How do senior professionals evaluate their job satisfaction?

On the one hand, due to the prevailing economic climate companies are forced to develop innovative products and to prevail on a hugely competitive and highly technological market. Therefore, they must invest in their human capital. On the other hand, the motivation and commitment of employees is nowadays is largely dependent on how much a company committed to the development of its employees. Here questions arise such as, what is the meaning and purpose that these employees associate with their daily work?

How do senior professionals evaluate their job satisfaction? How can employee success and creativity be fostered? How can a company try to create a healthy work-life balance to enhance productivity?

Employees actively decide how much commitment they show towards their work and their company. The key may lie in the job satisfaction here. Only when employees feel comfortable with the company conditions and enjoy their work, will they create a positive effect on their productivity and motivation.

And this in turn is a guarantee for the success of a company. In recent years, these “soft” issues have increasingly become the focus of attention, not only in business but also in research. Various departments and programs have sprung up around the topic of Industrial and Organizational Psychology, because we have recognized the potential that lies in this field often seen as not so relevant to the bottom line.

Employee satisfaction, leadership, soft skills: tell us that business success is no longer defined only by hard facts but by seeing the people behind the success.

We wanted to get in more detail with this topic and with researchers from the Technical University of Munich, Experteer worked on a research survey.

Overall, we were able to get responses of 3480 registered Experteer senior professionals from five different countries (Germany, UK, Spain, France and Netherlands) and collect information regarding their job satisfaction levels. One of the most common definitions of job satisfaction is from John Locke in 1976, defining job satisfaction as:

“… the pleasurable emotional state resulting from the appraisal of one’s job as achieving or facilitating one’s job values”.

As a parameter for measuring job satisfaction various internal and external parameters were used: satisfaction with the work itself, with the supervisor, the staff, the income or the possibilities for further development.

The study shows, among other things, that especially employees in the areas of wholesale and retail trade; repair of motor vehicles and motorcycles, human health and social work activities and other other service activities (the repair of computers and personal and household goods and a variety of activities not covered elsewhere in this classification, personal services), in percentage terms are rather dissatisfied with their salaries, which in turn has a negative effect on their job satisfaction.

Employees in the manufacturing sector or the area of information and communication, however, are significantly more satisfied in terms of the income.

how do senior professionals evaluate their job satisfaction

Money is certainly not everything but the results of the study suggest that there are still significant differences between the industries here and the salary plays an important role when it comes to job satisfaction. We have a few tips for you summarize how you can increase the job satisfaction of your employees in this respect:

1. Provide flexibility

Child care facilities usually have fixed times, which parents need to adhere to. To bridge this time between the end of the Kindergarten and the evening’s celebration costs tons of money. In addition, in many cities off peak travel may save both cost and time of travel. There are plenty more reasons we can add to it. But the point is, an offer to increase flexible working hours can really be seen as a reward by your employees.

2. Ever thought of a day care center

Especially in the big cities, the search for a nursery for kids can be a real challenge besides being extremely expensive. How about instead of a proprietary daycare? This can help prevent your employees not only the from the tiresome search or loss of productivity in between the day but also essential costs. This is not just a ‘women’s issue’. Many companies in Germany report that their in-house day care centers are used equally by men. So, something to think about!

3. Transportation

Public transportation comes with a price. Consider a concept of how you can relieve your staff here! For example, set your heart on environmental protection and make your employees ride free bicycles. This not only improves your company image but also reduces the expenses of your employees! Many companies are already providing employees with such incentives.

4. Concern about the health of employees

Many companies now offer specific insurance policies for their employees. Or how about a company’s Fitness studio?

5. Supplies

For many, it is a great challenge to do everyday things besides work. So why not set up a few stores or offer special services on campus (dry cleaning center, postal center)? This saves time and time is money. Most employees often appreciate such aspects about their offices.

Did you have another idea for increasing employee loyalty and satisfaction? It usually also helps to ask what can help increase their job satisfaction. Pay attention to your employees needs, because they are worth it.

We’d like to thank the researchers Dr. Welpe und Dr. Tumasjan for their analysis on this very important topic.

About the researchers:

Prof Welpe Technical University MunichProf. Dr. Isabell M. Welpe holds the Chair of Strategy and Organization at the Technische Universität München in Munich, Germany. Her research interests are in New Public Management, leadership, future concepts of work and organisations, impact of digital technologies and social media and strategic innovation.

Andranik Tumsajan Technical University MunichDr. Andranik Tumasjan is a postdoctoral scholar research associate at the Chair of Strategy and Organization at the Universität München in Munich, Germany. His research interests are in strategic recruiting, organizational attractiveness, employer branding and managers’ career development.



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