Relevant bibliographies by topics / Employee Satisfaction

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Employee Satisfaction'

Author: Grafiati
Published: 4 June 2021
Last updated: 19 February 2023

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Journal articles on the topic "Employee Satisfaction"

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C. Swarnalatha, C. Swarnalatha, and S. Tephillah Vasantham. "Employee Satisfaction-An Overview." Global Journal For Research Analysis 3, no. 7 (June 15, 2012): 192. http://dx.doi.org/10.15373/22778160/july2014/68.

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Dev, Santosh, and Swati Sharma. "Employee Satisfaction and Gender." International Journal of Service Science, Management, Engineering, and Technology 12, no. 1 (January 2021): 1–16. http://dx.doi.org/10.4018/ijssmet.2021010101.

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The study presents a grim picture of presence of women as employees in banks in India in spite of the fact that they exhibit more satisfaction than the male employees in certain dimensions of employee satisfaction. The study has employed survey methodology comprising 450 bank employees. The data of the respondents have been analyzed using principal component analysis, varimax rotation method, frequency distribution method, t-test and correlation coefficient. The results of the study exhibit that the count of women employees is less than the count of male employees in banks. Women employees are more satisfied than male employees. Banks need to increase the spread of their branches, analyze the environment so that the women employees feel motivated to join the banking industry and contribute in the economic growth of India.
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Collins, Kevin S., Sandra K. Collins, Richard McKinnies, and Steven Jensen. "Employee Satisfaction and Employee Retention." Health Care Manager 27, no. 3 (July 2008): 245–51. http://dx.doi.org/10.1097/01.hcm.0000318755.24332.4b.

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Davies, Gary, Melisa Mete, and Susan Whelan. "When employer brand image aids employee satisfaction and engagement." Journal of Organizational Effectiveness: People and Performance 5, no. 1 (March 12, 2018): 64–80. http://dx.doi.org/10.1108/joepp-03-2017-0028.

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Purpose The purpose of this paper is to test whether employee characteristics (age, gender, role and experience) influence the effects of employer brand image, for warmth and competence, on employee satisfaction and engagement. Design/methodology/approach Members of the public were surveyed as to their satisfaction and engagement with their employer and their view of their employer brand image. Half were asked to evaluate their employer’s “warmth” and half its “competence”. The influence of employee characteristics was tested on a “base model” linking employer image to satisfaction and engagement using a mediated moderation model. Findings The base model proved valid; satisfaction partially mediates the influence of employer brand image on engagement. Age, experience gender, and whether the role involved customer contact moderate both the influence of the employer brand image and of satisfaction on engagement. Practical implications Engagement varies with employee characteristics, and both segmenting employees and promoting the employer brand image differentially to specific groups are ways to counter this effect. Originality/value The contexts in which employer brand image can influence employees in general and specific groups of employees in particular are not well understood. This is the first empirical study of the influence of employer brand image on employee engagement and one of few that considers the application of employee segmentation.
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Sakalya, P. "A Study on Employee Satisfaction of Meenatchi Hospital Employees in Thanjavur." International Journal of Trend in Scientific Research and Development Volume-3, Issue-4 (June 30, 2019): 152–54. http://dx.doi.org/10.31142/ijtsrd23649.

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Haryono, Siswoyo. "The Mediating Role of Work Satisfaction on the Effect of Organizational Justice on Employee Engagement." Advances in Social Sciences Research Journal 8, no. 8 (August 22, 2021): 196–207. http://dx.doi.org/10.14738/assrj.88.10660.

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This research evaluates the mediation role of job satisfaction on the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The population of temporary employees at Universitas Muhammadiyah Yogyakarta is 213, and the sample was 70. The analysis employed Smart PLS 3.0. The results show that organizational justice affects job satisfaction, and job satisfaction significantly affects employee engagement. Job satisfaction has a mediation role in the effect of organizational justice on employee engagement among temporary employees at Universitas Muhammadiyah Yogyakarta. The benefit of the research is that improving employee engagement would be adequate by increasing both job satisfaction and organizational justice.
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Yaneva, Maya. "Employee Satisfaction vs. Employee Engagement vs. Employee NPS." European Journal of Economics and Business Studies 10, no. 1 (March 2, 2018): 228. http://dx.doi.org/10.26417/ejes.v10i1.p228-235.

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Human Resources are key for the success of business organizations. The science is focusing on Human Resources Management in times when technical resources are rapidly developing and significantly changing the working environment. The requirements toward the human resources are evolving as well. At the same time, the expectations of the candidates toward the employers are getting more demanding in terms of working conditions and appreciation. Employee profiles and change management are key aspects of HR management while the companies are striving to adjust their learning and development programs, working environment and structures in order to retain and develop their associates. Companies start to measure their employees’ satisfaction, than converting to employee engagement and nowadays more and more organizations are focusing on employee NPS (net promoter score), which is not only promoting the products or services of the company they are engaged in, but also the company as an employer. This paper is focusing on employee satisfaction, employee engagement and eNPS (employee net promoter score). It gives guidance what are the global trends with local impact, presenting results from several surveys on the Bulgarian market of global and local companies executed between 2012 and 2017. The primary focus of the research is to outline which channels and ways of communications are the most beneficial in the attempts of the business organizations to address their employees, boost their enjoyment and motivation and make them ambassadors of the product and services they produce, but also promote them as an employer. Presenting the outcome of the surveys is giving guidance on top drivers for employee satisfaction, engagement and loyalty. It is leading to conclusions that are enlightening the associates’ interpretation of those drivers in the different contexts of business environment. The organizations are conducting internal surveys within their global structures, but also participating in researches on the local market in Bulgaria to cross check the findings and the trends. Local cultural differences are influencing the organizational culture and trends of the business. The paper analyses the results related to the Bulgarian market and provides further recommendations as to how to address the findings resulting from the survey.
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Yaneva, Maya. "Employee Satisfaction vs. Employee Engagement vs. Employee NPS." European Journal of Economics and Business Studies 4, no. 1 (April 1, 2018): 221–27. http://dx.doi.org/10.2478/ejes-2018-0024.

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Abstract Human Resources are key for the success of business organizations. The science is focusing on Human Resources Management in times when technical resources are rapidly developing and significantly changing the working environment. The requirements toward the human resources are evolving as well. At the same time, the expectations of the candidates toward the employers are getting more demanding in terms of working conditions and appreciation. Employee profiles and change management are key aspects of HR management while the companies are striving to adjust their learning and development programs, working environment and structures in order to retain and develop their associates. Companies start to measure their employees’ satisfaction, than converting to employee engagement and nowadays more and more organizations are focusing on employee NPS (net promoter score)1, which is not only promoting the products or services of the company they are engaged in, but also the company as an employer. This paper is focusing on employee satisfaction, employee engagement and eNPS (employee net promoter score). It gives guidance what are the global trends with local impact, presenting results from several surveys on the Bulgarian market of global and local companies executed between 2012 and 2017. The primary focus of the research is to outline which channels and ways of communications are the most beneficial in the attempts of the business organizations to address their employees, boost their enjoyment and motivation and make them ambassadors of the product and services they produce, but also promote them as an employer. Presenting the outcome of the surveys is giving guidance on top drivers for employee satisfaction, engagement and loyalty. It is leading to conclusions that are enlightening the associates’ interpretation of those drivers in the different contexts of business environment. The organizations are conducting internal surveys within their global structures, but also participating in researches on the local market in Bulgaria to cross check the findings and the trends. Local cultural differences are influencing the organizational culture and trends of the business. The paper analyses the results related to the Bulgarian market and provides further recommendations as to how to address the findings resulting from the survey.
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Li, Juan, and Yu Zhang. "Crowdsourcing Task Assignment Mechanism Based on Employer Net Profit and Employee Satisfaction." Journal of Systems Science and Information 9, no. 4 (August 1, 2021): 440–54. http://dx.doi.org/10.21078/jssi-2021-440-15.

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Abstract Crowdsourcing task assignment has become an important task assignment model in the Internet economy era. In this paper, we study the crowdsourcing task assignment problem based on employer net profit and employee satisfaction. First, the reliability and interest of employees are modeled, based on which the mathematical expressions for employer net profit and employee satisfaction are given. Then, a multi-objective optimization problem is formulated to maximize employer net profit and employee satisfaction by jointly optimizing the task assignment matrix and task offer vector. Since the considered problem contains discrete variables, it cannot be solved directly by traditional optimization methods. Therefore, two low-complexity high-performance algorithms are proposed. The first algorithm is based on a fast non-dominated ranking genetic algorithm with an elite, which is able to explore the Pareto bound of the considered problem. The second algorithm is based on a reinforcement learning framework, which is able to maximize the weighted sum of employer net profit and employee satisfaction. Numerical results show that the number of tasks assigned to employees affects both employee satisfaction and employer net profit. The Pareto bounds and Pareto optimal solutions based on the solutions of the two proposed algorithms are also presented numerically, which quantitatively characterize the tradeoff between employer net profit and employee satisfaction.
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Dr. C. SWARNALATHA, Dr C. SWARNALATHA, and T. S. PRASANNA T.S. PRASANNA. "Employee Engagement and Job Satisfaction." International Journal of Scientific Research 3, no. 5 (June 1, 2012): 339–40. http://dx.doi.org/10.15373/22778179/may2014/106.

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Dissertations / Theses on the topic "Employee Satisfaction"

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Steffen, Amy E. "Employee satisfaction and family-supportive workplace benefits." Online version, 2008. http://www.uwstout.edu/lib/thesis/2008/2008steffena.pdf.

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Larkin-Perkins, Bridgette. "Employee Job Satisfaction and Employees' Voluntary Turnover Intentions (VTIs)." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4150.

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Within the U.S. sales industry, organizational productivity has decreased due to employee job dissatisfaction and increased voluntary turnover intentions (VTIs). Some leaders in the industry lack knowledge about the relationship between intrinsic and extrinsic job satisfaction, and the negative effect on employees' VTIs. The purpose of this correlational study was to examine whether intrinsic and extrinsic job satisfaction significantly predicted retail sales employees' VTIs. The Minnesota Satisfaction Questionnaire (MSQ) and the Turnover Intentions Scale (TIS-6) were used to collect data from full- or part-time employees in the U.S. retail sales industry. The theoretical framework was based on Herzberg's motivation-hygiene theory. The results of a multiple regression analysis indicated that a combination of intrinsic and extrinsic job satisfaction, F (2, 87) = 3.51, p = .034, R2 = .08), significantly predicted employees' VTIs. However, extrinsic job satisfaction (t = 2.05, p = .034) was the only statistically significant predictor. Business leaders, who understand the factors that increase extrinsic job satisfaction, may increase retention within the organization, provide workforce stability, improve organizational and economic growth, and decrease costs related to job satisfaction and VTIs. The implications for social change include helping to reduce the economy's unemployment rate and improve relationships between the employees, their families, and their communities include (a) improving employees' and stakeholders' perceptions of their organization in the community and (b) improving employees' well-being by understanding the job satisfaction factors that improve their morale.
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Shelton, Karen. "The effects of employee development programs on job satisfaction and employee retention." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001sheltonk.pdf.

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Yü, Ying-siu. "Employee motivation and satisfaction in different organizational levels : a study of banking industry in Hong Kong in transition to 1997 /." Hong Kong : University of Hong Kong, 1995. http://sunzi.lib.hku.hk/hkuto/record.jsp?B14724546.

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Magarelli, Karen. "Unit based practice councils, employee engagement and employee satisfaction." Thesis, The William Paterson University of New Jersey, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3617148.

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Objective. The objective of this research is to determine if nursing unit based practice councils increase employee engagement and employee satisfaction.Background. The environment in which nurses practice influences their ability to provide safe patient care and maintain satisfaction with their position and the profession. There is a commitment towards establishing a healthy work environment where employee engagement and employee satisfaction are experienced. Unit based practice councils engage staff to contribute collaboratively in the decision-making process related to standards of care in nursing and employee practice.

Design. A retrospective comparative study utilizing secondary data analysis was implemented to determine the relationship between the independent variable, unit based practice council, and the dependent variables, employee engagement and employee satisfaction. This type of research design is appropriate because it will compare aggregate data that was collected prior to the implementation of a unit based practice council and after the implementation of a unit based practice council. The original data was collected as part of an annual employee survey that was implemented for the purpose of measuring employee engagement and employee satisfaction in 2010 and 2012.

Sample and methods. The sample includes an aggregate group of hospital workers, including all healthcare employees (registered nurse, unit clerks, and clinical care technicians) within each of the 4 nursing units within an Urban Level 1 Trauma Magnet Academic Medical Center located in New Jersey. The researcher contacted the nursing directors for each of the 4 units under study, to access and utilize aggregate data. E-mails were received from each participating director to confirm agreement for data collection.

A retrospective comparative study utilizing secondary data analysis was implemented to determine the relationship between the independent variable unit based practice council and the dependent variables employee engagement and employee satisfaction. This type of research design is appropriate because it will compare aggregate data that was collected prior to the implementation of a unit based practice council and after implementation of a unit based practice council.

Findings. The researcher was hoping to see if there was an increase in employee engagement and employee satisfaction after the implementation of a unit based practice council.

Importance to Nursing. The presence of a unit based practice council creates a climate that is supported by leadership and is essential to staff where employees feel empowered when given autonomy and decision making. Nursing leaders should provide venues to ensure the development of employee confidence for control of practice and collaboration amongst the health care team. Staff then identify that they have an impact on their work which leads to improved employee engagement and employee satisfaction.

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Persson, Jesper, and Robin Nilsson. "Employee satisfaction in virtual teams." Thesis, Högskolan i Halmstad, Akademin för ekonomi, teknik och naturvetenskap, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-40190.

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Background The world is experiencing exceptional technological evolution and Sweden is at the forefront of this development and virtual teams are on the rise. Virtual teams are a way for companies to improve their sustainability with decreased travel for employees which also saves time that employees can spend at home though with difficulties separating work and home. Virtual teams are a chance for employees to better influence their work, a way to have people from all over the world working together but with a risk of decreased physical social interactions and being isolated. Research question How is employee satisfaction perceived by individuals in virtual teams? Purpose  The purpose of this thesis is to describe how employees in virtual teams perceive employee satisfaction in contrast to traditional teams in order to identify which aspects are especially significant for employee satisfaction in virtual teams. Further we aim to explain how to create employee satisfaction with these aspects in mind. Method A qualitative research method was used in this study, by semistructured interviews with twelve respondents from various companies in Sweden, in which four of the twelve respondents work in the public sector and the rest in the private sector. The respondents were selected by convenience. TheoreticalFramework Theories about teams, virtual teams, job satisfaction and culture are presented followed by behavioural theory focusing on selfdetermination theory as well as social capital. The final component in the theoretical framework is theory regarding. work-life balance and spillover theory. Findings In this thesis, the findings of how employee satisfaction is perceived in virtual teams is divided into two parts. The first part addresses the need to prepare a structure for the virtual team before hiring as to avoid issues raised by the respondents and brings to attention key areas. The second part addresses the need to find the right people when hiring for the virtual team. It mentions important characteristics beneficial for the person to have if they are to work within the virtual team.
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LaFosse, W. Greg. "Employee Theft: The Relationship of Shrinkage Rates to Job Satisfaction, Store Security, and Employee Reliability." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc500587/.

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The correlation between employee theft and various employee attitudes is investigated with 489 subjects from a large discount store chain located in the southeastern United States. Subjects completed two tests: Personnel Decisions, Inc. 's Employment Inventory/Customer Service Inventory which measures employee reliability and orientation toward providing customer service; and the Organization Responsiveness Questionnaire which measures satisfaction and perceived store security. Individual scores on the tests were correlated with a performance rating form completed by the subject's supervisor. Scores were computed for each store and correlated with inventory shrinkage rates. Results revealed relatively weak correlations for some variables. The multiple regression analysis was unable to significantly predict any of the criterion variables.
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Fields, Dail L. "Relational demography and employee job satisfaction." Diss., Georgia Institute of Technology, 1994. http://hdl.handle.net/1853/29983.

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Botha, Marcel. "Employee satisfaction as a catalyst for improved efficiency, productivity and customer satisfaction." Thesis, Cape Peninsula University of Technology, 2010. http://hdl.handle.net/20.500.11838/1228.

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Dissertation submitted in fulfilment of the requirements for the degree Master of Technology: Quality in the Faculty of Engineering at the Cape Peninsula University of Technology
This research will focus on employee satisfaction in the workplace. The research will be conducted as a result of the high number of factory staff resigning due to unhappiness in their work environment. This transposes into not only productivity being lost, but also that the efficiency of the organisation is being compromised. The purpose of this research is to establish if employee satisfaction could serve as a catalyst for improved efficiency, productivity and customer satisfaction.The research will be conducted at Anchor Lining Systems (ALS). The company is based in Cape Town South-Africa and manufactures a concrete protection liner referred to as Anchor Knob Sheet (AKS). The product represents a „state of the art‟ robust concrete protection liner system. It is designed to protect concrete structures in chemically aggressive environments.The research question which will be researched to mitigate the research problem reads as follows: “What approach could be deployed to minimise employee dissatisfaction in a manufacturing organisation to improve its overall efficiency, profitability and customer satisfaction?”Applied research will be conducted in this thesis, as the research will be designed to apply its findings to solve a specific, existing problem. The research will furthermore fall in the social world as social science has to do with how things are, and why. The research, due to the fact that it would require intensive textual investigation will be theoretical in nature, which can be define as, “contemplative of the mind, on intellectual faculties”. Furthermore, theoretical research is commonly associated with the phenomenological paradigm, which is used to answer questions about the complex nature of a phenomena, often with the purpose of describing and understanding the phenomena from the participant‟s view. These concepts are also commonly referred to as the „qualitative paradigm‟.The proposed research in this dissertation would be of specific benefit to the manufacturing industry in South-Africa, due to the high levels of staff turnover being experienced in the industry due to employee dissatisfaction. Such high levels of turnover de-stabilises the industry in that key resources are lost to organisations. If turnover can be minimised by elevating the levels of employee satisfaction then efficiency, productivity and customer satisfaction can be exponentially improved.
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Jones, Rebecca. "The Relationship of Employee Engagement and Employee Job Satisfaction to Organizational Commitment." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4860.

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Business leaders in the accounting/auditing profession have limited knowledge of how employee engagement, employee job satisfaction, and organizational commitment relate to each other. The role of engaged, satisfied, and committed employees is important as globalization allows for unprecedented talent mobility. The purpose of this quantitative correlational study was to examine the relationship between employee engagement, employee job satisfaction, and organizational commitment. The theoretical framework incorporated Emerson's social exchange theory and Bakker and Demerouti's job demands-resource theory. The sample included 82 out of 295 members of the Northeast Chapter of the New York State Society of CPAs who work in Albany County, New York. The sample was recruited through a nonrandom purposive sampling method. There is significant association measured between employee engagement and employee job satisfaction (r = .717, p < .001). Additionally, there is a significant association between employee engagement and organizational commitment (r = .702, p < .001). Based on the analysis, there is a significant association between employee job satisfaction and organizational commitment (r = .853, p < .001). The regression model showed that employee engagement and employee job satisfaction, when taken together, were significant predictors of organizational commitment (F(2, 79) = 115.112, p < .0005, R2 = .745). The implications for positive social change include strategies geared towards increasing engagement and job satisfaction, which in turn influences organizational commitment, resulting in a highly productive workforce and increased profitability.
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Books on the topic "Employee Satisfaction"

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T, Lawrence Joanne, and Lampi Heidi, eds. Measuring employee satisfaction. Cirencester: Management Books 2000, 2008.

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Limited, International Survey Research. Employee satisfaction: Tracking UK trends. London: ISR International Survey Research, 1995.

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Limited, International Survey Research. Employee satisfaction: Tracking European trends. London: ISR International Survey Research, 1995.

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Sinha, Anand Kumar. Job satisfaction: A study of bank employees. New Delhi, India: Commonwealth Publishers, 1988.

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Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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Schmidt, Jörg. Relative Deprivation, Arbeitszufriedenheit und Betriebswechsel: Eine Analyse auf Basis von Linked Employer-Employee Daten. Frankfurt am Main: Lang, 2008.

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Cook, Sarah. The Essential Guide to Employee Engagement. London: Kogan Page Publishers, 2008.

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Graban, Mark. Lean hospitals: Improving quality, patient safety, and employee satisfaction. Boca Raton: CRC Press, 2009.

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Lean hospitals: Improving quality, patient safety, and employee satisfaction. New York: Productivity Press, 2008.

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Carter, Pauline. Building for the future through strategy for employee satisfaction. Oxford: Oxford Brookes University, 2000.

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Book chapters on the topic "Employee Satisfaction"

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Schömann, Klaus. "Employee Satisfaction." In Encyclopedia of Quality of Life and Well-Being Research, 1882–83. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_861.

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Koncar, Philipp, and Denis Helic. "Employee Satisfaction in Online Reviews." In Lecture Notes in Computer Science, 152–67. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-60975-7_12.

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Abstract Employee satisfaction impacts the efficiency of businesses as well as the lives of employees spending substantial amounts of their time at work. As such, employee satisfaction attracts a lot of attention from researchers. In particular, a lot of effort has been previously devoted to the question of how to positively influence employee satisfaction, for example, through granting benefits. In this paper, we start by empirically exploring a novel dataset comprising two million online employer reviews. Notably, we focus on the analysis of the influencing factors for employee satisfaction. In addition, we leverage our empirical insights to predict employee satisfaction and to assess the predictive strengths of individual factors. We train multiple prediction models and achieve accurate prediction performance (ROC AUC of best model $$=0.89$$ = 0.89 ). We find that the number of benefits received and employment status of reviewers are most predictive, while employee position has less predictive strengths for employee satisfaction. Our work complements existing studies and sheds light on the influencing factors for employee satisfaction expressed in online employer reviews. Employers may use these insights, for example, to correct for biases when assessing their reviews.
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Dahlgaard, Jens J., Kai Kristensen, and Gopal K. Kanji. "Measurement of employee satisfaction." In Fundamentals of Total Quality Management, 169–75. Boston, MA: Springer US, 1998. http://dx.doi.org/10.1007/978-1-4899-7110-4_11.

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Ahmed-Laroussi, Asma, Lucia Porcu, and Juan Miguel Alcántara-Pilar. "Employee-Customer Relationships and Satisfaction." In Contemporary Issues in Branding, 267–89. Milton Park, Abingdon, Oxon ; New York, NY : Routledge, 2020.: Routledge, 2019. http://dx.doi.org/10.4324/9780429429156-16.

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Bowles, David, and Cary Cooper. "Case Study: Culture, Morale and Customer Satisfaction: Hilti Group, Schaan, Liechtenstein." In Employee Morale, 109–26. London: Palgrave Macmillan UK, 2009. http://dx.doi.org/10.1057/9780230250789_4.

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Hutabarat, Bosker Edward, Prihatin Lumbanraja, and Isfenti Sadalia. "Analysis of Workload, Employee Placement, and Employee Engagement on Employee Job Satisfaction at Medan Customs and Excise Office." In Proceedings of the 19th International Symposium on Management (INSYMA 2022), 571–79. Dordrecht: Atlantis Press International BV, 2022. http://dx.doi.org/10.2991/978-94-6463-008-4_73.

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AbstractOne of the important aspects of human resource management is measuring employee job satisfaction. Job satisfaction is an individual’s general attitude towards his job. This study analyzes the influence of workload, employee placement, and employee engagement on employee job satisfaction at Medan Customs and Excise Office. The study was conducted on 71 employees of Medan Customs and Excise Office. Data collection technique using a survey method was used by distributing questionnaires and processed by SPSS. The study results show that workload, employee placement, and employee engagement simultaneously influence employee job satisfaction; the workload has a significantly negative influence on employee job satisfaction, employee placement has a significantly positive influence on employee job satisfaction, and employee engagement has a significantly positive influence on employee job satisfaction. This study can provide input and consideration for the Medan Customs and Excise Office on the influence of workload, employee placement, and employee engagement on employee job satisfaction.
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Bowling, Nathan A. "The Social Psychology of Employee Well-Being." In Subjective Well-Being and Life Satisfaction, 272–89. 1 Edition. | New York: Routledge, 2018. |: Routledge, 2017. http://dx.doi.org/10.4324/9781351231879-13.

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George, Elizabeth, and Zakkariya K.A. "An Overview of Employee Empowerment." In Psychological Empowerment and Job Satisfaction in the Banking Sector, 21–46. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-94259-9_2.

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Lin, Jiun-Sheng Chris, Haw-Yi Liang, and Chih-Ying Chu. "Satisfying Customers Through Satisfied Employees: Exploring the Emotional Mechanism Linking Employee Satisfaction and Customer Satisfaction." In Rediscovering the Essentiality of Marketing, 865–68. Cham: Springer International Publishing, 2016. http://dx.doi.org/10.1007/978-3-319-29877-1_167.

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Tanizaki, Takashi, Takeshi Shimmura, and Nobutada Fujii. "Shift Scheduling to Improve Customer Satisfaction, Employee Satisfaction and Management Satisfaction in Service Workplace Where Employees and Robots Collaborate." In Serviceology for Services, 15–25. Cham: Springer International Publishing, 2017. http://dx.doi.org/10.1007/978-3-319-61240-9_2.

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Conference papers on the topic "Employee Satisfaction"

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Tamar, Muhammad, Nur Fajar Alfitra, Febryana Utami Aras, Muh Ikhsan Rahmat, Fitriani, Rezky, Nurul Fatihah, et al. "Employee Job Satisfaction." In Interdisciplinary Conference of Psychology, Health, and Social Science (ICPHS 2021). Paris, France: Atlantis Press, 2022. http://dx.doi.org/10.2991/assehr.k.220203.009.

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Sudjiwanati and Nindita Pinastikasari. "Employee Performance and Employee Engagement Towards Job Satisfaction." In International Conference on Community Development (ICCD 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/assehr.k.201017.150.

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Kulachai, Waiphot, Piya Narkwatchara, Pralong Siripool, and Kasisorn Vilailert. "Internal communication, employee participation, job satisfaction, and employee performance." In 15th International Symposium on Management (INSYMA 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/insyma-18.2018.31.

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Farla, Wita, Baharudin, Yuliansyah M. Diah, and Muhammad Ichsan Hadjri. "Individual Career and Employee Career Satisfaction." In 5th Sriwijaya Economics, Accounting, and Business Conference (SEABC 2019). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200520.061.

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Shiffa, Hilya, Tiarapuspa, and Sarfilianty Anggiani. "Improving Employee Satisfaction Through Organization Support." In International Conference on Management, Accounting, and Economy (ICMAE 2020). Paris, France: Atlantis Press, 2020. http://dx.doi.org/10.2991/aebmr.k.200915.031.

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Zondiros, Dimitris, Nikolaos Konstantopoulos, Petros Tomaras, Theodore E. Simos, and George Maroulis. "A Simulation Model for Measuring Customer Satisfaction through Employee Satisfaction." In COMPUTATIONAL METHODS IN SCIENCE AND ENGINEERING: Theory and Computation: Old Problems and New Challenges. Lectures Presented at the International Conference on Computational Methods in Science and Engineering 2007 (ICCMSE 2007): VOLUME 1. AIP, 2007. http://dx.doi.org/10.1063/1.2835931.

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Mehmeti, Albulena. "IMPACT OF MOTIVATION AND JOB SATISFACTION ON EMPLOYEE PERFORMANCE." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0036.

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The majority of organizations are competing to survive in volatile and fierce market environment, especially these days when the Covid 19 has collapsed most businesses. The essential tools for organizational success in the long run are motivation and job satisfaction on employee performance. There is a strong positive relationship between motivation, job satisfaction and organizational effectiveness. One of the main aspects of management is the measurement of employee satisfaction. The role of the manager is to continuously work towards aligning the aspirations of the employee with the goals of the organizations. The aim of this paper is to analyze the drivers of motivation and job satisfaction towards higher level of employee performance. The objective of the present paper is to focus on the relationship between motivation and job satisfaction and its overall impact on employee’s performance. The theoretical framework of this research includes the concepts of motivation, job satisfaction, and employee’s performance. The empirical component of this research and questionnaire were modeled accordingly. Furthermore, the questionnaire included parts where the questions regarding employee expectations, work environment and job organization were asked, while the analysis of the results of the survey was carried out with the SPSS statistical package. The study examines the value and impact of motivation and job satisfaction on employee performance. A sample of 460 employees from public and private sector was surveyed and empirical analysis showed that motivation and job satisfaction directly impact employee performance.
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Syahrizal, Syahrizal, Dina Patrisia, and Abror. "Employee Engagement, Satisfaction and Loyalty: Preliminary Findings." In Proceedings of the Third Padang International Conference On Economics Education, Economics, Business and Management, Accounting and Entrepreneurship (PICEEBA 2019). Paris, France: Atlantis Press, 2019. http://dx.doi.org/10.2991/piceeba-19.2019.78.

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Bayram Arli, Nuran. "ANALYSIS OF FACTORS AFFECTING EMPLOYEE JOB SATISFACTION." In 38th International Academic Conference, Prague. International Institute of Social and Economic Sciences, 2018. http://dx.doi.org/10.20472/iac.2018.038.004.

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Alimov, Shavkat. "USING KANO METHOD TO MEASURE EMPLOYEE SATISFACTION." In 15th International Bata Conference for Ph.D. Students and Young Researchers. Tomas Bata University in Zlín, 2019. http://dx.doi.org/10.7441/dokbat.2019.003.

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Reports on the topic "Employee Satisfaction"

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Edmans, Alex, Lucius Li, and Chendi Zhang. Employee Satisfaction, Labor Market Flexibility, and Stock Returns Around The World. Cambridge, MA: National Bureau of Economic Research, July 2014. http://dx.doi.org/10.3386/w20300.

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Nguyen, Hanh. The Effects of Type of Child Care Arrangement and Satisfaction with Care on Employee Job Satisfaction and Absenteeism. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.6668.

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Sherwood, Joseph. The Multilevel Effects of Supervisor Adaptability on Training Effectiveness and Employee Job Satisfaction. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2319.

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Pytlovany, Amy. The Mediating Effects of LMX on the Relationship Between Supervisor and Employee Age Differences, Satisfaction, and Retirement Intentions. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5261.

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Charles, Kristin. Effects of shift work on employee retention : an examination of job satisfaction, organizational commitment, and stress-based explanations. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.5910.

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Kliebenstein, James B., Terrance Hurley, Peter F. Orazem, Dale Miller, and Steve May. Work Environment, Job Satisfaction, Top Employees Work Interests. Ames (Iowa): Iowa State University, January 2006. http://dx.doi.org/10.31274/ans_air-180814-867.

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Masciocchi, Jeradean. Job Satisfaction of Classified Employees in a Public Suburban School District. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.1271.

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Caughlin, David. Dynamic Job Satisfaction Shifts: Implications for Manager Behavior and Crossover to Employees. Portland State University Library, January 2000. http://dx.doi.org/10.15760/etd.2342.

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Bakaç, Cafer, Jetmir Zyberaj, and James C. Barela. Predicting telecommuting preferences and job outcomes amid COVID-19 pandemic : A latent profile analysis. Otto-Friedrich-Universität, 2021. http://dx.doi.org/10.20378/irb-49214.

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Telecommuting is defined as “a work practice that involves members of an organization substituting a portion of their typical work hours (ranging from a few hours per week to nearly full-time) to work away from a central workplace—typically principally from home —using technology to interact with others as needed to conduct work tasks”(Allen, Golden, & Shockley, 2015: 44). This kind of practice substantially differs from the regular and ordinary modes of work because employees perform their usual work in different settings, usually from home (Allen et al., 2015). Although research has been conducted on telecommuting since the 1970s, it has recently become critical when life incidents, like the COVID-19 pandemic has forced many to work from home. Such events offer rare opportunities, for a wide range of researchers and from various fields, to study important questions that would not typically be able to be asked, such as about telecommuting experiences. We took this opportunity and conducted two studies regarding telecommuting, basing our rationale on the fact that many on-site employees were forced to work from home, across a wide range of occupations as a direct result of the pandemic(Kramer & Kramer, 2020). The aim of our study, thus, was to investigate the preferences of employees who were forced to work from home. Specifically, bycreating latent profiles from important work and personality related constructs, we aimed at predicting employees’ preference for working from home or working on-site based on these profiles, and further investigate the relationship of these latent profiles to perceived productivity, job satisfaction, and job engagement.
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Wiersch, AnnMarie, Barbara J. Lipman, Kim Wilson, and Lucas J. Misera. Clicking for Credit: Experiences of Online Lender Applicants from the Small Business Credit Survey. Federal Reserve Bank of Cleveland, August 2022. http://dx.doi.org/10.26509/frbc-cd-20220816.

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This report presents findings on the experiences of small businesses seeking credit from online lenders, based on data from the 2021 Small Business Credit Survey (SBCS). According to findings, firms that apply to online lenders are more likely to be newer and have fewer employees, lower revenues, and weaker credit scores. In addition, Black- and Hispanic-owned firms are more likely than white- and Asian-owned firms to report that they applied to an online lender. Furthermore, contrary to prior SBCS findings, online-lender applicants were less likely than bank applicants to be approved for the full amount of financing they sought. Generally, online-lender applicants reported lower overall satisfaction with their lenders than did bank applicants. Overall, approved applicants cited fewer challenges with their lender experiences than did applicants that were denied. The only exception was at online lenders, where approved applicants were more likely than denied applicants to cite challenges with high interest rates and unfavorable repayment terms.
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