Qualitative Indicators of Company Employee Satisfaction and Their Development in a Particular Period of Time

Hitka, Miloš; Závadská, Zuzana; Jelačić, Denis; Balážová, Žaneta

doi:10.5552/drind.2015.1420

Cited by 27 publications

(21 citation statements)

References 5 publications

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“…Small-and medium-sized enterprises are considered key economic drivers in the world, and they account for the vast majority of world economic output (over 60%) in country economies worldwide, generating overall social growth [36][37][38][39][40][41]. According to the Jeck study [42], emerging SMEs in addition to job creation are often bearers of the commercialization of new technology or innovative ideas as well as positive structural changes in the economy and its productivity.…”

Section: Small-and Medium-sized Enterprises In Slovakiamentioning

confidence: 99%

The Approach of SMEs to Using the Customer Databases and CRM: Empirical Study in the Slovak Republic

et al. 2019

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Sustainability of (small and medium-sized enterprises) SMEs in a globalized economy depends on several factors. According to available studies, effective Customer Relationship Management (CRM) is one of the factors affecting the competitiveness of SMEs in a positive way. This paper is focused on creating customer databases and on using the CRM strategy in SMEs in Slovakia. The aim of the paper is to cluster SMEs in Slovakia based on using customer databases and CRM and to identify differences in clusters according to the selected attributes. The outputs of the research focused on marketing communication and on creating the CRM strategy in Slovak enterprises are presented in the paper. Quantitative nonexperimental research using the questionnaires was conducted at the end of 2017 and throughout the year 2018. The research results are based on the responses of 1009 Slovak SMEs. Basic descriptive statistics, K-means cluster analysis, Analysis of variance (ANOVA), and Tukey HSD test were used to process the data. The resulting clusters show three typical attitudes of Slovak SMEs to creating the database, using the CRM and its effectiveness. Moreover, attitude to the application of ethical principles and holistic, integrated, and socially responsible marketing are presented in the clusters. Following the results, the fact that SMEs can be divided into the three following clusters with equal size can be stated: 1st cluster (in 92.2% and consisting of micro- and small-sized enterprises), customer databases are created for the purpose of marketing communication; 2nd cluster, consisting of the highest percentage of medium-sized enterprises and enterprises with foreign equity participation using the customer databases and CRM; and 3rd cluster characterized with smaller-sized enterprises with domestic property not focused on marketing communication and using the customer databases. The research results provide the basis for further research and support for small and medium-sized enterprises.

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Section: Small-and Medium-sized Enterprises In Slovakiamentioning

confidence: 99%

The Approach of SMEs to Using the Customer Databases and CRM: Empirical Study in the Slovak Republic

et al. 2019

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“…En la tabla también aparece el estadístico F, que contrasta la hipótesis de que el cambio en R 2 es cero en la población, y el nivel crítico asociado al estadístico F. Las 6 variables independientes (son los factores de ACP) explican un 50,8% de la varianza de la variable GStrabajoactual. Estos resultados apoyan la teoría de Alnıaçık et al (2012) sobre la importancia de la motivación en la satisfacción laboral; otros estudios más específicos sobre la importancia de los factores motivacionales y/o de desarrollo personal en la industria de la madera y el papel, y que se deben a Leal (2013), Hitka et al (2015), Faletar et al (2016), Erol (2016), Lorincová et al (2016b), se exponen en el epígrafe siguiente.…”

Section: Variable Dependienteunclassified

“…Eslovaquia Hitka et al (2015) • El requisito más importante para la satisfacción es que los empleados de la empresa maderera sientan que su trabajo es significativo, importante e interesante para la empresa, razonablemente difícil, con posibilidades de crecimiento profesional y de desarrollo personal.…”

Section: Colombia Leal (2013)unclassified

Determinantes de la satisfacción laboral en la industria de la madera y el papel: estudio en españa y hallazgos en otros países

Sánchez-Sellero¹,

Sánchez‐Sellero

2018

Maderas, Cienc. tecnol.

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Esta investigación se desarrolla en el colectivo de trabajadores ocupados pertenecientes a la cosecha forestal, industria de la madera y papel, y su comparación con el total nacional. El ámbito es el mercado laboral español. Se escogen 14 variables cuantitativas, extraídas de la Encuesta de calidad de vida en el trabajo (Ministerio Empleo y Seguridad Social). El objetivo primero es averiguar qué variables y agrupaciones de variables (o factores) afectan a la satisfacción laboral en el sector forestal, madera y papel, comparando estos resultados con el conjunto nacional al que pertenece. Las metodologías son análisis de componentes principales, análisis de conglomerados y regresión múltiple stepwise. El segundo objetivo es recopilar estudios parecidos en otros países y ver si se puede establecer algún patrón común. El análisis en ambos colectivos (forestal, madera y papel por un lado, y conjunto nacional español por otro) permite averiguar si los determinantes coinciden o difieren en función de los epígrafes de actividad; en ambos casos, el salario es una de las últimas variables en la explicación de la satisfacción laboral, siendo la motivación y el desarrollo personal las variables que ocupan los primeros puestos en esta explicación. A partir de estudios en otros países no es posible construir una teoría general y válida en todos los ámbitos, de forma que si el contexto es diferente, los determinantes que afectan a la satisfacción laboral son también distintos.

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“…At the present time, employee motivation is an atmosphere that meets the interests and needs of employees in the company, stimulates and influences their work performance in order to meet the needs of the organisation as well as their personal needs [6].…”

Section: Human Capital Management and Human Resource Managementmentioning

confidence: 99%

Human Capital Management in Transport Enterprise

Kucharčíková

Mičiak

2017

MATEC Web Conf.

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Abstract. Human capital management represents a strategic and planned approach to the management of the most valuable resource that organizations have, namely employees and their human capital. Human capital management system supports the various processes of the organisation and helps to achieve organisational goals using effective use of human capital and effective investment in human capital as investment in education and training, health and relaxation, safety at works and ergonomics. The article aim is to explain the nature of human capital management, characterize the relationship between the human capital management and human resources management, and identify some approaches to measurement for human capital management.

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Qualitative Indicators of Company Employee Satisfaction and Their Development in a Particular Period of Time

Abstract: •

Cited by 27 publications

References 5 publications

The Approach of SMEs to Using the Customer Databases and CRM: Empirical Study in the Slovak Republic

The Approach of SMEs to Using the Customer Databases and CRM: Empirical Study in the Slovak Republic

Determinantes de la satisfacción laboral en la industria de la madera y el papel: estudio en españa y hallazgos en otros países

Human Capital Management in Transport Enterprise

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