Level & Factors of Job Satisfaction and Banking Sector. Case Study on a Greek Bank.
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This document summarizes the results of a study on job satisfaction levels among employees at a Greek bank. A questionnaire was administered to 153 bank employees to measure their overall job satisfaction as well as satisfaction across eight job dimensions and 35 specific factors. In general, employees reported medium to high levels of overall and facet satisfaction. The factors with the highest satisfaction levels related to identity, moral values, benefits, collaboration with coworkers, and personal relationships. The factors with the lowest satisfaction levels related to paperwork, amount of work, perceptions of coworkers' abilities, opportunities for promotion, and the bank's promotion policies.
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Stephen P. Robbins
—San Diego State University
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Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this
textbook appear on the appropriate page within text.
Copyright © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as
Prentice Hall . All rights reserved. Manufactured in the United States of America. This publication is
protected by Copyright, and permission should be obtained from the publisher prior to any prohibited
reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic,
mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this
work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake
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Many of the designations by manufacturers and sellers to distinguish their products are claimed as
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mark claim, the designations have been printed in initial caps or all caps.
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Concepts, Controversies, Applications
This page intentionally left blank
Nancy Langton
University of British Columbia
Stephen P. Robbins
San Diego State University
Timothy A. Judge
University of Notre Dame
With contributions by
Katherine Breward, Ph.D.
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Robbins, Stephen P., 1943-, author Organizational behaviour : concepts, controversies, applications /
Nancy Langton (University of British Columbia), Stephen P. Robbins (San Diego State University), Timothy
A. Judge (University of Notre Dame) ; with contributions by Katherine Breward, Ph.D. (University of
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Includes bibliographical references and index.
ISBN 978-0-13-359178-1 (bound)
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textbook appear on the appropriate page within text.
Copyright © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as
Prentice Hall . All rights reserved. Manufactured in the United States of America. This publication is
protected by Copyright, and permission should be obtained from the publisher prior to any prohibited
reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic,
mechanical, photocopying, recording, or likewise. To obtain permission(s) to use material from this
work, please submit a written request to Pearson Education, Inc., Permissions Department, One Lake
Street, Upper Saddle River, New Jersey 07458, or you may fax your request to 201-236-3290.
Many of the designations by manufacturers and sellers to distinguish their products are claimed as
trademarks. Where those designations appear in this book, and the publisher was aware of a trade-
mark claim, the designations have been printed in initial caps or all caps.
Library of Congress Cataloging-in-Publication Data
Robbins, Stephen P.
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p. cm.
Includes indexes.
ISBN-13: 978-0-13-283487-2
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This page intentionally left blank
Organizational
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Credits and acknowledgments borrowed from other sources and reproduced, with permission, in this
textbook appear on the appropriate page within text.
Copyright © 2013, 2011, 2009, 2007, 2005 by Pearson Education, Inc., publishing as
Prentice Hall . All rights reserved. Manufactured in the United States of America. This publication is
protected by Copyright, and permission should be obtained from the publisher prior to any prohibited
reproduction, storage in a retrieval system, or transmission in any form or by any means, electronic,
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trademarks. Where those designations appear in this book, and the publisher was aware of a trade-
mark claim, the designations have been printed in initial caps or all caps.
Library of Congress Cataloging-in-Publication Data
Robbins, Stephen P.
Organizational behavior / Stephen P. Robbins, Timothy A. Judge. — 15th ed.
p. cm.
Includes indexes.
ISBN-13: 978-0-13-283487-2
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Organizational behaviour intro
Organizational behavior is the study of how individuals, groups, and structures influence behavior within organizations to improve effectiveness. It examines inputs like individual traits and organizational characteristics that impact processes and outputs such as performance, attitudes, and productivity. Common topics include personality traits, attitudes, emotions, decision-making, motivation, and perception. Understanding these factors can help organizations create environments where employees are engaged and productive.
How Quick Are We to Judge? A Case Study of Trust and Web Site Design
- The document summarizes research on how quickly and subconsciously people form judgments of trust from website designs. Two experiments showed that over half of participants consistently rated website trust in a similar way after very brief (50ms) and slightly longer (1000ms) exposures, indicating trust can be processed pre-attentively.
- Factors like color, layout, images and other design elements may impact initial implicit trust judgments rapidly, before conscious consideration. The findings suggest website designs should be optimized to build trust from first impressions at an automatic, subconscious level.
The Leadership Challenge Forum 2015: Vision & Values - Dan Schwab and Evans K...
The Leadership Challenge Forum 2015: Vision & Values - Dan Schwab and Evans K...Integris Performance Advisors
The identification of personal values and the development of personal visioning skills are always highlights of The Leadership Challenge Workshop. However, as articulating organizational values and vision are fundamental to building a robust and healthy culture, a gap often exists in making explicit links between individual and group understanding of these fundamental concepts. In this interactive session, we will demonstrate how to better connect personal fluency to a coherent set of organizational values and vision. We will share examples from the field as well as practical tools to put these links into action in any organization.
Dan Schwab began working with authors Jim Kouzes and Barry Posner in the early days of The Leadership Challenge® Workshop and is now a Certified Master. An accomplished leadership trainer and coach, Dan has led organizational improvement efforts with myriad clients from the corporate and non- profit sectors over the past 20 years.
Evans Kerrigan is an experienced facilitator and trainer with over 20 years working with leaders across a range of industries. He helps clients become Healthier Organizations by applying The Five Practices with individual leaders as well as working with those leaders to see how they can apply the model more broadly to their organizational culture. He is a Certified-Master-in-Training.The Leadership Challenge Forum 2015: Dan and Evans - Values and Vision
The identification of personal values and the development of personal visioning skills are always highlights of The Leadership Challenge Workshop. However, as articulating organizational values and vision are fundamental to building a robust and healthy culture, a gap often exists in making explicit links between individual and group understanding of these fundamental concepts. In this interactive session, we will demonstrate how to better connect personal fluency to a coherent set of organizational values and vision. We will share examples from the field as well as practical tools to put these links into action in any organization.
Dan Schwab began working with authors Jim Kouzes and Barry Posner in the early days of The Leadership Challenge® Workshop and is now a Certified Master. An accomplished leadership trainer and coach, Dan has led organizational improvement efforts with myriad clients from the corporate and non- profit sectors over the past 20 years.
Evans Kerrigan is an experienced facilitator and trainer with over 20 years working with leaders across a range of industries. He helps clients become Healthier Organizations by applying The Five Practices with individual leaders as well as working with those leaders to see how they can apply the model more broadly to their organizational culture. He is a Certified-Master-in-Training.
Capital Flows and Socially Responsible Investing in Sustainable Brands
Presentation on socially responsible business investment, topics including: research, trends, history, screening, and analysis.
Learn more about Sustainable Business & Design at: http://sustainablelifemedia.com
OD March 2013
This document provides an overview of organization development and organization design. It discusses definitions of key terms, the relationship between OD and HR, types of organizational structures, dimensions of organizational culture, change models, and case studies of OD in India and Hungary. The document is intended as an introduction for Toronto Training and HR's services in training, organization development, and human resources consulting.
How aesthetics / beauty and usability influence each other in web design
I've gone through a whole list of scientific papers to understand what science knows today about the influence aesthetics / beauty and usability have on each other. I then tried to turn those horrendously boring papers into something that resembles an entertaining format, cut it down to a 20 min presentation and presented it at IxDA Sydney in September 2014.
You might even learn something here - so please tread lightly ;-)
Developing Social Engagement Strategy
Rod Brooks is the Vice President and Chief Marketing Officer of PEMCO Insurance. He is also the Chairman of WOMMA (Word of Mouth Marketing Association) in 2011. The document discusses PEMCO's social media strategy and engagement over time, moving from a traditional approach to becoming fully engaged on social media. It outlines PEMCO's vision, social media mantra, and strategies to build advocacy and positive word of mouth by listening to customers and enabling two-way conversations.
Creating healthy organisations
Presented by: Graham Lowe, The Graham Lowe Group Inc
at OHSIG 2014, Thursday 11/9/14, NZI Room 5, 1.15pm
Understanding Responcible Leadership
Understanding Responcible Leadership: Role Identity and Motivational Drivers
A case of Nicola N. Pless
Organizational Behaviour Seventh Canadian Edition .docx
Organizational Behaviour
Seventh Canadian Edition
Concepts, Controversies, Applications
This page intentionally left blank
Nancy Langton
University of British Columbia
Stephen P. Robbins
San Diego State University
Timothy A. Judge
University of Notre Dame
With contributions by
Katherine Breward, Ph.D.
University of Winnipeg
Toronto
Concepts, Controversies, Applications
Organizational Behaviour
Seventh Canadian Edition
Vice-President, CMPS: Gary Bennett
Editorial Director: Claudine O’Donnell
Acquisitions Editor: Carolin Sweig
Marketing Manager: Jessica Saso
Program Manager: Karen Townsend
Project Manager: Jessica Hellen
Manager of Content Development: Suzanne Schaan
Developmental Editor: Jennifer Murray
Media Editor: Keriann McGoogan
Media Developer: Kelli Cadet
Compositor: Cenveo® Publisher Services
Production Editor: Claudia Forgas
Permissions Project Manager: Joanne Tang
Photo Permissions Research: Steve Merland, Lumina Datamatics
Text Permissions Research: Jen Roach, PMG
Cover and Interior Designer: Alex Li
Cover Image: Jamie Farrant/Digital Vision Vectors/Getty Images
Credits and acknowledgments for material borrowed from other sources and reproduced, with permission,
in this textbook appear on the appropriate page within the text.
If you purchased this book outside the United States or Canada, you should be aware that it has been
imported without the approval of the publisher or the author.
Copyright © 2016, 2013, 2010, 2007, 2003, 2001, 1999 Pearson Canada Inc. All rights reserved. Manufactured
in the United States of America. This publication is protected by copyright and permission should be
obtained from the publisher prior to any prohibited reproduction, storage in a retrieval system, or trans-
mission in any form or by any means, electronic, mechanical, photocopying, recording, or likewise. To
obtain permission(s) to use material from this work, please submit a written request to Pearson Canada
Inc., Permissions Department, 26 Prince Andrew Place, Don Mills, Ontario, M3C 2T8, or fax your request to
416-447-3126, or submit a request to Permissions Requests at www.pearsoncanada.ca .
10 9 8 7 6 5 4 3 2 1 [CKV]
Library and Archives Canada Cataloguing in Publication
Robbins, Stephen P., 1943-, author Organizational behaviour : concepts, controversies, applications /
Nancy Langton (University of British Columbia), Stephen P. Robbins (San Diego State University), Timothy
A. Judge (University of Notre Dame) ; with contributions by Katherine Breward, Ph.D. (University of
Winnipeg). – Seventh Canadian edition.
Includes bibliographical references and index.
ISBN 978-0-13-359178-1 (bound)
1. Organizational behavior—Textbooks. 2. Management—Textbooks. I. Langton, Nancy, author II. Judge,
Tim, author III. Breward, Katherine, author IV. Title.
HD58.7.R62 2015 658 C2014-907198-1
ISBN 978-0-13-359178 ...
Green Training in a Blue Economy: The Role of Training in Corporate Sustainab...
The training function has been a key player in many of the green initiatives that have sprouted up in recent years. But with the lingering economic doldrums, many organizations are sharpening their focus on the bottom line. Will the “new normal” undercut the drive for a green future? In this session, we’ll look at a number of examples of sustainability initiatives in a variety of organizations and the role of training in supporting them. Finally, we’ll share ideas for training organizations that want to lead by example with environmentally friendly training practices.
Julie Ogilvie, Vice President, Corporate Marketing, SkillSoft
Social responsibility
This document discusses topics related to social responsibility and ethics, including:
- Definitions of social responsibility and how views have evolved from prioritizing profits to also considering societal impacts
- Arguments for and against organizations being socially involved
- Factors that influence ethical behavior, such as moral development stages, personal values, and organizational culture
- Ways organizations can encourage ethical behavior, like using codes of ethics, leadership, and protective mechanisms
- Current social responsibility and ethics issues organizations face, including managing lapses and promoting positive change.
Marketing
This document discusses the consumer lifecycle and consumer behavior. It covers the stages in a consumer's life from young to middle aged to older. It examines how their needs, wants and purchasing behaviors change throughout these stages based on factors like marital status, presence of children, income level and retirement. Market segmentation is discussed as defining consumer groups based on these lifecycle factors. The document concludes with examples of targeting and positioning strategies for different consumer segments.
Judith Ish-Horowicz
Judith presents at GWT's International Conference 2022. The webinar looks at professional development; the intergenerational pathway building on from good practice.
Similar to Level & Factors of Job Satisfaction and Banking Sector. Case Study on a Greek Bank. (20)
Older workers and generational differences May 2013
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How Quick Are We to Judge? A Case Study of Trust and Web Site Design
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The Leadership Challenge Forum 2015: Vision & Values - Dan Schwab and Evans K...
The Leadership Challenge Forum 2015: Vision & Values - Dan Schwab and Evans K...
The Leadership Challenge Forum 2015: Dan and Evans - Values and Vision
The Leadership Challenge Forum 2015: Dan and Evans - Values and Vision
Capital Flows and Socially Responsible Investing in Sustainable Brands
Capital Flows and Socially Responsible Investing in Sustainable Brands
How aesthetics / beauty and usability influence each other in web design
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一比一原版(coventry毕业证书)考文垂大学毕业证如何办理
原版一模一样【微信：741003700 】【(coventry毕业证书)考文垂大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(coventry毕业证书)考文垂大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Top 11 HR Trends for 2024 That Will Change Future of Work
As an HR, it is critical to keep yourself updated with the newer developments to make a smooth transition in the workplace. So, here is a list of top HR trends that will impact the workplace in 2024.
Why you need to recognize your employees? (15 reasons + tips)
Discover the top reasons for employee recognition. Learn practical tips for creating an effective recognition program that benefits employees, managers, and the entire organization.
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一比一原版(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证如何办理
原版一模一样【微信：741003700 】【(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(ncsta毕业证书)美国北卡罗莱纳州立大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
Market Signals – Global Job Market Trends – May 2024 summarized!
How did the job market change in May 2024? Selected aspects: Europe (38 countries): +1.23% = 17 European countries saw an increase.
What do the other market signals tell us? Here’s a preview of what we have analyzed so far:
- gathered 18 270 data points
- received over 500 insights from Executives & HR Directors
- published 107 monthly reports, 870 daily updates & 13 special reports
- tracked 80 countries around the world for 48 months!
Check out our post summarizing the changes across 80 countries worldwide for May 2024! It also includes tips for employers and employees – covering e.g. CV for ATS: https://blog.careerangels.eu/market-signals-global-job-market-trends-may-2024-summarized/
#Markets #Jobs #Europe #CareerAngels
Team Building Activities for Introverts.pdf
Plan events that cater to all personality types! Activities that allow for quieter interaction and personal space can create a more inclusive and supportive atmosphere for all team members and help introverts feel more valued and understood.
Check out our blog for the full list 👉 https://share.withconfetti.com/4aV7kEz
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Why you need to recognize your employees? (15 reasons + tips)
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Market Signals – Global Job Market Trends – May 2024 summarized!
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Level & Factors of Job Satisfaction and Banking Sector. Case Study on a Greek Bank.
- 1. LEVEL & FACTORS OF JOB SATISFACTION AND BANKING SECTOR. CASE STUDY ON A GREEK BANK Main points from the research of my Master thesis Vidalis Constantinos Vidalis Constantinos
- 2. RESEARCH QUESTIONS Vidalis Constantinos What are the overall level of job satisfaction and the level that results from the evaluation of the satisfaction’s determinants. What are the satisfaction levels of these determinants of each factor that compose them?
- 3. QUESTIONNAIRE Vidalis Constantinos First Part • «Affective» Satisfaction • Overall Satisfaction • A. Agho et al., 1992 Second Part • «Cognitive» Satisfaction • Facet Satisfaction • 8 Dimensions/ 35 Factors
- 4. QUESTIONNAIRE Vidalis Constantinos •Autonomy •Variety •Guidance •Amount of Work •Paper Work •Identity Job Characteristics • Working Place Conditions • Security • Natural Environment • Logistics Working Conditions • Importance • Utilization of Personal Abilities • Recognition • Social Status • Moral Values Personal View of Job’s Significance • Our Collaboration • My Affection • Their Abilities • Their Status Coworkers
- 5. QUESTIONNAIRE Vidalis Constantinos • Personal Relationship • Management Approach • Abilities • Interest in the feelings of subordinates Supervisor • Feedback • Working Security • Rules • Goals Clearance The Bank as Organisation • Fair Salary in relation with - my personal effort - other Banks - my colleagues • Benefits • Benefits in relation with other Banks Wage & Benefits • Opportunities • Meritocracy • Bank’s Policy in relation with other Banks Promotion
- 6. THE SAMPLE Vidalis Constantinos Employees in National Bank of Greece • 153 Participants • Time Period 11/2015-02/2016
- 7. RESULTS Vidalis Constantinos 1------------2,33---------3,67 LOW MEDIUM HIGH 3.35 3.34 0 1 2 3 4 5 FACET SATISFACTION OVERALL SATISFACTION JOB SATISFACTION
- 8. RESULTS Vidalis Constantinos Low Satisfaction Medium Level Satisfaction High Satisfaction 15.70% 52.90% 31.40% 7.80% 62.10% 30.10% OVERALL SATISFACTION FACET SATISFACTION
- 9. RESULTS Vidalis Constantinos Job Characteristics Working Conditions Personal View of Job's Significance Wage &Benefits Coworkers Supervisor The Bank as Organisation Promotion 3.24 3.42 3.46 3.33 3.48 3.62 3.46 2.78
- 10. RESULTS Vidalis Constantinos Identity Moral Values Benefits Collaboration Affection Personal Relationship Abilities Working Security 69.9% 64.1% 66.0% 62.7% 71.9% 60.1% 64.7% 84.3% Factors with the most “Satisfied” or “Very Satisfied” levels
- 11. RESULTS Vidalis Constantinos Paper Work Amount of WorkCoworkers' AbilitiesPromotion's OpportunitiesMeritocracy Promotion's Policy 37.9% 32.7% 34.0% 39.9% 42.5% 41.8% Factors with the most “Dissatisfied” or “Very Dissatisfied” levels