Level Of Employee Satisfaction Research Articles

An Investigation on Hope and Life Satisfaction of Employees in the Aviation Sector in New Normal Era

The aim of the study is to examine the level of hope and life satisfaction of the workforce negatively affected by the COVID-19 pandemic in the post-pandemic period and to measure the effect of hope on life satisfaction. This period, when the COVID-19 restrictions were lifted and individuals returned to the workplace, is described as the new normal era. It is wondered whether life satisfaction increases as the hope of the employees increases. Because hope is a driving force for individuals to reach their goals. There is a need to be hopeful in order to cope with challenges and uncertainty. Therefore, It is considered that the current study will provide contribution to organizational behaviour. In addition, it is predicted that the results of the hope and life satisfaction levels of aviation sector employees who have working challenges will give an idea to the sector managers. The research was carried out at three airports operating in Turkey. The data were obtained from 245 people working at these airports by means of a survey according to the convenience sampling method. The research is based on the quantitative data analysis method. According to the findings of the study, the hope and life satisfaction levels of aviation sector employees were above the average in the post-pandemic period. According to the correlational relationships, gender had a significant and negative relationship with life satisfaction and hope, respectively. While age had a significant and positive relationship with life satisfaction; age did not have a significant relationship with hope. Moreover, there was a significant and positive relationship between hope and life satisfaction and hope predicted life satisfaction significantly and positively.

Ways to improve the social efficiency of small and medium-sized businesses in the context of digitalization

This article discusses the issue related to ways to improve the social efficiency of small and medium-sized businesses in the context of digitalization. The authors consider key aspects concerning the internal component of business processes through the prism of a behaviorist approach – study the role of human capital in the formation of social efficiency of the company, identify ways of measuring it and the role of job satisfaction, as well as the impact of this indicator on the productivity of the workforce as a whole. The social efficiency of a company is a complex phenomenon, therefore, the study of ways to improve it through internal business processes is important. As the main conclusions to the work, the authors formulate recommendations for improving the level of job satisfaction through the integration of the latest digital technologies. An important place in this article is devoted to the study of the issue related to the factors of increasing job satisfaction. The authors consider the main groups of factors that form the level of employee satisfaction with work. Based on the identified factors, the authors make recommendations to improve the social efficiency of the company. In the final part of the article, the authors make conclusions regarding the further development of the social efficiency of small and medium-sized businesses in the conditions of digitalization.

An Examination of Employee Attitudes toward Work Satisfaction

Abstract: The current study examined the work satisfaction level of employees in Commercial Synbag, Pithampur-India. The sample size 60 employees from Commercial Synbag, Pithampur was considered for invetigation. In this research paper, an effort has been made to comprehend how employees' attitudes toward work satisfaction, organisational climate, work-life balance-oriented HR policies, satisfaction with HR policies, maintaining mutual responsibility between employees and employers, and work-life balance contribute to organisational success and effectiveness. Employee attitudes have been examined for this purpose based on employment position. The annova test was used to determine the relationship between the aforementioned variables and the demographic factor (job status) among the Commercial Synbag employees. The qualitative research includes target population sampling procedures, sampling techniques, sample size determination, and so on. Reliability, one way Anova and Rank analysis test were applied in SPSS to analyse the data

Analysis of the Influence of Work-Life Balance, Work Stress, and Job Satisfaction When Working from Home on the Implementation of Permanent Telework Culture in Legal Business

This study aims to investigate whether the Work from Home work culture due to the Covid-19 pandemic can be continued and become a new way of working by investigating several potential factors between the phenomena that occur, specifically Work Stress and Work-Life Balance that experienced by employees during Work from Home and Job Satisfaction to make Work from Home work culture becomes permanent, using quantitative research using survey method of 96 legal employee respondents who using Work from Home work methods and works in Jabodetabek office’s location. The findings show that Work from Home has a significant positive effect on Work-Life Balance, Job Satisfaction, and Permanent Telework, and a significant negative effect on Work Stress. Work-Life Balance insignificant effect on Job Satisfaction, Work Stress has a significant negative effect on Job Satisfaction and Job Satisfaction insignificant effect on Permanent Telework, some of the findings are not significantly influenced by the level of employee satisfaction which does not influence enough and also work control issues that need to be solved in management so that workload becomes more measurable also regular meetings are needed to convey problems and evaluate work and also adopt a tasklist application system.

Mediating Effect of HRM Practices between Service Quality and Customer Satisfaction in the Real Estate Industry in Metro Manila, Philippines: A Literature Review

Human resource management (HRM) practices have been highlighted as essential for boosting organizational efficiency and keeping a competitive edge. A company's human resource management (HRM) division is crucial in raising customer and employee satisfaction levels with its services. Studies have shown that human resource management practices simultaneously impact service quality and customer satisfaction. Customer service excellence is also essential in evaluating client happiness. This literature review seeks to understand how clients view service quality, what factors affect customer satisfaction, and how human resource management practices mediate these effects. The sources and references came from research databases such as Google Scholar, the Open Access Directory Journals, and other websites. The review findings suggest that service quality aspects impacting customer satisfaction are crucial. It provides evidence supporting this conclusion by showing that service quality positively affects customer satisfaction. Finally, effective HRM practices significantly impact service quality and customer satisfaction. Service quality, a multifaceted idea, is crucial in determining customer satisfaction. The five dimensions of the Service Quality paradigm provide a comprehensive framework for defining and enhancing service quality, particularly in the real estate sector. Customer loyalty and satisfaction can rise by offering exceptional service in the five areas mentioned above. Businesses may boost customer loyalty and happiness by providing high-quality service in these five areas. Companies that offer excellent service and a positive customer experience are likelier to keep their current clients and attract new ones.

Front- and back-end employee satisfaction during service transition

PurposeScholars studying servitization argue that manufacturers moving into services need to develop new job roles or modify existing ones, which must be enacted by employees with the right mentality, skill sets, attitudes and capabilities. However, there is a paucity of empirical research on how such changes affect employee-level outcomes.Design/methodology/approachThe authors theorize that job enrichment and role stress act as countervailing forces during the manufacturer's service transition, with implications for employee satisfaction. The authors test the hypotheses using a sample of 21,869 employees from 201 American manufacturers that declared revenues from services over a 10-year period.FindingsThe authors find an inverted U-shaped relationship between the firm's level of service infusion and individual employee satisfaction, which is flatter for front-end staff. This relationship differs in shape and/or magnitude between firms, highlighting the role of unobserved firm-level idiosyncratic factors.Practical implicationsServitized manufacturers, especially those in the later stage of their transition (i.e. when services start to account for more than 50% of annual revenues), should try to ameliorate their employees' role-induced stress to counter a drop in satisfaction.Originality/valueThis is one of the first studies to examine systematically the relationship between servitization and individual employee satisfaction. It shows that back-end employees in manufacturing firms are considerably affected by an increasing emphasis on services, while past literature has almost exclusively been concerned with front-end staff.

Job satisfaction level of education employees

This paper aims to determine the levels of job satisfaction of teachers. The paper also aims to identify the differences between the levels of job satisfaction of teachers according to gender, level of education, type of school, work experience, and the level at which teachers teach. A descriptive-research method was selected for the realization of the work from the quantitative approach. The questionnaire was completed by 217 teachers who teach in public and private schools. The findings of this paper show us that the teachers have a mean on the border of the mean level of satisfaction and a high level of job satisfaction. Female teachers have higher levels of job satisfaction compared to male teachers, also teachers who teach in private schools have been found to be more satisfied at work than public school teachers. In addition, teachers who have up to ten years of work experience have higher levels of satisfaction in their work compared to teachers who have more years of experience. On the other hand, teachers who teach at the preschool and primary levels are more satisfied with their work than the teachers who teach at the higher levels. Meanwhile, no significant difference was found in the level of job satisfaction between teachers who have completed the bachelor’s level of education, and those who have completed the master’s level of education

Job Satisfaction Level among Millennial Generation Employees

As the millennial generation entered the workplace, the workplace scenario has changed. HR Strategies shall also be formulated according to the needs of the millennium generation.  In the present paper, efforts have been made to analyze the Job Satisfaction Level of Millennial Generation employees working in the Delhi-NCR Region. Millennials Generation is typically defined as people born between 1980 and 2000. Delhi NCR region has been chosen because of its diversity and cosmopolitan nature. It is believed that the NCR region represents the entire nation as a whole. The job Satisfaction Questionnaire developed by the University of Minnesota has been used in this paper. The paper can help HR managers to develop suitable recruitment, deigning pay matrices, and job satisfaction improvement strategies for their employees in the contemporary scenario.&nbsp

Evaluation of Differences in Job Satisfaction Levels of Male and Female Employees in Insurance Sector

Evaluation of Differences in Job Satisfaction Levels of Male and Female Employees in Insurance Sector

Evaluation of Medical Staff Satisfaction for Workplace Architecture in Temporary COVID-19 Hospital: A Case Study in Gdańsk, Poland.

This article analyses the architecture that was used in the temporary AmberExpo hospital in Gdańsk, Poland which was installed during the COVID-19 pandemic. The construction of this type of facility is often based on experimental approaches, aimed at caring for patients suffering from an infectious disease in emergency conditions. In order to assess the level of employee satisfaction with the architectural and technical elements used in the first period of the hospital's activity, medical staff were asked to fill out a questionnaire. The analysis of the survey's results indicated that the majority of employees expressed satisfaction with the architectural and technical elements, with the design of the spatial layout of the individual medical zones receiving the most positive feedback. However, frequently selected drawbacks in the design included the lack of natural daylight, the artificial light that was used and the acoustics of the facility. This detailed examination of the satisfaction and feedback from medical employees working in this type of emergency facility enables the development of solutions that in the future will allow for the improved adaptive reuse and implementation of such structures, with enhanced time and economic efficiency, and most importantly, the ability to provide a safer workplace.

Лояльність працівників: сутність та індикатор виміру

The article presents the results of a study on the importance of increasing the level of employee loyalty to the company and its evaluation. The influence of loyal employees on the development of the organization is briefly presented, in particular, it is emphasized that loyal employees who give positive feedback about their work in the organization, thereby ensure increasing labour productivity, improving the company’s image, expand the client base, improving financial results, etc. The essence of the indicator of pure loyalty of employees, namely eNPS (Employee Net Promoter Score), the main purpose of which is to determine the level of employee engagement or satisfaction. Today, it is actively used by Apple, Sony, Philips, Procter&Gamble, American Express, Microsoft, and other international companies. The eNPS calculation method is simple, effective, and does not require any costs, as it is carried out with the help of an online survey, asking employees only one key question “how likely are you to recommend X company as a “workplace” to your friends and acquaintances?”, and three supporting. At the same time, three groups of employees are distinguished: promoters, passive and dissatisfied, based on their share in percentage terms, not only the level of staff loyalty is determined, but also further methods of working with each of the groups are formed to improve the situation in the team, at the workplace, in the field of professional growth employee competencies, etc. For a visual representation of the eNPS calculation, a survey of employees of the domestic SPETSODIAH LLC was conducted to determine the level of their loyalty to the company. Studies have shown that the eNPS for the organization is 62 %, i. e., the level of employee loyalty is higher than the normative value, which indicates a high level of satisfaction with job, a positive attitude towards the organization, and a willingness to recommend SPETSODIAH LLC to their friends as a potential place of work. The key principle of conducting a survey to determine the level of staff loyalty is regularity, time frame and validity of the survey, anonymity, openness, and implementation of changes.

Studi Kinerja Rumah Sakit Berbasi Balance Scored (Studi Kualitatif di RSUD Kota Madiun di Lingkungan Manajemen)

Background: Organizational performance is something produced by an organization in a certain period with reference to established standards. Management performance measurement aims at work efficiency using balanced score card (BSC), which is a performance measurement solution. BSC consists of two dimensions: financial and non-financial dimensions. The purpose of the study was to describe the measurement of the performance of the Madiun City general hospital using the Balance Scorecard method.Methods: Research design uses qualitative descriptive methods. The selection of informants was obtained from observations and interviews to employees of the Madiun Citygeneral hospital with 7 respondent. This study used purposive sampling techniques. Research instruments with observation sheets, interview guidelines and documentation studysheets.Results: The results of the study at the general hospital in Madiun City area showed that financial performance was considered good, the achievement of customer satisfaction levels in 2020 was quite good, the perspective of internal business processes could not be achieved at standard numbers due to the Covid-19 pandemic, the achievement of employee satisfaction levels in the good category even though there were 3 elements that were considered less good.Conclusions: The results of the research conducted are expected by the hospital should use performance assessment based on the concept of balance score card to implement and integrate the strategic planning of the hospital. Hospitals also need to improve employee capabilities by providing training to employees in turns, or organizing inhouse training to save costs. The perspective of benefit performance is that the poor must be served in Madiun City Hospital.

The effect of organizational justice and employee satisfaction: A bibliometric analysis of the literature

Organizational justice has a benchmark for a person's feelings from the results of an employee's assessment of an organization, this is related to making organizational decisions to become an important element for the workers by involving decision-making regarding policies and regulations in the organization. This may give an immediate impression of the needs of labor organizations in terms of the roles of workers. The purpose of this research is to provide an assessment of the relationship between organizational justice and employee satisfaction as a related one. The level of employee satisfaction is positively or negatively affected because the perception of organizational justice is felt directly by employees who are treated fairly in the workplace. Job satisfaction is positively motivated by work as such. The concept of organizational justice and satisfaction becomes an important factor when the interests of human resources are taken into account in the business environment. The purpose of this study was to measure the effect of organizational justice on individual employee satisfaction within the organization. The concepts of organizational justice and job satisfaction have important preparations for an organization to achieve them. Articles were taken from the Publish or Perish database, with a total of 200 articles found in the period 2018-2023 that were analyzed. Then the researcher grouped and visualized using the VOS viewer application to be able to identify the data that had been collected. This literature study provides an appropriate meeting point regarding the themes of organizational justice and employee satisfaction at the academic level.

Penerapan Metode EUCS Untuk Evaluasi Tingkat Kepuasan Pengguna Aplikasi PNM Digi Karyawan

The PNM Digi Employee application was designed by PT. PNM Mekaar Persero to make it easier for employees to perform attendance and some administrative services for daily needs such as bill payments, purchase of credit, investments and many more. The purpose of this study was to determine the level of employee satisfaction in using the PNM Digi Employee application. User satisfaction was measured so that it became input for the company in managing and developing the PNM Digi Employee application. For this reason, this study was conducted to measure the level of user satisfaction of the Digi Employee PNM application by applying the End User Computing Satisfaction method. To obtain data as research material, research questionnaires were distributed to employees by adopting the dimensions of the End User Computing Satisfaction method, namely the dimensions of Content, Accuracy, Format, Easy of Use and Timeliness. It was found that the employees of PT. PNM Mekaar is very satisfied in using the PNM Digi Employee application based on the results of the tests that have been carried out showing the percentage of all dimensions is worth above 80%, namely the Content dimension 85.3%, Accuracy dimension 83.7%, Format dimension 86.6%, Easy of dimension. Use 85.3% and Timeliness dimensions 86% with dimensions that have a significant effect, namely the dimensions of format and dimensions of Timeliness.

How to Increase Motivation and Job Satisfaction – Empirical Case Study

Abstract Purpose Job satisfaction is becoming increasingly important, especially since the end of the last millennium, as there are numerous organizations that have fostered its relevance to increase job-commitment in their companies. On one side, managers have to learn how to handle and to manage efficiently the dynamic capabilities and their soft skills so as to adapt the environment in which collaborators operate. On the other side, the environment is adapted by employees. Although there is a wide research in this area, there is still a gap in the literature, as the latest literature review points to adverse situations of burnout and job stress with effects on organizational commitment, mediated by job satisfaction. Bearing this highlight in mind, this paper aims to explore the current state of research related to job satisfaction and its impact on organizational performance. It intends to analyze job satisfaction of employees towards the whole organization, as well as towards organizational managers and leaders. Design/methodology/approach The first part of this paper is based on the systematic literature review, embracing scientific papers related to job satisfaction, derived from the Web of Science and from Scopus databases, mapping analysis and bibliographic coupling using the R Bibliometrix software. Furthermore, bibliographic coupling and most co-occurrent keywords in the title, keywords and abstracts were listed. The next part of the research paper is based on the questionnaire analysis; the methodology used is qualitative and exploratory in nature in order to deepen the knowledge of managers and leaders and the perceptions of employees, based on two case studies. Findings The topics covered in this study include, among other things, motivation, leadership, and influence of human resources policy, which need to be deepened in practical and ‘in-loco’ contexts. The topics have been tested empirically through questionnaires, based on which it was concluded that the overall level of employee satisfaction with the companies in which they operate is high, both as far as the organization itself and their managers are concerned. It was concluded that leaders adopt a transformational leadership style, motivating and inspiring their employees, and that employee satisfaction is related to their leaders’ attitudes and motivational factors. Originality/value This research provides deeper knowledge on an empirical area, helping to fill in the gap related to the necessity to synthesize this important knowledge area, providing the contribution of various studies in this field and paving the way to further research. The achievements of this paper open new avenues for other researchers because of the knowledge gaps identified in the existing research that lead to future research inspirations. Research limitations Unavailability of business associations in the central region (a non-profit organization to support entrepreneurs in the central region) to participate in the study; work modality was not taken into consideration. Although the databases used, i.e. ISI Web of Knowledge and Scopus, are the best-recognized databases in the academic field, restricting the research to those databases only might be considered a limitation. A further restraint is directly linked to the study’s methodology, as it aims to recover and explore a large range of existing research and it does not result in a detailed analysis. Consequently, for future research, multiple -case studies would enrich this research area.

Job Satisfaction of Knowledge Workers

Abstract In the knowledge-based society, knowledge workers ares the most important resource for organisations, and they are increasingly striving to attract and retain them. One of the tools that organisations are using more and more frequently lately is growing job satisfaction. Studies in recent years have shown that, companies with a high level of job satisfaction tend to have higher profitability and productivity and reduced knowledge worker turnover. All this justifies the growing interest of management of modern organizations in identifying the level of employee satisfaction and methods of increasing it. The aim of the paper is to present to readers with all these concepts, to determine to what extent the concept of job satisfaction is known by knowledge workers and what elements are taken into account to measure the level of job satisfaction and the frequency of their use. We are aware that it is not enough to present only the theory of a complex economic concept, therefore we have carried out and present in the paper the second part of our research addressing these issues.

The Role of Job Satisfaction in Mediating the Quality of Work Life Effect on Employee Performance

This study aims to obtain empirical evidence regarding the role of quality of work life (QWL) in increasing job satisfaction and employee performance, including the ability of job satisfaction to mediate the effect of QWL on employee performance. This study uses a quantitative approach and the method used to analyze data is SEM-PLS. Data are obtained through questionnaires which are distributed to 45 employees of the Regional Development Planning, Research and Development Agency of Batu City. The results show that high quality of work life has an effect on increasing job satisfaction and employee performance. High job satisfaction has an effect on increasing employee performance. In addition, job satisfaction mediates the effect of quality of work life on employee performance, even though the mediating role is partial. The implication of the findings of this research is the importance of the leadership of the Regional Development Planning, Research and Development Agency of Batu City in balancing the interests of the organization and the personal lives of its employees to increase the level of employee satisfaction, so that the performance of employees and the organization is getting better.

ЗМІНА ПРІОРИТЕТІВ У МОТИВАЦІЇ ПЕРСОНАЛУ В КРИЗОВИЙ ТА ПІСЛЯКРИЗОВИЙ ПЕРІОДИ

The article examines the problems of changing priorities in staff motivation during the crisis and post-crisis period, as a complex socio-psychological phenomenon that can be explained with the help of behavioral economics. On the basis of a theoretical analysis, the main “side” effect, the transformation of motivational priorities, was investigated, which consists in a decrease in the level of job satisfaction with an increase in the level of remuneration, as noted in empirical studies conducted over a very long period of time. PANAS-C was chosen as the tools for empirical study of this phenomenon – a test of an active life position, a survey regarding the degree of satisfaction and significance of the WAMI work, as well as a test to identify the motivational type of Gerchikov. On a representative sample of employees of enterprises belonging to various fields of activity, having different sizes and forms of ownership, we tested and verified the proposed approach to explain the main effect of the transformation of motivational priorities, which consists in the fact that a decrease in the level of employee satisfaction with the growth of material incentives can be compensate with a positive attitude. A hypothesis has been formulated and confirmed regarding the desire of the staff to hide the true, purely material motivation, trying to give “socially justified” answers to questions regarding the motives of activity. The identified feature of behavior manifests itself almost regardless of the form of ownership, size and scope of the company. The authors proposed a phenomenological model that describes the dynamics of the process of changing priorities between external and internal motivation, which manifests itself through a significant decrease in the rate of growth in the efficiency of personnel activities while a significant increase in the level of material incentives continues. A simple approach is proposed to determine the moment of changing priorities between external and internal motivation, which can significantly increase the efficiency of the use of material resources when paying for labor. A kind of “conservation law” for material and non-material incentives (intrinsic and extrinsic motivation) was formulated in the following form: the cumulative result of the influence of material and non-material incentives on the efficiency of the enterprise is a constant value that is preserved for this enterprise or its individual division while ensuring a negligible staff turnover. Using the mathematical interpretation of the most probable law describing the relationship between job satisfaction and efficiency, it was possible to explain many empirical effects that had been identified over a fairly long period. At the same time, the assumption about the existence of a stratification of respondents’ reactions according to different hierarchical levels of the organization did not find adequate confirmation.

PUBLIC LEADERSHIP ROLES, PROFESSIONAL IDENTITY, AND QUALITY OF WORK LIFE: A STRUCTURAL EQUATION MODEL ON SATISFACTION OF EMPLOYEES IN THE LOCAL GOVERNMENT

This non-experimental quantitative study established the best-fit structural model for employee satisfaction (ES) with public leadership roles (PLR), professional identity (PI), and quality of work life (QWL) as the exogenous latent variables. The stratified random sampling method selected the four hundred local government employees in Region XI to participate in the survey. Data analysis yielded the following results: The mean statistic showed very high levels of professional identity and employee satisfaction compared to the high levels of public leadership roles and work-life quality. Pearson r revealed a significant and positive relationship between public leadership roles, professional identity, quality of work-life and employee satisfaction. The multiple regression analysis revealed that public leadership roles, professional identity, and quality of work-life significantly influence employee satisfaction by 58.6 percent. The Structural Equation Modeling (SEM) bared that two exogenous latent variables predict employee satisfaction: public leadership roles (indicated by network governance and political leadership) and professional identity (characterized by knowledge and philosophy of the profession, attitude, engagement behavior, and interaction are predictors of employee satisfaction). In addition, employee satisfaction has these indicators: leadership and planning, corporate culture and communication, role in the organization, work environment, training, development and resources, pay and benefits, and overall employment experience. These findings are relevant to Human Resource Management Offices in the public and private sectors, with implications for employment policies, especially for employees career growth. KEYWORDS: public administration, local government employees, public leadership roles, professional identity, quality of work-life, employee satisfaction, SEM, Philippines

Human Resource Management Practices Its Effect on Employee Satisfaction Level With Reference to in Maharashtra State Electricity Distribution Company Limited

This research work has been done to measure the satisfaction level of employees about current HR practices with special reference to MSEDCL. Today to sustain in such a competitive market it’s very important to retain good employees that contribute towards the attainment of Organizational goal and customer satisfaction as well. The information is analyzed for 3 major HRM Practices namely Performance Management System, Employee Relations & Remuneration and Benefits Administration.