MEASURING EMPLOYEE SATISFACTION IN SMALL ANDMEDIUM SIZED ENTERPRISES

Employee satisfaction is considered to be a critical success factor for organizations. The concept of employee satisfaction has gained a special concern from both academicians and practitioners. This study aims to provide a framework for employee satisfaction and determine the critical factors of employee satisfaction and to measure their effect on overall evaluation of employee satisfaction in small and medium sized enterprises (SME) based on the data collected from Turkey. Data analysis revealed that there is a positive relationship between the each factor of employee satisfaction which are named satisfaction from pay and benefits (P&B), satisfaction from peers (P), satisfaction from management (M), satisfaction from working environment (WE), satisfaction from superior (S) and overall employee loyalty in SMEs. Furthermore, relevant recommendations and measures for improving the employee satisfaction are proposed

Service Quality And Determinants Of Customer Satisfaction In Hospitals: Turkish Experience

Service quality has increasingly been the subject of research in recent years. Parasuraman, Zeithaml, and Berry presented and tested a generic model SERVQUAL to measure the perceived quality of a service. James Carman adapted and applied this instrument for use in the hospital industry. In this study, we use the instrument developed by Carman to collect data from the hospitals in Turkey. The purpose of the study is to examine the important criteria for measuring service quality in the health care industry in Turkey. The relationship between customer satisfaction and serqual measures are investigated for this purpose. In our study customer satisfaction measured by three criteria by asking customers; their future purchase intention, how they evaluate overall service quality and how they see overall quality of the hospital. Service quality was measured by the difference between perceived service and expected service and rated on a seven point Likert scale. Serqual measures consist of 6 criteria; tangibility, reliability, responsiveness, assurance, courtesy, and empathy. The techniques of factor analysis and the logistic regression models are used to investigate the relationships. Like the linear regression analysis, most of the usual statistical methods assume that the residuals, or errors, must follow a normal distribution. If they are not the methods should not be used. Unlike ordinary linear regression, logistic regression does not assume that the dependent variable or the error terms are distributed normally. Also, it doesn’t assume that the relationship between the independent variables and the dependent variable is linear. Logistic regression is a variation of ordinary regression which is used when the dependent variable is a categorical variable. The results of our analysis confirm that while tangibility, reliability, courtesy and empathy are significant for customer satisfaction, responsiveness and assurance are not

Effects of talent management practices on organizational engagement:a quasi-experimental study

Talent management (TM) is considered a strategic tool to gain a sustainable competitive advantage for organizations. This study aims to explore the effects of TM practices on the engagement level of employees. A field study has been conducted within a Turkish holding to analyze the effects of TM. However, the scope of the study is restricted to the administrative departments within the headquarters of the holding. A quasi-experimental design is developed to conduct the research, and two groups are designated as the talent and the control groups for the study. Data is collected via surveys on the members of both groups before and after the intervention. Interviews are conducted during the intervention process, a talent matrix and a talent grid are developed, and the development practices are offered and partially implemented. In order to investigate the impact of TM on employees' organizational engagement, the means (averages) of two groups are compared before and after the implementation of TM program. We tried to determine if the difference is statistically significant or not. The research findings reveal a significant difference in the employees' organizational engagement level between the talent group and control group before and after the implementation of TM program. This result indicates that TM strategy has a significant positive impact on employees' engagement

Application of neural networks in talent management

Akyokuş, Selim (Dogus Author) -- Conference full title: 2013 International Conference on Electrical Information and Communication Technology, EICT 2013: Khulna: Bangladesh: 13 February 2014 through 15 February 2014Study of talent management is getting more attentions in the recent years. It was found that there are no easy classification methods for verifying talents. This paper discusses the application of neural networks for a talent matrix based talent classification process. The proposed method is easy to implement, and free from biasing and nepotism

Application of Neural Networks in Talent Management

Study of talent management is getting more attentions in the recent years. It was found that there are no easy classification methods for verifying talents. This paper discusses the application of neural networks for a talent matrix based talent classification process. The proposed method is easy to implement, and free from biasing and nepotism