Previous research has shown different ways how managers can influence job satisfaction of employees, mostly in form of external factors. We found that there is little research regarding organizational values and their influence on job satisfaction of employees. The purpose of this research was therefore to identify if there is a statistically significant influence on job satisfaction from organizational values. The article is based on a quantitative approach where we have performed a survey among employees in a selected sector. In the questionnaire we asked respondents to evaluate what kind of organizational values the organization they work for does promote, later we asked respondents to evaluate what influences their job satisfaction, and in the final part we have collected demographical data. The results show a weak, but still detectable, positive correlation between organizational values and job satisfaction of employees with regard to work itself. Additionally we have found a positive correlation between organizational value innovation and satisfaction with working conditions. There is an influence of organizational values on job satisfaction of employees with regard to job satisfaction with work itself. This indicated that employees feel the influence of promoted organizational values and that it does influence their job satisfaction.
COBISS.SI-ID: 2048368723
The importance of soft-skills that managers can use to promote job satisfaction of employees is well known. Previous research has shown several different ways how managers can influence job satisfaction of employees, mostly in the form of external factors. Very little research is available on internal factors. This led us to the following research question: How managers’ competencies influence job satisfaction of employees? We have performed a pencil-paper survey among employees in the hotel industry sector. The questionnaire asked respondents to evaluate the competencies of their supervisors; later, we asked respondents to evaluate what influences their job satisfaction, and, in the final part, we collected some demographical data. The results show a weak, but still detectable, positive correlation between the competencies of managers and job satisfaction of employees in the factor that we have labelled “work itself”. We have not found any correlation between the competencies of managers and job satisfaction of employees with regard to working conditions or possibilities of career development. The competency of managers has an influence on job satisfaction of employees with regard to work itself. Although correlations that we have found are weak, they do exist, and have to be taken into account when it comes to discussing job satisfaction of employees. Managers who understand this core competency and promote it onwards to their employees will influence the job satisfaction of employees through this competency.
COBISS.SI-ID: 2048310611