Level Of Employee Satisfaction Research Articles

Influence of entrepreneur competencies on profitability and employee satisfaction

This study shed light on the impact of entrepreneurs' competencies on profitability and employee satisfaction. We used surveys conducted on 200 micro firms operating in Ghana. We used both descriptive and regression to analyse the link between entrepreneur competencies, employee satisfaction and profitability. The data from 150 participants suggest that entrepreneur competencies have a positive and significant effect on profitability. Additional, entrepreneur competencies have a positive and significant impact on employee satisfaction. Our findings clarify the role entrepreneur competencies play in enhancing profitability and employee satisfaction in the emerging market context. Drawing on resource-based view, the paper addresses the 'human element' in entrepreneurship, thus enriching entrepreneurship debate, especially in Ghana. Entrepreneurs have better understanding of the importance of competencies on their firm profitability and employee satisfaction. The authors concluded that entrepreneurs need robust competencies that can foster superior profitability and boost employee satisfaction level.

USING BEHAVIOURAL ECONOMICS TO IMPROVE WORKPLACE COLLABORATION BASED ON PREDETERMINED WORKERS’ AND BUSINESS VALUES

We are living in a time where technology is evolving tremendously transforming the traditional way of working. Due to technological development, factors such as general globalization, challenges caused by the current pandemic outbreak, have forced usto perform multifaceted tasks in collaboration with other individuals. As it was reported in the Harvard Business Review (2016) based on research over the last two decades, managers and employees spend half as much time in collaboration. The same study concluded that suggestively the majority of the employee’s workday is spent in communication with work peers. Besides work teams are becoming bigger, diverse, scattered in different locations, and more specialized than beforehand. Even though such teams with the prior mentioned characteristics can face daily challenges, they still can successfully overcome them and endeavor with collaboration. The aim of this paper is to evaluate which are the values that determine successful workplace collaboration. The paper will also investigate how group effort can increase employee satisfaction levels and their overall motivation. Furthermore, conclusions will be drawn on how the improvement of workplace collaboration can generate more value for businesses. The consequential outcome of this paper is knowledge gathered on difficulties employees face daily and how teameffort can stimulate innovations attheworkplace. Furthermore, by applying this knowledge in organizational management, leaders can keep up good teamwork practices as employees undertake progressively more employment of inter‐reliant nature.

Analysis on Employee Job Satisfaction at Daluman Villa

Employee satisfaction level is important to be maintained at the workplace to make them performed well at the workplace. This research focuses on the level of satisfaction at Daluman Villa. The level of employee satisfaction was analyzed using Gruneberg theory as the fundamental theory in constructing this research. The data obtained were collected from the questionnaire distribution and interview. The questionnaire data obtained were tested its validity and reliability using SPSS system and Cronbach’s Alpha. The data obtained were discussed by using descriptive analysis and qualitative analysis. The result from the research is most employees are satisfied with the indicators stated by Gruneberg theory. To Daluman Villa, it could be suggested that they should maintaining the good practices that have been done in order to keep the employees satisfied with their job, thus their performance and productivity would be maintained as well, or even enhanced.

Características motivacionais no trabalho bancário: um estudo a partir da aplicação do sistema LEMO

This study aimed to analyze the predominant motivation styles in a banking organization, in this study figuratively called Beta Bank. To this end, we sought to describe the social profile of the interviewees and to analyze employee satisfaction and dissatisfaction levels and to elucidate the predominant styles of motivation in the organization. Primary data collection was based on Motivational Styles Survey, a questionnaire with multiple choice questions, with 36 closed questions. From the analysis based on the descriptive statistics of the information it can be concluded that the styles of motivational orientation that most predominated in the employees of Beta Bank were the styles related to action and maintenance and, with less preponderance, the styles of motivation oriented. participation and conciliation.

THE USE OF INTERNAL COMMUNICATION CHANNELS WITHIN 5-STAR HOTELS IN TURKEY DURING THE COVID-19 PANDEMIC CRISIS AND ITS EFFECTS ON EMPLOYEES ENGAGEMENT LEVELS

Employee engagement (EE) has become a popular term in organisational management recently. In the relevant literature, the use of internal communication (IC) channels is claimed to be a significant factor in increasing employees’ engagement levels. However, the number of research conducted on this issue within the hotel context in the tourism sector is very limited. Therefore, this research aimed to examine the use of IC channels and their effects on employees’ satisfaction levels from their jobs, the meaningfulness of their work and their commitment levels to their organisations during the COVID-19 crisis. Questionnaire technique was used in the study for data collection and 389 employees from five-star hotels in different geographical regions of Turkey participated in the research. The results obtained with relevant statistical analysis indicate that there is a significant relationship between the use of IC channels and satisfaction levels of employees at Turkish hotel organisations.

La satisfacción laboral y la satisfacción del cliente en la atención brindada en el Club Departamental Arequipa

La investigación determinó la influencia entre los niveles de satisfacción laboral de los trabajadores del Club Departamental Arequipa en los niveles de satisfacción de los clientes, con respecto a la calidad del servicio. La investigación inició en el primer trimestre del 2018, y concluyó a fines del segundo trimestre del mismo año en el distrito de Jesús María, en la provincia de Lima. La investigación es de tipo correlacional, y para medir la satisfacción de ambos grupos se utilizaron dos instrumentos de acopio de datos tipo Likert. Para probar la hipótesis, se utilizó la prueba inversa, utilizando el coeficiente de correlación de Pearson y la prueba de análisis de la varianza Anova. Tras la prueba de hipótesis, se rechazó la hipótesis nula y se comprobó hasta que se demuestre lo contrario, la existencia de una relación positiva entre los niveles de satisfacción de los trabajadores del club en los niveles de satisfacción de los clientes, y además de una diferencia significativa entre las medias estadísticas de ambos grupos, antes y después de la aplicación de un programa de mejora de la calidad de vida laboral.

Exploring the Motivators to Satisfy UAE Employees: Private Vs. Public

The United Arab Emirates (UAE) is a busines hub in the Middle East and is sought out place for work by expatriates. Gallup's Great Jobs Briefing (2018) reported UAE as one of the highest achiever for Job-Satisfaction rating, out of 128 countries. It was further reported that 72% jobs are considered as 'good job' in the UAE, based on several determinants. However, there are some contradictory findings regarding employees enagement level, wherein 69% participants were not engaged in the workplace. Further reports from Gallup (2017) found more than 75% UAE employees as highly disengaged and the world happiness report (Helliwell, Layard,, & Sachs, 2019) did not find UAE to be amongst the ranking of happiest countries. Further, there was disinterest in working with private sector as 62% participants preferrred to work in the public sector of UAE. The question then arise, if employees are satisfied, why they are not happy or engaged? Are there any motivational (de) factors that differentiates satisfaction level of employees working in UAE's government sector with those working in the private sector? Keywords: comparison public and private organizations, Herzberg's Two-Factor Theory, job satisfaction, UAE

THE ASSESSMENT OF COMPANY PERFORMANCE USING BALANCE SCORECARD ANALYSIS

Currently, the performance analysis of a company is the most needed thing in achieving the vision and mission of the organization. The purpose of this study is to determine the company's performance in terms of financial and non-financial performance using the Balanced Score Card approach through four perspectives, namely: (1) finance, (2) customers, (3) internal business, and (4) growth and learning. . The data collection method was done by qualitative and quantitative. The results of this study note that the performance of PT. Contractor Company Tbk, Tbk has been very good. From a financial perspective, it can be seen that the company's ability to guarantee short-term and long-term debt is quite good and the company's ability to get a good profit, as seen from the value of the Net profit margin. From the customer perspective, the results of the customer satisfaction survey are quite good. The level of employee satisfaction is quite good. As for the internal business, the effectiveness of the use of operating expenses was successfully realized by the company.
 
 Keywords: Company Performance, Balance Score Card

Leader Communication Styles and Organizational Health.

Communication is perhaps one of the greatest challenges facing managers and leaders today. Clearly articulating ideas and expectations to employees is vital to the productivity and the longevity of an organization. Furthermore, the style in which the communication is delivered has an influence on the satisfaction levels of employees. Research has discovered that there are many different styles in which a leader may communicate with employees. Research has provided several methods that aid in determining which style is the most appropriate for any given circumstance. Research has demonstrated how appropriate and effective communication is used to promote organizational health. Furthermore, research has demonstrated how inappropriate communication may decrease employee satisfaction. Finally, research has provided methods to aid in improving communication styles and delivery.

Employee Satisfaction and Client Satisfaction in the Banking Sector

Employee satisfaction is the extent to which employee is happy or satisfied with the jobs. It is an important factor in employee motivation, employee goal achievement and positive employee morale in the workplace. Generally, it is considered that there is a direct link between employee satisfaction and client satisfaction. Employees are the propulsive factor in client satisfaction. It became most critical where employees were directly interacting with customers, as in banking sector. The research is carried out systematically and methodically in order to find out the relationship between employee and client satisfaction in the banking sector in Ludhiana. Samples of employees and clients were taken from the selected branches of banks in Ludhiana. It was found that the satisfaction level of employees with work culture was more at private banks than at public banks. Sufficient opportunity for career growth was provided by the public bank but professional growth and advancement in future was given more importance. The results revealed that there was no significant level of relationship between the two variables. The relationship though positive but was nonsignificant statistically

Assessing the Nature of Job Satisfaction Level: A Study on Private Bank Employees in Bangladesh

The purpose of this study is to assess the nature of the job satisfaction level of private bank employees in Bangladesh. It used a semi-structured questionnaire which contains both pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. A Chi-square test was used to assess the relationship between independent and dependent variables. In this study, a significant inter-class relationship was observed between demographic characteristics namely sex, age, designation, salary, and family member, marital status, working environment, service period and family income, and job satisfaction indicators which are, participation in decision making, training facilities, autonomy in work, gender discrimination, working hour, chance of promotion, increase knowledge & capacity, the practice of MBO and surprisingly availability of tools and resources had no significant relation with any demographic factors. Employees who work as an officer (93.3%, p< .001) and withdraw salary 25,001-35,000 (88.2%, p< .000) cannot participate in decision making. But who works in the participative environment (83.9%, p< .000) get a proper training facility. Employees with <30-year age (83.3%, p< .016) cannot practice autonomy. Unmarried workers (53.8%, p< .006) face gender discrimination. Employees who work in an Autonomous environment (76.0%, p< .00001) do not get enough working hours. Employees with 30-35-year age (80.8%), p< .002) do not get a proper promotion. Male (98.0%, p< .001) report the organization increases its capacity and knowledge. Employees work in an autonomous environment (88.0%, p< .002) report that organization practices MBO. This study also shows that female employees are more satisfied than males. The overall situation can be improved by guaranteeing employees participation in decision making, regular training, providing appropriate increments and promotion, redesigning working hours and environment, and removing gender discrimination. Further Study is recommended.

Ways and characteristics of employee motivation in modern conditions

An effective human resource management system is a crucial factor for all organizations and institutions. In the light of modern development, it is obvious that improving the quality of service and gaining public trust is impossible without motivating employees, evaluating their performance, clearly defining duties and building an organizational culture. It should bo noted that Georgian companies lack well-defined human resource management policy. Moreover, in most cases it is limited to administrative procedures and is considered as an operational activity, despite the fact that everyone understands the importance of each employee in achieving organizational success. Among the various ways to achieve organizational goals, one of the most important is to increase employee motivation. Increasing employee productivity depends on proper choice of the form of motivation and its wise use. If a manager meets the expectations of all employees, in this case, employee motivation increases. which means that the level of employee satisfaction is high and the organizational goal will be fully achieved. All of the above and other important issues are researched and scientifically analyzed in this paper.

ANALISIS KEPUASAN KERJA BUMN DI INDONESIA : STUDI DAMPAK FAKTOR QUALITY OF WORK LIFE

Human resources is able to determine the advance or retreat of an organization and plays an important role in the success of any organization. One of the main problems in human resource management is how to find the best way to achieve employee satisfaction. One way to measure the level of employee satisfaction is to know the feelings of employees towards aspects of the job (Quality of Work Life). The purpose of this study was to determine the influence of quality of work life on job satisfaction of employees of PT A. The method used is a mix method. Data analysis techniques used simple linear regression. The results of the research show that the influence of quality of work life on job satisfaction is included in the strong category with the value of the contribution amounted to 60.84%, meaning that if the quality of work life better then it will improve job satisfaction. Quality of work life is an attempt to achieve self-satisfaction and a work environment that is optimal. If job satisfaction is low will have a negative impact on PT. A such as morale decreases, productivity is low and leads to a social environment that is not healthy as well as declining employee performance.

Relationship between Socio-Demographic Characteristics and Job Satisfaction: Evidence from Private Bank Employees

In this competitive business world satisfied employee is the prime asset of any business organization as an employee’s satisfaction can ensure continuous growth. The purpose of this study was to find out, is there any significant relationship between socio-demographic characteristics and job satisfaction of private bank employees in Bangladesh? By using Yamane's (1967) formula the study consisted of 56 (male 89.3% and female 10.7%) respondents and it used semi-structured questionnaires containing pre-coded and open-ended questions. All questions were rated with the Likert 5-point scale. As all the variables used in this study (both dependent and independent) were categorical, the Chi-square test was used to assess the relationship. In this study, significant relations were found between some demographic characteristics, such as, sex, age, salary, and family income with job satisfaction indicators which were participation in decision making, training facilities, and increase knowledge and capacity. Education and geographic location did not show any significant relationship with job satisfaction indicators. Around 92.5% of male employees reported that the current organization helped to increase their knowledge and working capacity (p<0.028). More than half of the employees (55.3 %) of the 30-35 age group could not take part in decision making (p<0.013). In addition, family income and salary also exerted significant associations with participation in decision-making and proper training facilities respectively. Several stakeholders and concern authorities should give top priority in these demographic areas while developing strategies to improve the job satisfaction level of employees.

Pengaruh Career Development dan Organizational Culture terhadap Job Satisfaction serta Dampaknya pada Employee Performance

The purpose of this study is to identify and test the effect of career development and organizational culture on performance through job satisfaction in banking employees in the South Jakarta area. 38 employees were participating, while the questionnaire processed using Partial Least Square. The results prove organizational culture and career development can influence the level of employee satisfaction. Next, if seen from its influence on performance, only organizational culture affects, while satisfaction and career development do not affect. If based on its influence through job satisfaction, organizational culture and career development do not affect. The implication that can be practiced by companies is objectivity in promotion with based on aspects of performance and optimize organizational culture that has been applied in the company and researchers suggest that companies can create programs that can increase dedication, loyalty, and employee commitment to work such as providing rewards, providing clear career paths, and better HR management.

Income support, employment transitions and well-being

Using specific panel data of German welfare benefit recipients, we investigate the non-pecuniary life satisfaction effects of in-work benefits. Our empirical strategy combines difference-in-difference designs with synthetic control groups to analyse transitions of workers between unemployment, regular employment and employment accompanied by welfare receipt. Working makes people generally better off than being unemployed but employed welfare recipients do not reach the life satisfaction level of regular employees. This implies that welfare receipt entails non-compliance with the norm to make one's own living. Our findings allow us to draw cautious conclusions on employment subsidies paid as welfare benefits.

Dimensions of Job Satisfaction among Employees of Banking Industry in Nepal

Objective: 
 The purpose of the study was to find out the impact of employee empowerment, team work, bank facilities, training; performance appraisal and quality performance upon job satisfaction of employees that how would these factors affect employees’ job satisfaction in banking sector of Nepal.
 Methodology: 
 Data was collected through questionnaire and the questionnaire was distributed among 200 employees of twenty eight commercial banks. Random sampling technique was applied in this procedure. Correlation coefficient and regression were used to analyze and interpret the data.
 Results and Conclusion: 
 Regression analysis showed that employee empowerment, team work, and bank facilities affect positively whereas training, performance appraisal and quality performance affect adversely on the job satisfaction level of employees. There exists a positive relation overall and boost job satisfaction, which would in turn enhance the productivity of the organization.

Glass ceiling – An illusion or realism? Role of organizational identification and trust on the career satisfaction in Indian organizations

The motivation of the present study is to investigate the association between perceived glass ceiling and career satisfaction among Indian managers. The study examined the impact of glass ceilings at the career satisfaction level of employees mediated by organization identification and organizational trust. The sample for the present study embraces 237 middle level managers representing organizations in Delhi/NCR. For data analysis, descriptive statistics, correlation and regression were used. Results illustrate that a significant and negative relationship is found between glass ceiling and career satisfaction which implies that if employees feel that glass ceiling exists in the organization, their career satisfaction will be less. The results validate that the impact of glass ceiling decreases after introducing the mediating effects of trust and organizational identification on career satisfaction. The subsistence of the glass ceiling in the organizations will indirectly be fortified due to inadequacies in networking, mentoring, flexible working hours and family friendly initiatives. Therefore, modifying the human resource policies and practices and altering the organizational culture and attitudes of executives shall help organizations preserve their extremely able women workforce.

Comparison Study of Performance Analysis of Information System Using The Methods of End-User Computing Satisfaction and It Balance Score Card

<p>Evaluation of information system performance is needed to get an overview of the ease of end-users in utilizing a new technology. This study aims to evaluate the performance of information systems in a state-owned company (PT PLN Madya Langsa) based on an end-user perspective that is separated into two categories: employees and managers. The level of employee satisfaction (primary user) is measured using EUCS (aspect of: content, accuracy, format, ease of use, timeliness, and satisfaction). The manager's satisfaction level (secondary user) is measured by using IT BSC (aspect of: company contribution, user, operational excellence, and future orientation). The evaluation on the primary user showed that it was low at 25.6%, moderate at 56.64% and high at 18%. The percentage of user satisfaction with the information systems is 72.9% of the results expected by users. Meanwhile, evaluation on the secondary user obtained the following results: low at 10.5%, moderate 84.2% and high at 5.3%. The percentage of user satisfaction with the information system was 92.8% of the results that is expected by users. This study also discusses why there are differences in the percentage of primary user satisfaction compare to the secondary user and provides suggestions how to improve the level of satisfaction of the end users in the future.</p>

Çalışanların Paraya Olan Tutum, Kariyer Bağlılığı ve Kariyer Tatmin Düzeyleri Arasındaki İlişki: Otel İşletmelerinde Bir Araştırma (The Relationship between Attitude towards Money, Career Commitment and Career Satisfaction Levels of Employees: A Research on Hotel Enterprises)

Purpose – This study was carried out with the aim to determine the relationship between attitude towards money, career commitment and career satisfaction levels of employees in 5 star hotel enterprises operating in Ankara. Design/methodology/approach – Within the scope of the study, field research was conducted in 5 star hotels in Ankara and data were collected by questionnaire technique in 2019 March-May. The questionnaire included three scales: attitude towards money career commitment and career satisfaction. The sample of the study consists of 395 employees working in hotels. On the data obtained from the research, by using appropriate statistical analysis programs in computer; frequency distribution, arithmetic mean, factor analysis and correlation analysis were performed. Findings – As a result of the correlation analysis, a positive and low level of significant relationship was found between career commitment and career satisfaction of employees. A low negative level significant relation was also found between attitude towards money and career commitment. However, there was no significant relationship between attitude towards money and career satisfaction. Discussion – According to the results of the findings, there is a directly proportional relationship between career commitment and career satisfaction. Therefore, as the career commitment levels of the employees working in the hotel enterprises in Ankara increase, their career satisfaction levels also increase. On the other hand, there is an inverse proportional relationship between attitude towards money and career commitment. According to this, as the attitude levels of the employees increase, the career commitment levels decrease. The reason for this is that those who have high attitudes towards money can give up their career goals more easily.