Level Of Employee Satisfaction Research Articles

THE RELATIONSHIP BETWEEN JOB SATISFACTION AND INDIVIDUAL PERFORMANCE OF IT EMPLOYEES

Purpose – The main purpose of this research paper is to investigate the correlation between job satisfaction of employees in the IT sector and their personal performance. Additionally, the study examines the overall level of employee satisfaction, as well as if job satisfaction levels differ significantly among the studied demographic groups.
 Design/methodology/approach – The research is based on quantitative analysis of data collected through a questionnaire containing answers of 126 international respondents from over 25 different IT companies. The research methods used are one-dimensional methods for preliminary analysis, Cronbach alpha for reliability and consistency, one-way ANOVA for mean values comparison and correlation analysis for examining relationships.
 Findings – The findings show a moderate statistically significant correlation between job satisfaction and employees’ personal performance, which is bidirectional as influence and presumably depends on other variables like work engagement, motivation, stress or exhaustion, which were not examined in the current study. Additionally, most of the employees in the researched sample define themselves as satisfied with their jobs. Statistically significant variation of the mean job satisfaction levels was observed in two of the examined demographic variables – gender and years in the current position.
 Practical implications – The research results can be beneficial for different organizations since job satisfaction is important for employees’ long-term retention, for increasing their commitment and loyalty towards the organization, as well as for the creation of a motivating and productive work environment. Employees’ job satisfaction and their personal performance should always be considered main organizational values and key for achieving excellent business results and market leadership.
 Originality/value – The results of the current research are important for validating the position of these researchers, who claim that a positive correlation between an employees’ job satisfaction and their personal performance in the workplace exists and should not be neglected. Additionally, it contributes towards a better understanding of job satisfaction among IT employees.

The Effect of Family-Friendly Policies on Career and Life Satisfaction: A Research on Cooperative and Bank Employees

Studies in the literature reveal that the family lives of employees have an important effect on their jobs. In this context, it is seen that the concept of "Family Friendly Organization" has emerged in the management literature and has gradually gained importance. Organizations that respect the family life of their employees and develop and implement policies in this regard are considered within this framework. In today's intense competitive environment, understanding the factors that play a role in the productivity of human resources in organizations and managing them is one of the main goals of organizations. In this direction, it is necessary to turn employees into happy employees in order to keep their efficiency and productivity high. It is seen that family-friendly policies that can be applied in organizations help establish a balance between work and family, create an organizational environment where employees are encouraged to think and act creatively and demonstrate their skills and paves the way to a more humane and democratic organizational structure, as well as achieving a healthier family structure. The purpose of this study is to examine the effect of family-friendly policy implementations on employees’ levels of career and life satisfaction. The sample of this research consists of cooperative and bank employees. Survey data, which have been collected through survey method from 280 employees have been evaluated by means of explanatory and confirmatory factor analysis. Structural Equation Model was utilized for testing the hypotheses. In addition, t-test was performed in order to determine the difference between the two sample groups. Based on the findings gathered from this study, employees see the conditions related to leave policies in their organizations as positive but think they do not have a work environment that includes supportive and flexible working conditions. The negative perception of the lack of supportive and flexible working conditions is expected to manifest as reduced levels of career and life satisfaction for employees. Furthermore, the career and life satisfaction levels of cooperative employees were found to be higher that of bank employees.

The impact of human resource management (hrm) practices on employee satisfaction level and performance

Human Resource Management is a significant function in a company designed to improve human resource performance in provision of their management strategic objectives. Human resource is primarily concerned with how workforces are maintained with in companies’ concentrating on plans, procedures and systems. This study focuses on Information Technology sector in India.This study analyzes the Human Resource Management (HRM) practices that increase employee satisfaction towards the company to enhance employee performance in the organization. Effective Human Resource practices can reduce employee turnover and increase retention rate within an organization. These practices are health and safety measures, Working environment, Welfare programmes, Training and Development, Compensation management, Reward management, Industrial relations, Work life balance, and Fringe benefits. The analysis identified the significance of employee retention practices to improve retention rate of IT organizations. The study targeted a sample of 615 respondents. A questionnaire was developed in this analysis with the help of previous studies or literature to measure the identified HR practices and related with employee retention. Samples were collected using questionnaire from 102 employees in order to test the hypothesis. ANOVA test was done using SPSS_v20 to find out the impact of Human resource practices variables on employee satisfaction level and performance. It was found that there was a significant relationship and identified major impact of reward management and compensation plans on employee performance whereas welfare programmes had less impact on employee performance.

A study on organization policies and employee satisfaction at apmdc limited, mangampet, kadapa district

An organization is basically association of human beings managing the human resources is the most important aspect for the organization. So, the organization policies and management decisions play an important role in organization to manage the human resources. The study conducted by the researchers involves organization policies and HR satisfaction in APMDCL Mangampet,Kadapa district. This study aims to measure the satisfaction level of employees towards organizational policies and to know what are the problems facing by them in organization and also identify the measures to solve the issues effectively. A sample of 90 employees are randomly selected and structured questionnaire employed for collecting responses from them. Simple percentage method used for analysis. Findings revealed that majority of the respondents over 65% of the employees are highly satisfied with the organization policies and 35% of the employees were not satisfied.

Job Satisfaction in Federal Structure - A Case of Bhojpur, Nepal

Purpose: The feelings that an employee have for the job is essential to be analyzed the job satisfaction level of government employees after implementation of federal state in the context of Bhojpur district of Nepal. Design/Methodology/Approach: The questionnaire was distributed to governmental employees via mail and direct distribution to respective offices of Bhojpur district with 93.8% of response rate. The data has been divided into local, provincial and federal categories and separately analyzed along with combined analysis too. Satisfaction level along with the factors of the same was accessed using SPSS for descriptive and inferential statistics. Findings/Result: Government employees from all tiers of government viz. local, provincial and federal are dissatisfied with present remuneration, benefit and employee adjustment process along with present organizational structure, wage policy, present work performance evaluation system and decision-making system in offices but satisfied with present leave system after promulgation of federal structure. Present job authority and position are acceptable level for employees working in all three tiers of government. Most crucial factor seems to be promotion and career growth rather than remuneration. Job training, working environment, team spirit and right work performance evaluation system seem to be major parameters for job satisfaction. Job location is temporary in nature which can be easily handled. Strong reservation on promotion and job rotation approach which is included in new federal structure by all tiers of government employees. Originality/Value: It is survey-based research to guide for amendment of present organizational structures and wage policy in new federal structure of Nepal. Paper Type: Survey based Policy Research

ANALISIS KEPUASAN KERJA KARYAWAN TERHADAP KEBIJAKAN PIMPINAN PADA PT. NURSULA INDAH PROPERTY MATARAM NUSA TENGGARA BARAT

This study entitled "an analysis of employee job satisfaction on leadership policies at PT. Nursula Indah Property. This study aims to determine the level of employee satisfaction on the policies of the leadership of PT. Nursula indah property, in addition to knowing which policies should be changed or maintained by the management of PT. Nursula Indah Property. The research method used is descriptive research, while to analyze the data used qualitative analysis with a Likert scale, where to measure employee job satisfaction used a questionnaire. For the quantitative analysis, the GPA (employee satisfaction index) analysis is used, and uses the formula for stress. Based on the analysis of employee satisfaction, of the eleven policy elements studied, there are three policies that employees feel less satisfied with, namely regarding training, wages, and career planning. Of the eleven elements, there are two elements that employees feel very satisfied, namely regarding recreational policies and complementary compensation. Of the eleven policy elements presented, the policies that need to be changed are about training, wages, and career planning. And policies that need to be maintained are policies on job performance appraisal, discipline, bonuses / incentives, complementary compensation, recreation, work agreements, safety and security, and promotion policies. The results of the frequency distribution of the eleven policy elements studied have reached a weighting scale of 3.34 - 5.00 with very satisfied criteriaThis study entitled "an analysis of employee job satisfaction on leadership policies at PT. Nursula Indah Property. This study aims to determine the level of employee satisfaction on the policies of the leadership of PT. Nursula indah property, in addition to knowing which policies should be changed or maintained by the management of PT. Nursula Indah Property. The research method used is descriptive research, while to analyze the data used qualitative analysis with a Likert scale, where to measure employee job satisfaction used a questionnaire. For the quantitative analysis, the GPA (employee satisfaction index) analysis is used, and uses the formula for stress. Based on the analysis of employee satisfaction, of the eleven policy elements studied, there are three policies that employees feel less satisfied with, namely regarding training, wages, and career planning. Of the eleven elements, there are two elements that employees feel very satisfied, namely regarding recreational policies and complementary compensation. Of the eleven policy elements presented, the policies that need to be changed are about training, wages, and career planning. And policies that need to be maintained are policies on job performance appraisal, discipline, bonuses / incentives, complementary compensation, recreation, work agreements, safety and security, and promotion policies. The results of the frequency distribution of the eleven policy elements studied have reached a weighting scale of 3.34 - 5.00 with very satisfied criteria

Multidimensional Aspects Affecting the Level of Employee Satisfaction with Remote Work

Purpose: The article attempts to assess the multivariable factors influencing the level of satisfaction of employees with the work they perform. Design/Methodology/Approach: The study was conducted in 2021 on a random sample of 740 respondents using a questionnaire. The method used in the study was CAWI. At the first stage of the analysis, attempts were made to determine the variables influencing satisfaction with remote work performed. For this purpose, a structural model was estimated using the maximum likelihood method. Findings: A set of variables that affect employee’s satisfaction with the work performed was identified, and the strength of influence between endogenous variables was shown. Practical Implications: The research results show that the employer should emphasize the excellent support of employees because it will result in a higher degree of satisfaction with remote work. These variables should also be systematically monitored and analyzed as this would be mutually beneficial for both employers and employees and would contribute to the effectiveness of remote work. Originality/Value: First work of each own with several variables not being considered be other researchers in the past.

SATISFACTION ON MOTIVATIONS AND ORGANIZATIONAL COMMITMENT IN THE PUBLIC UNIVERSITIES OF TIGRAY REGIONAL STATE, ETHIOPIA

Motivating the employees both intrinsically and extrinsically in order to enhance the commitment of the employees is appreciable and the need of the day. However the satisfaction level of employees especially the teachers towards the motivation and its contribution to build the commitment have not yet been studied in Public Universities in Tigray Regional State In an attempt to bridge the gap, the study attempts to find the satisfaction of the employees towards the intrinsic and extrinsic motivation existing at their universities. The study has also found the commitment level of the employees and its relationship with the motivation. Required primary cross sectional data has been collected from 371 employees of the Public Universities in Tigrai regional state of Ethiopia. Using SPSS software the collected data is analyzed. Descriptive statistical tools such as mean, standard deviation and variance have been applied to describe the level of satisfaction among the employees towards the intrinsic and extrinsic motivation. The correlation statistics has also been applied to find the relationship between motivation and organizational commitment. The study has found an apparent positive correlation between motivation and organizational commitment. The results on the satisfaction level of the employees highlights that the intrinsic motivation is at the upper level. There is a scope to enrich extrinsic motivation. Hence the universities should focus more on the extrinsic motivation to have better committed employees.

The effects of circular economy initiative implementation on business performance: the moderating role of organizational culture

PurposeThe study aims to examine the micro-level implications of implementing a circular economy (CE) business model on firms’ financial performance and the effect of organizational culture in this context.Design/methodology/approachUsing a survey method to obtain 617 usable questionnaires from diverse business sectors in Ghana, a largely unexplored region and relying on institutional and legitimacy theories.FindingsThe study shows that the implementation of CE policies, such as the reducing, reusing, recycling, recovery and restoration of resources used in manufacturing, distribution and consumption processes, contributes to improved financial efficiency. Furthermore, organizational culture moderates by way of strengthening the positive relationship between CE and business financial performance.Originality/valueThis study contributes to the literature on circularity and the broader discourse on ecological issues by arguing that institutional and legitimacy theories, which are both from the political economy theory, suggest that firms’ economic activities will be influenced by the political, social and institutional context. Therefore, the firm’s decision to embrace a different business model such as CE should be seen from the political environment involving rules and regulations, social dynamics both within and outside the organization and the institutional structures within which the firm operates. These mechanisms establish a business case for the implementation of CE initiatives and is guided by intent and specific goals. This motivates and encourages employees to be more involved in their duties and interactions leading to high levels of employee satisfaction, which improves productivity and profitability.

How does emotional intelligence improve employee satisfaction and performance with mediating effect of employee engagement? Perspective from Saudi Arabian private companies

The main focus of this study is to examine how Emotional Intelligence (EI) improves Employee Job Satisfaction and Performance (EJSP) with mediating effect of Employee Engagement (EE) in private sector organizations of the Kingdom of Saudi Arabia (KSA). The nature of the research study is quantitative, and a correlational design has been adopted for the study. Primary data was collected from a sample of 537 employees of private organizations in major cities of KSA. SPSS and Smart PLS were used to run different statistical techniques to test the proposed model. The results of this research study reveal that EI positively impacts the performance and satisfaction level of employees where EE also mediates the relationship between EI and performance and satisfaction level of employees. Also, age, gender, and experience of employees act differently as a moderator in this study. The contribution from this research study would be an addition to existing literature. This research study holds a significant involvement towards theory, practice, and methodological progression in the field of learning and creating EI abilities and its vital influence on performance and satisfaction level of employees in the Saudi Arabian context, as no such study has been conducted in Saudi Arabia, to the best of our knowledge. The study is supposed to provide useful insights into the methodological advances in the field of EI as a learnable ability that can be created. EI should be enhanced to employees to get a significant level of performance and satisfaction in the working environment.

Research of the Influence of CSR Dimensions Integration in Business Processes on the Reduction of the Employee Turnover in Apparel Industry Organizations Using AHP and TOPSIS Methods

The issue of employee turnover in apparel industry organizations is an essential element in influencing their overall business success. The constant shift of workers leads to oscillations in the quality of work output. This paper initially examines the effect of the level of employee satisfaction with business processes functioning on the occurrence of internal or external turnover intentions. Analytic Hierarchy Process (AHP) and Technique for Order Preference by Similarity to Ideal Solution (TOPSIS) methods are applied with the purpose of the determination of the potential of corporate social responsibility (CSR) dimensions integration into the business processes of apparel industry organizations to reduce external turnover rates. Through the conducted research, conclusions about the potential success of the proposed measure of the integration of CSR dimensions in apparel industry organizations of different sizes are drawn, as well as practical implications for engineering managers within apparel industry.

Determining Employee Performance And Work Satisfaction Dimentionals In Multifinance Company Using Structural Equation Model Approach

This study aims to determine the level of employee satisfaction with a structural model approach that can clarify the relationship between the variables of satisfaction, leadership work environment and employee performance. This research was conducted in a multinational company engaged in the multifinance sector, located in Banjarmasin, South Kalimantan, Indonesia In this study, the sample was taken using purposive sampling with a total sample of 235 people from various existing departments. The analytical technique used is the Structural Equation Model (SEM).
 The results of the study found that (1) the SEM model has met the standards of the Goodness of Fit Index, (2) the employee satisfaction variable has a significant influence on employee performance because it provides a CR value > 1.96 and a probability value < 0.05, (3) The work environment variable has an effect on significant on employee performance and satisfaction because it provides a CR value > 1.96 and a probability value < 0.05, (4) the leadership variable has a very significant influence on employee performance and satisfaction because it provides a CR value > 1.96 and a probability value < 0.05.

People Resourcing Practices in Thermal Power Generating Units

A major challenge for business people in the field of globalisation is how to understand human resource management practices. It’s an obvious view that people are the assets of business entity irrespective of business. Managing people is not an easy task, since psychological factors speaks louder. Generally, the labour cum machine intensive industry should promptly set the people resourcing policies and practices. The thermal power generation units also need to frame the people resourcing practices in genuine. Accessing the opinion of employees about the people resourcing practices, in the select thermal power generation units of Tuticorin and satisfaction level of employees about the people resourcing practices are the core objectives. Analysis is done using Mann-Whitney test and Kruskal Wallis test. The researcher culminated that it is imperative for the thermal power generating units to realize the significance and intensity of people resourcing practices and ameliorate in all paths of work life.

A Comprehensive Study on Private Universities in Bangladesh: Service Rules and Job Satisfaction

Service rules make it easier for an institution to pursue higher education. In order to ensure quality education, it is essential that educational institutions have service rules. The service rules of university employment are considered to be conducive to the higher education system. On this article discusses the importance of service rules. Each step of the service rules is shown with the help of diagrams and each of the steps is discussed separately. To certify higher education has played a noteworthy part in Bangladesh. The rules clearly specify the rights and duties of workers and employers where every institution must have its own service rules regulating any employment but cannot be contradictory to any establishment of the labor laws. Job satisfaction is considered as a vital determinant of job activities. Some of the universities are providing quality education but rests of them are not quality concerned, most of them are depending on Daily basis teachers, poor infrastructures, without service rules etc. The trial was taken on a random basis from four private universities in Bangladesh. The sample size is forty-five. The result of this study shows that about job satisfaction level of employees in the selected universities. In the end, based on results, researchers have offered some suggestions that can be taken into thought in strategy level.

MEDIATING ROLE OF COMMUNICATION SATISFACTION IN THE EFFECT OF INTERACTIONAL JUSTICE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: THE CASE OF PUBLIC UNIVERSITY

In this study, it was aimed to examine the effect of interactional justice perceptions and communication satisfaction levels of employees on organizational citizenship behavior (OCB) and to determine whether communication satisfaction has a mediating role in the relationship between interactional justice and organizational citizenship behavior. For this purpose, data was collected from the academic and administrative staff of Osmaniye Korkut Ata University through a questionnaire. In the study, frequency analysis, normality test, exploratory and confirmatory factor analysis, reliability analysis, Pearson correlation analysis, path analysis with structural equation model (SEM) and Sobel test were used. As a result of the analyzes, it has been determined that interactional justice affects communication satisfaction and organizational citizenship behavior. It was found that communication satisfaction also affects organizational citizenship behavior. In addition, it has been revealed that communication satisfaction has a mediating role in the effect of interactional justice on organizational citizenship behavior.

Does Court Type, Size and Employee Satisfaction Affect Court Speed?. Hierarchical Linear Modelling With Evidence from Kenya

In most judicial institutions, well-functioning courts are usually expected to process a large volume of work within demanding timelines. For courts to have played their role of enhancing access to justice, the yardstick of success is often viewed through the lens of the speed attained in rendering justice. In Kenya, despite the desirable timeline for finalizing most of the cases being ‘within 360 days’ from the date of case filing in courts, by the end of June 2020, 58 per cent of the unresolved cases had surpassed this timeline and subsequently classified as backlog. In the period 2018/19, the percentage of civil cases that were resolved within the set timeline by High Court and Magistrate Court, the two largest court types by volume of work, was 37 and 42 per cent respectively. Over the same period, the percentage of criminal cases that were resolved within the set timeline was 42 and 84 per cent for the two court types respectively. Evidently therefore, the Kenyan courts had not managed to resolve cases within the desirable timeline. To unearth the reasons that could be occasioning the delay, this study investigated the factors that were potentially affecting court speed. Specifically, the study set out to determine the variation in court speed attributable to court type, and further analyze the effect of court size and employee satisfaction on court speed. This was achieved through the use of Hierarchical Linear Modelling, cross sectional data for the period 2018/19 and estimation using Restricted Maximum Likelihood technique. The results revealed the existence of relatively high variation in court speed that is attributable to court type, and that the smaller the court size, the higher the court speed. Further, high level of employee satisfaction was found to increase timely resolution of cases. Consequently, diverse strategies and policy actions for enhancing court speed have been suggested. Keywords: Court Speed, Court Type, Court Size, Employee Satisfaction, Hierarchical Linear Modelling DOI: 10.7176/JLPG/110-02 Publication date: June 30 th 2021

The Satisfaction Level of Employees towards the Prevailing Performance Appraisal System

Performance based analysis of an employee and understanding the capabilities of that person, and giving chance to grow is the appropriate technique to enhance employee carrier. Present work deeply concentrated on operative function in the HR sector is evaluated with respect to the Performance Judgement System of the organization. The present study was conducted with the aim to examine the awareness level, satisfaction level, and impact of Performance Appraisal System on employees’ performance. Studies predict that performance-based analysing of employee capabilities gives favourable results and acceptable by employees, and from the results of regression model it is concluded that nearly 91.2 % difference in the dependent variable that is (increase productivity). The study suggested that women’s contribution should be increased in all sectors, which results in the overall empowerment of women. Awareness of employees should be enhanced while assessing the performance appraisal task.

A Study On Recruitment Process At Msys Technologies

The purpose of this study was to find the effectiveness of the employee satisfaction level towards the recruitment processes of organization and also to assess the impact of recruitment process on organizational performance. The findings of the study helps to improvise the strategies to make the recruitment process effective. The sample for this study is collected nearly from 100 employees at MSys Technologies were personally surveyed with a structured questionnaire. Based on the investigation in recruitment, research questions were answered. In this study Descriptive Research Design and inferential analysis was used as the sampling procedure and data obtained were statistically analyzed using Chi-square test, one way Anova, Co-efficient of correlation. The analysis and interpretation helps to identify the findings and suggestions of the workers. The more objective the recruitment criteria, the better the organization’s performance.

Designing an annual leave scheduling policy: Case of a financial center

<p style='text-indent:20px;'>Providing annual leave entitlements for employees can help alleviate burnout since paid-time off work directly affects the health and productivity of workers as well as the quality of the service provided. In this paper, we develop realistic vacation scheduling policies and investigate how they compare from both the employer and the employees' perspectives. Among those policies, we consider one that is used in practice, another that we propose as a compromise which performs very well in most cases, and one that is similar to machine scheduling for benchmarking. Integer programming models are formulated and solved under various settings for workload distribution over time, substitution and unit of time for vacations. We use three performance measures for comparisons: penalty cost of unused vacation days, percent vacation granted and level of employee satisfaction. We provide a real-life case study at a bank's financial center. Numerical results suggest that an all-or-nothing type of vacation policy performs economically worse than the others. Attractive annual leave scheduling policies can be designed by administering vacation schedules daily rather than weekly, ensuring full cover for off-duty employees, and offering employees some degree of choice over vacation schedules.</p>

Compatibility of Organizational Culture towards the Application of Entrepreneurial Research University (ERU)

This study aims to analyze the appropriateness of organizational culture in an effort to implement Entrepreneurial Research University (ERU) at DWC University through processing primary data from the results of questionnaires regarding 4 (four) types of organizational culture, which are filled out by Academic Staff (PA) or lecturers and Academic Supporters (PPA) or administrative staff as many as 254 people. The questionnaire refers to the concept of the Organizational Culture Assessment Instrument (OCAI) which is based on Quinn and Cameron's theory of the Competing Values Framework (CVF). The primary data of this research is processed with the Importance-Performance Analysis method to measure the level of employee satisfaction, and Gap Analysis to compare the actual performance with the expected potential performance, equipped with a Spider Curve Analysis as a visualization of the importance and performance of each aspect in the variable researched. From the survey results, it was found that employees have lived the culture of Clan and Adhocracy, as the most appropriate characters which support the formation of a work environment that is mutually respectful among office holders, both equal and tiered, in order to achieve ERU. The main point in the cultural characteristics of the Clan and Adhocracy has been considered important by employees, although not entirely satisfied with its implementation. Gap that arise between the understanding of the importance of the main points above and the perceived satisfaction, is a note for leaders, especially HR managers to formulate new strategies to improve employee performance and satisfaction.