Overall Satisfaction Of Employees Research Articles

Building digital technology and innovative lean management capabilities for enhancing operational performance: an empirical study

The study examines the direct effect of digital technology capability on innovative lean management capability and the indirect effect on operational performance. We considered continuous learning as a moderator, such that continuous learning could influence the relationships (i.e. digital technology capability and innovative lean management capability). We considered the overall satisfaction of employees as a moderator and empirically tested the relationships. The theoretical model was conceptualised by keeping the dynamic capability view in mind. The samples for the online survey were selected from food supply chain (FSC) firms. Hypothesis testing was performed and findings indicate that lower-order capabilities, such as adaptability, agility, and alignment capabilities, play a critical role in developing dynamic capability, that is, digital technology capability, which helps in achieving superior operational performance. However, innovative lean management capability plays a partial mediation role between digital technology capability and operational performance. A moderating role for continuous learning and overall satisfaction of employees was also supported. FSC firms should consider these factors to enhance operational performance in a dynamic business environment.

Research on the Impact of Technological Talent Loss in High tech Enterprises on the Construction of Enterprise Talent Teams

Talent is a key factor driving profit growth and the core capital of enterprises. Therefore, attracting and retaining talent is crucial for enterprises. However, against the backdrop of a shortage of talent, a large-scale wave of talent mobility has emerged. The consequence is that talent flows frequently between enterprises, accelerating the turnover of talent, resulting in a proportional loss of funds and resources, which affects the survival and development of the enterprise. Therefore, this article studies the impact of technological talent loss in high-tech enterprises on the construction of enterprise talent teams. High tech enterprises in different industries have different industry life cycles, and the impact on core talent loss in high-tech enterprises is also different. Brain drain has no benefits for business operations, whether in the short or long term. So the inability to retain, utilize, and motivate talents has become a common challenge faced by domestic high-tech enterprises. However, in order for enterprises to retain outstanding talents, it is necessary to improve the overall satisfaction of employees.

Information and Communications Technologies as a Driver of Effective Internal Communication

Internal communication is considered to be fundamental process for organization. The information and communication technology (ICT) has been a strong trigger of organizational change in every aspect, as well as in internal communication. This paper investigates ICT tools usage effects on internal communication. Three research hypothesis were set up: (i) employees’ perceived importance of internal communication has a relationship with their ICT usage, (ii) employees’ perceived quality of internal communication has a relationship with their ICT usage, and (iii) ICT tools usage contributes to the perceived impact of IT on informing, motivation, productivity, loyalty, organizational development understanding, reducing rumors within organization of employees, willingness to change and overall satisfaction of employees. In order to test hypothesis, data were collected via an online survey conducted among Croatian public relations experts. Data mining was applied in data analysis: including both, descriptive (distributions) and predictive models (Bayesian networks). Sensitivity analysis of Bayesian networks identified significant factors of successful internal communication. Results showed that Skype usage mostly contributed to the quality of internal communication, whereas social network usage mostly contributed to the perceived importance of internal communication. Bayesian network model identified e-mail usage as a predictor of employees informing and chat usage as predictor for productivity of employees. Organizations’ management should embrace opportunities that new technologies have brought to the field of internal communications and use it as a tool for improvement.

EMPLOYEE PERCEPTION AND PERFORMANCE APPRAISAL: AN EVALUATION OF SELECTED DEPOSIT MONEY BANKS IN PORT HARCOURT

Performance Appraisal system represents a major tool for most of the organizations to evaluate various aspects of their employees. Despite the prominence of the organizational phenomenon, very limited research is done in Nigerian organization in this area .To analyses the perception of employees regarding the performance appraisal system implementation, the Deposit Money Banks in Port Harcourt, Rivers state are selected due to the reported high rate of staff turnover. In order to analyze the perception of employees regarding the new system and its implementation, 33 item questionnaires consist of 4 independent and one dependent variables was distributed among 150 employees who were acquainted with the Performance appraisal procedure. The study employed four measures of performance appraisal which are Procedural justice, Goal setting, feedback and Pay for performance and one criterion variable, the employee perception towards these performance appraisal process. The instrument used was a 5 point Likert scale questionnaire. Factor analysis and regression analysis was done through the Statistical Package for Social Sciences version 25.The result shows the process was implemented as per organization guidelines to the overall satisfaction of employees. There are however some areas of improvement which have been noted in the conclusion. The results and outcome are in line with international published data. KEYWORDS: Employee Perception, Performance Appraisal, Procedural Justice.

Employees’ Satisfaction of Government Organization in Tangail City, Bangladesh

Employees' satisfaction is directly related to their commitment, citizenship behavior, turnover, absenteeism, dedication and performance. Job satisfaction is important to attract and retain talent workforce. Organization can ensure a competitive advantage over the key rivals through confirming the satisfaction of employees towards job. Organization need to meet the expectations of employees’ which shall ensure their job satisfaction. The purpose of the study is to measure the job satisfaction in government employees of Tangail district. Primary data was used in the study and the sample size of the study was 80. The study revealed the key facets of job satisfaction in government sector of Bangladesh. Factors including salary of employees, performance appraisal system, promotional strategies, employee’s relationship with management and other co- employees, training and development program, work burden, influence of higher authority and working hours are found important for improving job satisfaction of govt. employees in Tangail city. Increase in level of these factors improves overall satisfaction of employees which is identified by using statistical technique.

Муниципальные служащие в эпоху экономического кризиса: Исследование их удовлетворенности работой

The present study examines the level of job satisfaction among municipal employees in Greece, the relation between overall satisfaction and satisfaction that is related with job objective, working conditions, salary, kind of service, collaboration and development prospects, as well as possible repercussions of the economic crisis on it. The data comes from a survey carried out in 2017 on a sample of 196 employees. The survey questionnaire is based on the scales for measuring satisfaction from Spector’s “Job Satisfaction Survey”.A basic conclusion of the survey is that the overall satisfaction of employees is mediocre, this picture, though, not having been affected substantially by the implications of the economic crisis. However, it has been found that the study determined those specific satisfaction aspects, namely the department where employees serve and the administrative skills of the heads of the departments, that seem to have positive influence on the generally satisfi ed employees. The examination of certain aspects of partial job satisfaction aims at improving public management, mainly on the basis of intrinsic rewards, in times of economic instability.

Employees’ Satisfaction of Government and Non-Government Banks in Tangail City, Bangladesh

Employees' satisfaction is directly related to their dedication and performance, and customers' satisfaction. Satisfied employees’ put their best effort into building and maintaining successful relationship between the bank and its customers. The present study attempts to identify the key facets contributing to employees' satisfaction in banks and to make a comparative analysis of employees' satisfaction in different ownership structures such as government banks and non-government banks of a small town in Bangladesh. Primary data was used in the study and the sample size of the study was 102 employees from these two sectors of banks situated in Tangail city. Factors including salary of employees, performance appraisal system, promotional strategies, employee’s relationship with management and other co- employees, training and development program, influence of higher authority and working hours are found important for improving job satisfaction of bank employees in Tangail. By the analysis we have found that association between employees’ job satisfaction and their Opportunity to take part in training, courses & workshops, involvement in decision making, company’s behavior as well as company’s well treatment and opinion on Career appointments are significant. Increase in level of these factors improves overall satisfaction of employees which is identified by using statistical techniques.

Study on Factors Influencing Employee Retention among the Employee of Fashion Institutes in Mumbai

<div><p><em>Fashion Designing colleges experienced faculty/staff are always in demand. It becomes difficult for the colleges to retain their experienced staff. This study was conducted to know the impact of the various policies like Training and Appraisal Policy, Reward policy etc. on employees’ retention. Specific objectives of the study cover the measurement of employee’s satisfaction with respect to the Training and Appraisal systems prevalent in the organization and how it impacts retention of employees.<strong></strong></em></p><p><em>The study population was from various fashion institutes of Mumbai. </em><em></em></p><p><em>The study reveals that the staff performance is greatly affected by the Training and Appraisal system, Reward system and career growth opportunities in the Fashion designing colleges. Researcher recommends improving all these policies in order to increase the overall satisfaction of employees which in turn will lead to increased employee retention.</em></p></div>

Employees Perception on Performance Appraisal System in a public limited company in Pakistan

<p>The Performance Appraisal system is now a common phenomenon in Pakistan. It is a major tool for most of the organizations to evaluate various aspects of their employees. Majority of the organization has implemented this process and is a regular feature for evaluation of their staff. Ample literature is available which has discussed the performance appraisal process at length targeting various dimensions of it. Although in the last few decades many studies are done and sufficient international literature on performance appraisal is available (Landy and Farr, 1980), however very limited research is done in Pakistan in this area .To analyses the perception of employees regarding the performance appraisal system implementation a public limited company in energy sector is selected .The company which previously used to undertake employees evaluation through the Annual Confidential Report (ACR) system introduced Performance appraisal system in 2001 in order to comply with the new vision of the company.</p><p>In order to analyze the perception of employees regarding the new system and its implementation, 33 item questionnaires consist of 4 independent and one dependent variables was distributed among 150 management position employees who were acquainted with the Performance appraisal procedure. The questionnaire has 4 independent variable which are Procedural justice, Goal setting, feedback and Pay for performance and one dependent variable, the employee perception towards Performance appraisal process. The instrument used was a likert scale questionnaire with the scale of 1 for strongly disagree to 5 for strongly agree. Factor analysis and regression analysis was done through SPSS19 .The result shows the process was implemented as per organization guidelines to the overall satisfaction of employees. There are however some areas of improvement which have been noted in the conclusion. The results and outcome are in line with international published data.</p>

Employee Payroll And Training Budget: Case Study Of A Non-Teaching Healthcare Organization

Employee turnover is a constant phenomenon faced by organizations. Some turnover is not only healthy, but also necessary for an organization, as it allows for an influx of new blood; however, high levels of turnover can be unhealthy for an organization. This study aims to calculate the employee turnover rate in a particular healthcare organization and compare it with the benchmarks provided in existing literature, and to discover potential reasons for the organizations high turnover. Available data from previous years were also analyzed to estimate the financial and non-financial losses of the organization. The study addresses and rates the importance of some of the most common factors that determine the overall satisfaction of employees, such as salary and other benefits, career opportunity and personal growth, and work life protocols, including policies and procedures, working environment conditions, supervisor behavior, and colleague behavior and support. The results of this research will be helpful for not only the healthcare industry, but also the overall corporate sector, because turnover can pose a serious problem and therefore needs to be promptly investigated and resolved.

Data Mining and Exploratory Data Analysis for the Evaluation of Job Satisfaction

In this paper we face off the relationship value management which is a theme in the relationship marketing literature gaining increasing attention in the last decade. The main aim of this study is to evaluate job quality and in particular employees’ satisfaction of non-profit enterprises by using, among different exploratory data analysis tools, ordered multiple correspondence analysis which is a part of corporate data mining. We focus attention on Ordered Multiple Correspondence Analysis (OMCA), recently proposed in statistical literature, to monitor (dis)satisfaction in different times or spaces. In particular we present a new strategy based on OMCA which allows to deal with ordered variables (Likert items) taking into account other qualitative information of job (kind of job contract, type of incentives, etc.) affecting the overall satisfaction of employees.

Job satisfaction and its influential factors.

This study aimed at determining the job satisfaction level of the staff in Shahroud University of Medical Sciences (SUMS), northern Iran, and its influential factors. In this descriptive study, conducted in 2008, the participants were 384 workers in SUMS selected through simple random sampling procedure. The par-ticipants received a 33-item questionnaire in a Likert format (8 general items and 25 items related to job satisfaction facets). The collected data in form of frequen-cies and percentages were analyzed with SPSS software. 53.4% of interviewees were female and more than 60% had associate or higher degrees. 42.6% had less than 10 yr and 30.9% had 20 to 30 yr of job experience, respectively. The mean of the overall satisfaction was 13.02 out of 20. Regarding the facets of job satisfaction, work, coworkers, supervisor, and pro-motion had the highest means, respectively. Pearson and Spearman correla-tion coefficients showed a significant relationship between overall satisfaction and the facets (P= 0.001). Analysis of variance also showed significant difference in overall satisfaction based on organizational units; however, no significant rela-tionship was observed between overall satisfaction and gender, degree, age, job experience and type of employment. Improvement of promotion process, training and qualifying manag-ers, observing meritocracy principles in appointments, using cooperative man-agement, creating convivial and friendly atmosphere and improving work envi-ronment conditions, have brought about an increase in overall satisfaction of em-ployees in SUMS.

Job Satisfaction and the Neglected Variable of Job Seniority

This paper deals with the relationship between job satisfaction and length of employment in a particular job. The hypothesis that the change in job satisfaction with job seniority resembles a "U"-shaped curve is confirmed. It is suggested that intrinsic satisfaction is a major contributor to changes in the overall satisfaction of employees over time.