Contribution and Importance of Employee satisfaction: Federal University of 14 11 25 Technology, Akure 6. Compensation seems to be a positive as well as a negative tool for the growth of an organization.
Descriptive research design of the ex-post facto type was adopted for the study. This measure is nothing more than a response to one question. It is also dependent on the physical environment and its effect on health and employee satisfaction [ G. In the Australian context, there was a significantly higher level of satisfaction Skinner et al.
It is also found that instead of revitilising the organization attrition created a phenomenon identified by Leonard Schlesinger and James Heskett as 'the cycle of failure' Buelel Therefore, according to him, it may be misleading to try to measure something so inherently qualitative in a purely qualitative manner.
How satisfied are you with your current salary. Hence, the notion of internal Marketing IM those Berry et al have originally suggested to describe the company's effort to understand employees' needs ane increase their job satisfaction, so that customers could receive a better service [ Gounaris, ].
Contrary, Weaver, found that to retain employee, higher pay levels or pay satisfaction can never be neglected due to their inevitable impact. Job satisfaction is not synonymous with organisational morale, which the possessions of feeling have being accepted by and belonging to a group of employees through adherence to common goals and confidence in desirability of these goals.
Job satisfaction is a very important attribute which is frequently measured by organisations. Moreover, Robbins advocates that working conditions will influence job satisfaction, as employees are concerned with a comfortable physical work environment.
Research questions as well as hypotheses were formulated as the means of data collection. Antecedents and Outcomes of Work-family Conflict: Also, there are significant relationships between job satisfaction and turnover intention. In such a situation the individual may elect to stay in a low satisfaction job that does not have a substantial negative effect on satisfaction in other areas of life.
Hence, job satisfaction is the key ingredient that leads to recognition, income, promotion and the achievement of other goals that lead to a feeling of fulfillment Kaliski, [ Sinha, ].
Descriptive statistics of frequency counts, percentages, mean and standard deviation were used to analyse the demographic data as well as to answer the research questions. In contrast, owing to lack of trust in manangement, there will be high employee turnover. Bearing in mind the cost associated with replacing employees, it is advisable for organisations to spend on employee retention programs and to start with, it will be rewarding to identify the specific job attributes that, if present, lead to employee satisfaction [ Sengupta, ].
Quantitative methods emphasise that social aspects possess objective realities. Voluntarily leaving an organisation: Employees are more concerned with work in an environment they enjoy.
The hygiene factors included items related to satisfaction with interpersonal relations, salary, hospital policies, supervision and working environments Herzberg, see Chapter 2. He found that supervisory relations, income levels, promotions, working hours, on-the-job interest levels, and familial and social relationships all impacted upon job satisfaction levels Ravari et al, Kerlinger opined that ex-post facto research is a systematic empirical research in which the researcher does not have direct control on independent variables because their manifestations have already occurred or because they are inherently not manipulated.
On job satisfaction, majority of the respondents are undecided about the level of job satisfaction in public universities. Aspects of pay, remuneration, recognition, the type of work, employee relations amongst themselves, and probably a host of similar related aspects, impact upon such feelings Lu et al.
Team building, employee involvement and training were negative relation was found between part time working and job satisfaction. This study aims to investigate and find out the influences of job satisfaction and organizational commitment on employee turnover intention in a production industry.
There are a total of 85 questionnaires collected from questionnaires that had been distributed at the chosen organization. Thus, overfull workload will break the balance and then job stress increases the employee turnover intention by its negative impact on job satisfaction and organizational commitment (S.
Ang, S. Slaughter, & K.Y. Ng, ). This study explores the relationship between job satisfaction and employee turnover intention in the context of organizational culture, using data from the Quality of Work Life (QWL) module, a sub-section of the General Social Survey (GSS).
The result of the study shows that the linear combination effect of job satisfaction and turnover intentions was significant (F (2,) = ; R = ; R2 = ; Adj. R2 = ; P ). Also, there are significant relationships between job satisfaction and turnover intention.
The result of the study shows that the linear combination effect of job satisfaction and turnover intentions was significant (F (2,) = ; R = ; R2 = ; Adj.
R2 = ; P. In this study, to ensure that the employees in an organization are retained, the researchers focused on several factors that could influence the turnover intention among the employees, which include job satisfaction (satisfaction with pay, supervisory support), and organizational commitment.Influence of job satisfaction on employee turnover intentions management essay