Satisfaction Factors
Janine Krüger Chantal Rootman
HOW DO SMALL BUSINESS MANAGERS INFLUENCE EMPLOYEE SATISFACTION AND COMMITMENT?
HOW DO SMALL BUSINESS MANAGERS INFLUENCE EMPLOYEE SATISFACTION AND COMMITMENT?
Janine Krüger: Department of Business Management, Nelson Mandela Metropolitan University Chantal Rootman: Department of Business Management, Nelson Mandela Metropolitan University Purpose: The purpose of this research is to scrutinise motivational factors that may influence the levels of satisfaction and commitment of small business employees. Problem investigated: An unmotivated workforce leads to dissatisfaction and low commitment levels among employees. Possible consequences of these unproductive trends include higher costs, business closures and a negative effect on a country’s economy. Employee satisfaction and employee commitment are thus vital for the success of any business. It is essential for business managers to keep their employees satisfied and committed to the business. In order for business managers to motivate their employees to keep them satisfied and committed, they need to know how to motivate employees. A number of factors influence employee satisfaction and employee commitment, which include working conditions, managerial abilities, employee participation, company policies, recognition and feedback, as well as job interest and job importance. Managers should know how to apply each of these factors to ensure that employees are satisfied and committed. Methodology: A quantitative research approach was followed using a self-administered questionnaire. This measuring instrument consisted of three sections covering the biographical information of respondents, statements on motivational factors, and statements about satisfaction and commitment. A five-point Likert-type scale, ranging from strongly disagree to strongly agree, was applied. Simple random sampling was used to elicit the responses of 444 respondents from small businesses in the Nelson Mandela Metropole
HOW DO SMALL BUSINESS MANAGERS INFLUENCE EMPLOYEE SATISFACTION AND COMMITMENT?
HOW DO SMALL BUSINESS MANAGERS INFLUENCE EMPLOYEE SATISFACTION AND COMMITMENT?
Janine Krüger: Department of Business Management, Nelson Mandela Metropolitan University Chantal Rootman: Department of Business Management, Nelson Mandela Metropolitan University Purpose: The purpose of this research is to scrutinise motivational factors that may influence the levels of satisfaction and commitment of small business employees. Problem investigated: An unmotivated workforce leads to dissatisfaction and low commitment levels among employees. Possible consequences of these unproductive trends include higher costs, business closures and a negative effect on a country’s economy. Employee satisfaction and employee commitment are thus vital for the success of any business. It is essential for business managers to keep their employees satisfied and committed to the business. In order for business managers to motivate their employees to keep them satisfied and committed, they need to know how to motivate employees. A number of factors influence employee satisfaction and employee commitment, which include working conditions, managerial abilities, employee participation, company policies, recognition and feedback, as well as job interest and job importance. Managers should know how to apply each of these factors to ensure that employees are satisfied and committed. Methodology: A quantitative research approach was followed using a self-administered questionnaire. This measuring instrument consisted of three sections covering the biographical information of respondents, statements on motivational factors, and statements about satisfaction and commitment. A five-point Likert-type scale, ranging from strongly disagree to strongly agree, was applied. Simple random sampling was used to elicit the responses of 444 respondents from small businesses in the Nelson Mandela Metropole
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