What is employee satisfaction survey (MTO)?

A staff satisfaction survey will measure the extent to which employees are satisfied with their current employer. But how do you measure this satisfaction? And what is the added value of this? This article explains what the definition of employee satisfaction research is and how this type of research can be used.

Questionnaire Employees Satisfaction Survey (MTO)

Definition of Employee Satisfaction survey

Employee satisfaction survey is used to measure satisfaction with the employer (Spector, 1985). In some cases this research is also abbreviated in "MTO". This type of research is applied periodically and generally at medium to larger organizations. The content of a staff satisfaction survey deals with the satisfaction of employees about, for example, their work content, managerial, working conditions and salary. The results of the research are used to gain insight into the satisfaction within the organisation. In most cases, these outcomes are transformed into improvement points and actions that should lead to higher satisfaction among employees in a follow-up measurement.

The video below explains how Staff Research In order to measure among other content within the organisation.

How is employee satisfaction measured?

Between 1972 and 1976, more than 3,350 articles were published about measuring employee satisfaction. From this you can say that Employee satisfaction Not only an interesting subject is but also difficult to measure. It is striking that the outcomes, including large-scale investigations, are very different. But on average it can be said in any case: from various scientific studies (Spector, 1985 & Wanous, 2016) it appears that satisfaction depends heavily on the content of the work and cooperation with manager. Salary and absenteeism are less affected by this.

 

Is this way of thinking correct?

Side drawing is that satisfaction can shift within generations. The above does not mean that the current generation (millennials) is equally satisfied. Also, factors for satisfaction per age group will be different. For example, young people are more focused on development opportunities, while employees within an older age group are more committed to certainty and better working conditions. But also here the type of organization will be dependent. In addition, measuring satisfaction is limited as this says little about employee engagement. The only measurement of employee satisfaction is therefore perhaps not advisable.

 

As shown above, there are many comments to make about setting up a staff satisfaction survey. The success of such an investigation depends not only on the methodology but also to a large extent on the communication and follow-up following the research. Especially when the research is outsourced, the succession will ask relatively much of the organization. Therefore, the good thinking and planning of a collaborative research is at least as important as the implementation itself. Every research is based on the alignment with the context.

 

Spector, P.E. (1985). Measurement of human Service staff satisfaction: Development of the Job satisfaction Survey. American Journal of Community Psychology, Vol. 13, No. 6.

Wanous, J.P.; Reichers, A.E.; Hudy, M.J. (2016). Overall Job satisfaction: How Good are single-item measurers?. Journal of Applied Psychology, Vol 82 (2), APR 1997, 247-252.

 

19th February 2017

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