Munkavállalói elkötelezettség, elégedettség
Empirikus kutatás a közforgalmú gyógyszertárakban
DOI:
https://doi.org/10.14267/VEZTUD.2021.06.05Keywords:
employee satisfaction, employee commitment, human capital, labour retention, public pharmaciesAbstract
The goal of the study is to survey the satisfaction of employees at public pharmacies in Hungary. This questionnaire was completed by 221 pharmacist workers. The authors were hoping to better understand the levels of satisfaction and commitment among employees in pharmacies and which factors are the most influential. The results show that employee satisfaction is far above average. The employees are the most satisfied with the working atmosphere and with the relationship between colleagues. Their satisfaction is mostly influenced by the personality of their boss, the salary system, and the work’s organization. They rated their commitment to their workplace as moderate. The professional commitment is the most decisive. Of the eight engagement profiles found in the literature, the dominant, affective, and the dominantly affective-normative profiles are missing. Since the survey conducted in this study cannot be extended to the general population, further quantitative research is necessary to provide more substantiated evidence for the results.
Downloads
References
Angle, H. L. & Perry, J. L. (1981). An empirical assessment of organizational commitment and organizational effectiveness. Administrative Science Quarterly, 26(1), 1–14. https://doi.org/10.2307/2392596
Aranya, N., Pollock, J., & Amernic, J. (1981). An examination of professional commitment in public accounting. Accounting, Organizations and Society, 6(4), 271-280. https://doi.org/10.1016/0361-3682(81)90007-6
Aristovnik, A., Seljak J. & Tomazevic, N. (2016). A three-stage data envelopment analysis approach to measure the effect of job satisfaction on organisational performance in law enforcement agencies. International Journal of Services and Operations Management, 25(3), 294-312. https://doi.org/10.1504/IJSOM.2016.10000240
Banks, J. & Coutu, D. (2008). How to Protect Your Job in a Recession. Harvard Business Review, 86, 113–118. https://hbr.org/2008/09/how-to-protect-your-job-in-arecession
Becker, H.S. (1960). Notes on the concept of commitment. American Journal of Sociology, 66(1), 40–53. https://doi.org/10.1086/222820
Byars, L.L. & Rue, L.W. (1997). Human Resource Management. Boston, USA: McGraw -Hill/Irwin
Carriere, J. & Bourque, C. (2009). The effects of organizational communication on job satisfaction and organizational commitment in a land ambulance service and the mediating role of communication satisfaction. Career Development International, 14(1), 29–49. https://doi.org/10.1108/13620430910933565
Cohen, A. (2000). The relationship between commitment forms and work outcomes: a comparison of three models. Human Relations, 53(3), 387-417. https://doi.org/10.1177/0018726700533005
Crede, M. Chernyshenko, O.S., Stark, S., Dalal, R. S., & Bashshur, M. (2007). Job satisfaction as mediator: An assessment of job satisfaction’s position within the nomological network. Journal of Occupational and Organizational Psychology, 80(3), 515–538. https://doi.org/10.1348/096317906X136180
Ewen, R. (1967). Weighting components of job satisfaction. Journal of Applied Psychology, 51(1), 68–73. https://doi.org/10.1037/h0024243
Gazioglu, S. & Tansel, A. (2006). Job satisfaction in Britain: individual and job related factors. Applied Economics, 38(10), 1163–1171. https://doi.org/10.1080/00036840500392987
Greenberg, Dž. & Baron, R.A. (1998). Ponašanje u organizacijama – Razumevanje i upravljanje ljudskom stranom rada. Beograd: Želnid.
Guest, D.E. & Conway, N. (2004). Exploring the paradox of unionised worker dissatisfaction. Industrial Relations Journal, 35(2), 102–121. https://doi.org/10.1111/j.1468-2338.2004.00303.x
Herzberg, F. (2003). One more time: How do you motivate employees. Harvard Business Review, 81(1), 87-96. https://doi.org/10.1007/978-1-349-02701-9_2
HGYSZ (2018). A gyógyszerészek véleményét kérdeztük. https://hgysz.hu/blog/hgysz-kutatas-2018-1-resz/
Ilies, R. & Judge, T.A. (2003). On the Heritability of Job Satisfaction: The Mediating Role of Personality. Journal of Applied Psychology, 88(4), 750–759. https://doi.org/10.1037/0021-9010.88.4.750
Kiss Cs., Csillag S., Szilas R., & Takács S. (2012). A szervezeti elkötelezettség és a munka-család viszonyrendszer összefüggései. Vezetéstudomány, 12(9), 2-14. https://doi.org/10.14267/VEZTUD.2012.09.01
Klein S. (2016). Vezetés- és szervezetpszichológia. Budapest, HU: Edge 2000.
Kozák A. & Kiss I. (2015). Kik a leglojálisabb munkavállalók? A szervezet iránti elkötelezettség különböző dolgozói csoportok körében. Munkaügyi Szemle, 59(2) 50–58.
Krajcsák Z. (2014). Alkalmazotti elkötelezettségi profilok egyes speciális munkavállalói csoportokban (PhD-értekezés). Budapesti Műszaki és Gazdaságtudományi Egyetem, Gazdálkodás- és Szervezéstudományi Doktori Iskola, Budapest
Li Ma & Maolin Ye (2015). The Role of Electronic Human Resource Management in Contemporary Human Resource Management. Open Journal of Social Sciences, 3(4), 71-78. https://doi.org/10.4236/jss.2015.34009
Locke, E. A. (1969). What is Job Satisfaction? Organizational Behavior and Human Performance, 4(4), 309– 336. https://doi.org/10.1016/0030-5073(69)90013-0
Luthans, F. (1998). Organizational Behavior. Boston, USA: McGraw -Hill/Irwin.
Mayer, R. C., & Schoorman, F. D. (1992). Predicting participation and production outcomes through a two-dimensional model of organizational commitment. Academy of Management Journal, 35(3), 671-684. https://doi.org/10.2307/256492
Medgyesi M. & Robert P. (2003). Satisfaction with work in a European perspective: center and periphery, “old” and “new” market economies compared. Review of Sociology, 9(1), 43–68. https://doi.org/10.1556/revsoc.9.2003.1.3
Meretei B. (2017). Generációs különbségek a munkahelyen. Vezetéstudomány, 68(10), 10-18. https://doi.org/10.14267/VEZTUD.2017.10.02
Meyer, J.P. & Allen, N.J. (1991). A three-component conceptualization of organizational commitment. Human Resource Management Review, 1(1), 61–89. https://doi.org/10.1016/1053-4822(91)90011-Z
Meyer, J. P. & Allen, N. J. (2004). TCM Employee Commitment Survey Academic Users Guide. Ontario, CA: The University of Western Ontario.
Mowday, R.T., Steers, R.M. & Porter, L.W. (1979). The measurement of organizational commitment. Journal of Vocational Behavior, 14(2), 224–247. https://doi.org/10.1016/0001-8791(79)90072-1
O’Reilly, C.A. & Chatman, J. (1986). Organizational commitment and psychological attachment: the effects of compliance, identification, and internalization on prosocial behavior. Journal of Applied Psychology, 71(3), 492–499. https://doi.org/10.1037/0021-9010.71.3.492
Rothwell, A. & Arnold, J. (2007). Self-perceived employability: development and validation of a scale. Personnel Review, 36(1), 23-41. https://doi.org/10.1108/00483480710716704
Schultz, T. W (1983). Beruházás az emberi tőkébe. Budapest, HU: Közgazdasági és Jogi Könyvkiadó.
Sherman, A. W. Jr. & Bohlander, G. W. (2000). Managing Human Resources. Boston, USA: South - Western Publishing.
Somers, M.J. (2009). The combined influence of affective, continuance and normative commitment on employee withdrawal. Journal of Vocational Behavior, 74(1), 75–81. https://doi.org/10.1016/j.jvb.2008.10.006
Spector, P.E. (1997). Job Satisfaction–Application, Assessment, Causes and Consequences. London, UK: Sage Publications.
Szlávicz Á. (2010). A ,,Dolgozó magyarok 2006” dolgozói elégedettségi felmérés módszertani elemzése (PhD-értekezés). Szent István Egyetem, Gödöllő.
Staw, B. M., & Ross, J. (1985). Stability in the midst of change: A dispositional approach to job attitudes. Journal of Applied Psychology, 70(3), 469–480. https://doi.org/10.1037/0021-9010.70.3.469
Storey, J., Wright P. M. & Ulrich D. (2009). The Routledge Companion to Strategic. Human Resource Management. London, GB: Routledge.
Sypniewska, B.A. (2014). Evaluation of factors influencing job satisfaction. Contemporary Economics, 8(1), 57-72. http://dx.doi.org/10.5709/ce.1897-9254.131
Tóth L. (2011). Az emberi tőke elmélet és alkalmazásának néhány területe. Periodica Oeconomica, 4(9), 158– 174. http://gti.ektf.hu/anyagok/po/2011/PO2011_TothL.pdf
Ulrich D. (1997). Human Resource Champions: The Next Agenda for Adding Value and Delivering Results. Boston, USA: Harvard Business School Press.
Varga Júlia (1998). Oktatás-gazdaságtan. Budapest, HU: Közgazdasági Szemle Alapítvány.
Wasti, S. (2005). Commitment profiles: Combinations of organizational commitment forms and job outcomes. Journal of Vocational Behavior, 67(2), 290–308. https://doi.org/10.1016/j.jvb.2004.07.002
Weborvos (2019). Elvándorlás: Most a gyógyszerészeken a sor. https://weborvos.hu/hirek/elvandorlas-most-a-gyogyszereszeken-a-sor-253440
Downloads
Published
How to Cite
Issue
Section
License
Copyright (c) 2021 Vezetéstudomány / Budapest Management Review
This work is licensed under a Creative Commons Attribution 4.0 International License.
Authors assign copyright to Vezetéstudomány / Budapest Management Review. Authors are responsible for permission to reproduce copyright material from other sources.
