Professional Satisfaction as a Key Factor in Employee Retention: A case of the Service Sector

Pekerşen, Yeliz; Tugay, Onur

doi:10.29036/jots.v11i20.123

Cited by 16 publications

(12 citation statements)

References 56 publications

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“…As our study shows different results from others about satisfaction and retention (Pekersen & Tugay, 2020), the results of our study can help managers of public and private organizations to establish more assertive retention strategies, based on evidence from IT professionals. The importance of salary as a variable which determines organizational behaviour has been discussed for decades under different perspectives (Park & Sturman, 2021), but rarely with IT professionals in IT private and public organizations in Brazil.…”

Section: Discussioncontrasting

confidence: 69%

Satisfação no trabalho e retenção de profissionais em organizações de TI públicas e privadas

Steil

Bello²,

Cuffa³

et al. 2022

ReA UFSM

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Objetivo: Examinar a relação da satisfação global no trabalho, assim como das dimensões da satisfação (satisfação com a natureza do trabalho, satisfação com os colegas, satisfação com a chefia, satisfação com o salário, satisfação com as promoções), com a retenção de profissionais de TI em organizações de TI públicas e privadas. Design/metodologia/abordagem: Participaram da pesquisa 252 profissionais (139 de organizações públicas e 113 de organizações privadas) de organizações localizadas no estado de Santa Catarina, Brasil. Os dados foram coletados por meio de survey e analisados por meio do teste estatístico de Spearman. Resultados: Não houve relação positiva entre a medida global de satisfação dos profissionais de TI e das dimensões satisfação com colegas, satisfação com a chefia, satisfação com a natureza do trabalho e satisfação com as promoções e a sua retenção. Apenas a satisfação com o salário apresentou relação positiva com a retenção dos profissionais nas organizações de TI públicas e privadas. Implicações práticas: Os resultados encontrados geram insumos para o estabelecimento de políticas de retenção dos profissionais de TI, especialmente relacionadas ao salário. Originalidade/valor: Este estudo investigou não apenas a medida global de satisfação com o trabalho, mas também as suas dimensões. O estudo demonstra, de forma inédita, que a medida global de satisfação com o trabalho não retém profissionais de TI em organizações de TI públicas e privadas e que estratégias de retenção precisam focar especialmente na satisfação desses profissionais com o seu salário.

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Section: Discussioncontrasting

confidence: 69%

Satisfação no trabalho e retenção de profissionais em organizações de TI públicas e privadas

Steil

Bello²,

Cuffa³

et al. 2022

ReA UFSM

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“…Economic growth and job creation vary depending on the level of technological development of a country [17]. Other researchers [18][19][20] stated that employees in the service sector have a great role in increasing the rate of profit, which is the main purpose of the enterprises, to run the business smoothly, and to ensure customer satisfaction and loyalty. Digitization is one of the most visible phenomena of this decade, and its evolution is extremely fast.…”

Section: Literature Reviewmentioning

confidence: 99%

Canonical Correlation Analysis and a New Composite Index on Digitalization and Labor Force in the Context of the Industrial Revolution 4.0

et al. 2020

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The current phenomenon of the economy-accelerated digitalization, known as the “Industry 4.0”, will generate both an increased productivity, connectivity and several transformations on the labor force skills. Our research objectives are to determine the influence that digitalization has had on the workforce in several developed countries and to propose a new composite indicator that reflects these dynamics over time. We have used the Canonical Correlation Analysis (CCA) in order to identify and analyze the correlations between two sets of variables, an independent one and a dependent one. Data were collected from the World Bank and World Economic Forum for the years 2018–2019. Based on the results of our research we have determined and made a consistent analysis of the new composite index of digitalization and labor force in 19 countries. The results of our research are relevant and show not only the impact of digitalization on the labor force in different countries, but also the structural changes required by the new economic and social models. Our research can help decision-makers get in advance the necessary measures in the field of labor force in order to ensure a proper integration of these measures into the new economic model based on digitalization.

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“…The human resources management of each enterprise determines the appropriate relationship between the employee's work and his satisfaction (Jedrzejczak-Gas and Wyrwa, 2020). It is important for the enterprise to ensure the overall satisfaction of employees at work and to identify the factors that may lead to early termination of employment (Pekersen and Tugay, 2020).…”

Section: Introductionmentioning

confidence: 99%

The Importance of Communication during the Hiring Process as a Part of Global Recruitment Strategy

Gajdosikova

2021

SHS Web Conf.

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Research background: Human resources are known as one of the key factors. Every enterprise can address many candidates with the right abilities, knowledge, and skills within a quality hiring process and thus achieve sufficient performance in a globally competitive environment and its constant changes. The quality of the hiring process depends on the correct choice of the method of communication during its implementation. Purpose of the article: The aim of this paper is to empirically test whether there is a statistically significant relationship between the level of management of the occupied job position and the way of communication of the personnel department and the candidate. Methods: The input data, which were needed to test the hypothesis, were collected through a questionnaire survey conducted in the enterprise. Before testing the hypothesis, it was necessary to create a contingency table and then perform a chi-square test, which confirmed the existence of a relationship between the two monitored variables. The strength of the dependence was tested using the Cramer's V contingency coefficient and included a test of its statistical significance, too. Findings & Value added: The contingency coefficient reached the value of 0.542, and, arguably, there is a medium dependence between the level of management of the occupied position and the way of communication of the personnel department and the candidate. It can be said that the contingency coefficient is statistically significant because the P-value is less than the significance level.

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Professional Satisfaction as a Key Factor in Employee Retention: A case of the Service Sector

Cited by 16 publications

References 56 publications

Satisfação no trabalho e retenção de profissionais em organizações de TI públicas e privadas

Satisfação no trabalho e retenção de profissionais em organizações de TI públicas e privadas

Canonical Correlation Analysis and a New Composite Index on Digitalization and Labor Force in the Context of the Industrial Revolution 4.0

The Importance of Communication during the Hiring Process as a Part of Global Recruitment Strategy

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