Introduction To Measuring Job Satisfaction Business
Employee job satisfaction can be distinguished from its indicators; indicators in this case mean effects of job satisfaction towards employee's performance. According to Stephen P. Robbin, the effects of job satisfaction toward employee's performance are (Robbins, 1996, p. 182-183):
Satisfaction and productivity
A company that has more satisfied employees tends to become more effective compared to a company that has less satisfied employees.
Satisfaction and absenteeism
Employees that have a low job satisfaction level tend to have a high absenteeism level, even though it is not absolute.
Satisfaction and employee turnover
An employee who has a high level of job satisfaction tends to stay at the company because they have a high loyalty to the company.Measuring Job Satisfaction
There are two ways to measure job satisfaction that are normally used, they are (Robbins, 2005, p. 85):
Single global rating
It is a method by asking individuals to answer questions, the respondent will circle one number from 1-5.
This method distinguishes main components in a job and asks the employee about their feelings toward each component.
Factors used as an evaluation rating are:
Personal desirability, appropriate rewards, supportive co-workers, availability of working equipment, supportive management and company policies. These factors will be rated in normal scale numbers and then will be summed up to create a total score of job satisfaction.LoyaltyDefinition of Loyalty
In the past loyalty was measured by how long an employee stayed in the company, but nowadays loyalty is measured by commitment.
According to Malayu S.P Hasibuan employee loyalty is the willingness of an employee to maintain and protect the company, inside and outside the job from irresponsible people (Hasibuan, 2000, p. 94).
According to Indayati Utomo, loyalty is a sense of responsibility; it is not only responsibility but also the sense of belonging. If an employee follows and order from his boss, it means he gives an input to do the best for the company. In this case the employee is being proactive.
And according to Wignoyo Subroto, employee loyalty towards a company means the willingness of an employee to have a good relationship with the company; even if they should sacrifice their personal interest without expecting anything back from the company.
In conclusion, loyalty means the willingness of an employee to keep working and staying in the company and having commitment towards the company that the employee works for. Loyalty these days has been redefined as a commitment; it is how willingly the employee is committed to their job. Employees not only join the company physically but their mind, attention and their dedication are for the company.Loyalty Theory
If someone from a high position in the company resigns, it will increase the cost of recruitment, selection and training. It will also affect the company's efficiency because the company should find and prepare a new employee to fill the empty position. Therefore, it is very important for a company to keep their employees, especially the best employees that are willingly to give their best for the company. That is why a lot of companies need this type of employee, and it is easy for them to move from one company to another. The top rated employee can choose a company that gives them a higher salary and provide great working conditions. Therefore, the company should maintain their employees' loyalty to keep their employees committed to them.
Managers view their subordinate's loyalty if their subordinates:
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