pisco_log
Employee Satisfaction
Submission deadline: 2024-06-30
Section Collection Editors

Section Collection Information

Dear Colleagues:

 

When an employee’s basic psychological needs are met, allowing them to excel at their job, employee satisfaction occurs. These basic psychological needs are negotiated via a company’s culture. A company’s culture is founded upon employees' relationships with their work environment, including their supervisor and colleagues. Employees will never reach their potential if they do not feel supported at work. When employees do not feel supported, they become disengaged at work. A company’s culture, therefore, has a huge impact on employee engagement.

 

Work environment factors include displaying concern for employees’ needs and feelings, offering positive feedback, encouraging employees to voice concerns, offering chances to develop new skills, allowing employees to solve work-related problems, receiving paid time off, flexible scheduling, educational benefits, wellness program, student loan repayment assistance, participating in volunteerism, employee assistance programs, and family assistance programs. The working environment makes up 53% of employee engagement.

 

Relationships with colleagues and supervisors are especially important and have a significant impact on employees feeling that work is meaningful. Employees need supportive and trusting interpersonal relationships with free-flowing, open communication. Supervisors must offer weekly check-ins, positive reinforcement, and the ability to fail without fearing consequences for employees. Employees must be routinely recognized for their efforts. Relationships account for 36% of employee engagement. Additionally, the company must have fair policies, procedures, structures, and systems for all employees. All of these factors result in an employee’s sense of workplace well-being. When the aforementioned basic psychological needs are not offered, the employee experiences this as a break in the psychological contract, which results in disengagement and low employee satisfaction.

 

 

If you have important information to share with the global community on this important topic, I hope that you will consider being a part of a new publication. I look forward to receiving your research articles and reviews in this area of study for inclusion in Human Resources Management and Services.

 

Dr. Stephanie Burns

Section editor

Keywords

Employee Satisfaction; Employee Engagement; Company Culture; Work Environment; Interpersonal Relationships; Diversity, Equity and Inclusion; Workplace Mistreatment; Basic Psychological Needs

Published Paper