We explore a special case of electronic word of mouth that of employees' online reviews to study the determinants of job satisfaction and employee turnover. We perform our analysis using a novel ...dataset of 297,933 employee online reviews from 11,975 US tourism and hospitality firms, taking advantage of both the review score and text. Leadership and cultural values are found to be better predictors of high employee satisfaction, while career progression is critical for employee turnover. One unit increase in the rating for career progression reduces the likelihood of an employee to leave a company by 14.87%. Additionally, we quantify the effect of job satisfaction on firm profitability, where one unit increase leads to an increase between 1.2 and 1.4 in ROA. We do not find evidence supporting the reverse relationship, that growth on firm profitability increases job satisfaction. The feedback to management in employee reviews provides specific managerial implications.
•We use online reviews to evaluate job satisfaction and employee turnover factors for tourism and hospitality firms.•297,933 employee review ratings and texts for 11,975 U.S tourism and hospitality firms from Glassdoor are analyzed.•A recent extension of probabilistic topic modeling the Structural Topic Model (STM) is used for the text analysis.•A one unit increase of the rating for career opportunities decreases the likelihood of an employee to leave by 14.87%.•An increase by one star in the overall rating of a company is linked with an increase between 1.2 and 1.4 of ROA.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
Employee responses to CEO activism Anahit Mkrtchyan; Sandvik, Jason; Xu, Da
Journal of accounting & economics,
August 2024, Volume:
78, Issue:
1
Journal Article
Peer reviewed
We examine employee responses to CEO activism, the increasingly common practice of CEOs taking public stances on socio-political issues. CEO activism may bolster employees' identification with their ...organizations and strengthen shared beliefs among employees. Alternatively, CEO activism may alienate employees if CEO stances contrast with employees' ideologies. We find that employee satisfaction is higher when CEOs engage in activism that is aligned with employees’ ideologies. Furthermore, firms with CEO activism experience a net inflow of productive, ideologically-aligned inventors, which contributes to increased firm-level innovation. The improvements in employee satisfaction and innovation constitute an important channel that connects aligned CEO activism to increased firm value.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
Using a sample of Shanghai and Shenzhen A-share listed enterprises from 2011 to 2020, this study measures listed enterprises’ employee satisfaction according to whether they were included in China’s ...Top 100 Best Employers (Top 100) list to investigate the impact of employee satisfaction on enterprises’ digital transformation. The study determines that enterprises on the Top 100 list with high employee satisfaction are correlated with driving digital transformation. This conclusion remains valid after considering endogeneity and conducting various robustness tests, supporting the stakeholder theory hypothesis. Mechanism tests demonstrate that employee satisfaction promotes enterprise digital transformation through three mechanism channels of human capital agglomeration, technological innovation, and mitigation of managerial myopia. The heterogeneity analysis reveals that employee satisfaction promotes enterprises’ digital transformation more significantly in non-state-owned enterprises, enterprises with high industry concentration, and those with high research and development intensity. Furthermore, enterprises with higher employee satisfaction exhibit better financial status, which improves innovation efficiency, increases income, and promotes scale expansion.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
We find that firms experiencing improvements in crowdsourced employer ratings significantly outperform firms with declines. The return effect is concentrated among reviews from current employees, ...stronger among early firm reviews, and also stronger when the employee works in the headquarters state. Decomposing employer ratings, we find the return effect is related to changing employee assessments of Career Opportunities and views of senior management. It is unrelated to work-life balance. Employer rating changes are associated with growth in sales and profitability and help forecast one-quarter-ahead earnings announcement surprises. The evidence is consistent with employee reviews revealing fundamental information about the firm.
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GEOZS, IJS, IMTLJ, KILJ, KISLJ, NLZOH, NUK, OILJ, PNG, SAZU, SBCE, SBJE, UILJ, UL, UM, UPCLJ, UPUK, ZAGLJ, ZRSKP
Organisational capability is considered as organisations developing its strength ofcompetencies in the midst of economic hardship, and when faced with stiff competition so as to secure aplace ...especially with its workforce in this present dynamic business environment. This study aims toexamine if organisational capability can enhance employee satisfaction. Survey research designwas adopted to assess the subject matter. Four hundred and eighty (480) respondents weresurveyed among the selected Fast-Moving-Consumers- Goods (FMCGs) in Nigeria usingpurposive and stratified sampling technique. Moreover, three hundred and fifty-eight (358)which accounted for 74.6% response rate were duly filled and returned for the analysis of thisstudy by using the Structural Equation Model (AMOS 23). The results from the test ofhypotheses showed that organisational capabilities have significance influence on employeesatisfaction @ (R2= 0.531 p-value =0.000). The study recommends in identifying thedevelopment of human expertise and skills which generates a distinctive competency for theorganisation in knowledge generation, and learning, it serves as a potential for growth andsustained proficiency for the employees. The insights from this study would be of great value tothe management of Fast-Moving-Consumers-Goods (FMCGs) industry, as well as otherstakeholders towards the development and investment in building their capabilities that willenhance the proficiency and satisfaction of the employees.
The service-profit chain (SPC) has served as a prominent guidepost for service managers and researchers alike. This meta-analysis provides the first comprehensive test of the SPC, showing that all ...the proposed links are statistically significant and substantial. However, the effect sizes vary considerably, partly according to the type of service provided. Meta-analytic structural equation models show that internal service quality translates into service performance through various mechanisms beyond employee satisfaction, and they highlight the importance of the service encounter and customer relationship characteristics for customer responses. The findings not only indicate the need to integrate complementary paths in the SPC framework but also challenge the implicit SPC rationale that firms should always maximize employee satisfaction and external service quality to optimize firm performance.
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BFBNIB, INZLJ, IZUM, KILJ, NMLJ, NUK, OILJ, PILJ, PNG, SAZU, UKNU, UL, UM, UPUK, ZRSKP
Organizational citizenship behaviour is a very important antecedent to ensuring organizational success. This study has focused on one of the major antecedent of OCB, which is altruism. The study has ...been conducted among the employees at L&T Construction, Chennai. The total population is 500 and a sample of 100 was taken based on convenience sampling. Exploratory research design was used. Data collection was done by means of questionnaire. The questionnaire focussed on measuring the altruistic behaviour of the employees and thereby figuring out the extent of satisfaction these employees enjoy, if there is a relationship between both. The result of the study indicated that altruism had a positive impact on satisfaction which in turn always has a positive effect on any job a person does. The findings of the study are important to impart motivation and further fuel altruistic behaviour
Purpose – This paper aims to develop and test a conceptual model that investigates the effect of psychological capital on job, career and life satisfaction, mediated by work engagement, drawing from ...the conservation of resources theory and the motivational process of the job demands-resources model. Design/methodology/approach – Based on data gathered from frontline employees in the international five- and four-star chain hotels with a time lag of two weeks in three waves in Romania, the relationships in the conceptual model were gauged through structural equation modeling. Self-efficacy, hope, optimism and resilience were treated as the indicators of psychological capital. Findings – The results suggest that optimism appears to be the best indicator of psychological capital, followed by resilience, self-efficacy and hope. Employees with high psychological capital are engaged in their work at elevated levels. Employees high in psychological capital are more satisfied with their job, career and life. The results reported in this study further suggest that psychological capital boosts work engagement that in turn leads to job, career and life satisfaction. Practical implications – The presence of rigorous selective staffing enables management to select a pool of employees high in psychological capital and work engagement. Inviting applicants to fill out an online questionnaire to identify their knowledge and skills and then using specific experiential exercises or short case studies to understand their tactics for handling service encounters can serve this purpose. Management can utilize the psychological capital questionnaire during and after the selection process. The availability of a resourceful work environment where there are training, empowerment, rewards and career opportunities is likely to stimulate employees’ positive emotions that in turn relate to psychological capital. Originality/value – Very little is known about psychological capital in the hospitality management literature. Therefore, this paper fills in this void by linking psychological capital to employees’ job, career and life satisfaction through work engagement.
To date, researchers who have done work life balance (WLB) have mainly focused on work and the family domain. However, the present-day workforce is heterogenous in nature and the workers might even ...value the other domains of non-working apart from family. These researchers mainly aim at investigating the significance of the other domains of non-working in work life balance with a special focus on the health of workers. Besides the meaning of the effect of balance between serious and fun activities and work well-being balance on representative fulfillment was evaluated. Likewise, these examinations investigate the impact of balance between serious and fun activities and work well-being balance on change in the degree of representative fulfillment according to the qualities of the laborers, including parental status, age, work capacity, and sex. The consequences of studies show that the specialists believe well-being to be a significant factor in the space of balance between fun and serious activities. Work well-being balance clarifies a greater amount of change in representative fulfillment when contrasted with balance between fun and serious activities. A sample of 311 respondents was surveyed to find the factors related to work life balance and their impact on job switching behavior. After applying factor analysis, a statistical tool, and analyzing the data, the study concludes that work health balance, job satisfaction, work environment, relation with management and co-workers, and work and personal life balance are the different factors related to work life balance that shows significant impact on job switching behavior.
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