Thesis

Successful thesis Stenden Leeuwarden - Int. Hospitality Management - Improve employee satisfaction

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Course
Increasing job satisfaction

Institution
NHL Stenden Hogeschool (NHL)

Book
Answer to Job

ENGLISH! This is a successful final thesis by Stenden Leeuwarden in October 2021. Problem: a large factory in the food industry has a problem with employees who are not motivated. Topics: influencing absenteeism, job and psychological characteristics, leadership styles, measuring job satisfaction a...

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Uploaded on October 11, 2021
Number of pages 139
Written in 2021/2022
Type Thesis
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Year Unknown

job satisfaction thesis
work in teams
job satisfaction
particip
example thesis improving job satisfaction
increasing job satisfaction
work and organizational psychology
organizational psychology

Book Title:Answer to Job

Author(s):Jung C.G., Carl Jung

Edition:Unknown
ISBN:9781134438167
Edition:1

Institution
NHL Stenden Hogeschool (NHL)
Education
IHM International Hospitality Management
Course
Increasing job satisfaction

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1

,Colophon

Word count: 36.510

Taal: Engels / Language: English

Stenden University of Applied Sciences Leeuwarden

2

,Abstract

This thesis is about the extent to which employees of potato manufacturer X experience job
satisfaction and the relationship with increasing absenteeism. The objective is to write an advisory
report with recommendations to reduce this phenomenon.

Literature- and practical research was conducted with the main concepts: ‘influencing absenteeism,
job and psychological characteristics, leadership styles, measuring job satisfaction and factors
creating satisfaction and dissatisfaction’. All research was geared towards the real-life situation at X .

The theoretical framework model was the ‘JCM’ with the ‘Factor Theory of Motivation’,’ Maslow's
pyramid’ and the ‘INK/EFQM model’ linked to it. In the practical study, 15 respondents were
questioned based on the core concepts from the JCM model.

The results show that the self-managing teams has its advantages and disadvantages with a
satisfaction score amongst management and employees of 65% and 35% respectively. Lack of
individual appreciation for employees is the main reason for dissatisfaction with 60% of the floor
employees who indicate this. Opportunities for improvement are the provision of internal training
and the promotion of social cohesion.

The significance for X in practice is that absenteeism can be influenced, though in a limited way.. Due
to the nature of the work, ‘challenge and development’ are limited. The most promising
improvements are in the field of IT-training and reducing the ‘perception-distance’ between
management and floor employees.

3

,Concepts

Job satisfaction: a feeling of fulfilment or enjoyment that a person derives from a professional task
(Zimbardo, 2018)

Based on Yuxin & Farooq (2019), job satisfaction is described by the definition: “an emotional
reflection of employees on the content and usefulness of their work, which is related to the degree to
which job performance is performed” (Dud, 2020).

Sickness absence: sickness refers to health or the absence thereof, while absenteeism means
'negligence'. Two words: illness and absenteeism. One doesn't necessarily have anything to do with
the other (Pink, 2011).

Autonomy: a state of a person in which he or she makes decisions independently, but not necessarily
alone (Benrazavi, 2013).

Skills: the collective whole of interpersonal knowledge and skills with which a person can perform a
task (Pink, 2011).

Task significance: is related to job satisfaction; the content of the task is also assigned to the level of
satisfaction a person experiences (Frost, 2019).

Motivation: what causes a person to behave in a particular way. Initiation, direction, intensity, and
persistence are the most important sub-concepts thereof (Pink, 2011).

4

,Table of Contents
Abstract..................................................................................................................................................3
Chapter 1 - Introduction.........................................................................................................................9
1.1 Introduction company..................................................................................................................9
1.2 Subject area................................................................................................................................10
1.3 Problem description...................................................................................................................10
1.4 Key factors..................................................................................................................................12
1.5 Critical incidents.........................................................................................................................12
1.6 Purpose and relevance...............................................................................................................13
1.7 Context.......................................................................................................................................13
1.8 Outline........................................................................................................................................13
1.9 Literary review............................................................................................................................14
1.9.1 Visions on job satisfaction....................................................................................................14
1.9.2 Factors of job satisfaction....................................................................................................15
1.9.3 Job Related Factors..............................................................................................................17
1.9.4 Pyramid Maslow..................................................................................................................18
1.9.5 INK- / EFQM-model..............................................................................................................20
1.9.6 Comparison & conclusion....................................................................................................22
1.10 Conceptual Model....................................................................................................................23
1.11 Problem Statement and research questions.............................................................................24
Chapter 2 – Method.............................................................................................................................25
2.1 Research design..........................................................................................................................25
2.2 Instrument..................................................................................................................................25
2.3 Population and sample...............................................................................................................26
2.4 Data collection procedure..........................................................................................................27
2.5 Data analysis...............................................................................................................................27
2.6 Ethical issues...............................................................................................................................28
Chapter 3 – Results...............................................................................................................................29
3.1 Sample description.....................................................................................................................29
3.2 Descriptive measures of main study variables............................................................................29
3.3 Explanation coding.....................................................................................................................30
3.4 Analyses research question........................................................................................................30
3.5 Results per core concept JCM-model.........................................................................................31
Chapter 4 – Discussion.........................................................................................................................37
4.1 Interpretation.............................................................................................................................37

5

, 4.2 Limitations..................................................................................................................................39
4.3 Conclusions.................................................................................................................................39
4.4 Reflection....................................................................................................................................40
Chapter 5 – Recommendations............................................................................................................42
Final thoughts.......................................................................................................................................43
Literature..............................................................................................................................................43
Appendix I - Working shifts...................................................................................................................47
Appendix II - Objectives & sustainability..............................................................................................48
Appendix III - Results 10-year period....................................................................................................49
Appendix IV - Results employee survey................................................................................................50
Appendix V - Absentee rates 2008-2018..............................................................................................51
Appendix VI - Employee turnover.........................................................................................................52
Appendix VII – Gannt Chart Planning....................................................................................................53
Appendix VIII – Draft Proposal Chapters 1 and 2..................................................................................54
Appendix IX - Improvements draft version 2 Submitted 23 rd April 2021...............................................72
Appendix X - Interview questions.........................................................................................................73
Appendix XI – Transcription verbatim interviews.................................................................................74
Appendix XII – Coding Interviews.......................................................................................................135

6

,Preface

This is my new research proposal about X, the organization where I currently work. This is my second
proposal, because the first version (with a different subject) was less successful due to personal
circumstances. With the help of Ms. X , I am grateful for this second chance in the Finishing Touch
program. With new energy I dove into this research with a subject that appeals to me and an
organization with a current problem.

According to the organization, this problem consists of an increased number of employees leaving the
organization during the period of 2015-2020. The first thing I thought about was ‘employee retention’
and ‘absenteeism. How come employees leave? Who are they and why are they abandoning X in
increasing numbers?

Conversations with HRM Manager Hirs (2021) and Communications Director Jacobs (2021) revealed
that employee satisfaction plays an important role in this absenteeism. So, employees are increasingly
leaving because they are not satisfied with their work? Why is that? Is it true that they are not
satisfied? And why, according to X , is there a trend in the period of 2015-2020? Is the cause really
dissatisfaction?

Because you must start somewhere, I took to the internet first. It’s hardly scientific, but what do
(former) employees say about the organization?

Figure I – (ex-) employees opinions. (Source: Google Reviews, n.d.)

7

, This is a small selection from a few dozen reviews whereby you need to be careful whether they are
reliable at all. But since people generally give their sincere opinion online, makes it still interesting.
What struck me was that many (former) employees were generally satisfied. There is talk of a "nice
working environment", but it can also be demanding. I also believe that there is work pressure, that
does not surprise me.

In any case, I believe to have obtained an interesting research subject with the subjects of employee
satisfaction and absenteeism .

I would like to thank W. X and R. X for this opportunity to complete my studies. I also thank my family,
K. X, and X for their support.

Leeuwarden
11 10 2021

8

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