{"id":7388,"date":"2022-09-28T11:32:11","date_gmt":"2022-09-28T09:32:11","guid":{"rendered":"https:\/\/staging-website.teamecho.com\/resources\/blog\/measuring-and-increasing-employee-satisfaction-12-factors-that-help-you\/"},"modified":"2024-02-27T13:44:14","modified_gmt":"2024-02-27T12:44:14","slug":"measuring-and-increasing-employee-satisfaction-12-factors-that-help-you","status":"publish","type":"post","link":"https:\/\/www.teamecho.com\/en\/resources\/blog\/measuring-and-increasing-employee-satisfaction-12-factors-that-help-you\/","title":{"rendered":"Measuring and increasing employee satisfaction: 12 factors that help you"},"content":{"rendered":"\t\t
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Employee satisfaction: what is it anyway?<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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What the term “employee satisfaction” means in concrete terms<\/strong> is not so easy to pin down. <\/span><\/p>\n

While everyone probably has an idea of this. Employee satisfaction means – well – the satisfaction of the employees. <\/span><\/p>\n

Employee satisfaction is used as a term primarily in a business context. <\/span>Industrial psychology, on the other hand, speaks of job satisfaction<\/strong>. The most common definition of the term is that of Edwin A. Locke from 1976 has established itself as the most common definition: <\/span>“Job satisfaction may be defined as a pleasurable or positive emotional state resulting from the appraisal of one’s job or job experiences.”<\/span><\/p>\n

Thus, it is about a positive emotional state<\/strong> resulting from the evaluation of one’s job or experiences in one’s job. <\/span><\/p>\n

In recent decades, numerous psychological models have attempted to explain what exactly influences this positive state.<\/span><\/p><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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\n\t\t\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\t\t\t\t\tHow to increase motivation in 6 steps. Click here.<\/span>\n\t\t\t\t\t<\/span>\n\t\t\t\t\t<\/a>\n\t\t\t\t<\/div>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Employee satisfaction under the microscope: 12 influencing factors <\/span><\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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So what makes employees satisfied? <\/span><\/p>\n

To find out, it is worth looking at two of the best-known theories of job satisfaction:<\/strong> the two-factor theory of Frederick Herzberg (1959) and the Zurich model of job satisfaction by Agnes Bruggemann (1974).<\/span><\/p>\n

The two-factor theory is based on the assumption that two independent dimensions of job satisfaction exist: Satisfaction\/Non-satisfaction and Dissatisfaction\/Non-satisfaction. Both dimensions are influenced by different factors.<\/span><\/p>\n

So-called “motivators” move the team<\/strong> from non-satisfaction to satisfaction<\/strong> and relate to the work content itself. <\/span><\/p>\n

In contrast, hygiene factors related to the context of the job only contribute to lowering dissatisfaction, not satisfaction. <\/span><\/p>\n

Thus, according to Herzberg<\/strong>, in order to experience job satisfaction, both hygiene factors and motivators must be<\/strong> present.<\/span><\/p>\n\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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Hygiene factors:<\/strong><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t

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