magistrsko delo
Viktorija Vida (Author), Simona Šarotar Žižek (Mentor), Borut Milfelner (Co-mentor)

Abstract

V vsaki organizaciji je pomembno, da so zaposleni zadovoljni in zavzeti. Pomembno je, da vodstvo investira v svoje zaposlene, saj brez njih niti organizacija ne deluje na dolgi rok. Zaposleni, ki so zadovoljni in zavzeti na svojih delovnih mestih, prispevajo k razvoju in večji učinkovitosti organizacije. V magistrski nalogi se pri teoretičnih osnovah posvetimo definiciji zadovoljstva in predstavimo dejavnike, ki vplivajo na povečanje zadovoljstva. Prikazali smo tudi načine krepitve zadovoljstva zaposlenih z oblikovanjem dela in opisali, kako lahko vodstvo in sodelavci povečajo zadovoljstvo v raznih organizacijah. Drugi del teoretičnega dela obsega definicijo zavzetosti zaposlenih ter opredelitev dejavnikov, ki pomagajo organizaciji izboljšati zavzetost. Veliko pozornosti smo namenili tudi načinu merjenja zavzetosti in krepitvi zavzetosti, ki se lahko poveča s pomočjo dobre medsebojne komunikacije ter s pravilnim vodenjem s strani vodstva. Anketna vprašalnika Siok in Gallupova metoda Q12 v empiričnem delu magistrskega dela služita za raziskovanje zadovoljstva in zavzetosti zaposlenih. Podatke, ki smo jih pridobili s pripravljenim vprašalnikom, ustrezno analiziramo in predstavimo. S statističnim programom SPSS navedemo konstrukte drugega reda ter povprečno vrednost za vsako trditev pri zadovoljstvu in zavzetosti zaposlenih. S pomočjo lestvice izračunamo delež zavzetih, nezavzetih in aktivno zavzetih zaposlenih. Obenem smo primerjali tudi stopnjo zavzetosti zaposlenih od leta 2011 do leta 2017 v Evropi in po svetu. V nadaljevanju smo postavili pet hipotez za ugotavljanje zadovoljstva in zavzetosti zaposlenih, ki smo jih nato sprejeli ali zavrnili. Ugotovili smo, da so zaposleni nezadovoljni s svojo plačo ter da je še veliko področij, ki so potrebna izboljšav, da lahko organizacija X uspešno posluje. Prav tako smo ugotovili, da obstaja povezanost med zadovoljstvom in zavzetostjo zaposlenih ter da v organizaciji X prevladujejo nezavzeti zaposleni. S preučitvijo podatkov, ki smo jo pridobili z analizo zaposlenih, smo organizaciji X podali rešitve in izboljšave. Prikazali smo, katere trditve prinašajo največjo zadovoljstvo in zavzetost v organizaciji in katera so tista področja v organizaciji, ki potrebujejo takojšnjo spremembo.

Keywords

zaposleni;zavzetost;zadovoljstvo;zadovoljstvo zaposlenih;motiviranje;merjenje;

Data

Language: Slovenian
Year of publishing:
Typology: 2.09 - Master's Thesis
Organization: UM EPF - Faculty of Economics and Business
Publisher: [V. Vida]
UDC: 331.101.3(043.2)
COBISS: 13355036 Link will open in a new window
Views: 1236
Downloads: 356
Average score: 0 (0 votes)
Metadata: JSON JSON-RDF JSON-LD TURTLE N-TRIPLES XML RDFA MICRODATA DC-XML DC-RDF RDF

Other data

Secondary language: English
Secondary title: Measurement of employee engagement and satisfaction in company X
Secondary abstract: Employee job satisfaction and engagement are of crucial importance in each organisation. Investing in employees is important and ensures the organization's long term success. Satisfied and engaged employees are contributing to the organisation’s development and higher efficiency. In the theoretical part of our Master's thesis we focus on the definition of the employee job satisfaction and present the factors, that help to increase the satisfaction level. We also introduced some methods of job design and enhancement, and described some ways of ensuring a higher level of employee satisfaction in different organisations. In the second part of the theoretical part we focused on the employee engagement and determination of the key factors, contributing to the increase of the employee engagement level. We shed light on the methods of measuring and enhancing job engagement, which can be increased by the management through good cross-communication and right leadership. In the empirical part of the Master’s thesis we introduced the Siok survey and Gallup Q12 method to measure employee job satisfaction and engagement. Data, gathered by means of a questionnaire, was analysed and presented. With the help of SPSS software, we defined the second order constructs and mean value for each statement at job satisfaction and engagement. We calculated the share of engaged, not engaged and actively disengaged employees by using a scale. We also compared the level of employee engagement in Europe and worldwide from 2011 to 2017. As a result, we formed five hypotheses which were then accepted or disproved. The results showed employees’ dissatisfaction with their salary and many areas, which need to be improved to ensure viability in an organisation. We also detected a connection between engagement and satisfaction of employees and furthermore, we discovered, that disengaged employees are prevailing in organisation X. Relating the research findings, we suggested solutions and improvements for the organisation X. We showed, which statements bring the highest level of satisfaction and engagement in the organization and which are those areas in the organisation that require immediate change.
Secondary keywords: Employee job satisfaction;employee engagement;Gallup Q12 model;actively disengaged employees;disengaged employees;
URN: URN:SI:UM:
Type (COBISS): Master's thesis/paper
Thesis comment: Univ. v Mariboru, Ekonomsko-poslovna fak.
Pages: V, 67 str., 3 str. pril.
ID: 11062506