authors recommended that firms should elicit the commitment of their employees at the strategy implementation stage as this will boost their level of satisfaction. A satisfied employee will be more productive and this will in turn improve the firm’s performance.

The Importance of Employee Satisfaction: A Case Study of a Transportation and Logistics Service Company

This paper draws attention to the importance of employee satisfaction in the transportation and logistics service industry. For research purposes, Spector’s job satisfaction survey was used, which observes nine facets of job satisfaction, helping us to outline the viable measures that could improve employee satisfaction in the selected company. The research indicates that the employees were satisfied with their supervision, co-workers and the nature of work. Indifference was expressed with respect to payment, rewards, benefits, working conditions and communication. Dissatisfaction was only identified in the field of promotion opportunities. The identified facets that trigger different feelings of satisfaction also serve to explain the possible consequences fort the effectiveness of the selected transportation and logistics service company and the whole industry sector as such.

Primary Care Practice Workplace Social Capital: A Potential Secret Sauce for Improved Staff Well-Being and Patient Experience.

Patient experiences with the health-care system are increasingly seen as a vital measure of health-care quality. This study examined whether workplace social capital and employee outcomes are associated with patients’ perceptions of care quality across multiple clinic sites in a diverse, urban safety net care setting. Data from clinic staff were collected using paper and pencil surveys and data from patients were collected via a telephone survey. A total of 8392 adult primary care patients and 265 staff (physicians, nurses, allied health, and support staff) were surveyed at 10 community health clinics. The staff survey included brief measures of workplace social capital, burnout, and job satisfaction. The patient-level outcome was patients’ overall rating of the quality of care. Factor analysis and reliability analysis were conducted to examine measurement properties of the employee data. Data were aggregated and measures were examined at the clinic site level. Workplace social capital had moderate to strong associations with burnout (r = −0.40, P < .01) and job satisfaction (r = 0.59, P < .01). Mean patient quality of care rating was 8.90 (95% confidence interval: 8.86-8.94) ranging from 8.57 to 9.18 across clinic sites. Pearson correlations with patient-rated care quality were high for workplace social capital (r = 0.88, P = .001), employee burnout (r = −0.74, P < .05), and satisfaction (r = 0.69, P < .05). Patient-perceived clinic quality differences were largely explained by differences in workplace social capital, staff burnout, and satisfaction. Investments in workplace social capital to improve employee satisfaction and reduce burnout may be key to better patient experiences in primary care.

From Spirituality to Strategies: A Chaplain's Guide to Improve Employee Satisfaction and Workplace Positivity

Nursing leaders often struggle to cultivate reliable methods for identifying and solving problems of staff morale, self-morale, and overall employee satisfaction. Pastoral care leadership and the services provided by a strong chaplain group have been overlooked as a viable integral discipline with value-laden strategies to assist nursing leadership in this endeavor. The services provided by pastoral care are often isolated to the benefits related to patient and family spiritualism. This article explores the insights and contributions of one pastoral care chaplain and his methodologies for positively impacting employee morale, including his own teams at a major, level one trauma center in South Florida. Nursing leaders often struggle to cultivate reliable methods for identifying and solving problems of staff morale, self-morale, and overall employee satisfaction. Pastoral care leadership and the services provided by a strong chaplain group have been overlooked as a viable integral discipline with value-laden strategies to assist nursing leadership in this endeavor. The services provided by pastoral care are often isolated to the benefits related to patient and family spiritualism. This article explores the insights and contributions of one pastoral care chaplain and his methodologies for positively impacting employee morale, including his own teams at a major, level one trauma center in South Florida.

ANALYSIS OF QUALITY OF WORKLIFE (QWL) IMPLEMENTATION AGAINST JOB SATISFACTION AND COMMITMENT OF THE EMPLOYEES.

Abstract. Increased productivity needs being in line with the increase in employee performance. To be able to improve employee performance, companies must create working conditions that offer incentives for employees to satisfy them with the system running in the company(????). The purpose application of Quality of Work Life (QWL) in an enterprise is to improve employee satisfaction on the job(???). Employee job satisfaction is one important aspect to consider in efforts to improve the human resources quality of an enterprise. Employees who have high job satisfaction, will generally have a high commitment to the company. High employee commitment will give beneficial contribution to the company to increase productivity of both employees and companies. This study aims to analyze the effect of the QWL application on job satisfaction and employee commitment as well as analyzing the effect of job satisfaction on employee commitment. The study is conducted by giving questionnaire to 120 employees SBU (Strategic Business Unit) 1 PT. PGN, which is present in three areas, namely Hosbun, Bogor and Jakarta East. Hypothesis testing method using the model Structural Equation Model (SEM) with PLS.The results of the analysis indicate that the application of QWL hypothesis has no effect on job satisfaction of employees. Application of QWL and job satisfaction significantly influence employee commitment. The better implementation of QWL and the higher levels of job satisfaction will increase employee commitment to the company.

Effect Of Work Experience And Work Environment On Employee Satisfaction In The Nusantara Estate 7 Sector Vii Kedaton

A success of companies is strongly affected by employee job satisfaction. Every company always attempts to improve employee satisfaction so that it is expected that the companies goals are achieved. Several factors improving the job satisfaction are the work experience and work environment. The objective of this research was partially or simultaneously to determine the effect of the work experience and work environment to employee job satisfaction in the Nusantara State 7 sector VII Kedaton. Type of this research was a quantitative research with the associative method. Setting of this research was in the Nusantara State 7 sector VII Kedaton. The sampling technique used in this research was non-probability random sampling using the disproportional stratified random sampling. The respondents of this research was 57 employees. Data analysis technique used in this research was a multiple linear regression. The hypothesis test used in this research was t-test and f-test. The result of this research showed that (1) the work experience affected the job satisfaction, (2) the work environment affected job satisfaction and work experience, and (3) the work environment affected employee job satisfaction.

Mystery shopping through the lens of organizational justice

PurposeThe purpose of this paper is to share how the concept of organizational justice could help to explore employee satisfaction with the mystery shopping appraisal system.Design/methodology/approachThe research was conducted at a fast-food restaurant chain located in Russia. Data were collected through an online-questionnaire distributed among all 516 chef-cashiers of the 86 restaurants of the chain located in Saint Petersburg. The questionnaire consisted of 17 closed-ended and one open-ended questions.FindingsViolations of norms of procedural, distributive, and informational justice were identified. The majority of the chief-cashiers thought that the norms of interpersonal justice were met.Practical implicationsThe paper also discusses how training and development professionals could use the concept of organizational justice to improve employee satisfaction with a mystery shopping appraisal process. The results collected through the questionnaire can be used in at least two ways: to implement structural changes in the process and to determine and address training needs of three groups of employees.Originality/valuePerceptions of organizational justice predict employee satisfaction with different aspects of a performance appraisal system. This paper is first to explore how the concept of organizational justice could be useful in evaluating employee satisfaction with such performance appraisal method as mystery shopping.

Evaluation of quality of service: real case in the hotel fitness center

The justified purpose of the theme: The number of companies in the service sector has been increasing steadily in recent years. At the same time, consumers are increasingly demanding quality of services offered by the various providers in the market. Customer satisfaction is fundamental to the success of these organizations, and for this reason, the adoption of specific techniques for assessing quality of services is necessary. Purpose: this article aims to develop a framework to support hotel management. Methodology/Design: The study used an adaptation of the classic SERVQUAL model for the evaluation of customer expectations and perceptions, enhanced by the QUESC model, which is an instrument specifically applied to quality evaluation in fitness services, in order to obtain a more complete and targeted approach. The survey was conducted with 206 customers on the quality of service in the hotel's fitness center. Results and Originality: With the application of the model, we found that SERVQUAL was insufficient to evaluate customer satisfaction since the highest rated items pointed to the gaps coming mostly from the QUESC model. The findings provide a new perspective that can encourage those involved in the fitness center to manage these businesses considering the characteristics of the customer. This structure can help the hotel manager identifying which quality dimensions need more attention, improve the quality of the hotel service, develop customer loyalty, improve employee satisfaction, and differentiate from competitors. The article presents a new focus on guest view, which can be used to manage services offered by hotels.

COMPARATIVE STUDY ON QUALITY OF WORK LIFE OF PRIVATE &amp; PUBLIC SECTOR BANKS IN PRAYAGRAJ DISTRICT U.P.

The expression "quality of work life" refers to an individual's perceptions of all aspects of their employment, including financial compensation and benefits, job security, working conditions, interpersonal and group dynamics, and the intrinsic value of their work in their lives. By including them in decisions that may affect their working lives, it is a method by which an organisation aims to unlock the creative potential of its employees. Hence, it is necessary to enhance the working conditions for bank personnel in order to support the sector as a whole because they are crucial to the development of the national economy. The employees' ability to experience a sense of belonging, which is essential for a business, would be aided by the improvement in workplace quality. In the end, it might motivate them to perform or shoulder additional responsibility. Also, it will improve employee satisfaction at work and at home. This study will assist the business in developing employee career advancement, interpersonal relationships among coworkers, a modern workplace culture, suitable working conditions, and more. The working relationship between the employer, employees, and the company as a whole determines the quality of the work. In order to meet both organisational goals and employee demands, organisations must establish a plan to create a good workplace and to enhance the quality of life for employees. The battle for the best employees has made Quality of Work Life (QWL) a crucial instrument. In order to keep the top employees and recruit the most capable workers, businesses are looking for strategies to raise the QWL. This study aims to evaluate the working conditions for both public and private sector bank employees in the Prayagraj area. This study was conducted as a result of the expansion of job prospects in banks and the realisation that in order to motivate people to work effectively, their requirements must be met. The Likert Scale is the basis for the current investigation. The sample size is 50, with 25 banks from the public sector and 25 from the private sector

Effect of organisational communication on employee satisfaction

In today's competitive era, the market is flooded with start-ups and every organisation is adopting all strategies and methods to make a winning edge over its competitors. In such a scenario, the success of today's businesses is determined by the satisfaction shown by the employees of the organisation and by the efforts put in by organisations to convert its employees to human assets. A well-organised communication system in an organisation is found to be an essential factor in ensuring an optimal level of satisfaction among its workers. This paper explores the effect of organisational communication on the satisfaction level of employees working in the insurance sector in Jaipur. t-test and correlation were used to find out the extent of the influence of organisational communication on the employees. Findings show that the employees in the insurance sector are not satisfied with the job. It was found that organisational communication especially the communication between the immediate supervisor and the employees played a significant role in lowering the overall employee satisfaction level. The study also explored the factors related to organisational communication that needed to be improved to enhance the satisfaction level of the employees. The study concludes that organisations in the insurance sector need to adjust the nature and potential content of the communication to improve employee satisfaction and hence the employee performance and efficiency.

THE EFFECT OF COMPENSATION ON SATISFACTION AND EMPLOYEE PERFORMANCE

&lt;p&gt;The globalization era requires employees to have good performance and results. Therefore, many companies implement compensation system. Effective compensation is expected to add value to employee’s satisfaction to stimulate employees to always work better. This research aim is to determine the effect of compensation on employee satisfaction and employee performance and employee satisfaction to mediate the effect of compensation on employee performance. The research objects are employees of PT. Telekomunikasi Indonesia. The data is collected by questionnaires and analyzed by SmartPLS version 2.0M3 software. The results show that compensation effects on employee satisfaction and employee performance at PT. Telekomunikasi Indonesia. Employee satisfaction can mediate the effect of compensation on employee performance. It can be concluded that compensation at PT. Telekomunikasi Indonesia has been classified as good and can improve employee satisfaction and employee performance.&lt;/p&gt;&lt;p&gt;&lt;strong&gt;Keywords&lt;/strong&gt;: Compensation, Satisfaction, Employee Performance&lt;/p&gt;