Research results of the Institute "Work and Qualification" of the University of Duisburg Essen from 2011 came to the conclusion that employee satisfaction in Germany is continuously declining in the long run. We are also in fifth last place in a European comparison. This finding could become a serious problem in German companies. After all, which entrepreneur today is not familiar with the emerging problem of the "war for talents"? Shouldn't one assume that companies do the best they can to ensure that their employees are satisfied and enjoy working for their company? Aren't these companies afraid of losing their top employees to the competition?
"Only satisfied employees are good employees." This statement is often heard, but is it sufficiently implemented? If you look at the study results of the University of Duisburg-Essen, you have to doubt it. Employee satisfaction has not increased but decreased in the last few years and this should lead some companies to rethink - at least one would think so. Employee satisfaction is becoming an increasingly important topic - not only for the companies themselves, but also for the employees. When employees notice how much is done for their satisfaction and well-being in other companies, they start to think, which in the worst case could lead to their quitting their current jobs. That is why, in this context, employee retention is an issue that companies can no longer suppress. It is becoming increasingly important for companies to retain their "high professionals" who have a broad range of knowledge and skills in order to keep this knowledge within the company.
The current Gallup study on the commitment of German employees came to a shocking conclusion in this regard: in 2012, only 15% of the employees surveyed in Germany had a high level of employee commitment. 61% felt only a low level of emotional commitment to their company and the remaining 24% had no emotional commitment at all. More and more companies are therefore implementing measures to increase job satisfaction and thus increase the loyalty of their employees.
Inhaltsverzeichnis (Table of Contents)
- 1. Introduction and objectives
- 2. Employee satisfaction
- 2.1 Definitions of employee satisfaction
- 2.2 Theories related to employee satisfaction
- 2.2.1 The two-factor theory according to Herzberg
- 2.2.2 The concept of motivation potential according to Hackman and Oldham (job characteristics model)
- 2.2.3 The Bruggemann model
- 2.3 Factors that can influence employee satisfaction
- 2.3.1 Working atmosphere
- 2.3.2 Pay
- 2.3.3 Attractiveness of work activity
- 2.3.4 Working time regulations
- 2.3.5 Employee Management & Operational Communication
- 2.4 Impact of employee satisfaction on the company
- 2.4.1 Organizational Citizenship Behavior (OCB) and Employee Satisfaction
- 2.4.2 Performance
- 2.4.3 Absenteeism and fluctuation
- 2.5 Impact of employee satisfaction on the person
- 2.5.1 Job satisfaction and life satisfaction
- 2.5.2 Personality development
- 2.6 Consequences of a lack of employee satisfaction
- 2.6.1 Internal termination
- 2.6.2 Consequences for the company
- 3. Employee retention
- 3.1 The importance of employee retention for the employee
- 3.2 The importance of employee retention for the company
- 3.3 Organizational commitment a more precise definition
- 3.4 Examples of measures to promote employee retention
- 3.4.1 Staff development
- 3.4.2 Market-driven payment
- 3.4.3 Work & Life Balance
- 3.4.4 Company pension scheme
- 4. The relationship between employee satisfaction and employee retention
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This work aims to explore the multifaceted relationship between employee satisfaction and employee retention. It investigates the theoretical underpinnings of employee satisfaction, key influencing factors, and the impact on both the individual employee and the organization. The study also examines strategies for improving employee retention.
- Defining and understanding employee satisfaction
- Exploring theoretical models of employee satisfaction and motivation
- Identifying factors influencing employee satisfaction (e.g., work environment, compensation, management practices)
- Analyzing the impact of employee satisfaction on organizational outcomes (e.g., performance, absenteeism, turnover)
- Examining strategies for enhancing employee retention.
Zusammenfassung der Kapitel (Chapter Summaries)
1. Introduction and objectives: This introductory chapter sets the stage for the entire work, outlining its objectives and providing a brief overview of the key themes that will be explored in subsequent chapters. It likely establishes the importance of understanding employee satisfaction and retention within an organizational context and highlights the gap in knowledge or the specific problem the study addresses. The chapter sets the framework for the research and methodology that will be used throughout the work.
2. Employee satisfaction: This chapter delves into the concept of employee satisfaction, beginning with various definitions and exploring several prominent theoretical models, including Herzberg's two-factor theory and Hackman and Oldham's job characteristics model. It then examines factors influencing employee satisfaction, such as work atmosphere, compensation, job characteristics, and management practices. The chapter analyzes the impact of employee satisfaction on the organization, considering its influence on organizational citizenship behavior, performance, absenteeism, and employee turnover. Furthermore, it investigates the impact of job satisfaction on individual well-being and personal development, exploring the relationship between job satisfaction and life satisfaction, along with implications for personal growth. Finally, it discusses the consequences of low employee satisfaction, both for the individual employee and the organization.
3. Employee retention: This chapter focuses on the importance of employee retention for both the individual and the organization. It moves beyond simple definitions to explore organizational commitment as a deeper concept. The chapter then examines various strategies organizations can implement to foster retention, such as staff development programs, competitive compensation, work-life balance initiatives, and company pension schemes. Each measure is likely explored in detail to understand its effectiveness and potential drawbacks.
4. The relationship between employee satisfaction and employee retention: This chapter serves as a synthesis of the previous chapters, exploring the direct link between employee satisfaction and employee retention. It likely analyzes the extent to which employee satisfaction predicts retention and explores potential mediating factors influencing this relationship. The chapter could include discussions about how organizational strategies targeting satisfaction can lead to increased retention and the overall importance of fostering a positive work environment.
Schlüsselwörter (Keywords)
Employee satisfaction, employee retention, organizational citizenship behavior, job characteristics model, Herzberg's two-factor theory, motivation, compensation, work-life balance, staff development, organizational commitment, performance, absenteeism, turnover.
Frequently Asked Questions: A Comprehensive Language Preview on Employee Satisfaction and Retention
What is the main topic of this text?
This text provides a comprehensive overview of employee satisfaction and retention, exploring their theoretical underpinnings, influencing factors, and mutual relationship. It examines the impact on both the individual employee and the organization, and proposes strategies for improvement.
What are the key themes explored in the text?
The key themes include defining and understanding employee satisfaction, exploring relevant theoretical models (such as Herzberg's two-factor theory and Hackman and Oldham's job characteristics model), identifying factors influencing satisfaction (work environment, compensation, management), analyzing the impact of satisfaction on organizational outcomes (performance, absenteeism, turnover), and examining strategies for enhancing employee retention.
What theoretical models of employee satisfaction are discussed?
The text discusses Herzberg's two-factor theory and Hackman and Oldham's job characteristics model (also known as the job characteristics model) as prominent theoretical frameworks for understanding employee satisfaction and motivation.
What factors influence employee satisfaction?
Several factors influencing employee satisfaction are analyzed, including working atmosphere, pay, attractiveness of work activity, working time regulations, and employee management & operational communication.
How does employee satisfaction impact the company?
Employee satisfaction impacts the company through its influence on organizational citizenship behavior (OCB), performance levels, absenteeism, and employee turnover. Higher satisfaction generally leads to improved performance and reduced turnover.
How does employee satisfaction impact the individual employee?
Employee satisfaction influences individual well-being, impacting job satisfaction and overall life satisfaction, and contributing to personality development.
What are the consequences of a lack of employee satisfaction?
A lack of employee satisfaction can result in internal termination (employees leaving the company) and negative consequences for the company, such as decreased productivity, higher turnover costs, and a damaged company reputation.
Why is employee retention important?
Employee retention is crucial for both the individual employee (career stability, skill development) and the organization (reduced recruitment costs, maintained expertise, improved productivity). The text highlights the significance of organizational commitment in achieving long-term retention.
What strategies can improve employee retention?
Strategies to enhance employee retention include staff development, market-driven payment, work-life balance initiatives, and company pension schemes.
What is the relationship between employee satisfaction and employee retention?
The text explores the direct correlation between employee satisfaction and retention, suggesting that higher satisfaction often predicts increased retention. It likely examines mediating factors influencing this relationship and demonstrates how organizational strategies aimed at improving satisfaction can lead to better retention.
What are the keywords associated with this text?
Key words include: Employee satisfaction, employee retention, organizational citizenship behavior, job characteristics model, Herzberg's two-factor theory, motivation, compensation, work-life balance, staff development, organizational commitment, performance, absenteeism, and turnover.
What is included in the Table of Contents?
The table of contents covers an introduction and objectives, a detailed section on employee satisfaction (including definitions, theories, influencing factors, and impacts), a section on employee retention (importance and strategies), and a concluding section on the relationship between employee satisfaction and employee retention.
- Citation du texte
- Isolde Menig (Auteur), 2013, The Connection Between Employee Satisfaction and Employee Retention, Munich, GRIN Verlag, https://www.grin.com/document/1160481
