Metrics to Consider When Developing a Job Satisfaction Questionnaire
Get to Know the Moderating Variables You Can Count On
Since the development of labour standards and the rise of the welfare state in the 2nd half of the 20th century, job satisfaction has become a crucial factor in performance related to employee retention.
Such an indicator as job satisfaction has a direct relation to overall job performance. This means that if employees are satisfied with wages and working conditions they perform better and are willing to improve the quality of their everyday work.
Job Satisfaction On Job Performance — The Variables
In the 21st century an ordinary employee is seen not simply as a labour union, but as a personality with complex behaviour and overview. Since employees can’t be treated as “tools to perform specific tasks” it is crucial for every business to stimulate its staff. When working conditions are poor and wages are low though employees may not recognize it, they may feel dissatisfaction with their working conditions.
Modern studies prove that an employee poses such a quality as autonomy. It means that she/he can make independent judgments and decisions, which may be related to current employment. If the employer is poorly informed regarding this and doesn’t care about the satisfaction of employees they may decide to perform worse than they can or even change the employer.
Normally, job satisfaction is a complex and multifaceted thing. Therefore, if you are intended to undertake a job satisfaction survey you should include multiple indicators in order to cover all the important questions. For example, you may divide the whole questionnaire into section topics, which may relate to wages satisfaction, working environment satisfaction, promotion satisfaction, and supervision satisfaction.
Now The Other Way Around: Job Performance On Job Satisfaction
- Rewards for good job performance
If the employer wants to improve employees retention and overall performance of an organization, things such as employee engagement, the personality of an employee, and psychological well-being. Besides the above-stated indicators, look at the following means of job satisfaction measuring. First to mention are wages and rewards for good performance. This is clearly visible and further explanations regarding this are unnecessary.
- The nature of the job
To find additional job features and indicators you should look at the very nature of the job and your employees’ performance. You may find specific factors that may be of great importance. However, you should not forget about the essence of a job: an employee sells to an employer time, knowledge, and skills in exchange for money.
- How important achievement is to the individual
You probably also would like to consider the importance of employees’ achievements. Employees appreciate if they are in the right place, their skills are needed, and their performance can make an impact.
- How important work is to the employee
One more time, in most cases the work is important to an employee. An employee would like to invest in her/his professional development. If work can impact employees’ working experience and boost their skills, they would probably enjoy doing this work. Nevertheless, you should not abandon competitive wages, monetary stimulus, sound working environment, and professional incentives.