Ικανοποίηση εργαζομένων στη Β.Ι.Π.Ε.
Φόρτωση...
Ημερομηνία
2024-07-10
Συγγραφείς
Τίτλος Εφημερίδας
Περιοδικό ISSN
Τίτλος τόμου
Εκδότης
ΕΛΜΕΠΑ, Σχολή Μηχανικών (ΣΜΗΧ), ΔΠΜΣ Οργάνωση και Διοίκηση για Μηχανικούς
Επιβλέπων
Περίληψη
Η ικανοποίηση και η παρακίνηση των εργαζομένων αποτελεί υψηλή προτεραιότητα των
περισσότερων εταιριών, που θέλουν να βελτιστοποιήσουν τη παραγωγή και την
ποιότητα των προϊόντων τους υπό την πίεση της του ανταγωνισμού και των
οικονομικών πόρων. Αυτό μπορεί να επιτευχθεί από τη Διοίκηση κάθε επιχείρησης, στη
περίπτωσή μας Βιομηχανίες, που έχει τη δυνατότητα να δημιουργεί εκείνες τις συνθήκες
που ευνοούν την εργασιακή ικανοποίηση και να παρακινούν τους εργαζόμενους να
αυξήσουν την απόδοσή τους.
Έρευνες δείχνουν ότι η ικανοποίηση και παρακίνηση των εργαζομένων καθορίζονται
από διάφορους παράγοντες όπως προσωπικά χαρακτηριστικά του ατόμου,
οργανωτικούς και κοινωνικούς παράγοντες, οικονομικούς κ.α.. Αντικείμενο λοιπόν της
παρούσας έρευνας είναι η αξιολόγηση του επιπέδου της εργασιακής ικανοποίησης
καθώς και η διερεύνηση των κυριότερων παραγόντων που συμβάλλουν στην
παρακίνηση των εργαζομένων που απασχολούνται στο χώρο της Βιομηχανίας. Το
δείγμα της έρευνας αποτέλεσαν 156 εργαζόμενοι που εργάζονται ως υπάλληλοι και
χείριστες μηχανημάτων σε Βιομηχανίες του Ηρακλείου.
Στην παρούσα έρευνα μελετήθηκαν οι παράγοντες παρακίνησης και η ικανοποίηση των
εργαζομένων της βιομηχανικής περιοχής του Ηρακλείου. Πιο συγκεκριμένα, στην
έρευνα πήραν μέρος 156 εργαζόμενοι, η πλειοψηφία των οποίων είναι άνδρες, ηλικίας
από 25 έως 50 ετών που έχουν αποφοιτήσει από το Γυμνάσιο/Λύκειο. Επιπλέον, το
δείγμα αποτελείται κυρίως από εργαζομένους που έχουν από 6 έως 10 χρόνια
επαγγελματικής εμπειρίας και εργάζονται σε βιομηχανία από 5 έως 10 χρόνια ως
μόνιμοι υπάλληλοι.
Επιπλέον, όσον αφορά τους παρακινητικούς παράγοντες επιπρόσθετης εργασιακής
προσπάθειας, διαπιστώθηκε πως πολύ σημαντική παρακίνηση προσφέρει η καλή
σχέση με τους συναδέλφους. Ακόμα, αρκετά σημαντικοί παράγοντες αναδείχθηκαν οι
ασφαλείς και ευχάριστες συνθήκες εργασίας, καθώς και η αναγνώριση εργασίας που
παρέχεται στους εργαζόμενους. Ωστόσο, σε μικρότερο βαθμό φαίνεται να
παρακινούνται λόγω του ενδιαφέροντος περιεχομένου εργασίας και από τα πρόσθετα
ομαδικά οικονομικά κίνητρα.
Employee motivation is a key issue for the smooth running of an organization, as it is directly related to performance, but at the same time determines the behavior and general attitude that employees adopt towards their duties in the organization. Job satisfaction, on the other hand, is directly related to employee performance and can occur because of employee material or moral rewards. The aim of the present research is through the international literature review, to present the conceptual framework of these concepts and to highlight the parameters that define them. In addition, the various views that have been developed regarding the motivation, as well as its consequences on the actions and efficiency of employees are recorded. With this dissertation, the aim is to determine the degree of job satisfaction and motivation of employees in industrial section of Heraklion, a theoretical and practical level and to propose indicative proposals for their support by the Organization. The method of the present study is quantitative research, descriptive and correlation using a questionnaire, where significant conclusions were drawn, the main of which showed moderate levels of employee satisfaction with work, moderate to high satisfaction with direct supervisor, from the working relations with the employees and from the object of the work. Satisfaction was influenced by age, level of education, job position and years of service. The most important feature of the incentive was the increase in salaries for employees. Employee motivation was only affected by the job. Through the research results that emerge, suggestions are given to enhance employee satisfaction and motivation and are targeted at issues related to staff education and training, the creation of appropriate working conditions, employee participation in decision making, communication issues. etc. From the research part, it was shown that age significantly affects the motivation due to money, while the level of education affects the motivation from the degree of acceptance. In addition, respondents with 5 to 10 years of work in industry show higher levels of motivation as for the degree of acceptance. Continuing, it became clear that age, educational level, and work experience are related to the internal and external satisfaction of employees. In addition, contractors, and respondents with more than 10 years of service in the industrial sector show a higher level of external satisfaction, compared to the rest of the sample. Finally, it was observed that the increase in internal employee satisfaction is identified with the increase in motivation by factors associated with growth, productivity, communication, and acceptance that govern the industrial Παρακίνηση και Ικανοποίηση εργαζομένων σε μεγάλες Βιομηχανικές Επιχειρήσεις στο νομό Ηρακλείου 6 work organization. In addition, increasing exogenous employee satisfaction implies increasing motivation due to productivity, competitive advantage, communication, and industry acceptance.
Employee motivation is a key issue for the smooth running of an organization, as it is directly related to performance, but at the same time determines the behavior and general attitude that employees adopt towards their duties in the organization. Job satisfaction, on the other hand, is directly related to employee performance and can occur because of employee material or moral rewards. The aim of the present research is through the international literature review, to present the conceptual framework of these concepts and to highlight the parameters that define them. In addition, the various views that have been developed regarding the motivation, as well as its consequences on the actions and efficiency of employees are recorded. With this dissertation, the aim is to determine the degree of job satisfaction and motivation of employees in industrial section of Heraklion, a theoretical and practical level and to propose indicative proposals for their support by the Organization. The method of the present study is quantitative research, descriptive and correlation using a questionnaire, where significant conclusions were drawn, the main of which showed moderate levels of employee satisfaction with work, moderate to high satisfaction with direct supervisor, from the working relations with the employees and from the object of the work. Satisfaction was influenced by age, level of education, job position and years of service. The most important feature of the incentive was the increase in salaries for employees. Employee motivation was only affected by the job. Through the research results that emerge, suggestions are given to enhance employee satisfaction and motivation and are targeted at issues related to staff education and training, the creation of appropriate working conditions, employee participation in decision making, communication issues. etc. From the research part, it was shown that age significantly affects the motivation due to money, while the level of education affects the motivation from the degree of acceptance. In addition, respondents with 5 to 10 years of work in industry show higher levels of motivation as for the degree of acceptance. Continuing, it became clear that age, educational level, and work experience are related to the internal and external satisfaction of employees. In addition, contractors, and respondents with more than 10 years of service in the industrial sector show a higher level of external satisfaction, compared to the rest of the sample. Finally, it was observed that the increase in internal employee satisfaction is identified with the increase in motivation by factors associated with growth, productivity, communication, and acceptance that govern the industrial Παρακίνηση και Ικανοποίηση εργαζομένων σε μεγάλες Βιομηχανικές Επιχειρήσεις στο νομό Ηρακλείου 6 work organization. In addition, increasing exogenous employee satisfaction implies increasing motivation due to productivity, competitive advantage, communication, and industry acceptance.
Περιγραφή
Λέξεις-κλειδιά
Ικανοποίηση εργαζομένων, Κίνητρα εργαζομένων, Employees satisfaction, Employees motivation