Employee satisfaction analysis with human resource index

Prayogo, Luhur Moekti; Pranoto, Bayu; Purba, Humiras Hardi

doi:10.5267/j.msl.2017.2.003

Cited by 6 publications

(2 citation statements)

References 5 publications

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“…More studies have been carried out during the last decade to investigate occupational stress. For example, studies found that level of occupational stress differ dramatically among employees due to some workplace factors such as workload, support, resources, control, recognition, person resiliency and compensation (Pagon et al, 2011;Prayogo et al, 2017). These studies argued that occupational stress is related to the negative impact on the well-being of employees in the organization.…”

Section: Introductionmentioning

confidence: 99%

Workplace bullying and task performance: A study on salespeople in retail industry

Chia¹,

Kee²

2018

10.5267/j.msl

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Occupational stress has been known as a major cause of safety and health issues among salespeople in retail organizations. Despite this, numerous studies have indicated the importance of factors and outcomes of occupational stress in several occupations, a knowledge gap on occupational stress remains a hot topic of interest for academics and practitioners. This study aims to examine the workplace bullying as a factor and task performance as the outcome of occupational stress among salespeople in the retail industry in Malaysia. Questionnaires were distributed to salespeople in the large-scale retail organization. Data from 222 salespeople suggest that workplace bullying was positively related to occupational stress and in turn, it affects employee performance. These findings contribute to understanding how workplace bullying affects the occupational stress and how stress may affect the performance of salespeople. Implications were presented for employers and employees who should be viewed with caution, in turn, to reduce the occupational stress at the workplace.

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Section: Introductionmentioning

confidence: 99%

Workplace bullying and task performance: A study on salespeople in retail industry

Chia¹,

Kee²

2018

10.5267/j.msl

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“…The outcomes associated with effective HRM practices are not limited to organisational performance as a singular concept. Links have also been found with flow (Kasa & Hassan, 2013), employee engagement (Albrecht et al, 2015), employee satisfaction (Prayogo, Pranoto, & Purba, 2017), organisational commitment (Chambel, Castanheira, & Sobral, 2016) and retention (Denkins, 2013), to mention only a few. Increasingly, researchers have focused on the vital association between HRM and corporate entrepreneurship (Dabic, Ortiz-De-Urbina-Criado, & Romero-Martínez 2011;Schmelter, Mauer, Börsch, & Brettel, 2010;Zhang & Jia, 2010).…”

Section: Literature Reviewmentioning

confidence: 99%

Investigating the validity of the Human Resource Practices Scale in South Africa: Measurement invariance across gender

Steyn¹,

Bruin²

2018

SA j. hum. resour. manag.

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Orientation: The effective delivery of human resource management (HRM) services is often associated with positive organisational outcomes, including innovation. Within the context of HRM service delivery, as well as within the scope of innovative behaviour, gender differences are often researched.Research purpose: To effectively research the role of HRM services in organisations, including the effects thereof on innovation, instruments that yield valid and invariant measures for men and women are required.Motivation for the study: To date no measurement invariance research on the Human Resource Practices Scale (HRPS), with reference to gender, could be located. Researchers and practitioners alike should be hesitant to use the HRPS without such information.Research approach/design and method: A cross-sectional quantitative survey design was used. The present study addressed the measurement invariance for the HRPS across men and women, applying pairwise multigroup confirmatory factor analyses with robust maximum likelihood estimation to examine four levels of measurement invariance across the groups. Data from 2936 employees, representing 52 South African organisations, were used.Main findings: Results support the construct validity of the HRPS and demonstrate strict measurement invariance for the HRPS across gender, which implies that the HRPS yields scores with equivalent meaning, measurement units and measurement precision for men and women.Practical/managerial implications: It will therefore be possible to test hypotheses regarding mean differences between men and women as well the relationship between the effective delivery of HRM services and positive organisational outcomes without fear that the HRPS will yield gender-biased results.Contribution/value-add: The research demonstrates that the items of the HRPS are valid for both men and women, suggesting that men and women have similar experience of the workplace. This finding should advance debate and research regarding the segregated delivery of HRM services and gender matters in general.

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Employee Voice: an Employee Satisfaction Level by Selected Healthcare Service Providers in the Czech Republic

Bejtkovský

2018

Acta Univ. Agric. Silvic. Mendelianae Brun.

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The employee satisfaction level is closely related to the performance and quality of work performed by an employee and, consequently, it translates into the competitiveness and success of a corporation, because a motivated and satisfied employee builds and participates in the success of any corporation (organization, firm, hospital, etc.). The aim of the article was to discover more about the current situation employee satisfaction level by selected healthcare service providers in the context of the gender of employees and the length of current employment of the employees by selected healthcare service providers in the Czech Republic. The overall employee satisfaction level was monitored through seven selected research areas. The research was carried out in 2017 from the sample of 608 respondents. Two research hypotheses and one research question have been formulated. The verification or rejection of null research hypotheses was done through the statistical method of the Pearson’s Chi‑square test. The results came along with the discovery that there is a statistically significant relation between the overall employee satisfaction level by selected healthcare service providers and the gender of employees and there is no statistically significant relation between the overall employee satisfaction level by selected healthcare service providers and the length of current employment of the employees by selected healthcare service providers.

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Employee satisfaction analysis with human resource index

Cited by 6 publications

References 5 publications

Workplace bullying and task performance: A study on salespeople in retail industry

Workplace bullying and task performance: A study on salespeople in retail industry

Investigating the validity of the Human Resource Practices Scale in South Africa: Measurement invariance across gender

Employee Voice: an Employee Satisfaction Level by Selected Healthcare Service Providers in the Czech Republic

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