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Physical workplace environment plays a crucial role in shaping employee satisfaction within organizations. This study assesses the influence of the physical workplace environment on employee satisfaction at the National Food Reserve Agency in Tanzania. The study employed a cross-sectional design and quantitative approach, collecting data from a sample of 152 NFRA employees across various zones in Tanzania. Data were collected using structured questionnaires and analyzed using descriptive statistics and logistic regression. The descriptive results show that the overall mean score for employee satisfaction was moderate, with job security being the highest-rated factor. Also, the logistic regression results show a significant association between the physical environment and employee satisfaction, with office layout, cleanliness, and noise levels being significant predictors. The study results underscore the importance of the physical environment in enhancing job satisfaction in the procuring, storing and distributing food agencies like NFRA in Tanzania. The study concludes that the physical workplace environment plays a crucial role in employee satisfaction at NFRA. Improvements in office layout, cleanliness, and noise control are recommended to enhance overall satisfaction and organizational performance. Also, it is recommended that NFRA should prioritize investments in improving the physical work environment, implement policies promoting employee well-being, and encourage active employee engagement in maintaining a conducive workplace. [ABSTRACT FROM AUTHOR]

The research was conducted to determine if there was a mediating effect of employee satisfaction between psychosocial hazards and retention intention among Private Higher Education Institutions (PHEI) employees. With the aid of G*power, a sample size of 120 employees of selected PHEIs in Calamba City were included through a multistage sampling technique. The Job Descriptive Index was adopted to measure employee satisfaction and retention, and the Job-Demands-Control questionnaire (CVR = 1.00) (Cronbach's a = .767) was adapted to measure psychosocial hazards. Employing mediation analysis, data were gathered and analyzed using regression and the Sobel test. It was revealed that among PHEI employees, the level of psychosocial hazards was very low, and the level of employee satisfaction and retention was high. It was also revealed that psychosocial hazards had a significant impact on employee satisfaction (B = 2.281, p<.001), wherein psychosocial hazards accounted for 40.4% of the variance in employee satisfaction, employee satisfaction had a significant impact on retention level (B = -.996, p<.001) wherein, employee satisfaction accounted 63.9% of the variance in retention, and psychosocial hazards had significant impact with retention level (B = .691, p <.001) wherein, psychosocial hazards accounted 39.4% of the variance in retention. Furthermore, employee satisfaction carried a significant effect on the relationship between psychosocial hazards and retention of PHEI employees which meant that the relationship between psychosocial hazards and retention is mediated by employee satisfaction. Lastly, an action plan was proposed intended to be used by the Human Resource Department of each PHEI. [ABSTRACT FROM AUTHOR]

How has the COVID-19 pandemic affected employee satisfaction in Tourism and Hospitality industries? This paper uses a topic modelling approach to explore the pandemic effects utilizing a large sample (N = 733,746) of employee-generated online reviews. Comparing online employee feedback during the pandemic to the pre-pandemic period, the study indicates a shift in topics discussed, suggesting changes in employee satisfaction drivers. During the pandemic, there was a noticeable increase in positive discussions regarding work stress, customer behaviour, and managerial practices. Work-life balance and management behaviour were found to be more closely linked to increased dissatisfaction, whereas employee treatment, working environment, and company culture were associated with higher satisfaction levels. The present study contributes to the understanding of employee satisfaction in tourism and hospitality services as the first to measure the impact of COVID-19 by harnessing the power of online employee user-generated content providing practical implications for theory and employee practice. [ABSTRACT FROM AUTHOR]

Copyright of Environmental & Social Management Journal / Revista de Gestão Social e Ambiental is the property of Environmental & Social Management Journal and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The study explores the relationship between hotel employees' perceptions of human resources practices (HRP), employee satisfaction, and engagement, as well as the mediating role of satisfaction. It also examines whether the relationship between these variables is different for different employee groups (city-resort hotel and frontline-backline employees). The results showed that HRP positively affect employee satisfaction and job engagement and employee satisfaction mediated the relationship between these two variables. However, the relationship between HRP and employee satisfaction differs for city and resort hotel employees. Implications of these findings are discussed. [ABSTRACT FROM AUTHOR]

This study examines the Job facilities and the factors affecting employee satisfaction levels and how significantly they are correlated to each other. In the world of business research, one of the vital challenges is employee commitment toward the company. According to research, employee dedication and performance are strongly correlated with employee contentment. That is why employers and researchers are constantly looking for explanations for employee happiness. Several aspects affect employee satisfaction, some of which are obvious while others are not. This study explores how certain financial and non-financial variables relate to employee contentment. The survey has been done by a Likert scale questionnaire on a total of 200 employees from 10 Insurance companies in Bangladesh. According to this empirical study, a few non-financial variables, except salary, have a substantial relationship with employee satisfaction. [ABSTRACT FROM AUTHOR]

Physical workplace environment plays a crucial role in shaping employee satisfaction within organizations. This study assesses the influence of the physical workplace environment on employee satisfaction at the National Food Reserve Agency in Tanzania. The study employed a cross-sectional design and quantitative approach, collecting data from a sample of 152 NFRA employees across various zones in Tanzania. Data were collected using structured questionnaires and analyzed using descriptive statistics and logistic regression. The descriptive results show that the overall mean score for employee satisfaction was moderate, with job security being the highest-rated factor. Also, the logistic regression results show a significant association between the physical environment and employee satisfaction, with office layout, cleanliness, and noise levels being significant predictors. The study results underscore the importance of the physical environment in enhancing job satisfaction in the procuring, storing and distributing food agencies like NFRA in Tanzania. The study concludes that the physical workplace environment plays a crucial role in employee satisfaction at NFRA. Improvements in office layout, cleanliness, and noise control are recommended to enhance overall satisfaction and organizational performance. Also, it is recommended that NFRA should prioritize investments in improving the physical work environment, implement policies promoting employee well-being, and encourage active employee engagement in maintaining a conducive workplace.

The effectiveness of organizations and the satisfaction of customers are both significantly improved by providing outstanding quality. To better meet the needs of their consumers, an increasing number of firms are implementing quality improvement programs such as total quality management (TQM). The major objective of this research paper is to examine the effects of TQM components on the efficiency and effectiveness of UAE higher education institutions (HEIs). The association between TQM components and organization performance was investigated using a quantitative research technique based on a survey study design. The partial least square structural equation model (PLS-SEM) was used to quantify the reflectiveness of 99 data. The study found that TQM has a positive impact on employee satisfaction and service quality in HEIs. It was revealed that TQM has a significant impact on organizational performance, with service quality serving as a mediator. Furthermore, the results revealed that service quality and students’ satisfaction are fully mediating the relationship between TQM and organizational performance. The current study concludes that HEIs are implementing TQM to enhance market performance and comprehend the evolving business trends. The study has added to the body of information about the relationship between TQM elements and organization performance.

In an increasingly competitive and globalized labor market, talent retention has emerged as a critical challenge for modern organizations. This study aims to identify effective talent retention strategies and their impact on organizational success by analyzing international research through a bibliometric approach. The analysis is based on seminal studies from 1990 to 2024, using Scopus data and advanced visualization tools such as RStudio bibliometrics package and VOSviewer. Our research focuses on key strategies, including organizational culture, work-life balance, employee recognition, and the role of digitalization in human capital management. The study reveals that interest in talent retention research increased significantly in the 1990s and maintained steady momentum, with fluctuations driven by major global events such as the 2008 financial crisis and the COVID-19 pandemic. The United States leads global contributions to this field, followed by the United Kingdom and India. Keyword analysis identified five key thematic clusters, with a focus on employee satisfaction, job satisfaction, talent development, and emotional intelligence. Results suggest that employee well-being, professional development, and organizational transparency are essential for achieving high levels of employee commitment. Additionally, factors such as anxiety, work-life balance, and job stress are critical in fostering employee satisfaction. While employee recognition and the integration of technology in human resource management remain underrepresented in the literature, these aspects present opportunities for future research. This paper concludes that adopting a holistic approach to employee well-being and development, alongside embracing technological advancements, is vital for fostering long-term talent retention and enhancing organizational performance.

This study aims to explore how effective internal communication influences the job satisfaction of Vietnamese Gen Z employees, and to understand whether good internal communication can enhance Gen Z employees’ comprehension of their job roles, promotion opportunities, relationships with supervisors, and co-worker interactions, ultimately leading to increased job satisfaction.The research comprises two phases: a pilot survey and in-depth interviews. The pilot survey confirmed the importance of internal communication and its perceived influence on job satisfaction. Subsequently, in-depth interviews provided nuanced insights into how internal communication practices affect their understanding of work nature, promotion opportunities, relationships with supervisors, and co-workers.The findings indicate that effective internal communication positively affects Gen Z employees’ understanding of their job roles, increases their awareness of training and promotion opportunities, enhances relationships with supervisors, and fosters productive co-worker interactions. While it did not directly influence salary levels, these internal communication efforts significantly improved job satisfaction. Abstrak dalam Bahasa Indonesia. Penelitian ini bertujuan untuk mengeksplorasi bagaimana komunikasi internal yang efektif mempengaruhi kepuasan kerja karyawan Gen Z di Vietnam, dan untuk memahami apakah komunikasi internal yang baik dapat meningkatkan pemahaman karyawan Gen Z tentang peran pekerjaan mereka, peluang promosi, hubungan dengan atasan, dan interaksi dengan rekan kerja, yang pada akhirnya meningkatkan kepuasan kerja. Penelitian ini terdiri dari dua fase: survei pendahuluan dan wawancara mendalam. Survei pendahuluan mengonfirmasi pentingnya komunikasi internal dan pengaruhnya terhadap kepuasan kerja yang dirasakan. Selanjutnya, wawancara mendalam memberikan wawasan yang lebih mendetail tentang bagaimana praktik komunikasi internal memengaruhi pemahaman mereka tentang sifat pekerjaan, peluang promosi, hubungan dengan atasan, dan rekan kerja. Temuan menunjukkan bahwa komunikasi internal yang efektif secara positif mempengaruhi pemahaman karyawan Gen Z tentang peran pekerjaan mereka, meningkatkan kesadaran mereka tentang peluang pelatihan dan promosi, memperbaiki hubungan dengan atasan, dan mendorong interaksi yang produktif dengan rekan kerja. Meskipun tidak secara langsung mempengaruhi tingkat gaji, upaya komunikasi internal ini secara signifikan meningkatkan kepuasan kerja.

This paper examines the impact of corporate digital transformation on employee satisfaction. Therefore, this study extends our understanding of the economic consequences of corporate digital transformation from employees’ perspectives. The data used to construct our main proxy of employee satisfaction are collected from Kanzhun.com, which provides reviews by rank-and-file employees on their employers. This study uses a large sample of Chinese firms and adopts various empirical methods to examine the impact of digital transformation on employee satisfaction. We find a significant positive relationship between corporate digital transformation and employee satisfaction. Moreover, we document that the relationship between corporate digital transformation and employee satisfaction is more pronounced in firms with higher labor intensity and in state-owned enterprises (SOE). One significant limitation is that corporate digital transformation is constructed based on word frequency analysis. This approach may be influenced by variations in corporate disclosure practices and might not accurately capture the true extent of corporate digital transformation. This limitation is not only present in our research but is also pervasive in many other studies that utilize similar methodologies. Therefore, our results should be interpreted with this caveat in mind. Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success. Our study suggests that corporate digital transformation enhances employee satisfaction, providing direct evidence for managers and regulators to promote corporate digital transformation. Through digital transformation, companies can not only improve operational efficiency but also foster employee satisfaction. This dual benefit underscores the importance of investing in corporate digital transformation for long-term success. Our study contributes to the literature on the economic consequences of corporate digital transformation and extends existing research on the determinants of employee satisfaction. Additionally, it provides a novel measurement of employee satisfaction for a large sample of Chinese firms.

Hizmet kalitesini daha fazla irdeleyebilmenin ve hizmet kalitesini, farklı kavramlar ile bütünleştirmenin, literatürde ihtiyaç duyulan bir çalışma sahası olduğu öngörülmektedir. Bu bağlamda hizmet kalitesini, iç hizmet kalitesi açısından ele almanın ve kaliteyi, yönetim alanındaki kavramlarla bütünleştirerek bir uygulama çerçevesinde incelemenin alanyazına olumlu bir katkı sağlayacağı varsayılmaktadır. Yapılan çalışmanın temel amacı; tekstil firmalarında iç hizmet kalitesi ve işgören performansı arasındaki ilişkiyi aracı değişkenler kullanarak incelemektir. Çalışmanın uygulama kısmında imalat işletmeleri açısından Van ili sınırları içerisinde Organize Sanayi ve Kurubaş bölgelerinde faaliyette bulunan birkaç farklı giyim tekstili ele alınmıştır. Bu işletmelerde çalışan toplam 420 çalışanla yüz yüze yapılan anket çalışmasından elde edilen veriler, SPSS ve AMOS programları aracılığıyla analiz edilmiştir. Sonuç olarak; iç hizmet kalitesinin işgören performansı ve diğer değişkenler üzerindeki etkisinin pozitif sonuçlar verdiği, iç hizmet kalitesinin işgören performansı üzerindeki etkisini ölçmede aracılık etkisi yönünden ise çalışan refahı ve örgütsel vatandaşlık davranışı değişkenlerinin etkin olduğu belirlenmiştir.

Improving customer satisfaction is a crucial objective in today’s marketing landscape, but meeting consumer expectations is no small feat. This paper examines the case of transcosmos Inc.’s contact center operations to explore practices that reduce service dissatisfaction and enhance customer satisfaction. By implementing an AI voice solution, transpeech, transcosmos Inc. has successfully monitored the emotional states of consumers and operators in real time, preventing dissatisfaction and enhancing satisfaction levels. Furthermore, the company’s initiatives in employee training programs, and the implementation of its Mission, Vision, and Values, have promoted employee satisfaction, which in turn has led to increased customer satisfaction. This case study highlights the importance of a balance between technological approaches, such as the use of AI technology, and human approaches, like employee engagement, to improve employee and customer satisfaction.

Objective: The rise in remote work and increased access to technology allow opportunity for virtual onboarding. The aim of this project was to assess the quality of virtual onboarding versus the traditional in-person onboarding. Methods:A multidisciplinary team utilized a survey to evaluate staff and new hire candidate satisfaction with the in-person versus virtual post offer placement assessment (POPA). Results: The virtual POPA process maintained a high-level of quality and satisfaction among new hire healthcare candidates compared to in-person onboarding, with shorter appointment times. Employee Occupational Health Services staff and new hire candidates reported a preference for the virtual POPA process over traditional in-person onboarding. Conclusions: The virtual POPA option reduced the length of appointments and maintained satisfaction and quality of service. [ABSTRACT FROM AUTHOR]

Background: Human resource management (HRM) practices are essential tools employed by hotel management to achieve organizational objectives. Purpose: The aim of this study was to investigate how HRM practices impact job satisfaction and employee retention in the hotel industry in Indonesia. Design/methodology/approach: This study used a completely random sample of 361 hotel employees from Indonesia. This study employed regression modeling on online survey collected data. Findings/Results: Research has demonstrated that human resource management (HRM) practices, including job security, empowerment, training, and quality of work life, have a substantial influence on employee retention rates. Furthermore, job satisfaction emerges as another critical determinant of the duration employees choose to stay with their present employer. Conclusions: Furthermore, the results of the regression analysis indicate that there is a direct link between HRM practices and employee retention. However, this connection is significantly stronger when job satisfaction levels are initially increased. As a result, effective HRM practices have been shown to enhance employee satisfaction, leading to greater loyalty and commitment to the company. Originality/value (state of the art): This study aims to enhance our understanding of the relationships between human resource management (HRM) practices, employee satisfaction, and employee retention. While previous research on the connection between HRM practices and employee satisfaction is limited, this study is noteworthy for exploring the effects of four dimensions of HRM practices on employee satisfaction, and how this in turn impacts employee retention. [ABSTRACT FROM AUTHOR]

Enriching the cross-cultural employee satisfaction literature in the remote work context, our qualitative study develops a cross-cultural and multi-dimensional model illuminating how four dimensions affect employee satisfaction. Our analysis is based on a complex qualitative research design comprising in total 53 semi-structured interviews of individual contributors and leaders from Germany and Japan. Findings reveal that employee satisfaction and the underlying cultural, contextual and personal factors and ramifications extensively vary across these countries. As part of our model, we identified a series of national, organizational, managerial, and individual dimensions that influence employee satisfaction in multiple ways. The data gathered confirm that cultural aspects have a significant impact on employee satisfaction on three of the dimensions which emerged from our data (organizational, national, and individual). Based on our findings we formulate specific propositions, guiding future research and practice. [ABSTRACT FROM AUTHOR]

The purpose of this study was to investigate the relationship between job promotion and employee commitment at a Ghanaian University Library. Employing a cross-sectional survey design, primary data was collected through self-administered questionnaires from a sample of 187 Junior and Senior staff within the library. The Census method was used to include all 187 staff for the study. The reliability of the questionnaire was established through Cronbach Alpha coefficient analysis, confirming internal consistency with all items scoring above 0.70. Hypotheses were tested using Spearman's Rank Order Correlation Coefficient. The study findings revealed a statistically significant positive relationship between job promotion and employee commitment among library staff. The study concludes by recommending that university libraries in Ghana prioritize job promotion as a means to foster employees' affective commitment, thereby enhancing organizational effectiveness and employee satisfaction. These insights contribute to a deeper understanding of the dynamics between promotion and commitment within the library community, offering practical implications for organizational management and policy formulation. [ABSTRACT FROM AUTHOR]

This paper aims to examine HR competencies, employee satisfaction, and predictive modelling in the airconditioning industry. Key competencies assessed were Sustainable Leadership and Diversity & Inclusion, with HR roles consistently ranking both of these among their top attributes. Gender diversity was balanced, creating a sense of inclusivity in the workplace. HR Managers and Employee Relations demonstrated much higher satisfaction, whereas Training Managers had more varied outlooks, revealing opportunities for more professional development. Descriptive analysis showed mid-level HR competency scores and a mean satisfaction score of 5.35, with reasonable attrition rates. Regional analysis indicated that locations such as Delhi and Mumbai had higher satisfaction and stronger leadership competencies, pointing to regional differences. Satisfaction was largely influenced by interesting and challenging projects, as regression models indicated that competencies had little effect on job satisfaction. Instead, factors like Promotion Rate and Annual Training Hours were more significant. Specific employee groups were identified, and tailored strategies were developed based on their needs. Forecasting models, including ARIMA, predicted an increase in satisfaction over time. The findings emphasize the need for personalized interventions and advanced predictive modelling for employee satisfaction. [ABSTRACT FROM AUTHOR]

Purpose: The purpose of the study is to examine how HRM practices affect employee retention within SMEs in Punjab. It identifies key HRM practices that influence employee retention and examines their effectiveness in the context of SMEs in Punjab and the difficulties SMEs face during implementation. Methodology: This research employs a qualitative approach, utilizing semi-structured interviews and surveys to gather insights from SME owners and managers in Punjab. Primary data was collected through structured questionnaires distributed among employees and HR managers in SMEs across Punjab. Findings: The findings of the research show the relationship between HR Practices and Employee Retention and also helps in identify the challenges faced by SMEs in Punjab in conducting Employee Retention. The findings of the study signifies that SMEs that successfully navigate these challenges will have a better chance of retaining employees and attaining long-term organizational success. Thus, this research aids in determining which HRM strategy best retains the best talent and emphasizes the need for customized solutions to address some unique issues that SMEs in the region deal with. Originality: This study is novel because it focuses on Human Resource Management practices in SMEs in Punjab, which has been relatively unexplored in extant literature. The literature that currently exists on employee retention originates mostly from research conducted on large firms or in other regions of the world; as a result, it usually ignores specific challenges that SMEs in Punjab face. The research fills a gap in the literature and provides useful information for academic and real-world HRM applications. [ABSTRACT FROM AUTHOR]

Understanding the asymmetric relationships between satisfaction factors and overall employee satisfaction is critical for airlines if they are to formulate effective strategies for improving job satisfaction. However, little research has been done on this topic. In this study penalty–reward contrast analysis is adopted to analyze 53,718 items of employee-generated data from 225 airlines. The results show that work/life balance, career opportunities, compensation & benefits and senior management are 'basic' factors, and culture & values is a 'performance' factor. Furthermore, the asymmetric impacts of these factors vary with employment status and geographic region. Additionally, the priorities attached to these satisfaction factors by employees of different employment status from different regions are analyzed using 3-dimensional asymmetric impact performance analysis. The obtained results are valuable for formulating strategies to improve employee satisfaction in the airline industry. [ABSTRACT FROM AUTHOR]

It is anticipated that examining service quality further and integrating service quality with different concepts is a field of study to be explored in the literature. In this context, it is assumed that addressing service quality in terms of internal service quality and examining quality within the framework of an application by integrating it with concepts in the field of management would make a positive contribution to the literature. The main purpose of the study is to examine the relationship between internal service quality and employee performance in textile companies using mediating variables. In the application part of the study, several different clothing textiles operating in the Organized Industrial Zone and Kurubaş regions within the borders of Van province are discussed in terms of manufacturing enterprises. The data obtained from the face-to-face survey conducted with a total of 420 employees working in these enterprises are analysed through SPSS and AMOS programs. In conclusion, it is determined that the effect of internal service quality on employee performance and other variables give positive results, and that the variables of employee welfare and organizational citizenship behaviour are effective in terms of mediating effect in measuring the effect of internal service quality on employee performance. [ABSTRACT FROM AUTHOR]

This study aims to investigate the influence of organizational culture on leadership style within different organizational contexts. It explores the dynamic relationship between these two critical aspects of organizational functioning and their impact on employee performance, job satisfaction, and overall organizational effectiveness. By examining the interaction between organizational culture and leadership style, this research aims to contribute to a deeper understanding of how organizational cultures shape leadership practices and ultimately influence organizational outcomes. The results will contribute to the existing body of knowledge by highlighting the importance of a strong alignment between organizational culture and leadership practices. The results of the study can guide organizational leaders in fostering positive and adaptive cultures that promote effective leadership, employee engagement, and overall organizational success [ABSTRACT FROM AUTHOR]

Bio Farma (Persero) is a state-owned pharmaceutical company that was established in 1890 as a bacteriology laboratory by the colonial government of the Dutch East Indies and has undergone many transformations until it became Bio Farma (Persero) in 1997. This study aims to examine the influence of leadership style, organizational culture, and performance assessment on the satisfaction of permanent employees at Bio Farma. In this scientific paper, the influence of employee participation through latent variables Power Distance Index (FOC1), IDV (FOC2), Masculinity versus Femininity (FOC3), Uncertainty Avoidance Index (FOC4), Ideal Influence (FOC5), Individual Consideration (FOC6), Inspirational Motivation (FOC7), Intellectual Stimulation (FOC8), Validity (FOC9), Approval (FOC10), Reliability (FOC11), Objective (FOC12), Salary (FOC13), Promotion (FOC14), Coworkers (FOC15), Boss (FOC16), and Employment (FOC17). The researcher used a Partial Least Square to see the influence between variables by testing the outer model as well as the inner model. Penelitian ini dilakukan terhadap 120 responden karyawan Bio Farma. The results of the study show that the three independent variables had a direct influence on employee satisfaction (p-value < 0.05), meanwhile, the simultaneous influence of the three variables showed no real influence (p-value = 0.639) with a p-value limit of < 0.5. [ABSTRACT FROM AUTHOR]

The adoption of flexible work policies has emerged as a pivotal strategy in contemporary workplaces, particularly affecting Generation Z (Gen Z) employees. This study investigates the impact of flexible work policies on Gen Z employee satisfaction and retention across multiple industries. Drawing on a comprehensive literature review, this research synthesizes existing findings to identify key factors influencing Gen Z's perception of flexible work arrangements, such as remote work options, flexible hours, and autonomy in task management. The analysis explores how these policies contribute to enhanced job satisfaction and reduced turnover intentions among Gen Z workers. Furthermore, this study examines industry-specific variations in the implementation and effectiveness of flexible work policies, considering sectors ranging from technology to healthcare. Insights gained from this research not only underscore the significance of flexibility in contemporary workforce management but also provide practical recommendations for organizations seeking to optimize Gen Z employee satisfaction and retention strategies. [ABSTRACT FROM AUTHOR]

Copyright of Strategic Issues of Northern Hungary ECONOMY-REGION-SOCIETY / Észak-magyarországi Stratégiai Füzetek GAZDASAG-REGIO-TARSADALOM is the property of University of Miskolc, Faculty of Economics and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

The purpose of this research is to determine the influence of workload, human relations, and work-life balance on employee job satisfaction at PT. with a population of 119 employees and a sample of 92 respondents. This research uses quantitative methods, namely the study of the relationship between two or more variables. The data was analyzed using the SmartPLS version 4 program. Based on the results of tests carried out on all variables, it is known that partially there is a significant influence between workload variables on employee job satisfaction, as well as the human relations variable on job satisfaction. The work-life balance variable also significantly influences job satisfaction. This is proven by the Adjusted R² value of 0.660, meaning that job satisfaction can be explained by the three factors that influence employee performance (67.1% and the remaining 32.9% is influenced by other factors outside the variables of this research. [ABSTRACT FROM AUTHOR]

Studying 30 countries, we find that the link between employee satisfaction and stock returns is significantly increasing in a country's labor market flexibility. This result is consistent with employee satisfaction having greater recruitment, retention, and motivation benefits where firms face fewer hiring and firing constraints and employees have greater ability to respond to satisfaction. Labor market flexibility also increases the link between employee satisfaction and current valuation ratios, future profitability, and future earnings surprises, inconsistent with omitted risk factors and identifying channels through which employee satisfaction may affect stock returns. The findings have implications for the differential profitability of socially responsible investing strategies around the world—in particular, the importance of considering institutional factors when forming such strategies. This paper was accepted by Lin William Cong, finance. Funding: This work was supported by Deloitte Institute of Innovation and Entrepreneurship. Supplemental Material: The data files and online appendix are available at https://doi.org/10.1287/mnsc.2023.4889. [ABSTRACT FROM AUTHOR]

Copyright of Quarterly Journal of Marketing is the property of Japan Marketing Academy and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

Rank and file employees execute firms' daily operating activities, but prior research rarely examines their importance due to a lack of employee information. In this article, we use a novel data set—company reviews by rank and file employees—to provide evidence on the impact of employee satisfaction on a firm's cost of equity capital. We find that firms with higher employee satisfaction have a lower cost of equity. Our results are robust to a variety of endogeneity tests and model specifications. We also find that the effect of employee satisfaction is more pronounced for firms with higher risk, greater financial constraints, and higher labor intensity or product market competition where labor is more critical to firm success. Further analysis shows that the negative association between employee satisfaction and the cost of equity is primarily grounded in reviews from current rather than former employees. Finally, we document that firms with high employee satisfaction experience lower systematic and idiosyncratic risk. Overall, our article presents novel evidence on the capital market benefits of higher employee satisfaction, particularly with regard to financing cost reduction. [ABSTRACT FROM AUTHOR]