Increase Employee Satisfaction Research Articles

The Impact of Perceived Leadership Effectiveness and Emotional Intelligence on Employee Satisfaction in the Workplace

In recent years, the role of leadership in increasing employee satisfaction (ES) has received significant attention, with emotional intelligence (EI) emerging as a key factor in promoting effective leadership (EL) in organizations. Although research has demonstrated the positive impact of EI on workplace outcomes, the interplay between perceived LE, EI, and ES remains underexplored. This research is part of this theme and aims to investigate the influence of the perceived levels of LE and EI of SE leaders in the work environment. This study highlights the importance of integrating emotionally intelligent leaders into organizational structures to improve SE, which subsequently contributes to organizational success. A quantitative methodology was used, with data collected through the application of three questionnaires: one to assess the perception of LE, another to measure EI, and a third to assess SE. The results indicated a positive correlation between all constructs. Employees with more favorable perceptions of their leaders’ EI levels and leadership effectiveness reported greater workplace satisfaction. We also found that LE and EI significantly predicted ES. These findings emphasize the need to foster leadership that is not only competent, but also emotionally intelligent to increase workplace satisfaction and productivity.

Enhancing Security in Bring Your Own Device Environments (BYOD) with Trusted Platform Modules, Continuous Monitoring, and Hardware Security Modules

Bring Your Own Device (BYOD) policies have transformed organizational workflows, offering flexibility, cost savings, and increased employee satisfaction. However, they also introduce significant security challenges due to device heterogeneity, inconsistent security configurations, and increased attack surfaces. This paper proposes a comprehensive security framework tailored to BYOD environments, integrating Trusted Platform Modules (TPMs) for device attestation, Hardware Security Modules (HSMs) for secure key management, continuous monitoring for real-time threat detection, and dynamic access control to enforce adaptive security policies. Practical use cases, such as securing remote work and employee devices, are discussed, along with challenges and future directions for improving adaptability and cost efficiency in deploying the framework. Keywords: Bring Your Own Device security, Trusted Platform Module, Hardware Security Module, device attestation, continuous monitoring, hardware tampering detection.

Analysis of the Use of the Sipadu Application by Civil Servants in Manokwari Regency for Administrative Efficiency in Attendance Management

This study aims to analyze the Sipadu application in the Manokwari Regency implemented by Civil Servants (PNS) to increase the administrative efficiency of absenteeism. Before the application came into action, absenteeism was controlled through attendance books or paper forms and everything took more time, then it was necessary to validate and adjust the data manually. The sheer volume of paper and equipment, managing, processing, and storing the attendance data also represented additional costs. The introduction of the Sipadu application shifted attendance recording from manual to automated system, so data entry and processing can be done in real time, paper and administrative equipment can be minimized, and the administrative process can be automated. According to the results of this study, attendance processing using the Sipadu application is faster, data accuracy is increased, and operational costs are reduced. Moreover, since there are automatic verifications in the application, the chances of repetition and tampering with data is reduced to keep the application transparent and reliable. Increasing employee satisfaction, as they are more focused on their activities no longer disturbed by absence input as a result of the benefits of implementing Sipadu linked with the attendance system that are efficient and transparent. This research shows that the Sipadu application as information technology solves the problems of absenteeism administration and public sector efficiency.

The Key Role of Employee Commitment in the Relationship Between Flexible Work Arrangements and Employee Behavior

The research’s main objective is to examine the mediating role of Employee Commitment (EC) in the relationship between Flexible Work Arrangements (FWAs) and employee behavior (Innovative Work Behavior (IWB) and Employee Performance (EP)) among employees in the Republic of Serbia. The research consists of a theoretical part (review of the literature on previous theoretical and empirical findings) and an empirical part (Partial least squares structural equation modeling (PLS-SEM) analysis conducted on a sample of 582 employees in Serbia). The main findings have determined that there is full mediation, as the indirect effect of FWAs on Innovative Work Behavior through employee commitment is significant, and partial mediation, as the indirect effect of FWAs on Employee Performance through Employee commitment. The flexibility provided by FWAs not only increases employee satisfaction and loyalty but also motivates them to reciprocate through improved behavior and employee performance. In this way, employee commitment becomes a key factor that links organizational flexibility policies with positive outcomes in employee behavior. Flexible work arrangements are key to HR sustainability by enabling a better work-life balance, reducing stress, increasing employee commitment, and fostering long-term innovation and productivity. The mediating role of employee commitment in the relationship between flexible work arrangements and employee behaviors, such as innovative work behavior and employee performance, is particularly important. A high level of commitment, which stems from flexible work conditions, significantly contributes to innovative practices and improved performance, further strengthening the sustainability of organizations.

The Effect of Work Communication on Employee Turnover Intention

Work communication encompasses the exchange of information, ideas, and understanding between individuals or groups within an organization. Effective communication can strengthen relationships among team members, management, and employees in creating a healthy work environment. On the other hand, issues such as compensation problems and work stress are frequently experienced by employees and can lead to major challenges like high turnover rates, as faced by PT PG Rajawali II Cirebon. This research aims to determine the influence of work communication on employee turnover intention at PT PG Rajawali II Cirebon, specifically regarding employees' desire to stay or leave the organization. This research employs quantitative methods and statistical analysis with a population of 125 people, applying theories of work communication and turnover intention. The results show that 16.4% of turnover intention within the company is caused by inhibited communication. Communication at PT PG Rajawali II Cirebon is still lacking, as work errors due to employee miscommunication ultimately affect employees' intention to leave the company. The implications of this research indicate that effective work communication within an organization can strengthen relationships, enhance job satisfaction, and reduce turnover intention or the desire to leave. Based on the research results, it can be concluded that good work communication can reduce turnover intention by increasing employee satisfaction and engagement.

دور العلاقات العامة في تشكيل الصورة الذهنية لموظفي القطاع البلدي بالمنطقة الشرقية

The study showed that effective public relations activities, including media campaigns and direct communication with employees, contribute significantly to improving the mental image of the municipal sector. These activities play a major role in enhancing employees’ confidence in their management and raising their level of job satisfaction. The study also found that continuous and comprehensive internal communication increases employee satisfaction and enhances their sense of belonging. Public relations contribute to achieving alignment between management goals and employee aspirations, which helps achieve a stable and supportive work environment. The results indicated that transparency in communication processes between management and employees is one of the essential elements for building a positive and reliable relationship. This transparency contributes to reducing rumors and misunderstandings, which increases positive interaction between management and employees and enhances their impressions of the institution. The study also highlighted the effectiveness of modern technical tools in enhancing internal communication, as the use of these tools contributes to facilitating the exchange of information and clarifying procedures, which leads to improving the effectiveness of communication and enhancing the positive mental image of the municipal sector. The study stressed the importance of adopting sustainable public relations strategies aimed at continuous and constructive communication with employees, to support the long-term goals of the sector. She recommended the need to focus public relations efforts on transparency, continuous communication and the use of modern technologies, which contributes to creating a positive work environment and enhances job satisfaction and belonging among employees, thus achieving a positive and supportive mental image of the municipal sector in the Eastern Region.

ESG Performance and Enterprise Competitive Advantage Construction: A Case Study of Walmart

This essay opens with an in-depth discussion of the growing importance of ESG concepts in modern corporate management and highlights their significant role in promoting long-term corporate value creation. With the increasing global focus on sustainability, ESG concepts have become an integral part of corporate strategic planning and operational decision-making. Next, this article selects the global retail giant Walmart as a case study and uses SWOT analysis and other management tools to analyse in detail how Walmart has effectively constructed and consolidated its competitive advantages in the highly competitive market through the implementation of an active ESG strategy. The article specifically describes Walmart's practices on several ESG dimensions, including but not limited to the implementation of environmental protection measures, active support to the community, the enhancement of employee welfare, and the optimisation of corporate governance structure. In terms of environmental protection, Walmart has significantly reduced the environmental impact of its operations through measures such as reducing carbon emissions, improving energy efficiency and promoting sustainable products. In terms of community support, the company has strengthened its ties with local communities and enhanced its brand image through various community programmes and charitable activities. Employee well-being has been achieved through improved working conditions and career development opportunities, which have not only increased employee satisfaction but also enhanced the company's attractiveness. The article concludes by summarising the important contribution of Walmart's ESG practices to the company's sustainability and long-term competitive advantage and suggests possible future strategic directions and recommendations for Walmart in ESG based on current market trends and company performance. These recommendations are intended to provide valuable references and insights for Walmart and other companies in their future strategic planning and decision-making processes, especially in terms of how to balance economic efficiency and social responsibility to achieve long-term sustainable development. However, due to the limitation of data and the depth of research on Walmart ESG, the article still has limitations.

Organizational Workforce Management in the Digital Age: The Role of Technocultural Interventions in Mitigating the Negative Impacts of AI-Driven Technological Change

This study explores the impact of AI-driven technological change on workforce management, focusing on job displacement, employee satisfaction, and productivity. A mixed-method approach was employed, including logistic regression, K-means clustering, and multivariate regression analysis, to evaluate the effectiveness of technocultural interventions (upskilling programs, ethical AI frameworks, and innovation culture). Data was sourced from the U.S. Bureau of Labor Statistics (BLS) and survey questionnaires. Logistic regression revealed that routine AI adoption showed a weak positive relationship with job displacement (B = 0.013, p = 0.111), but the overall model was not statistically significant. The K-means clustering identified three distinct organizational patterns in adopting technocultural interventions. Multivariate regression highlighted the substantial role of leadership commitment in increasing employee satisfaction (B = -0.067, p = 0.039) but found limited direct effects of upskilling programs and AI frameworks on productivity. Based on the findings, the study highlights the importance of customized, sector-specific interventions and recommends that organizations integrate leadership and ethical considerations to manage AI-driven changes effectively.

How outdoor and indoor green spaces affect human health: a literature review.

The analysis of the complex interactions between outdoor or indoor greenness and the health of individuals and ecosystems is a topic of current and growing interest. This review aims to examine and summarise the results of studies conducted to evaluate the effects of exposure to greenness on various aspects of human health and the natural environment. For this purpose, in April 2024 we searched PubMed, Web of Science, and Scopus databases, Google Scholar and specialised books. Evidence gathered demonstrates a remarkable correlation between exposure to outdoor and indoor greenness and the improvement of mental health, including the reduction of stress, anxiety, and depression. Contact with greenness is also associated with improvements in physical health, such as reductions in blood pressure, heart rate, and inflammation, as well as in cognitive abilities, concentration, and overall recovery. These benefits are recognisable both in outdoor spaces, such as urban parks, oases, and public gardens, and in indoor spaces, through the introduction of plants and nature-evoking elements in living and working environments. The presence of vegetation in indoor environments, such as offices, schools, healthcare facilities, prisons, and others, can contribute to improving the quality of social spaces, fostering communication, and collaboration, and attenuating aggressiveness and inequalities, thereby increasing employee satisfaction and work efficiency. The combination of outdoor/indoor green spaces and the well-being of the living environment includes exposure to greater biodiversity, mitigation of extreme weather events, absorption of atmospheric pollutants, attenuation of urban background noise, and increased privacy. The presence of vegetation in urban areas has a positive impact on social cohesion, promoting interpersonal interaction and facilitating the development of more cohesive and inclusive communities, thus supporting a sense of belonging and collective identity. In conclusion, these results underline the importance of considering contact with greenness as a fundamental element in promoting the psychophysical health and well-being of individuals and ecosystems, suggesting the adoption of nature-based therapies and interventions in public health policies and urban planning practices.

The Influence of Work Environment, Management Support, Organizational Culture, and Employee Engagement on Employee Performance Through Employee Satisfaction

In an era of globalization, companies must optimize their resources to meet customer needs. To improve the quality of human resources, companies must focus on areas such as the work environment, management support, organizational culture, employee engagement, and employee satisfaction. The study aims to identify the employee's performance in relation to its association with the variable studied and analyze it based on the supporting component. Data collection occurs through surveys and questionnaires, while analysis methods include Structural Equation Modeling (SEM). The results showed that a significant relationship between employee performance and employee characteristics on the work environment variable of 0.473 and employer engagement of 0.440 has been demonstrated. Employees who work in a positive and supportive work environment and feel engaged in their work tend to be more committed, more productive and qualified, more satisfied and motivated, and have a positive work culture. These aspects have the ability to increase employee satisfaction and employee performance, which in turn contribute to the overall success of the company.

Impact of Workforce Diversity on Organizational Effectiveness: Evidence from Nepalese Commercial Banks

Purpose: The primary purpose of this study is to examine the relationship between workforce diversity and overall effectiveness of Nepalese commercial banks, focusing on how diverse employee backgrounds contribute to organizational performance and operational success.Method: The descriptive and casual comparative research designs were used. The data were collected from 210 managerial level employeesof Nepalese commercial banks through structured questionnaires. The study applied purposive sampling technique to collect the data. Both descriptive and inferential statistical tools were used for data analysis. Data analysis was performed using Smart PLS 4.Results: The study reveals that ethnic diversity does not significantly influence organizational effectiveness. Conversely, gender and age diversity are significant predictors of organizational effectiveness. These results underscore the relevance of gender and age diversity in enhancing organizational performance in the Nepalese commercial banks.Conclusion: The research highlights the importance of fostering gender-balanced and age-diverse workforces for improving organizational effectiveness. By focusing on gender and age diversity, banks can better harness diverse perspectives and experiences, leading to improved outcomes. These findings suggest that workforce diversity is a major organizational strategy to enhance organizational effectiveness by fostering innovation, improving decision-making, increasing employee satisfaction, and enhancing customer services.

REDEFINING THE INTERNAL MARKETING-HRM NEXUS: A COMPREHENSIVE FRAMEWORK FOR ORGANIZATIONAL ALIGNMENT IN THE DIGITAL AGE

Background: Internal marketing and Human Resource Management (HRM) are crucial for organizational success. Internal marketing involves strategically communicating organizational values and goals to employees, while HRM focuses on efficiently managing human resources to achieve organizational objectives. Numerous studies have shown that integrating internal marketing and HRM can enhance organizational performance by improving employee satisfaction, retention, and overall productivity. Method: This study employs a mixed-methods research strategy, combining quantitative surveys and qualitative interviews. Structural Equation Modeling (SEM) was used to test the hypotheses concerning the relationships between internal marketing, HRM, and organizational performance. Results: The SEM analysis revealed significant positive correlations between internal marketing, HRM, and organizational performance. Specifically, internal marketing positively impacts organizational performance (β = 0.35, p < 0.01), HRM positively impacts organizational performance (β = 0.40, p < 0.01), and organizational performance mediates the relationship between internal marketing and HRM (Sobel test: z = 2.50, p < 0.05). Conclusion: The findings underscore the importance of integrating internal marketing and HRM to enhance organizational performance. Effective internal marketing and HRM practices lead to increased employee satisfaction, engagement, and retention, ultimately boosting organizational success. Findings: The study confirms that a synergistic approach to internal marketing and HRM can lead to significant improvements in organizational performance. This integration fosters a cohesive work environment, enhances employee well-being, and ensures long-term competitive advantage.

Designing employee benefits to optimize turnover: A prescriptive analytics approach

Employee turnover significantly impacts organizations, particularly those with substantial investments in training their workforce. To mitigate these effects, we propose a Prescriptive Human Resources Analytics approach that optimizes employee benefits to minimize total costs, focusing on turnover management The methodology models employee decision-making using a discrete choice model, with parameters estimated through maximum likelihood. We solve the resulting nonlinear optimization problem with a heuristic tailored to the problem’s complexity. We applied this methodology to a hospital case study, which was used to enhance the transportation system as an employee benefit, considering the associated turnover costs. The results demonstrate that our approach can reduce total costs, optimize the usage level of the designed benefits, and increase employee satisfaction. This research provides a robust framework for data-driven decision-making in HR, offering practical tools for improving employee retention strategies.

Looking at the relationship between job satisfaction and employee engagement

The study aimed to investigate the relationship between job satisfaction and employee engagement of employees. This research was quantitative using a survey method, the number of research samples was 80 people, who were selected using the cluster sampling method which is part of probability sampling. Data analysis method using Smart-PLS version 3.0 software. PLS (Partial Least Square). The research findings showed that employee engagement had a significant effect on job satisfaction, employee engagement did not have a significant effect on the non-physical work environment, employee engagement had a significant effect on competence, non-physical work environment affected job satisfaction, competence did not have a significant effect on job satisfaction, non-physical work environment mediated job satisfaction towards employee engagement, competence did not mediate job satisfaction towards employee engagement with sig, > 0.05. This research revealed that workers at PT Semen Batu raja Palembang had different levels of competence and had different employee engagement. This showed that each worker had a high creativity in completing efficient tasks and designing appropriate work methods to achieve effectiveness and efficiency. High value for work is able to increase employee satisfaction and can determine employee commitment to the organization where they work.

Pengaruh Lingkungan Kerja dan Kepuasan Kerja terhadap Kinerja Karyawan pada PT Bandar Bakau Jaya Jakarta Utara

A comfortable and good work environment is a collection of processes that encourage employee behavior and encourage the achievement of company goals. The work environment is things related to the workplace itself and can influence the way he does his work. This research aims to analyze the influence of the work environment on job satisfaction and employee performance at PT Bandar Bakau Jaya. This research used a questionnaire method with a Likert scale which was distributed to 37 respondents. The variables studied include work environment (X1), job satisfaction (X2), and employee performance (Y). Data analysis was carried out using descriptive statistics and data quality testing through validity and reliability tests. The research results show that a good work environment, such as adequate lighting, appropriate temperature, and good ventilation, has a positive influence on job satisfaction and employee performance. Most respondents agree that the conditions of their work environment affect productivity and the quality of work results. This research suggests that companies continue to improve working environmental conditions to increase employee satisfaction and performance.

Einarbeitung in der Intensivmedizin

As staff shortage in intensive care medicine increases, sustainable recruitment and retention of qualified professionals becomes increasingly crucial. Current surveys indicate that sufficient onboarding is a key element to success in this context. The recommendations outlined in the position paper "Onboarding in intensive care medicine" aim to address this issue by guiding towards comprehensive, structured onboarding of professionals. The primary goal of providing such structured onboarding is to increase employee satisfaction, ensure the well-being and safety of both care providers and patients, and guarantee long-term supply of intensive care medicine for the population. This paper was developed under the leadership of the Junge DIVI, a multidisciplinary and multiprofessional initiative of young professionals, within the German Interdisciplinary Association of Critical Care and Emergency Medicine (DIVI). It was based on a systematic literature research and consensus-building among various professional groups and disciplines, offering - for the first time - uniform, standardized, practical guidance for implementing structured onboarding for different professionals in intensive care units in Germany.

Diversity Management on the Salary for Job Satisfaction CV. Megah Persada Indonesian Dynasty

This research aims to analyze the influence of diversity management on employee job satisfaction in CV. Megah Persada Indonesian Dynasty, with a special focus on the compensation or salary aspect. Diversity management is one of the important elements in creating an inclusive work environment, which is expected to increase employee satisfaction and productivity. In this study, a quantitative method was used by collecting data through a survey of company employees. The results show that good diversity management, especially in terms of fair and balanced payroll policies, contributes significantly to the increase in employee job satisfaction. These findings emphasize the importance of diversity management in creating a harmonious and productive work environment, as well as provide practical implications for companies in formulating policies related to human resource management.

Pengaruh Pengembangan Karir dan Work Life Balance terhadap Turnover Intention dengan Retensi Karyawan sebagai Variabel Mediasi

In the era of competitive business and Industry 5.0, human resource management (HRM) becomes crucial for achieving competitive advantage through the development, reinforcement, and transformation of organizational culture. This study explores the influence of career development and work-life balance on the turnover intention of female employees at Bank Nagari. Employees are considered the most important assets because their contributions affect the company's reputation and profitability. The involvement of female workers provides valuable skills, diversity, and inclusivity, yet their representation in leadership roles remains low. This research uses a quantitative method with primary data collected through questionnaires from 67 female employees at Bank Nagari headquarters. The results show that career development does not significantly affect turnover intention, while work-life balance has a significantly negative influence on the intention to leave. Demographic factors such as age, marital status, length of service, and income level play a more dominant role in influencing employees' decisions to stay. Additionally, employee retention and job satisfaction act as mediators in the relationship between work-life balance and turnover intention, indicating that policies supporting work-life balance and effective career development programs can enhance retention and reduce turnover intention. Investing in career development programs and work-life balance is a crucial strategy for increasing employee satisfaction and loyalty.

A qualitative exploration of nurses’ perspectives, experiences, and obstacles with shared governance

ABSTRACT This study explores the nurses’ experiences of shared governance in hospitals in Saudi Arabia to identify the factors that enhance and hinder nurses’ shared governance and nurses’ participation in decision-making processes. Through a qualitative descriptive research approach, the study utilized semi-structured interviews with 13 registered nurses selected via purposive sampling. Data were coded and condensed using thematic analysis. Three main themes were identified: participants’ perceptions about the concept of shared governance, factors influencing nurses’ participation in decision-making processes, and the consequences of shared governance. Participating nurses had a limited understanding of shared governance. Most were exposed to the concept of shared governance for the first time and could not comprehend or interpret it. The study found that nurses have limited knowledge of shared governance, but it is universally recognized that nurses’ involvement in decision-making is important. Implementing shared governance at the unit level has positive outcomes such as increased employee satisfaction, creativity, and trust in managers. The study highlights the influence of the work environment and the benefits of shared governance and inclusive leadership. Empowering nurses in decision-making can enhance engagement, job satisfaction, and patient outcomes.

Corporate volunteering of employees as a tool to influence the reputation of a commercial bank

Corporate social responsibility (CSR) in commercial banks plays an important role in improving their reputation, increasing employee engagement and developing corporate culture. The article examines the key features of CSR programs of commercial banks in comparison with companies in other industries, as well as analyzes successful examples of corporate volunteerism and its impact on the bank and society. Corporate social responsibility (CSR) of commercial banks is a strategic approach to integrating social and environmental aspects into the daily activities of banks. The main areas of CSR include financial literacy, improving access to financial services for vulnerable groups, sustainable financing and combating fraud. These programs help to improve the reputation of banks, increase employee engagement and satisfaction, and contribute to solving urgent social and environmental problems. Successful examples of CSR programs include the initiatives of Danske Bank, BNP Paribas and Deutsche Bank, which actively participate in corporate volunteering and other social projects, demonstrating their responsibility to society and the environment.