A study of job satisfaction in relation to employee engagement
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The objective of the study was to measure the relationship between the job satisfaction and employee engagement. For this purpose the investigator selected 80 employees working in hospitality sector from Gurgaon and Ghaziabad region. Employee engagement scale given by Alfas et al. was used. The collected data were processed by applying ‘r’ test. It was used to find out the relationship between job satisfaction and employee engagement. The result of the study reveals that there was positive relationship between job satisfaction and employee engagement.
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ISSN Print: 2394-7500
ISSN Online: 2394-5869
Impact Factor: 5.2
IJAR 2015; 1(9): 303-304
www.allresearchjournal.com
Received: 28-06-2015
Accepted: 30-07-2015
Dr. Shavita Deshwal
Assistant Professor, MSI
Correspondence
Dr. Shavita Deshwal
Assistant Professor, MSI
A study of job satisfaction in relation to employee
engagement
Shavita Deshwal
Abstract
The objective of the study was to measure the relationship between the job satisfaction and employee
engagement. For this purpose the investigator selected 80 employees working in hospitality sector from
Gurgaon and Ghaziabad region. Employee engagement scale given by Alfas et al. was used. The
collected data were processed by applying ‘r’ test. It was used to find out the relationship between job
satisfaction and employee engagement. The result of the study reveals that there was positive
relationship between job satisfaction and employee engagement.
Keywords: Job satisfaction, employee engagement, hospitality sector.
Introduction
Employee Engagement
Engaged workforce is the main element for the remarkable benefit to any organization.
Employee engagement is not a lip-service. It is committed heart and action-oriented service
from top management. It is said a company that unlocks the secrets of employee engagement
is promised profits beyond its wildest dreams.
Employee engagement means how happy employees are with their respective jobs, working
environment and how efficient their performance levels are? Managing high morale among
employees can be of noteworthy advantage to any organization, as keenly engaged workers
are more productive and stay loyal to the company. Organizations with high employee
engagement levels are more productive and more profitable than those organizations with
low levels of employee engagement. In 2001, N.P. Rothbard’s definition described
engagement as a psychological presence with two key mechanisms, attention and absorption.
Attention is “cognitive ability and the amount of time one spends thinking about a role” and
absorption is “being engrossed in a role and refers to the intensity of one’s focus on a role.”
(Saks, 2006) [6]
Robinson et al. (2004) conceptualized EE as “a positive employee attitude
towards the organization and its values” and described it as a two-way relationship between
employer and employees, involving an awareness of the business context.” Alfes et al.
(2010) defined engagement as “being positively present during the performance of work by
willingly contributing intellectual effort, experiencing positive emotions and meaningful
connections to others.”
Objectives of the Study
To study the relation of job satisfaction with the employee engagement.
Sampling
The sample of the study includes 80 employees working in hospitality sector in Gurgaon and
Ghaziabad region.
Statistical Tool and Techniques Used
Factors of employee engagement suggested by Alfas et al. (2010) was used as tool to
determine job satisfaction. For analysis and interpretation of the data the investigator used
Pearson’s coefficient of correlation in order to find out the relationship between job
satisfaction and employee engagement.
International Journal of Applied Research 2015; 1(9): 303-304](https://image.slidesharecdn.com/1-11-178-160221044954/85/A-study-of-job-satisfaction-in-relation-to-employee-engagement-1-320.jpg)
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Employee Relations with management matter to any organisation, This is solution of employee relations assignments prepared by assignment help Australia
Employee relation
Employee relations encompass the formal and informal relationships between managers and employees. The key goals of employee relations are to gain employee commitment to organizational goals, ensure acceptance and implementation of organizational change, and resolve conflicts. Employee relations involve players such as employers, employees, unions, and public bodies. Mechanisms for managing employee relations include consultation, participation, communication, collective bargaining, and legal regulation. Employee relations are also influenced by external factors such as the labor market and government policies.
Strategies of Employee relations and High Performance Strategies
The document discusses strategic employee relation strategies and performance management. It outlines different approaches to employee relations like adversarial, traditional, partnership and power sharing. It also discusses developing high performance work systems through analyzing business strategy, defining performance culture, identifying gaps, and prioritizing and implementing improvements.
Employee relationship management(erm)
Employee relationship management (ERM) refers to managing the relationships between employees and employers within an organization. ERM aims to control core issues like communication, conflict management, and employee growth. An online ERM system allows all employee information, contacts, duties, and documents like tax forms to be in one place and editable by employees. It also facilitates communication, monitors employee growth and satisfaction, ensures timely salary payments, and generates various reports to analyze productivity and performance over time. The benefits of ERM include reduced time and manual work while increasing productivity, performance, and proper communication within an organization.
Employee relation problem in garments sector
The document discusses employee relation problems and collective bargaining in Bangladesh's garments sector, which is the largest exporting industry and faces issues like unskilled workers, poor working conditions, and low wages. Collective bargaining is defined as a process of negotiations between employers and employee representatives to set agreements on work conditions. The garments industry has experienced significant growth but collective bargaining is not effectively used to negotiate conflicts between labor and management.
Employee Relations
The way employees relate in your organisation can determine your productivity. You need to learn about your employees to avoid human resource losses.
Chap11 employee relation
This document defines key concepts in industrial relations such as collective bargaining, grievances, and trade unions. It discusses the industrial relations system involving employers, employees/unions, and government agencies. The roles of trade unions are outlined as negotiating wages and conditions, regulating employee-employer relations, and representing members. The collective bargaining process and grievance procedure are also summarized in three phases and steps respectively. Finally, legal forms of industrial action like picketing and strikes are defined, as well as methods for settling disputes through negotiation, conciliation, and arbitration.
Employer and employee relations
Employee/employer relations describes the relationship between workers and employers and can involve collective bargaining through unions, individual bargaining, or employee participation methods. Collective bargaining occurs when a union negotiates on behalf of workers, while individual bargaining involves a single worker negotiating directly with management. If disputes arise over issues like pay or conditions, unions may engage in industrial action like strikes, and ACAS seeks to resolve disputes through arbitration.
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Chapter 7 and 8 of employee relation by dr manishankar
Chapter 7 and 8 of employee relation by dr manishankar
Employee Performance in relation to Job Satisfaction
Employee Performance in relation to Job Satisfaction
Strategies of Employee relations and High Performance Strategies
Strategies of Employee relations and High Performance Strategies
Similar to A study of job satisfaction in relation to employee engagement
Job satisfaction of employees of public and private organizations in Bangladesh
This study examined the level of job satisfaction among the employees ofprivate and public organizations in Bangladesh. Data have been collected randomly from 40employees of Gaibandha District in Bangladesh through a structured questionnairein January to February, 2010. Among the respondents 50% is government employee while 50% is non-government employee. Brayfield and Rothe (1951) method was used to determine the job satisfaction of the employees. Likert scale was used for measuring the attitude of the employees on their job. This research revealed that there was no significant difference between the job satisfaction of government and non-government employees. The study suggests that an effective policy on recruitment, job security, service rules, promotional opportunities, regular payments, retirements’ benefits should be made by the government to improve the job satisfaction and attitude of employees in both government and non-government employees.
Employee Retention - Prespective of Employees
Employee retention is a process in which the employees are encouraged to remain with the organization for life time or maximum period of time. It is a strategic tool for the success of the firm. Employee retention is a technique adopted by businesses to maintain an effective workforce and at the same time meet operational requirements. Employees are the greatest asset for an organization. Therefore, every
organization must treat their employees as ends and not means to ends because they add value to the organization. The objective of the study was to measure the perception of employees for employee retention. For this purpose the investigator selected 70 employees working in government and private sector from Delhi region. Employee retention scale given by Walker (2001) was used. The collected data
were processed by applying‘t’ test. The result of the study reveals that there was no significant difference among male and female employees for employee retention also there was no significant difference between the perception of government and private sector employees.
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore
Job satisfaction or employee satisfaction is a measure of workers contentedness with their job, whether or not they like the job or individual aspects or facets of jobs, such as nature of work or supervision. Job satisfaction can be measured in cognitive evaluative , affective or emotional , and behavioral components. Job Satisfaction is the favorableness or un favorableness with which the employee views his work. It expresses the amount of agreement between one's expectation of the job and the rewards that the job provides. The objective of the study is to know about the employee job satisfaction factors, the relationship between gender and employee job satisfaction. Descriptive research method is used in the study. This study consists of both primary and secondary data. The tool used in this study is correlation. The population size is 50 and the sample size is 30. From the study it was found that there is no significant relationship between gender and employee job satisfaction. S. Jasmeen | K. Haritha | M. Selva Ganapathy "A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-3 | Issue-6 , October 2019, URL: https://www.ijtsrd.com/papers/ijtsrd29189.pdf Paper URL: https://www.ijtsrd.com/management/hrm-and-retail-business/29189/a-study-on-employee-job-satisfaction-at-eid-parry-nellikuppam-cuddalore/s-jasmeen
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...
1) The document summarizes research on the relationship between employee engagement and job satisfaction in the IT sector.
2) It reviews several studies that have found links between factors like motivation, rewards, career development opportunities, and job design with both employee engagement and job satisfaction.
3) The literature review covers 10 research papers that studied topics like the impact of employee engagement practices in Indian BPO industries, the role of job demands and autonomy on engagement, and relationships between job satisfaction, retention and performance.
Internship Report_Rifat Gaffer_EWU 2014
This document discusses employee satisfaction and engagement in the context of the telecom industry in Bangladesh. It begins with introductions and definitions of employee satisfaction and engagement. It describes the objectives of studying these topics as providing an overview of the telecom industry and identifying factors that motivate employees. The methodology section describes using questionnaires and SPSS software to analyze data collected from telecom companies. Hypotheses are presented regarding factors that influence satisfaction and engagement. The literature review discusses previous research on satisfaction, engagement, and their importance for organizational success.
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...
IOSR Journal of Business and Management (IOSR-JBM) is a double blind peer reviewed International Journal that provides rapid publication (within a month) of articles in all areas of business and managemant and its applications. The journal welcomes publications of high quality papers on theoretical developments and practical applications inbusiness and management. Original research papers, state-of-the-art reviews, and high quality technical notes are invited for publications
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...
Employees form the basis and foundation for the growth of the organization just like a seed giving
rise to a huge tree bearing fruits and vegetables. The employees promote the growth of an organization to
produce useful products beneficial to mankind and the country. Employee satisfaction is defined as “a function
of perceived performance and expectations”. The reasons such as high stress, lack of communication within the
company, recognition, good working conditions or limited growth opportunities force the employees to resign.
My study is focussed on determining the effect of some of the above stated reasons on the employees in order to
achieve maximum career success. To assess the degree of Employee Satisfaction, Questionnaires were
administered to the employees in the real estate company taking a random of seventy employees for the study
and the research methodology to be used for analysis of the study was descriptive and inferential statistics. The
validity of the questionnaire was tested, using the Cronbach Reliability Calculator software. Further, the
influences of demographics such as gender, age, educational qualification, designation and years of experience on their opinions were examined by Chi-Square Test and the effect of the Constructs on Employee Satisfaction were determined by Regression Analysis.
Study report on work life imbalance impact on Job Satisfaction in Non clinica...
Work life imbalance has huge impact on Job Satisfaction in Non clinical staff at tertiary Health Care Center there are various Reasons for it.
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...
The employee loyalty causes for the productivity of a company, minimize employee turnover, improves the corporation’s image, reduce the cost of new recruitments and less absenteeism. The objectives of this study
were to identify the relationship between the employee loyalty with financial and non-financial benefits, empowerment, organization’s commitment on employee and managers’ attitudes and its influence that make on the employee loyalty. According to the results of ordinal logistic regression model, even though the variables are positively engage with the employee loyalty the organization’s commitment on employee (0.721) and managers’ attitudes (0.883) are significantly engaged rather than financial and non-financial benefits (0.221) and empowerment (0.462). The Cronbach’s alpha coefficient is 0.87. A progress in the attachment of the employee union and high labour turnover identified as challenges. Hence the anagement
should introduce the proper evaluation methods and treat the employees based on the results of employees’ attitude surveys as recommendations.
A Study on Role of Organizational Climate on Employees Job Satisfaction
The purpose of this paper to investigate the impact of organizational climate on employee satisfaction. The organizational climate is reflected in the organization's objective to develop its staff or employees by providing them good working environments and conditions and assisting and supporting them so they can achieve job satisfaction. Organizational climate is major motivating factor responsible for satisfaction and dissatisfaction of employees and affects the quantum of their turnover. The study determines relation between components of organizational climate with employee job satisfaction. A clear structure, coordination and good communication systems enhance the performance of the employees and increase job satisfaction among employees which results in positive organizational climate. Dr. G. Balamurugan | B. Santhiya "A Study on Role of Organizational Climate on Employees Job Satisfaction" Published in International Journal of Trend in Scientific Research and Development (ijtsrd), ISSN: 2456-6470, Volume-4 | Issue-4 , June 2020, URL: https://www.ijtsrd.com/papers/ijtsrd30749.pdf Paper Url :https://www.ijtsrd.com/management/hrm-and-retail-business/30749/a-study-on-role-of-organizational-climate-on-employees-job-satisfaction/dr-g-balamurugan
HRd practices article
This summary examines the role of human resource development (HRD) practices in fostering organizational citizenship behavior, with affective organizational commitment serving as a mediator. The study utilized surveys from employees at two public universities in Saudi Arabia. Results from structural equation modeling found significant relationships between HRD practices and affective commitment, HRD practices and citizenship behavior, and affective commitment and citizenship behavior. The findings suggest HRD practices are important for enhancing affective commitment and citizenship behavior among employees, and higher commitment also leads to greater citizenship. Affective commitment was found to partially mediate the relationship between HRD practices and organizational citizenship behavior.
Reseach Methodology RM Presentation.pptx
This document outlines a research paper on happiness in the workplace and discusses factors like job satisfaction, employee performance, and organizational support. It provides an introduction to the topic, defines key terms, and reviews related literature. The paper aims to study the relationships between job satisfaction, employee performance, organizational support, and happiness at workplace at a local water utility in Indonesia. Six hypotheses are formulated to be tested through quantitative and qualitative methods.
Achieving Employee Engagement Through Organizational Culture : JIMS Rohini
The purpose of the study was to explore relationship and impact of organizational culture on employee engagement using OCTAPACE values i.e. Openness, Confrontation, Trust, Authenticity, Collaboration and Organization.
Job satisfaction
The document discusses factors that influence employee job satisfaction. It identifies six key factors: personnel beliefs, salary and benefits, participation in decision making, job security, interaction with colleagues, and meeting basic needs. A study was conducted of employees in an insurance department to determine the relationship between these factors and job satisfaction. The findings revealed that all factors were positively correlated with job satisfaction. Personnel beliefs had the strongest influence on satisfaction, followed by interaction with colleagues.
INFLUENCE OF ORGANIZATIONAL PRACTICES ON EMPLOYEE WELL-BEING
The well-being of employees in the workplace is an important issue. Employee well-being should occupy a very important place in institutional research. The research attempts to understand the influence of influence of organizational practices on employee well-being. Simple random sampling technique was used for primary data collection. Data was collected from 50 BHEL employees from Trichy. Data analysis was done through path analysis.
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATURE
The other objective is to analyze the critical factor which can affect the level of retention & engagement of
employees with the help of literature review. For the current article the researchers reviewed 30 relevant
research papers/ literature comprising employee retention& engagement concepts and practices amply.
The findings of the study like good training & development, compensation structures, autonomy, quality of
work life, work polices and arrangements will lead the managers and management to a new dimension with
holistic approach in the field of employee retention & engagement.
Linking high-performance work systems and happiness at work role of career as...
This study examines how high-performance work systems (HPWS) can foster employee happiness at work through the serial mediation of career aspiration and thriving at work. The study utilizes self-determination theory to understand the motivational processes underlying these relationships. It finds that HPWS is positively related to career aspiration, which in turn is positively related to thriving at work (a sense of vitality and learning). Thriving at work then positively relates to happiness at work. Career aspiration mediates the relationship between HPWS and thriving, and thriving mediates the relationship between career aspiration and happiness. The results support that career aspiration and thriving serially mediate the relationship between HPWS and happiness at work. The findings provide
Linking high-performance work systems and happiness at work role of career as...
This study examines how high-performance work systems (HPWS) can foster employee happiness at work through the serial mediation of career aspiration and thriving at work. The study utilizes self-determination theory to understand the motivational processes underlying these relationships. It finds that HPWS is positively related to career aspiration, which in turn is positively related to thriving at work (a sense of vitality and learning). Thriving at work then positively relates to happiness at work. Career aspiration mediates the relationship between HPWS and thriving, and thriving mediates the relationship between career aspiration and happiness. The results support that career aspiration and thriving serially mediate the relationship between HPWS and happiness at work.
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...
ABSTRACT : This research was conducted based on field phenomena that indicated inadequate employee
performance, allegedly caused by the weak role of work motivation, work discipline and job satisfaction. This
study aims to analyze the effect of work motivation, work discipline and job satisfaction on employee
performance. Causal associative research method with respondents all employees at PT. Pradipa Asri Karya
Denpasar as many as 58 employees. The data analysis technique used SEM-PLS 3.3 with the result that there
was an influence of work motivation, work discipline and job satisfaction on employee performance. The total
effect as a whole is 92.9% while the remaining 7.1% is explained by other variables outside of the research.
KEYWORDS: motivation, work discipline, job satisfaction, job performance
HEALTH CARE PROFESSIONAL PERCEPTION TOWARDS ENGAGEMENT FACTORS WITH REFERENCE...
This study aimed to investigate the health care professional perception towards their job engagement with special reference to multispecialty hospital in Chennai. Job engagement factors such as meaningful work, intrinsic rewards, extrinsic rewards, and self-efficacy, departmental support, supervisor support, co-worker support, job autonomy and job security are considered for this study.
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Job satisfaction of employees of public and private organizations in Bangladesh
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A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore
A Study on Employee Job Satisfaction at Eid Parry Nellikuppam Cuddalore
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...
A Research Paper on the Effect of Employee Engagement on Job Satisfaction in ...
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...
Impact of Extrinsic Rewards on Job Satisfaction of Banking Sector Employees o...
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...
A Study Of The Effect Of Organization, Employees Opinion, Experience And Comm...
Study report on work life imbalance impact on Job Satisfaction in Non clinica...
Study report on work life imbalance impact on Job Satisfaction in Non clinica...
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...
EMPLOYEE LOYALTY AND ORGANIZATION’S ROLE: A CASE STUDY BASED ON EXPORT ORIENT...
A Study on Role of Organizational Climate on Employees Job Satisfaction
A Study on Role of Organizational Climate on Employees Job Satisfaction
Achieving Employee Engagement Through Organizational Culture : JIMS Rohini
Achieving Employee Engagement Through Organizational Culture : JIMS Rohini
INFLUENCE OF ORGANIZATIONAL PRACTICES ON EMPLOYEE WELL-BEING
INFLUENCE OF ORGANIZATIONAL PRACTICES ON EMPLOYEE WELL-BEING
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATURE
EMPLOYEE ENGAGEMENT & RETENTION: A REVIEW OF LITERATURE
Linking high-performance work systems and happiness at work role of career as...
Linking high-performance work systems and happiness at work role of career as...
Linking high-performance work systems and happiness at work role of career as...
Linking high-performance work systems and happiness at work role of career as...
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...
MOTIVATION EFFECT ANALYSIS ANDJOB DISCIPLINE ON JOB SATISFACTION AND EMPLOYEE...
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A Comparison of Emotional Intelligence between Government and Private Sector ...
Emotional intelligence is a crucial factor for deciding success in life & at work place. Mental wellbeing appears to play a vital role in shaping the behavior & performance of individual. This study is an attempt to examine the difference of emotional intelligence amongst government and private sector
employees. The results clearly indicate that there is no significant difference in emotional intelligence between the government sector and private sector employees. An employee with better emotional intelligence can perform better in terms of performance, leading the team & building trust among colleagues and the surrounding network. Emotionally intelligent people can easily handle change,
power struggle, competition and conflict. Business with emotionally intelligent employees consistently excels in the entire domain.
A study of values among principals
Leaders of the school have the responsibility for providing the conductive organizational climate at the workplace. This will affect the teachers, students and overall functioning of the school. The students will embrace good values and we will be able to give a virtuous generation to the nation. This paper is
an attempt to find out and compare the different values of the school principles. All the relevant data was collected from Dwarka, Delhi. Twenty principals of senior secondary private schools were taken as a sample for the study. Mean and SD was used to interpret the data. Values have been defined as the classification done by Allport et al. in 1951.Results revealed that there was high mean score for social
and theoretical values among the principals.
Emotional competencies of teachers
Students and children imitate and behave like what they see and observe rather than what they hear. Education enables the man to meet the various challenges in life. Teachers have the responsibility of imparting education being a role model for students. A teacher with good mental health can perform his
duties in superior way. A teacher can perform his job well only when he/she is mentally sound and emotionally stable. A study was conducted to find out the emotional competencies of the secondary school teachers. A sample of 200 respondents was taken for the study.130 respondents were female and
rest 70 respondents were male. Both private and government schools were taken into study. All the
relevant data was collected from the five villages of Delhi. The results revealed that there is no significant difference between the government school female teachers and private school female teachers but there is significant difference between government school female and male teachers also there is significant difference between private school female and male teachers on the basis of emotional competence.
Leadership skills of male and female students
The classic debate about leadership revolves around the question: “are leaders born or are they made?”
(Avolio, 2005). Previously it was believed that leaders are born but now the current concern is ‘developing leadership’. Management courses believe that leadership is something that can be taught. Leadership is considered as a process rather than skill. These kinds of programmes tend to consist of a
variety of practices that aim to facilitate leadership on a number of levels. It includes public speaking ability, management techniques, ability to process complex ideas, training, knowledge development, and capacity building. On the basis of random convenient sampling, the survey was conducted. A sample of 400 respondents was considered and study was conducted amongst the student in Delhi, Gurgaon and Ghaziabad. The sample was administered in person. A self-structured questionnaire was used to collect the data. The results clearly indicate that there is significant difference between male and female students for leadership skills.
Strategies for managing stress
This document discusses strategies for managing stress. It begins by defining stress and examining its sources and consequences. Stress can have physiological impacts like high blood pressure, psychological impacts like anxiety and depression, and behavioral impacts like poor job performance. The document then outlines individual strategies for managing stress, such as exercise, time management, relaxation, and seeking help. It also discusses organizational strategies organizations can implement, like stress management programs and employee wellness initiatives. Overall, the document examines the causes and effects of stress and provides recommendations for how individuals and organizations can develop strategies to better cope with stress.
Workforce diversity- A perspective of employees and students
Diversity can generally be defined as recognizing, understanding and accepting individual differences irrespective of their race, gender, age, class, ethnicity, physical ability, race, sexual orientation spiritual practice and so on. Diversity is growing in today’s organizations. Diversity can benefit the
organizations in enormous ways. Different values and perspectives shared by employees can make the
organization to compete in this turbulent environment. Globalization in this recent time has triggeredm more interaction amongst people from different cultures and backgrounds than before. People are now more open-minded in the marketplace worldwide with competition coming from almost everywhere in the continent. This study is an attempt to find out and compare the perception of people for workforce
diversity. In the present study the sample of 200 respondents was taken. Convenient sampling technique was used. The sample was drawn from Delhi. Interpretation of result was done on the basis of mean, standard deviation and ‘t’ test.
Comparing customer satisfaction in hyper stores in different parts of Delhi
The customer satisfaction not only a frill but as a foundation of retail store growth, today the focus has been shifted from financial benefits to soft areas where customer expectations are matched with retail stores performance. Better service quality is the only solution in the hands of retailers for the success of the retail grocery stores. A comparison between expectations and performance is known as service quality. Customer satisfaction is based on perceived service quality. Service quality is a vital factor for the success of the firm. Customer satisfaction occupies prominent position literarily in general as well as specifically in retail stores. The present study is an exploratory research work that was focused on
comparison between the customer satisfactions in hyper stores operating in different parts of Delhi. A sample of 200 customers was considered for study.100 customers were taken from South-West Delhi and 100 were taken from North- East Delhi. Sample includes both male and female respondents. Data was collected from six different hyper stores. Three stores were from South-West Delhi and rest three stores from North- East Delhi. Random convenient sampling was used. Results revealed that there was
no significant difference between the customer satisfaction.
Job Satisfaction and Training of Employees
Human resource is very important and the backbone of every organization. Organizations invest huge amount on the human resource capital because the performance of human resource will ultimately increase the performance of the organization. Training helps the employees to update their knowledge,
enhance their skills and ultimately improves their performance and productivity which leads to job satisfaction. The purpose of the present study was to compare the job satisfaction of employees before and after the training programmes. A sample of fifty employees working in private organizations in
Delhi was selected randomly for the study. The data was interpreted with the help of mean, standard deviation and ‘t’ test. The result of the study showed that there was significant difference between job satisfaction before and after training programmes. Employees have high degree of job satisfaction after training.
A Comparison of customer satisfaction between hyper stores and convenience St...
This study compares customer satisfaction levels between hyper stores and convenience stores in India. A survey was administered to 100 customers who shop at these stores. Results found that customers reported higher satisfaction levels at hyper stores, which offer a wide range of products under one roof, compared to convenience stores, which are smaller and offer limited products. Statistical analysis showed a significant difference in satisfaction levels between the two store types, with hyper stores performing better. The study concludes that customers are generally more satisfied with the service quality provided at hyper stores in India.
Role of stress management courses: A case study of banking sector employees
There is high degree of occupational stress amongst the bank employees because of long working hours, role conflict and political pressure. The study aimed to see the impact of stress management courses on banking sector employees. A sample of 120 employees working in private sector banks in South-West Delhi was selected for study. Out of 120 respondents 60 were selected for experimental group and rest 60 were selected for control group. Scale developed by Shivastava and Singh (1981) was used to measure occupational stress. The data was interpreted with the help of mean, standard deviation and ‘t’ test.
Getting deep insight of service quality models
Customer satisfaction is the only way to remain in business for the entrepreneurs. Service quality is the weapon in the hands of businessman by which they can retain the customers. Service quality is a crucial factor for the success of the business firm; if the service provider is rightly aware about the different dimensions of the service quality then it is easy to make the customers satisfied. The present paper makes
an attempt to discuss the various service quality models with reference to pertinent literature.
Impact of Gender on Customer Satisfaction for Service Quality: A Case Study o...
This study examines the impact of gender on customer satisfaction levels for service quality in hyper stores. A survey was conducted of 70 customers (30 male and 40 female) who shop at hyper stores in South Delhi. The Retail Service Quality Scale was used to measure customer perceptions across 5 dimensions of service quality. Statistical analysis found no significant difference between male and female customers' satisfaction levels across the service quality dimensions. Therefore, the study concludes that gender does not impact customer satisfaction for service quality in hyper stores.
Discovering service quality in retail grocery stores: A case study of Delhi
Purpose of the research: With the given backdrop it was decided to inquire about the service quality offered in organized retail grocery stores. The customers who visit the grocery stores with so much expectation; are they really satisfied with the service quality delivered tothem. This paper is an attempt to compare the service quality offered in different organized retail grocery stores. Research Methodology: Primary data has been collected by a sample survey of customers shopping at various grocery stores located at Delhi using convenient sampling technique. A sample of 300
respondents was approached. These respondents are from different categories of organized retail stores as Hypermarket, Supermarket and Convenience Stores. For the purpose of collecting the required data, the questionnaire method was used. A standardized questionnaire was used to solicit information on customers. To collect the primary data Retail Service Quality Scale (RSQS) developed by Dabohlkeret.
al. (1996) was used. The Retail Service Quality Scale have “Physical Aspects”, “Reliability”, “Personal Interaction”, “Problem-Solving” and “Policy Making” as five different dimensions to measure service
quality offered by retail stores. Data was interpreted by applying two ways ANOVA. Implications: The research will be helpful to gain an understanding of the whole scenario of service quality offered. It will also provide an insight to find the gap between the satisfaction levels of the customers with respect to different types of stores due to service quality.
Understanding customer choice for selecting an apparel store
Apparel industry is the second largest retail category (after food and groceries), in India. It is one of the shining segments of our economy. This sector is the largest source of industrial employment in India. On the basis of random convenient sampling, the survey was conducted in the month of August 2015. A sample of 200 respondents was considered and study was conducted amongst the adults in Delhi and NCR. The sample was administered in person. A self-structured questionnaire was used to collect the data. The results clearly indicate that exchange policy, location, variety and reputation plays important role for selecting a store.
Experiencing work-related stress
There has been lot of debate on the reasons of stress experienced in organizations; consequently it has been realized that stress at workplace brings damages in terms of health of employees, work accidents, poor productivity and staff turnover. Now a days workrelated stress is an area of major concern and research in the behavioral sciences. Work- relates can be linked to physical and psychological health problems among people. The present study is an attempt to find out the difference in work-stressors among the workforces of BPO sector and Educational Institutes. The data was gathered from Delhi, Noida, Gurgaon and Ghaziabad. A sample of 400 respondents was considered for study. Only 375 respondents returned the filled form. Random convenient sampling technique was used to collect the data. Work-stressors scale identified by Cooper (1986) was used to measure work-related stressors and the results revealed that there is no significant difference among the workforces of both sector on the basis of work related stressors.
Views on different facets of women empowerment
The document discusses women's empowerment and analyzes views on different facets of empowerment through a survey of 240 women professionals. It finds that there are significant differences in understanding different facets of empowerment, such as economic, political, health, and educational empowerment. There are also differences found between women from different cities in their understanding of empowerment. Empowering women is identified as key to reducing poverty and advancing a nation's economic development.
Impact of emotional intelligence on employee engagement
1) The document examines the relationship between emotional intelligence and employee engagement. It analyzes data from a sample of 60 employees using Yule's coefficient of association to determine the level of association.
2) The results showed a highly negative association between high emotional intelligence and low employee engagement. Employees with high emotional intelligence had high engagement at work.
3) The study concluded that people with high emotional intelligence exhibit high engagement at the workplace as they are better able to manage their emotions, develop interpersonal relationships, and align themselves with organizational goals - all of which contribute to engagement. High emotional intelligence is beneficial for employee engagement and organizational success.
Understanding the youth for embracing rural entrepreneurship as a career
This document discusses rural entrepreneurship and its importance for economic development. It presents results from a study of 240 students (120 male, 120 female) exploring their views on rural entrepreneurship as a career. The key findings are:
1) There was no significant difference between urban and rural male students in their preference for rural entrepreneurship as a career.
2) There was a significant difference between urban and rural female students, with rural females less likely to view rural entrepreneurship as a career choice.
3) Rural entrepreneurship can contribute to economic development through job creation, increased income, balanced regional growth, and utilizing local resources.
Green accounting and practices
Green accounting is one of the crucial areas in today’s corporate social responsibility. Companies are incorporating the concept of environmental element in their business operations. Green accounting will help the organizations to identify the resource utilization and the incurred cost. This method records cost and benefits rendered by the ecosystem to a business concern. The present research paper
concentrates on understanding the concept of green accounting.50 companies were selected for the study from Delhi, Faridabad, Ghaziabad and Gurgaon. Fifteen aspects related to green accounting were considered in scale for data collection. The results disclosed that there is significant difference between manufacturing and non- manufacturing companies in terms of green accounting practices.
A conceptual study of social entrepreneurship
This document summarizes a research article on social entrepreneurship. It defines social entrepreneurship as entrepreneurial activity with an embedded social purpose, focusing on addressing societal problems and creating social value rather than profit. The document discusses how social entrepreneurship differs from corporate social responsibility by existing to directly help those in need. It also examines some of the ethics around social entrepreneurship, how it can be practiced by for-profit organizations, and the importance of developing young social entrepreneurs to solve social issues.
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A Comparison of Emotional Intelligence between Government and Private Sector ...
A Comparison of Emotional Intelligence between Government and Private Sector ...
Workforce diversity- A perspective of employees and students
Workforce diversity- A perspective of employees and students
Comparing customer satisfaction in hyper stores in different parts of Delhi
Comparing customer satisfaction in hyper stores in different parts of Delhi
A Comparison of customer satisfaction between hyper stores and convenience St...
A Comparison of customer satisfaction between hyper stores and convenience St...
Role of stress management courses: A case study of banking sector employees
Role of stress management courses: A case study of banking sector employees
Impact of Gender on Customer Satisfaction for Service Quality: A Case Study o...
Impact of Gender on Customer Satisfaction for Service Quality: A Case Study o...
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Mastering Local SEO for Service Businesses in the AI Era"" is tailored specifically for local service providers like plumbers, dentists, and others seeking to dominate their local search landscape. This session delves into leveraging AI advancements to enhance your online visibility and search rankings through the Content Factory model, designed for creating high-impact, SEO-driven content. Discover the Dollar-a-Day advertising strategy, a cost-effective approach to boost your local SEO efforts and attract more customers with minimal investment. Gain practical insights on optimizing your online presence to meet the specific needs of local service seekers, ensuring your business not only appears but stands out in local searches. This concise, action-oriented workshop is your roadmap to navigating the complexities of digital marketing in the AI age, driving more leads, conversions, and ultimately, success for your local service business.
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Myself Gokila digital marketing consultant located in Coimbatore other various types of digital marketing services such as SEM
SEO SMO SMM CAMPAIGNS content writing web design for all your business needs with affordable cost
Digital Marketing Services | Techvolt Software :
Digital Marketing is a latest method of Marketing techniques widely used across the Globe. Digital Marketing is an online marketing technique and methods used for all products and services through Search Engine and Social media advertisements. Previously the marketing techniques were used without using the internet via direct and indirect marketing strategies such as advertising through Telemarketing,Newspapers,Televisions,Posters etc.
List of Services offered in Digital Marketing |Techvolt Software :
Techvolt Software offers best Digital Marketing services for promoting your products and services through online platform on the below methods of Digital marketing
1. Search Engine Optimization (SEO)
2. Search Engine Marketing (SEM)
3. Social Media Optimization (SMO)
4. Social Media Marketing (SMM)
5. Campaigns
Importance | Need of Digital Marketing (Online Promotions) :
1. Quick Promotions through Online
2. Generation of More leads and Business Enquiries via Search Engine and Social Media Platform
3. Latest Technology development vs Business promotions
4. Creation of Social Branding
5. Promotion with less investment
Benefits Digital Marketing Services at Techvolt software :
1. Services offered with Affordable cost
2. Free Content writing
3. Free Dynamic Website design*
4. Best combo offers on website Hosting,design along with digital marketing services
5. Assured Lead Generation through Search Engine and Social Media
6. Online Maintenance Support
Free Website + Digital Marketing Services
Techvolt Software offers Free website design for all customer and clients who is availing the digital marketing services for a minimum period of 6 months.
With Regards
Gokila digital marketer
Coimbatore
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#SEO #DigitalMarketing #BusinessGrowth #OnlineVisibility #SEOChallenges #BostonSEO
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Myself Janani Digital marketing consultant located in coimbatore I offer all kinds of digital marketing services for your business requirements such as SEO SMO SMM SMO CAMPAIGNS content writing web design for all your business needs with affordable cost
Digital Marketing Services | Techvolt Software :
Digital Marketing is a latest method of Marketing techniques widely used across the Globe. Digital Marketing is an online marketing technique and methods used for all products and services through Search Engine and Social media advertisements. Previously the marketing techniques were used without using the internet via direct and indirect marketing strategies such as advertising through Telemarketing,Newspapers,Televisions,Posters etc.
List of Services offered in Digital Marketing |Techvolt Software :
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2. Search Engine Marketing (SEM)
3. Social Media Optimization (SMO)
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1. Quick Promotions through Online
2. Generation of More leads and Business Enquiries via Search Engine and Social Media Platform
3. Latest Technology development vs Business promotions
4. Creation of Social Branding
5. Promotion with less investment
Benefits Digital Marketing Services at Techvolt software :
1. Services offered with Affordable cost
2. Free Content writing
3. Free Dynamic Website design*
4. Best combo offers on website Hosting,design along with digital marketing services
5. Assured Lead Generation through Search Engine and Social Media
6. Online Maintenance Support
Free Website + Digital Marketing Services
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Janani Digital Marketer
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A study of job satisfaction in relation to employee engagement
- 1. ~ 303 ~ ISSN Print: 2394-7500 ISSN Online: 2394-5869 Impact Factor: 5.2 IJAR 2015; 1(9): 303-304 www.allresearchjournal.com Received: 28-06-2015 Accepted: 30-07-2015 Dr. Shavita Deshwal Assistant Professor, MSI Correspondence Dr. Shavita Deshwal Assistant Professor, MSI A study of job satisfaction in relation to employee engagement Shavita Deshwal Abstract The objective of the study was to measure the relationship between the job satisfaction and employee engagement. For this purpose the investigator selected 80 employees working in hospitality sector from Gurgaon and Ghaziabad region. Employee engagement scale given by Alfas et al. was used. The collected data were processed by applying ‘r’ test. It was used to find out the relationship between job satisfaction and employee engagement. The result of the study reveals that there was positive relationship between job satisfaction and employee engagement. Keywords: Job satisfaction, employee engagement, hospitality sector. Introduction Employee Engagement Engaged workforce is the main element for the remarkable benefit to any organization. Employee engagement is not a lip-service. It is committed heart and action-oriented service from top management. It is said a company that unlocks the secrets of employee engagement is promised profits beyond its wildest dreams. Employee engagement means how happy employees are with their respective jobs, working environment and how efficient their performance levels are? Managing high morale among employees can be of noteworthy advantage to any organization, as keenly engaged workers are more productive and stay loyal to the company. Organizations with high employee engagement levels are more productive and more profitable than those organizations with low levels of employee engagement. In 2001, N.P. Rothbard’s definition described engagement as a psychological presence with two key mechanisms, attention and absorption. Attention is “cognitive ability and the amount of time one spends thinking about a role” and absorption is “being engrossed in a role and refers to the intensity of one’s focus on a role.” (Saks, 2006) [6] Robinson et al. (2004) conceptualized EE as “a positive employee attitude towards the organization and its values” and described it as a two-way relationship between employer and employees, involving an awareness of the business context.” Alfes et al. (2010) defined engagement as “being positively present during the performance of work by willingly contributing intellectual effort, experiencing positive emotions and meaningful connections to others.” Objectives of the Study To study the relation of job satisfaction with the employee engagement. Sampling The sample of the study includes 80 employees working in hospitality sector in Gurgaon and Ghaziabad region. Statistical Tool and Techniques Used Factors of employee engagement suggested by Alfas et al. (2010) was used as tool to determine job satisfaction. For analysis and interpretation of the data the investigator used Pearson’s coefficient of correlation in order to find out the relationship between job satisfaction and employee engagement. International Journal of Applied Research 2015; 1(9): 303-304
- 2. ~ 304 ~ International Journal of Applied Research Analysis and Interpretations Table 1: Relationship between Job satisfaction and employee engagement Variables R Significance Job Satisfaction /intellectual effort 0.45 Significant Job Satisfaction/positive emotions 0.50 Significant Job Satisfaction/meaningful connections to others 0.64 Significant *at 0.05 level It can be observed from the table 1 that the obtained value of r for Job satisfaction and effort is 0.45 which exceeds the critical value of ‘r’ at 0.05 level of significance. Therefore the relationship between job satisfaction and intellectual effort is significant. The value of ‘r’ for Job Satisfaction and positive emotions is .50 which exceeds the critical value of ‘r’ at 0.05 level of significance. Therefore the relationship between job satisfaction and positive emotions is significant. The obtained value of ‘r’ for Job Satisfaction and meaningful connections to others is 0.64 which exceeds the critical value of ‘r’ at 0.05 level of significance. Therefore the relationship between job satisfaction and meaningful connections to others is significant. Conclusion The different parameters involved in employee engagement are positively related with job satisfaction. The concept of employee engagement should not be regarded just another HR strategy. Employee’s engagement is a long term process and linked to core region of the business like values, culture and managerial philosophy. Effective Communication, continuous improvement, Training to employees, Offer development and advancement, providing resources are some others means which are expedient for employee engagement. References 1. Richman A. Everyone wants an engaged workforce how can you create it? Workspan 2006; 49:36-39. 2. Shaw K. An engagement strategy process for communicators, Strategic Communication Management 2005; 9(3):26-29. 3. Truss C, Soane E, Edwards C, Wisdom K, Croll A, Burnett J. Working Life: Employee Attitudes and Engagement 2006. London, CIPD, 2006. 4. Lucey Bateman JN, Hines P. Why major lean transitions have not been sustained. Management Services 2005; 49(2):9-14. 5. Fleming JH, Coffman C, Harter JK. Manage your human Sigma. Harvard Business Review 2005; 83(7):106-115 6. Saks AM. Antecedents and consequences of employee engagement, Journal of Managerial Psychology. 2006; 21(6):600-619. 7. Kanungo RN. Measurement of job and work involvement, journal of Applied Psychology. 1982; 67:341-349.