HRM-Job satisfaction measurements for virtual workers in an organizations

 

Figure 1: Virtual Working (Source: Domo, 2021)

Virtual workers are the workers who are working from the home or another place rather than the working place. It is very important to have the virtual workers in the current pandemic situation which is prevailing in the current situation in the world (Gazit, et al., 2021). The satisfaction measures are very important in the identification of the level of outcome in the employees. The virtual employees are similar to the regular workers who are working in the companies (Wanasinghe, et al., 2018).

The virtual employees are similar to the regular workers who are working in the companies (Wanasinghe, et al., 2018). Job satisfaction is very important fact and it can be recorded as important for the better applications. Job satisfaction is the employee level of happiness over the work and it is very important to have better applications to make the staying of the employees (Scanlan & Still, 2019).

                                                      Figure 2: Job satisfaction criteria (Source: Alamy, 2021)

 There are different reasons for the positive job satisfaction and in the same time there are reasons for the destruction of the job satisfaction as well.                                                                                                   

There are different methods of the measuring of the job satisfaction and it needs higher consideration to make these methods use in the perfect measurement criteria. Along with this fact, following are some of the methods in the job satisfaction measuring (Golden & Veiga, 2008). 

                                                                                         Figure 3: Causes of job dissatisfaction (Source: AIHR, 2020)                            

Ø  Employee satisfaction survey

Ø  Employee satisfaction index

Ø  Employee net promoter score

Ø  Have meetings

Ø  Employee suggestion box and managing follow ups

These methods are matching with the employees depending on the employee types. Thus, virtual employees’ satisfaction can be measured with different measures. As the employees are not physically presented in the organization, it is very difficult in the identification of the satisfactory measures in the virtual employees. Still, it can be done with several methods such as mentioned below (Mohite & Kulkarni, 2019).

Ø  Conducting the meetings (online) and have the open discussion to understand the satisfaction of the employees

Ø  Usage of the employee satisfaction index and employee net promoter score

Ø  Usage of the random questionnaires to check the satisfaction

Ø  Informal discussions with the employees

These are helping in increasing the satisfaction level and to understand the measurements which are needed in the organizations to arrange in managing better applications. It is very important to understand that employee satisfaction is important to get more satisfied answers in the strategic measures in the future of the organizations (Mohite & Kulkarni, 2019; Buzinski, 2009).

Conclusion

Virtual employees important in the organizations and the satisfaction level of these employees also needed and important in every condition to make the needed identifications in strategic applications. Along with these factors, it is very important to have the clear idea on the job satisfaction measurements to get what it needs to have better identifications. Along with these applications, the measurements of the job satisfaction are mentioned here and applying these in the better planning is very critical to get the needed outcome of the employees for the better success.

References

     AIHR, 2020. 8 Causes of Job Dissatisfaction & How to Combat It, s.l.: https://www.aihr.com/blog/job-dissatisfaction/.

      Alamy, 2021. Job Satisfaction , s.l.: https://www.alamy.com/job-satisfaction-image337105341.html?pv=1&stamp=2&imageid=4DEE8CE1-5C64-4195-AC59-8D2B71362EC4&p=837470&n=0&orientation=0&pn=1&searchtype=0&IsFromSearch=1&srch=foo%3dbar%26st%3d0%26pn%3d1%26ps%3d100%26sortby%3d2%26resultview%3dsortby.

      Buzinski, P., 2009. Exploring job satisfaction of long-term virtual employees, s.l.: (Doctoral dissertation, University of Phoenix).

      Gazit, L., Zaidman, N. & Van Dijk, D., 2021. Career self-management perceptions reflected in the psychological contract of virtual employees: a qualitative and quantitative analysis, s.l.: Career Development International.

      Golden, T. D. & Veiga, J. F., 2008. The impact of superior–subordinate relationships on the commitment, job satisfaction, and performance of virtual workers, s.l.: The Leadership Quarterly, 19(1), pp.77-88.

      Mohite, M. D. & Kulkarni, R. V., 2019. Job Satisfaction factors of Employee in Virtual Workplace, s.l.: International Journal of Trend in Scientific Research and Development, pp.38-42.

      Mohite, M. D. & Kulkarni, R. V., 2019. Job Satisfaction factors of Employee in Virtual Workplace, s.l.: International Journal of Trend in Scientific Research and Development, pp.38-42.

      Scanlan, J. n. & Still, M., 2019. Relationships between burnout, turnover intention, job satisfaction, job demands and job resources for mental health personnel in an Australian mental health service, s.l.: BMC health services research, 19(1), pp.1-11.

     Wanasinghe, W. M. V., Phuoc, J. C. & Khatibi, A., 2018. Application of Sri Lankan Labor Laws on Sri Lankan Virtual Employees, s.l.: s.n.